Human Resource Management Functions

• Human Resource Management

Functions of Human Resource Management

• Managerial functions of HRM include planning, organizing, directing, and controlling
• Operative functions of HRM include procurement, development, compensation, maintenance, and integration.

Scope of Human Resource Management

• Employee recruitment and selection
• Employee training and development
• Employee performance management
• Compensation and benefits administration
• Industrial relations

Job Analysis and Workforce Forecasting

• Analysis in detail of the skills and competencies needed for a role.
• Job details encompass duties, tasks, environment, tools, relationships, and requirements
• Unit descriptions break down by job, position, duty, tasks, activity, and element
• Workforce forecasting determines the workers and skills needed to conduct business successfully
• Operational workforce forecasting has a 12-month outlook and reflects seasonal demands
• Strategic workforce forecasting has a 1 to 5-year outlook with goal adjustments

Advantages of Workforce Forecasting

• Improves resource planning and allocation
• Increases operational efficiency and responsiveness
• Identifies training opportunities and diversifies talent
• Enhances scheduling and saves costs
• Helps teams close skill gaps and encourages a positive environment

Steps for Executing Workforce Forecasting

• Define business goals
• Investigate current workforce
• Consider future needs and identify current gaps
• Fill workforce gaps
• Workforce forecasting methods are quantitative, qualitative, hybrid, and casual

Recruitment Strategies and Employer Branding

• A recruitment strategy is a hiring plan to attract, evaluate, and hire
• Recruiting strategies include prioritizing internal mobility, improving the company's online presence, and strengthening recruiter relationships
• Employer brand is the reputation and experience an organization has
• Employer brand is the perceived identity of the company by the public
• Talent pipelining, company culture, employee attraction, employee stories, and employer branding metrics are pillars of employer branding
• Employer branding results in top talent attraction, employee retention, engagement, and a strong company culture.

Selection Process: The 7 Steps

• Application
• Screening and pre-selection
• Interview
• Assessment
• References and background check
• Decision
• Job offer and contract
• Week 6 Agenda

Identifying Training Needs

• Training Needs Analysis (TNA) aligns training with business goals and improvs employee performance
• Training Needs Analysis (TNA) retains top talent and saves costs
• Key steps include defining objectives, identifying stakeholders, collecting data, and analyzing it
• Identify training needs based on analysis and set SMART training objectives
• Consider a mix of training styles when designing the program and assign qualified trainers
• Evaluate training effectiveness through feedback and post-training assessments
• Conduct periodic TNAs to address skill gaps
• Machine learning, AI virtual coaches, and data analytics are aspects of AI in Training Needs Analysis (TNA)

Designing and Delivering Effective Training Programs

• Lectures pass on information and facts but the learner may be passive
• A trainer should provide information and answer questions for lectures
• Discussions require input on facts about the topic from learners but stimulates interest and thought
• A trainer should establish small groups early and assign a task
• A case study helps solve problems and change attitudes but can be time-consuming to prepare
• A trainer should use provocative questions to drive key issues for discussion
• Role-playing helps develop interactive knowledge and modify attitudes while using the participant's past experiences but may be time-consuming
• A trainer should choose a story illustrating key points used for role-playing
• Group exercises facilitate high participation but it requires skills for a trainer to guide
• Promotes learner participation
• Stimulates interest if the demonstration has a lot of interest for learners
• Helps learners relate general learning to a specific are of their work when using worksheets
• Allows material to be quickly passes when training through E-Learning

Career Development and Succession Planning

• Succession plans identify talented people for important positions
• Employee driven process ensuring a talent pool
• Career pathing is a process for employees to chart their career growth.
• Career development includes employee self-assessment. While succession planning plays an imperative role for the company's strategy.
• Focus during employee experience lays with career development. Whereas focus during retention lays with succession planning.