HRM: Employee Training and Development

• Human resource management (HRM) involves managing employees to achieve organizational goals.
• HRM functions include recruitment, selection, training, performance management, compensation, and labor relations.
• Strategic HRM aligns HR practices with the overall business strategy.

Employee Training and Development

• Training enhances employees' skills and knowledge for current jobs.
• Development prepares employees for future roles and responsibilities.
• Training methods include on-the-job training, classroom training, e-learning, and simulations.
• Development programs include mentoring, coaching, job rotation, and formal education.
• A needs assessment identifies gaps in employee skills and knowledge.
• A learning management system (LMS) is used to deliver and track training programs.
• Training evaluation measures the effectiveness of training programs.
• Kirkpatrick's four-level model evaluates training based on reaction, learning, behavior, and results.
• Effective training and development increase employee performance and organizational productivity.
• Succession planning identifies and develops future leaders within the organization.

Recruitment and Selection

• Recruitment is the process of attracting qualified candidates to apply for job openings.
• Selection involves choosing the most suitable candidate from the pool of applicants.
• Recruitment sources include job boards, company websites, social media, employee referrals, and recruitment agencies.
• A job analysis identifies the tasks, duties, and responsibilities of a specific job.
• A job description summarizes the essential functions and requirements of a job.
• A job specification outlines the knowledge, skills, and abilities required for a job.
• Selection tools include application forms, resumes, interviews, tests, and background checks.
• Interviews can be structured, unstructured, panel, or behavioral.
• Various types of employment tests assess cognitive abilities, personality, and job-related skills.
• Background checks verify a candidate's information and history.
• A realistic job preview (RJP) provides candidates with an accurate picture of the job, including both positive and negative aspects.
• Effective recruitment and selection result in a skilled and motivated workforce.
• Legal compliance ensures that recruitment and selection practices do not discriminate against protected groups.

Performance Management

• Performance management is the process of setting goals, monitoring performance, and providing feedback to employees.
• Performance appraisal evaluates an employee's performance against predetermined standards.
• Performance feedback is crucial for improving employee performance.
• Performance management systems include goal setting, performance appraisals, and development plans.
• SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound.
• 360-degree feedback gathers input from multiple sources, including supervisors, peers, subordinates, and customers.
• Performance appraisal methods include graphic rating scales, behaviorally anchored rating scales (BARS), and management by objectives (MBO).
• Performance improvement plans (PIPs) help employees address performance issues and improve their skills.
• Effective performance management enhances employee motivation and organizational productivity.

Compensation and Benefits

• Compensation includes wages, salaries, bonuses, and incentives.
• Benefits include health insurance, retirement plans, paid time off, and other perks.
• Compensation and benefits are designed to attract, retain, and motivate employees.
• A compensation strategy aligns pay levels and structures with the organization's goals and values.
• Job evaluation determines the relative worth of different jobs within the organization.
• Salary surveys gather data on compensation levels in the labor market.
• Pay structures establish pay ranges for different jobs based on their value and responsibilities.
• Incentive plans reward employees for achieving specific goals or performance levels.
• Employee benefits can be mandatory (e.g., Social Security, unemployment insurance) or voluntary (e.g., health insurance, retirement plans).
• Health insurance provides coverage for medical expenses, including doctor visits, hospital stays, and prescription drugs.
• Retirement plans help employees save for retirement, such as 401(k) plans and pension plans.
• Paid time off (PTO) includes vacation days, sick days, and holidays.
• A total rewards package includes all forms of compensation and benefits.
• Effective compensation and benefits contribute to employee satisfaction and retention.

Labor Relations

• Labor relations involves the relationship between employers, employees, and labor unions.
• A labor union is an organization that represents employees' interests in negotiations with employers.
• Collective bargaining is the process of negotiating wages, hours, and working conditions between employers and unions.
• A collective bargaining agreement (CBA) is a written contract that outlines the terms and conditions of employment for union members.
• Grievance procedures provide a process for resolving disputes between employees and employers.
• Unfair labor practices (ULPs) are actions by employers or unions that violate labor laws.
• The National Labor Relations Board (NLRB) is a federal agency that enforces labor laws and oversees union elections.
• Mediation, arbitration, and strikes are methods used to resolve labor disputes.
• Positive labor relations foster a cooperative and productive work environment.
• Understanding labor laws and regulations is essential for effective labor relations.