Human Resources Strategic Planning And Management

Learn about HR Strategies, Training and Development programs and HR Planning and how to generate them

What you'll learn

Hiring new employees is one thing and retaining the new as well as the existing employees is also pivotal.

Recruitment and selection course focuses on workforce planning, development and management and related issues like salary

compensation management, holiday and leave management for the employees, retirement plans, provident fund management

health plans and insurance of the employees and their family, recruitment and selection procedures for hiring quality and potential employees

Requirements

Any graduate or business management professional who wishes to explore human resource management is eligible for the course. Prior knowledge of business management and resource management is a must. Knowledge of computers, the internet, strong interpersonal skills, and communication skills are important factors for this field.

Description

Human Resource Management- Recruitment and selection course focuses on workforce planning, development and management and related issues like salary and compensation management, holiday and leave management for the employees, retirement plans, provident fund management, health plans and insurance of the employees and their family, recruitment and selection procedures for hiring quality and potential employees, retaining the employees are also looked after by the human resource management. The recruitment and selection team will look after interviewing and hiring of the candidates and their cost to the company.Training focusses on the common HR matrices like cost per hire, revenue per employee, the cost to the company, billable hours of the employee, leave the management of the employees, working hours, employee backup management, employee engagement activities, cost of training the employees, training effectiveness, training management, employee satisfaction measurement, employee happiness, employee productivity, overtime expenses and measurement, turnover, cost of labor and various other areas. HR matrices are generally quotative and focus on the data collected from the employees. In larger or bigger organizations, the pool of data is quite large and thus the HR matrices are most common to mid-size organizations.In this course, our focus will be on how strategic planning provides an understanding of the company, and its direction for the future. We shall explore strategic decision making at each stage of the organizational life cycle, and how various types of ratio analysis can guide those decisions. We will learn about how HR supports the organizational budgeting process, a key strategic planning activity, by providing important human capital data.Hiring new employees is one thing and retaining the new as well as the existing employees is also pivotal. Human resource management – Retention strategies course focusses on different strategies for retaining the performing employees who are a valuable gem to the company. Retention strategies focus on methods to make the employees feel valued and engaged to keep them or retain them. Retention methods are very effective in creating a positive impact among the employees and thus helps to increase the turnover of the company.

Overview

Section 1: Introduction

Lecture 1 Introduction to Human Recourse Management

Section 2: Scope

Lecture 2 Scope of HRM

Lecture 3 Importance of HRM

Lecture 4 Principles and Procedure

Lecture 5 HRP Includes Four Factors

Lecture 6 HRIS

Section 3: Job Analysis

Lecture 7 Job Analysis

Lecture 8 Job Analysis Continue

Lecture 9 Components of Job Analysis

Lecture 10 Job Analysis and Competitive Advantage

Lecture 11 Job Specification

Lecture 12 Job Analysis Process

Lecture 13 Job Analysis Process Continue

Section 4: Factors Affecting

Lecture 14 Factors Affecting Job Analysis

Lecture 15 Factors Affecting Recruitment

Lecture 16 Induction Training

Lecture 17 Demerits

Lecture 18 Training and Development

Lecture 19 Role of Training and Development

Lecture 20 Role of Training and Development Continue

Lecture 21 Training Process

Lecture 22 Factors Affecting T and D Process

Lecture 23 Skill Required to be a Trainer

Lecture 24 Personal Qualities to Trainer

Lecture 25 Employee Communication

Lecture 26 Compensation Management

Lecture 27 Non Monetary Benefits

Lecture 28 Factors Affecting Compensation

Section 5: Salary Structure

Lecture 29 Salary Structure

Lecture 30 Employee Contribution

The aspirant or the candidate must be a graduate from any recognized institute with at least 50% in aggregate. Knowledge of business management courses would be an added advantage.