Introduction Equal opportunities are very important in the modern workplace. Providing equal opportunities involves providing the same opportunities to all the employees and prospective employees regardless of their sex‚ age‚ disabilities‚ ethnic origins‚ sexual orientations etc. Equal opportunities allow the employee to have rights therefore the employer is unable to take advantage‚ discriminate or manipulate staff. Employers have an element of power over their employees but by having the law
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[pic] HRMM044 Human Resource Management (HRM) Module Guide 2012-13 Module leader: Peter Canavan C115 ext. 2169 peter.canavan@northampton.ac.uk Introduction Welcome to the module on Human resource Management. This module introduces the tools and theories of Human Resource management‚ that are used to help organisations through its people maintain a competitive business advantage. Will we insdetify
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1.0 Armstrong (2003)‚ defined ‘Employee resourcing as been concerned with ensuring that the organisation obtains and retains the human capital it needs and employs them productively’. Failure to recruit workers with appropriate competence will doom the firm to failure or stunted growth. (Boxall and Purcell‚ 2003‚ pg 140‚141). Employee resourcing can involve sophisticated methods intended to realise long term objectives and balancing consideration such as satisfying the immediate needs
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Contents 1. Executive Summary 3 2. Introduction 3 3. Overview of the company 4 4. Recruitment and Selection 4 4.1. Introduction 4 4.2. Review of Literature 4 4.3. Recruitment and Selection in Alcoa 5 4.4. Findings and Recommendations 6 5. Learning and Development 7 5.1. Introduction 7 5.2. Review of Literature 7 5.3. Learning and Development in Alcoa 8 5.4. Findings and Recommendations 9 6. Reward Management 9 6.1. Introduction 9 6.2. Review of Literature
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supply. Objectives of HR Planning: * To ensure quality and quantity of HR at the right time and the right place * To ensure optimum utilization of human resources * To avoid understaffing and overstaffing Importance: * Reservoir of Talent * Expansion/ Contraction * Cutting costs * Succession Planning MANPOWER PLANNING MAKES FOR DIFFERENT PURPOSES AT DIFFERENT LEVELS: MACRO-LEVEL NATIONAL SECTOR – WISE INDUSTRY - WISE MICRO- LEVEL ORGANISATION
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beneficial effect on productivity‚ absenteeism‚ retention etc | | Employee relations | manages all relations with employees according to the organisations policies and procedures which are underpinned by relevant employment law | | Learning and talent development | aims to ensure that the workforce has the necessary skills to meet the short‚ medium and long term goals of the organisation | | Organisation design | ensures that the organisation is appropriately designed to deliver organisation
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HR Strategy 1. We have difficulty implementing an international standardised recruitment and retention strategy 2. Issues arise as a result of a difference in Leadership style from different regions / cultures Recruiting and retaining key talent is a difficult task for most organisations. It’s no surprise therefore that 71.4% have difficulty implementing an international standardised recruitment and retention strategy. Furthermore‚ 80.9% of organisations experience issues that arise
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the age profile of that particular department resulting in no specific development‚ progression‚ recruitment or training to cover the retirement of those police officers. Resource management “Resourcing is the process by which people are identified and allocated to perform necessary work. Resourcing has two strategic imperatives: first‚ minimizing employee costs and maximising employee value to the
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CIPD Profession Map Our standards and your professional development Claire Bishop HR Capability Manager‚ CIPD HR Profession Map What makes great HR? The HR Profession Map is a framework based on extensive research with HR professionals at all stages of their career‚ and sets out what makes great HR: the knowledge‚ skills and behaviours
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NAME: Ayoola Akande UNIT Title: Developing Yourself as an Effective Human Resources or Learning and Development Practitioner UNIT CODE: 4DEP Unit 1 4DEP LEVEL 3 STUDENT NO:CC1489119 QUESTION Activity 1.1 briefly summarise the HRPM (i.e. the 2 core professional areas‚ the remaining professional areas‚ the bands and the behaviours) Answer The knowledge‚ skills and behaviour require to be effective in an identified HR role divided into stages‚ namely: 1. professional areas 2. Behaviours
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