BACC2 Human Resource Management Reviewer PDF

BACC2 HUMAN RESOURCE MANAGEMENT REVIEWER Recruitment, Payroll And Compliance Workforce Planning, Talent Management HRM Process, Job Analysis Training Need Assessment ADDIE Model Compensation Strategy and Practices Recruitment, Payroll and Compliance...

BACC2 HUMAN RESOURCE MANAGEMENT REVIEWER Recruitment, Payroll And Compliance Workforce Planning, Talent Management HRM Process, Job Analysis Training Need Assessment ADDIE Model Compensation Strategy and Practices Recruitment, Payroll and Compliance Recruitment and Selection: developing job descriptions, advertising vacancies, screening applicants, conducting interviews and hiring suitable candidates. Employee Records Management: maintaining accurate and up to date employee information including personal details, employment history and performance evaluations Payroll and Benefits Administration: processing salaries, bonuses and benefits, ensuring compliance with legal requirements and organizational policies. Compliance with Labor Laws: ensuring adherence to employment regulations and standards to mitigate legal risks. Workforce Planning, Talent Management Workforce Planning: assessing current and future staffing needs to support organizational goals. Talent Management: identifying, developing and retaining high potential employees to drive business success. HRM Process, Job Analysis Human Resource Management Process Job Analysis: defining rules and responsibilities to understand job requirements. Recruitment and selection: attracting and hiring suitable candidates. Onboarding and training: integrating new employees and providing necessary training. Performance management: setting objectives, monitoring progress and evaluating performance.  Compensation and Benefits: designing and administering pay structures and benefits packages. Employee Relations: managing interactions between employees and the organization. Compliance and Legal Issues: ensuring adherence to labor laws and regulations. Job Analysis A. Uses of Job Analysis Recruitment and Selection: creating accurate job descriptions to attract suitable candidates. Training and Development: identifying skills and competencies required for specific role. Performance Appraisal: establishing clear performance standards based on job requirements. Compensation: determining appropriate salary levels by evaluating job responsibilities. B. Process of Job Analysis Determining Purpose: clarifying the objectives of the analysis. Collecting Data: gathering information through observations, interviews and questionnaires. Analyzing Data: organizing and interpreting the collected information. Documenting Findings: creating detailed job descriptions and specifications. Training Need Assessment Levels 1. Organizational Level: evaluates overall goals and identifies training initiatives to align the workforce with the company’s objectives. For example, a company expanding into new markets might focus on cross cultural communication training. 2. Task Level: examines specific tasks or skills required for a job. It identifies what training is needed to close the skill gap between current capabilities and job requirements. 3. Individual Level: focuses on individual employee performance to identify areas where improvement or growth is needed. ADDIE MODEL (Analysis, Design, Development, Implementation, Evaluation) Provides a structured approach to designing and implementing training programs. 1. Analysis - identify training needs and define learning objectives. 2. Design - outline the training program including content, methods and timelines. 3. Development - create training materials such as manuals, videos or e-learning modules. 4. Implementation - deliver the training to participants through workshops, online platforms or on-the-job sessions. 5. Evaluation - assess the effectiveness of the training by measuring improvements in knowledge, skills and performance. Training Approaches On-the-job Training - employees learn while performing their duties under supervision. Off-the-Job Training - training conducted outside the workplace such as seminars or workshops. E-learning - online training modules that offer flexibility and scalability. Blended Learning - combines online and in-person training for a comprehensive approach. Compensation Strategies and Practices A. Compensation Strategy - aligns an organization’s pay practices with its business goals. It ensures that salaries are competitive and motivate the employees. Internal Equity: ensuring employees in similar roles receive comparable pay. External Competitiveness: benchmarking pay against industry standards. Pay for Performance: rewarding employees based on their contributions and results. B. Compensation Practices Base Pay: fixed salaries or wages. Variable Pay: incentives, bonuses and commissions. Benefits: non-monetary perks include health insurance, retirement plans and paid leave. Recognition Programs: non-financial rewards such as awards, promotions or public recognition.