Hrm Reviewer PDF

- **HRM -** Is a strategic approach to managing people in organization. **IMPORTANCE -** Ensuring that the most valuable asset of the organization (people) are effectively recruited, developed, and retain. **Role-** Aligning HR with strategic goals, fostering positive env...

- **HRM -** Is a strategic approach to managing people in organization. **IMPORTANCE -** Ensuring that the most valuable asset of the organization (people) are effectively recruited, developed, and retain. **Role-** Aligning HR with strategic goals, fostering positive environment, workplace culture, and driving org. success. **Overview of HRM FUNCTIONS** 1. 2. 3. 4. 5. 6. **HRM ROLES AND RESPONSIBILITIES** 1. 2. 3. 4. **HRM's Contribution to strategic Goals** 1. 2. 3. 4. **Basic Skills for HR person** 1. 2. 3. 4. 5. **10 Traits of Effective HR** 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. **CHAP. 1 Recruitment and Selection** **Job analysis and design:** Assisting HR managers in hiring and finding qualified individuals, training and developing staff, evaluating, rewarding and retaining them. Job design delivers structure and substance to teach employees, job analysis provides standards and expectations to meet the best applicants needed. **Recruitment strategies:** Professional recruitment are the head hunters. Recruiters should have a strong network and must attend every events as their recruiting strategy. **3 Types of Recruitment** 1. 2. 3. **Recruitment Strategies** 1. 2. 3. 4. 5. 6. **Selection Process and tools** - **5 Distinct aspects of Selection and Tools** 1. 2. 3. 4. 5. **Assessment and Evaluation** - - **Assessment** - gathering and measuring relevant information about the candidate, that includes: 1. 2. 3. **Evaluation**- analyzing and interpreting the data collected. This is where judgement are made and final decision are considered. **Diversity Inclusion** - describe makeup of workforce as well as the policies process, and ensure every employee have a equal access to opportunity and support at the company. 1. 2. 3. 4. 5. 6. **Legal and Ethical consideration:** helps protect organizations from potential legal disputes and maintains a positive reputation in the marketplace. **Equal Employment Opportunity (EEO) & Compliance to Anti Discrimination Law :** To comply with anti-discrimination laws, organizations must implement fair hiring practices that give equal consideration to all applicants. **Relevant Laws in the Philippines includes:** - - - **Data Protection:** ensuring that all personal data collected during the recruitment process is stored securely and used only for the intended purposes. **Transparent Job description and Requirements :** ethical practice in recruitment is the use of clear and transparent job descriptions. **Honesty and Integrity in Communication:** Throughout the hiring process, recruiters should communicate with honesty and integrity, It is important to provide candidates with accurate information about the position, company culture, and potential career growth opportunities. **Staying update on legal and Ethical Guidelines:** Laws and regulations related to recruitment may change over time, and it is essential for employers and recruiters to stay informed. **Technology Recruitment:** transformed recruitment and selection by improving the overall efficiency and effectiveness of the process. From attracting candidates to screening applications, it allows organizations to manage these tasks with greater speed and accuracy. 1. 2. 3. 4. 5. 6. 7. 8. **Onboarding & Retention:** onboarding process helps set the stage for long-term retention by ensuring new employees or users feel valued and well-prepared. **Employee on Boarding:** the process of integrating a new hire into an organization. **4 C's on Onboarding:** - - - - **Employee Retention:** concerned with encouraging employees to remain in the organization for a long period of time. **Strategies in Talent Retention:** 1. 2. 3. 4. **Global Recruitment:** Recruiting globally is the practice of hiring talent located overseas. **Recruitment Approaches:** 1. 2. 3. 4. **Steps in Global Recruitment process:** 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. **Chap2 HUMAN RESOURCE PLANNING** **Workforce Planning:** the strategic process of analyzing and forecasting an organization\'s human resource needs to ensure that the right number of employees with the appropriate skills are in the right positions at the right time. **Key Steps in Workforce Planning** **1. Assess Current Workforce:** Analyze the current workforce in terms of skills, experience, and performance. **2. Forecast Future Needs:** Predict future staffing needs. **3. Identify Gaps:** Compare the current workforce with future needs to identify gaps. **4. Develop Action Plan:** Create strategies to address workforce gaps, which may include hiring, training, re-skilling, or redeployment of existing employees. **5. Improvement and Monitor:** Put the action into plan. **Type\'s of Workforce Planning:** - - **HR FORECASTING:** the process of predicting future HR needs and trends within an organization. **Key HR FORECASTING CONCEPT:** - - - **Steps in implementing HR Forecasting:** 1. 2. 3. 4. 5. 6. 7. **HR FORECASTING METHOD:** 1. 2. 3. 4. 5. **Benefits of HR Forecasting:** - - - **Succesision Planning:** process of selecting and developing key talent to ensure the continuity of critical roles. **Risk of neglecting succession planning:** **Preconditions for succession planning Our succession planning framework has two preconditions.** 1\. Creation of a culture of leadership development 2\. Selection of critical roles **A four-step succession planning process.** **Once the two preconditions are met, you can put your succession planning process in motion:** 1.Talent development 2.Indentification of leadership talent 3.Leadership development 4.Succession decision **Strategic Human Resource Planning:** (HRP) is the process of predicting and managing an organization\'s future workforce needs to meet its long-term business goals. **Steps in HR planning:** **1. Assess current HR capacity:** evaluating the current employees **2. Forecast future HR requirements:** predicts the skills and personnel they will need in the future. **3. Identify gaps:** analyze the gap between your organization's current resources and your future needs. **4. Develop HR strategies:** hiring new employees, training current staff. **Five HR strategies for meeting organization\'s future needs:** 1. 2. 3. 4. 5. **Implementing the Strategic HR Plan:** 1. 2. 3. 4. 5. **Workforce flexibility and Contingency planning:** **Flexible workforce -** arrangement where employees and employers adopt a unique working style other than the traditional 8 am to 5 pm. **Type of workforce flexibility:** - - - - - - - - - - **Types of workforce flexibility** - - - - - - - - - - - **Benefits for workforce flexibility (employees)** - - - - - **(For employers)** - - - - - - **Contingency plan-** strategy for how your organization will respond to important or business-critical events that knock your original plans off track. **Benefits of Contingency plan for HR team** - - - - **Steps to Create contingency plan** 1. 2. 3. 4. 5. 6. 7. 8. 9. **Common contingency planning pitfalls---and how to avoid them:** - - - **Global HR Planning -** strategic approach to managing an organization's human resource on an international scale. **Goals of global HRM planning:** 1. 2. 3. **Benefits of Global HRM Planning:** 1. 2. 3. 4. 5. **The Global HRM Planning step by step** 1. 2. 3. 4. 5. 6. **How can a global HR platform help with HRM Planning?** - - - - - **Chap. 3 Training and Development (TNA)** **Training needs assessment:** systematic process used to determine if training is needed, what type of training is required, and who needs it. **Importance of TNA:** - - - **Key components of TNA** - - - **Design and Delivery of Training Program:** Training design involves planning a program to meet learning objectives, including structure, content, delivery, and assessments. The term \"training delivery\" refers to how an organization presents learning initiatives to learners. **The Best Practices for Designing and Delivering training programs:** 1. 2. 3. 4. 5. **Types of Training Program:** - - - - - **Learning Theories and Principle:** \"The acquisition of knowledge or skills through experience, study, or by being taught\" - Oxford Dictionaries \"A relatively permanent change in human capabilities that is not a result of growth processes. These capabilities result in specific learning outcomes. **Guide through Effective Learning:** - - - - - **Learning Style: Kolb\'s learning Style:** Kolb\'s Learning Styles - Four learning styles based on two dimensions. 1\. Diverging (Feeling & Watching) - Prefer to watch than do 2\. Assimilating (Watching & Thinking) - Enjoys ideas but not their practical application. 3\. Converging (Doing & Thinking) - Enjoys ideas and theory and also solving practical problems. 4\. Accommodating (Doing & Feeling) - Prefer learning through doing **Learning Outcomes:** **\"Descriptions of the specific knowledge, skills, or expertise that the learner will** **get from a learning activity, such as a training session, seminar, course, or program."** **Types of Learning Outcomes** 1. 2. 3. 4. 5. **Theory: \"A theory is an explanation for why something occurs or how it occurs\" -Harasim, 2017** **What are learning Theories?** A learning theory aims to: 1\. Help us understand both how knowledge is created and how people learn. 2\. Systematize and organize what is known about human learning. - Lefrançois, 2019 **Different Learning Theories** 1. 2. 3. 4. 5. 6. 7. **3 Core Domains:** 1\. Knowledge (Cognitive Domain) - Involves thinking and experiencing information. 2\. Skills (Psychomotor Domain) - Includes physical movement or practical application of knowledge. 3\. Attitudes (Affective Domain) - Invokes emotion and feeling in the learned knowledge. **The taxonomy involves different levels of learning:** 1\. Create - Produce new or original work 2\. Evaluate - Justify a stand or decision 3\. Analyze - Draw connection among ideas 4\. Apply - Use information in new situations 5\. Understand - Explain ideas or concepts 6\. Remember - Recall facts and basic concepts **Training Delivery Method:** 1. 2. 3. 4. 5. 6. 7. 8. **Evaluation of Training Effectiveness** 1. **The Kirkpatrick Model is a widely used method to evaluate training effectiveness by** **assessing both formal and informal training across four levels:** - - - - 2. Assessments conducted before and after training help to gauge the effectiveness of the learning experience and highlight areas for improvement. - - 3. **Technique\'s to improve transfer:** - - - 4. -