Human Resource management plays a strategic role in driving organisation performance
1. compensation strategies
1.1. key components of compensation strategy
1.1.1. 1.Pay
1.1.2. 2.Benefits
1.1.3. 3.Careers
1.2. The development process
1.3. 1. Review the business environment
1.4. 2.Assess the business design
1.5. 3.Examine critical HR implications
1.6. 4. Measure the internal reality
1.7. 5. Identify gaps and priorities
1.8. 6.Develop the action plan .Measure it.
2. Consider recruiting
2.1. Recruitment is the process of seeking and attracting a pool of qualified candidates from which the most suitable applicant(s) can be selected
2.2. Factors influencing recruitment
2.2.1. External factors
2.2.2. 1.Legislative requirements include specific educational and professional qualifications
2.2.3. 2.Government priorities in term of service delivery will influence the outcomes to be achieved by the organisation and the skills mix of personnel to be recruited.
2.2.4. 3.Conditions in the labour market the availability of suitably qualified people for vacant posts will determine the recruitment method and scope.
2.3. Internal factors
2.3.1. 1. Organisational policy
2.3.2. 2.The image of the institution
2.3.3. 3.The requirement set before potential job seekers.
2.3.4. 4.Push and pull factors
2.4. The recruitment process
2.4.1. The job descruption
2.4.2. The recruiter
3. training
3.1. approach to training
3.2. 1.Needs assessment
3.2.1. a systematic needs analysis should be conducted by means of the following
3.2.2. An organised analysis is an examination of the environment, strategies and resources in order to determine where the emphasis of training should.
3.2.3. The tasks analysis involves reviewing the job description and specification to identify the activities performed in a particular job and key skills required to perform these activities.
3.2.4. A person analysis involves determining which employees require training and which do not.
3.3. 2.Programme design
3.3.1. After determining the training needs ,the training programme is designed which has four stages.
3.3.2. Training objectives
3.3.3. Readiness and motivation of trainning
3.3.4. Principles of learning
3.3.5. Characteristics of instructors
3.4. 3. Implementation
3.4.1. A major consideration in implementing a training programme is choosing the most appropriate training methods for the specific content which are
3.4.2. induction training
3.4.3. Orientation
3.4.4. In-serves training
3.4.5. On-the -job training
3.4.6. continuing education
3.5. 4.Evaluation
3.5.1. Training, like any other HR management function has to be evaluated to determine its effectiveness.
3.5.2. Reaction
3.5.3. Learning
3.5.4. Behaviour
3.5.5. Results or return on investment (ROI)