Course Content
HR Management Foundation
Human Resource Management (HRM) Foundation encompasses the fundamental principles and practices that form the basis of effective HRM. Understanding these core concepts is essential for anyone involved in managing human resources, whether they are new to the field or seeking to reinforce their knowledge.
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Introduction to HR Management
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HRM Functions and Processes
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Legal and Ethical Considerations
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HR Technology and Systems
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Employment Law in
Employment Law is a critical aspect of Human Resource Management (HRM) that governs the relationship between employers and employees. It encompasses a range of legal requirements and regulations designed to protect employee rights, ensure fair treatment, and maintain a lawful workplace. Understanding and adhering to employment law is essential for HR professionals to prevent legal issues, ensure compliance, and foster a positive work environment.
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Key Areas of Employment Law in HRM
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HRM Practices for Compliance with Employment Law
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Performance Management
Performance Management is a critical component of Human Resource Management (HRM) that involves evaluating and enhancing employee performance to align with organizational goals and improve overall effectiveness. It encompasses the processes and activities that ensure employees’ work contributes to the achievement of organizational objectives, while also supporting their personal and professional development.
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Key Components of Performance Management
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Steps in Implementing Performance Management
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Benefits of Performance Management
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Professional Training in Human Resource Management (HRM)
About Lesson

HRM Functions and Processes

  • Recruitment and Selection:

    • Job Analysis: Identifying the duties and requirements of a job to create accurate job descriptions and specifications.
    • Recruitment: Attracting potential candidates through job postings, career fairs, and networking.
    • Selection: Evaluating candidates through interviews, tests, and reference checks to select the most suitable candidates.

  • Performance Management:

    • Setting Objectives: Establishing clear and measurable performance goals aligned with organizational objectives.
    • Appraisal: Regularly assessing employee performance and providing feedback.
    • Development Plans: Creating plans for employee development and career progression based on performance evaluations.

  • Compensation and Benefits:

    • Salary Structures: Designing competitive salary structures and pay scales.
    • Benefits Administration: Managing employee benefits such as health insurance, retirement plans, and other perks.
    • Compensation Analysis: Conducting market research to ensure compensation is competitive and equitable.

  • Employee Relations:

    • Conflict Resolution: Addressing and resolving workplace conflicts and grievances.
    • Employee Engagement: Implementing strategies to boost employee morale and job satisfaction.
    • Workplace Culture: Promoting a positive work environment and organizational culture.

  • Training and Development:

    • Needs Assessment: Identifying training needs through performance appraisals and employee feedback.
    • Training Programs: Designing and delivering training programs to enhance skills and knowledge.
    • Career Development: Supporting employees in their career growth and advancement within the organization.

 

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