........................................................... HR Metrics Standards & Glossary Published by the HR Metrics Service Version 6.4 /October 12‚ 2011 HR Metrics Standards and Glossary Introduction The following document contains a list of HR metrics‚ including formulas and descriptions. It has been arranged in a series of categories for ease of reference. The categories are as follows: • • • • • • • Compensation HR Efficiency Learning and Development Productivity Recruitment Retention
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Human Resources or Learning and Development Practitioner Level 4 1 Credit value 4 Unit code 4DEP Unit review date Sept. 2011 Purpose and aim of unit The CIPD has developed a map of the HR profession (HRPM) that describes the knowledge‚ skills and behaviours required by human resources (HR) and learning and development (L&D) professionals. This unit is designed to enable the learner to develop a sound understanding of the knowledge‚ skills and behaviour required of a professional
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business. Human resources intend to be one of the main competitive advantages of a company. At the same time more attention is paid to strategic issues of a company. HR is supposed to be one of the most important areas of a company functioning‚ which should be able to increase productivity repeatedly. During this period‚ functions of HR were significantly increased from common personnel management to motivation system development‚ career planning‚ conflict management‚ labor market research etc. This
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Green HR is one which involves two essential elements: environmentally friendly HR practices and the preservation of knowledge capital.Green HR involves reducing your carbon footprint via less printing of paper‚ video conferencing and interviews‚ etc.Companies are quick to layoff when times are tough before realizing the future implications of losing that knowledge capital. Green HR initiatives help companies find alternative ways to cut cost without losing their top talent; furloughs‚ part time
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CAN HR THEORY MAKE A DIFFERENCE TO ORGANISATIONAL EFFECTIVENESS? JUNE 2008 Contents Page Introduction 3 HR Theory in Context 1.1 An Evolutionary Overview 4 1.2 Contemporary HRM 6 1.3 HR Policies
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No: 1620 Batch: PGDM HR Index | Sr. No. and Topic | Page No. | |1.What is TQM |2 | |2.Why is it valued in industry |2 | |3.What does it consist of |3 | |4. How is role of HR important in TQM?
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Zoey Abbott A0000140 4DEP The CIPD introduced the HR Professional Map in 2009‚ which set out the new foundations for professional competency in HR and the criteria for new and revised CIPD qualifications. The map highlights 10 professional areas at four different levels and the eight key behaviours HR professionals need to operate. The HR Profession Map sets out the following eight behaviours: 1. Decisive thinker. Able to analyse information quickly and use it to make robust decisions. 2
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Table of Contents Introduction 2 Organogram Management Level 4 HR at KAC Fashion 5 Recruitment & Selection 6 Recruitment Sources 7 • Advertising 7 • Employee Referrals 8 • Walk-ins and Write-ins 8 Selection 9 Employee Training 10 Process of Identifying Training need 10 Performance Management 13 Incentives and Benefits 15 Labor Management 18 Conclusion 19 Acronyms 20 Bibliography 21 Work Distribution 22 Introduction The total foreign currency Bangladesh earns
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HR PORTFOLIO Name: Shanika Jayasooriya Student ID: JASHD13 Lecturer: Mr. Ranjith De Silva Subject: Human Resource Management (MAN2145) Table of Contents 1.0 Research Synopsis 3 2.0 Job Analysis 4 2.1 Importance of Job Analysis 4 2.2 Steps in a Job Analysis 5 2.3 Components of a Job Analysis 6 2.4 Uses of Job Analysis Information 6 3.0 Job Description 8 3.1 Components of a Job Description 8 3.2 Uses of a Job Description 9 3.3 Relationship between Job Analysis and Job Description
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INTRODUCTION Meaning of Human Resource - HR As companies reorganize to gain competitive edge‚ human resources plays a key role in helping companies deal with a fast-changing competitive environment and the greater demand for quality employees. Research conducted by The Conference Board has found six key people-related activities that human resources completes to add value to a company: 1. effectively managing and utilizing people. 2. Trying performance appraisal and compensation to competencies
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