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Why Buy This Book?
- Basic to Advance No matter what you know, these books teaches you from basic terms to advance level.
- All Concepts Covered With these books you learn each and every aspect of Human Resource.
- Self Sufficient After these books, you'll have complete clarity on Human Resource subjects.
- Global Opportunity With global rise in demand of Human Resource subjects, opportunities are endless in terms of jobs.
What exactly do I get in this?
3 Pack Bundle
What’s Covered?
Table of content
• The Role of Human Resources
✓ Human Resource Management Day to Day
✓ What Is Human Resources?
✓ Learning Objectives
✓ What Is HRM?
✓ Human Resource Recall
✓ The Role of HRM
✓ Staffing
✓ Development of Workplace Policies
✓ Compensation and Benefits Administration
✓ Retention
✓ Training and Development
✓ Dealing with Laws Affecting Employment
✓ Worker Protection
✓ Communication
✓ Awareness of External Factors
✓ Key Takeaways
✓ Exercises
✓ Skills Needed for HRM
✓ Learning Objectives
✓ Human Resource Recall
✓ Key Takeaways
✓ Exercises
✓ Today’s HRM Challenges
Learning Objective
✓ Containing Costs
✓ Technology
✓ How Would You Handle This?
✓ The Economy
✓ The Changing and Diverse Workforce
✓ Fortune 500 Focus
✓ Human Resource Recall
✓ Ethics
✓ Key Takeaways
✓ Exercises
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ Team Activities
• Developing and Implementing Strategic HRM Plans
✓ The Value of Planning
✓ Strategic Planning
✓ Learning Objectives
✓ Hiring Mastermind Cook Book
✓ Personnel Management
✓ HRM as a Strategic Component of the Business
✓ Human Resource Recall
✓ The Steps to Strategic Plan Creation
✓ Conduct a Strategic Analysis
✓ Identify Strategic HR Issues
✓ Prioritize Issues and Actions
✓ Draw Up an HRM Plan
✓ Key Takeaways
✓ Writing the HRM Plan
✓ Learning Objective
✓ How Would You Handle This?
✓ Determine Human Resource Needs
✓ Recruit
✓ Select
✓ Determine Compensation
✓ Develop Training
✓ Perform a Performance Appraisal
✓ Human Resource Recall
✓ Key Takeaways
✓ Exercises
✓ Tips in HRM Planning
✓ Learning Objective
✓ Fortune 500 Focus
✓ Link HRM Strategic Plan to Company Plan
✓ Monitor the Plan Constantly
✓ Measure It
✓ Human Resource Recall
✓ Sometimes Change Is Necessary
✓ Be Aware of Legislative Changes
✓ Key Takeaways
✓ Exercises
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ Team Activities
• Retention and Motivation
✓ Dissatisfaction Isn’t Always about Pay
✓ The Costs of Turnover
✓ Learning Objectives
✓ Reasons for Voluntary Turnover
✓ Human Resource Recall
✓ Key Takeaways
✓ Exercises
✓ Retention Plans
✓ Learning Objectives
✓ Theories on Job Dissatisfaction
✓ Progression of Job Withdrawal
✓ Hawthorne Studies
✓ Maslow’s Hierarchy of Needs
✓ Herzberg Two-Factor Theory
✓ McGregor
✓ Human Resources Recall
✓ Carrot and Stick
✓ Sources of Employee Satisfaction Data
✓ Sample Exit Interview Questions
✓ KEY TAKEAWAYS
✓ Hiring Mastermind Cook Book
✓ EXERCISES
✓ Implementing Retention Strategies
✓ Learning Objective
✓ Salaries and Benefits
✓ Training and Development
✓ How Would You Handle This?
✓ Performance Appraisals
✓ Human Resource Recall
✓ Succession Planning
✓ Flextime, Telecommuting, and Sabbaticals
✓ Management Training
✓ Conflict Management and Fairness
✓ Fortune 500 Focus
✓ Job Design, Job Enlargement, and Empowerment
✓ Pay-for-Performance Strategies
✓ Work-Life Balance
✓ Other Retention Strategies
✓ Key Takeaways
✓ Exercise
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ Team Activity
• Training and Development
✓ Training: Not Like It Used to Be
✓ Steps to Take in Training an Employee
✓ Learning Objective
✓ Employee Orientation
✓ Human Resource Recall
✓ In-House Training
✓ Mentoring
✓ External Training
✓ How Would You Handle This?
✓ Key Takeaways
✓ Exercises
✓ Types of Training
✓ Learning Objective
✓ Technical or Technology Training
✓ Quality Training
✓ Skills Training
✓ Soft Skills Training
✓ Professional Training and Legal Training
✓ Team Training
✓ Human Resource Recall
✓ Managerial Training
✓ Safety Training
✓ Starbucks Training Video
✓ Key Takeaways
✓ Exercises
✓ Training Delivery Methods
✓ Learning Objective
✓ On-the-Job Coaching Training Delivery
✓ Mentoring and Coaching Training Delivery
✓ Brown Bag Lunch Training Delivery
✓ Human Resource Recall
✓ Web-Based Training Delivery
✓ Job Shadowing Training Delivery
✓ Fortune 500 Focus
✓ Job Swapping Training Delivery
✓ Vestibule Training Delivery
✓ International Assignment Training
✓ Key Takeaways
✓ Exercises
✓ Designing a Training Program
✓ Learning Objectives
✓ Training Program Framework Development
✓ Human Resource Recall
✓ Needs Assessment
✓ Learning Objectives
✓ Learning Styles
✓ Delivery Mode
✓ Budget
✓ Delivery Style
✓ Audience
✓ Content Development
✓ 0 Timelines
✓ 1 Communication
✓ Human Resource Recall
✓ 2 Measuring Effectiveness
✓ 3 Career Development Programs and Succession Planning
✓ Key Takeaways
✓ Exercises
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ Team Activities
• Successful Employee Communication
✓ The Biggest Challenge
✓ Communication Strategies
✓ Learning Objectives
✓ Communication and Emotional Intelligence (EI)
✓ Human Resource Recall
✓ Communication Directions
✓ Communication Styles
✓ Nonverbal Communication
✓ Strategic HR Communication Style in Organizations
✓ How Would You Handle This?
✓ Key Takeaways
✓ Exercises
✓ Management Styles
✓ Learning Objectives
✓ FORTUNE 500 FOCUS
✓ Task Style versus People-Centered Style
✓ Participatory, Directing, or Teamwork Styles
✓ Autocratic, Participative, and Free-Reign Styles
✓ Path Goal Model for Leadership
✓ Applying Management Styles
✓ Human Resource Recall
✓ Key Takeaways
✓ Exercises
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ Team Activity
• Managing Employee Performance
✓ A Dilemma
✓ Handling Performance
✓ Learning Objectives
✓ Types of Performance Issues
✓ Fortune 500 Focus
✓ Human Resource Recall
✓ What Influences Performance?
✓ Defining Discipline
✓ The Role of the Performance Appraisal in Discipline
✓ Performance Issue Model
✓ Investigation of Performance Issues
✓ Options for Handling Performance Issues
✓ University of Iowa’s Progressive Discipline Process
✓ Alternative Dispute Resolution
✓ Employee Separation
✓ 0 Rightsizing and Layoffs
✓ Key Takeaways
✓ Exercises
✓ Employee Rights
✓ Learning Objectives
✓ Job Protection Rights
✓ Privacy Rights
✓ Human Resource Recall
✓ Labor Unions
✓ How Would You Handle This?
✓ Key Takeaways
✓ Exercises
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ Team Activities
• Employee Assessment
✓ A Tough Conversation
✓ Performance Evaluation Systems
✓ Learning Objectives
✓ Designing a Performance Appraisal System
✓ Performance Appraisal System Errors
✓ Performance Appraisal Legal Considerations
✓ Human Resource Recall
✓ Key Takeaways
✓ Exercises
✓ Appraisal Methods
✓ Learning Objective
✓ Graphic Rating Scale
✓ Essay Appraisal
✓ Checklist Scale
✓ Critical Incident Appraisals
✓ Work Standards Approach
✓ Ranking Methods
✓ Fortune 500 Focus
✓ Human Resource Recall
✓ Management by Objectives (MBO)
✓ Setting MBOs with Employees
✓ Behaviorally Anchored Rating Scale (BARS)
✓ How Would You Handle This?
✓ Key Takeaways
✓ Exercise
✓ Completing and Conducting the Appraisal
✓ Learning Objectives
✓ Best Practices in Performance Appraisals
✓ Training Managers and Employees
✓ Employee Feedback
✓ Organizing the Performance Appraisal Process
✓ Performance Appraisal Interviews
✓ Key Takeaways
✓ EXERCISES
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ Team Activity
• Working with Labor Unions
✓ Unhappy Employees Could Equal Unionization
✓ The Nature of Unions
✓ Learning Objectives
✓ History and Organization of Unions
✓ Current Union Challenges
✓ Human Resource Recall
✓ Labor Union Laws
✓ The Unionization Process
✓ Strategies Companies Use to Avoid Unionization
✓ FORTUNE 500 FOCUS
✓ The Impact of Unions on Organizations
✓ Key Takeaways
✓ Exercises
✓ Collective Bargaining
✓ Learning Objectives
✓ The Process of Collective Bargaining
✓ Examples of Bargaining Topics
✓ Ramifications of a Bargaining Impasse
✓ Human Resource Recall
✓ Working with Labor Unions
✓ How Would You Handle This?
✓ Key Takeaways
✓ Exercises
✓ Administration of the Collective Bargaining Agreement
✓ Learning Objective
✓ Procedures for Grievances
✓ Key Takeaways
✓ Exercise
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ TEAM ACTIVITY
• Safety and Health at Work
✓ Training for Safety
✓ Workplace Safety and Health Laws
✓ Learning Objectives
✓ Occupational Safety and Health Administration (OSHA) Laws
✓ What Is OSHA About?
✓ The Most Frequently Violated and Cited OSHA Standards
✓ Right-to-Know Laws
✓ Human Resource Recall
✓ OSHA Enforcement
✓ FORTUNE 500 FOCUS
✓ Key Takeaways
✓ EXERCISES
✓ Health Hazards at Work
✓ Learning Objective
✓ Stress
✓ Stress Management
✓ Being a Student Can Be Stressful
✓ Human Resource Recall
✓ Cumulative Trauma Disorders
✓ How Would You Handle This?
✓ Video Display Terminals (VDTs)
✓ Chemical and Fragrance Sensitivities
✓ Chemicals and Substances
✓ Benefits to a Smoke-Free Work Environment and Sample Policy
✓ Workplace Violence and Bullying
✓ Workplace Violence
✓ Employee Privacy
✓ Terrorism
✓ Promoting a Culture of Safety and Health
✓ Example of Health and Safety Policy
✓ Key Takeaways
✓ Exercises
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ Team Activity
• International HRM
✓ Things Weren’t What They Seemed
✓ Offshoring, Outsourcing
✓ Learning Objectives
✓ The Global Environment
✓ HRM Global Strategies
✓ Culture as a Major Aspect of HRM Overseas
✓ FORTUNE 500 FOCUS
✓ Human Resource Recall
✓ Key Takeaways
✓ Exercise
✓ Staffing Internationally
✓ Learning Objectives
✓ Types of Staffing Strategy
✓ Human Resource Recall
✓ Expatriates
✓ Host-Country National
✓ Third-Country Nationals
✓ Key Takeaways
✓ Exercises
✓ International HRM Considerations
✓ Learning Objectives
✓ Recruitment and Selection
✓ Training
✓ Compensation and Rewards
✓ Performance Evaluations
✓ The International Labor Environment
✓ Logistics of International Assignments
✓ How Would You Handle This?
✓ Key Takeaways
✓ Exercise
✓ Cases and Problems
✓ Chapter Summary
✓ Chapter Case
✓ Team Activity
Table of content
• INTRODUCTION
✓ Introduction
✓ Background
✓ Historical Context
✓ Evolution of the Research Topic
✓ Problem Statement
✓ Identification of the Problem
✓ Contextualization within Existing Literature
✓ Hypotheses
✓ Formulation of Hypotheses
✓ Rationale behind Hypotheses
✓ Significance of Study
✓ Contribution to Existing Knowledge
✓ Practical Implications
✓ De-limitations
✓ Scope and Boundaries
✓ Limitations and Constraints
✓ Thesis Structure
✓ Overview of Chapters
✓ Logical Flow of Arguments
• THEORY
✓ Job Satisfaction
✓ Conceptual Framework
✓ Job Satisfaction in the Light of Needs
✓ Theoretical Perspectives on Job Satisfaction
✓ Empirical Studies and Key Findings
✓ Motivational Factors
✓ Theoretical Foundations
✓ Expectancy Theory and Employee Motivation
✓ Equity Theory and Employee Motivation
✓ Comparative Analysis of Motivational Theories
✓ Factors Attributed to Employee Turnover and Retention
✓ Comprehensive Overview
✓ Market Forces
✓ Organizational Environment
✓ Social Networks
✓ Colleagues’ Quality
✓ Person‐Organisation Fit
✓ Job Embeddedness
✓ Interplay of Factors in Employee Retention
• METHODOLOGY
✓ Research Typology
✓ Methodological Choices and Justifications
✓ Comparison with Alternative Methodologies
✓ Survey Instrument
✓ Design and Development
✓ Validity and Reliability Measures
✓ Study Population
✓ Definition and Selection Criteria
✓ Sampling Techniques and Representativeness
• PRELIMINARY ANALYSIS AND EMPIRICAL FINDINGS
✓ Coding of Responses
✓ Coding Framework
✓ Treatment of Ambiguities and Anomalies
✓ Preliminary Analysis: Descriptive Statistics and Test of Normality
✓ Statistical Tools Employed
✓ Interpretation of Descriptive Statistics
✓ Implications of Normality Tests
✓ Frequencies of the Observations
✓ Patterns and Trends
✓ Outliers and Anomalies
• ANALYSIS OF RESULTS
✓ The Frame of Questions and Expectation of Support for Theories
✓ Alignment with Research Objectives
✓ Rigor in Question Design
✓ Empirical Comparison of Theories
✓ Statistical Techniques Employed
✓ Comparative Analysis of Theoretical Frameworks
✓ Discussion of the Major Findings
✓ Key Insights from Empirical Data
✓ Implications for Theory and Practice
• CONCLUSIONS AND IMPLICATIONS
• Main themes emerging from the results
• Synthesis of Major Findings
• Identification of Key Themes
• Recommendations
• Practical Recommendations for Organizations
• Suggestions for Future Research
Table of content
• MANAGING PEOPLE
• Human resource management
✔ Human resource management defined
✔ Human resource system
✔ Models of HRM
✔ Aims of HRM
✔ Policy goals of HRM
✔ Characteristics of HRM
✔ Reservations about HRM
✔ HRM and personnel management
✔ How HR impacts on organizational performance
✔ HRM in context
• Human capital management
✔ Human capital management defined
✔ Human capital management and human resource management
✔ The concept of human capital
✔ Human capital management: practice and strategy
✔ Human capital measurement
✔ Human capital reporting
• Role of the HR function
✔ The overall role of the HR function
✔ The role of HR in facilitating and managing change
✔ Variations in the practice of HR
✔ Organizing the HR function
✔ Marketing the HR function
✔ Preparing, justifying, and protecting the HR budget
✔ Outsourcing HR work
✔ Shared HR services
✔ Using management consultants
✔ Evaluating the HR function
• The role of the HR practitioner
✔ The basic roles
✔ Models of the practitioners of HR
✔ Gaining support and commitment
✔ Ethical considerations
✔ Professionalism in HRM
✔ Ambiguities in the role of HR practitioners
✔ Conflict in the HR contribution
✔ The competencies required by HR professionals
• Role of the front-line manager
✔ The basic role
✔ The line manager and people management
✔ The respective roles of HR and line management
✔ The line manager’s role in implementing HR policies
✔ How to improve front-line managers as people managers
• International HRM
✔ International HRM defined
✔ Issues in international HRM
✔ International organizational models
✔ Convergence and divergence
✔ Cultural diversity
✔ Think globally and act locally
✔ International HR policies
✔ Managing expatriates
• HUMAN RESOURCE MANAGEMENT PROCESSES
• Strategic HRM
✔ The concept of strategy
✔ Strategic HRM defined
✔ Aims of strategic HRM
✔ Approaches to strategic HRM
✔ Implementing strategic HRM
• HR strategies
✔ HR strategies defined
✔ Purpose
✔ The distinction between strategic HRM and HR strategies
✔ Types of HR strategies
✔ Criteria for an effective HR strategy
• Developing and implementing HR strategies
✔ Propositions about the development process
✔ Levels of strategic decision-making
✔ Strategic options and choices
✔ Approaches to HR strategy development
✔ Methodology for strategy development
✔ Conducting a strategic review
✔ Setting out the strategy
✔ Implementing HR strategies
• HRM policies
✔ What human resource policies are
✔ Why have HR policies
✔ Do policies need to be formalized?
✔ HR policy areas
✔ Formulating HR policies
✔ Implementing HR policies
• Competency-based HRM
✔ Types of competencies
✔ Competency frameworks
✔ Reasons for using competencies
✔ Coverage of competencies
✔ Use of competencies
✔ Developing a competency framework
✔ Defining technical competencies
✔ Keys to success in using competencies
✔ Emotional intelligence
• Knowledge management
✔ Knowledge management defined
✔ The concept of knowledge
✔ The purpose and significance of knowledge management
✔ Approaches to knowledge management
✔ Knowledge management systems
✔ Knowledge management issues
✔ The contribution of HR to knowledge management
• Analyzing roles, competencies, and skills
✔ Role analysis
✔ Competency analysis
✔ Skills analysis
• WORK AND EMPLOYMENT
• The nature of work
✔ What is work?
✔ Theories about work
✔ Organizational factors affecting work
✔ Changing patterns of work
✔ Unemployment
✔ Attitudes to work
✔ Job-related well-being
• The employment relationship
✔ The employment relationship defined
✔ Nature of the employment relationship
✔ Basis of the employment relationship
✔ Defining the employment relationship
✔ Significance of the employment relationship concept
✔ Changes in the employment relationship
✔ Managing the employment relationship
✔ Trust and the employment relationship
• The psychological contract
✔ The psychological contract defined
✔ The significance of the psychological contract
✔ The nature of the psychological contract
✔ How psychological contracts develop
✔ The changing nature of the psychological contract
✔ The state of the psychological contract
✔ Developing and maintaining a positive psychological contract
✔ The state of the psychological contract 2004
• ORGANIZATIONAL BEHAVIOUR
• Characteristics of people
✔ Individual differences
✔ Attitudes
✔ Influences on behavior at work
✔ Attribution theory – how we make judgments about people
✔ Orientation to work
✔ Roles
✔ Implications for HR specialists
• Motivation
✔ The process of motivation
✔ Types of motivation
✔ Motivation theory
✔ Instrumentality theory
✔ Content (needs) theory
✔ Process theory
✔ Herzberg’s two-factor model
✔ The relationship between motivation, job satisfaction, and money
✔ Job satisfaction
✔ Motivation and money
✔ Motivation strategies
• Organizational commitment and engagement
✔ The concepts of commitment and engagement
✔ Organizational commitment
✔ Influences on commitment and employee satisfaction
✔ Engagement
• How organizations function
✔ Basic considerations
✔ Organization theories
✔ Organization structure
✔ Types of organization
✔ Organizational processes
• Organizational culture
✔ Definitions
✔ The significance of culture
✔ How organizational culture develops
✔ The diversity of culture
✔ The components of culture
✔ Classifying organizational culture
✔ Assessing organizational culture
✔ Measuring organizational climate
✔ Appropriate cultures
✔ Supporting and changing cultures
• ORGANIZATION, DESIGN, AND DEVELOPMENT
• Organization design
✔ The process of organizing
✔ Aim
✔ Conducting organization reviews
✔ Organization analysis
✔ Organization diagnosis
✔ Organization planning
✔ Responsibility for organization design
• Job design and role development
✔ Jobs and roles
✔ Factors affecting job design
✔ Job design
✔ Job enrichment
✔ Self-managing teams
✔ High-performance work design
✔ Role development
• Organizational development, change, and transformation
✔ What is organizational development?
✔ Organization development
✔ Change management
✔ Organizational transformation
✔ Development and change processes
• PEOPLE RESOURCING
• Human resource planning
✔ The role of human resource planning
✔ Aims of human resource planning
✔ The process of human resource planning
✔ Resourcing strategy
✔ Scenario planning
✔ Estimating future human resource requirements
✔ Labour turnover
✔ Action planning
✔ The contribution of HR to human resource planning
• Talent management
✔ Talent management defined
✔ The elements of talent management
✔ Creating a great place to work
✔ Attraction strategies
✔ Retention strategies
✔ Career management
✔ Talent management for knowledge workers
✔ Talent management in practice
• Recruitment and selection
✔ The recruitment and selection process
✔ Defining requirements
✔ Attracting candidates
✔ Advertising
✔ E-recruitment
✔ Outsourcing recruitment
✔ Educational and training establishments
✔ Application forms
✔ Sifting applications
✔ Selection methods
✔ Types of interviews
✔ Assessment centres
✔ Graphology
✔ Choice of selection methods
✔ Improving the effectiveness of recruitment and selection
✔ References, qualifications, and offers
✔ Final stages
• Selection interviewing
✔ Purpose
✔ Advantages and disadvantages of interviews
✔ The nature of an interview
✔ Interviewing arrangements
✔ Preparation
✔ Timing
✔ Planning and structuring interviews
✔ Interviewing approaches
✔ Interview techniques – starting and finishing
✔ Interviewing techniques – asking questions
✔ Selection interviewing skills
✔ Coming to a conclusion
✔ Dos and don’ts of selection interviewing
• Selection tests
✔ Psychological tests: definition
✔ Purpose of psychological tests
✔ Characteristics of a good test
✔ Types of test
✔ Interpreting test results
✔ Choosing tests
✔ The use of tests in a selection procedure
• Introduction to the organization
✔ Induction defined
✔ Why taking care about induction is important
✔ Reception
✔ Documentation
✔ Company induction – initial briefing
✔ Introduction to the workplace
✔ Formal induction courses
✔ On-the-induction training
• Release from the organization
✔ General considerations
✔ Redundancy
✔ Outplacement
✔ Dismissal
✔ Voluntary leavers
✔ Retirement
• PERFORMANCE MANAGEMENT
• The basis of performance management
✔ Performance management defined
✔ Aims of performance management
✔ Characteristics of performance management
✔ Understanding performance management
✔ Guiding principles of performance management
✔ Performance appraisal and performance management
✔ Views on performance management
• The process of performance management
✔ Performance management as a process
✔ Performance management as a cycle
✔ Performance agreements
✔ Managing performance throughout the year
✔ Reviewing performance
✔ Rating performance
✔ Dealing with under-performers
✔ Introducing performance management
• 360-degree feedback
✔ 360-degree feedback defined
✔ Use of 360-degree feedback
✔ Rationale for 360-degree feedback
✔ 360-degree feedback – methodology
✔ Development and implementation
✔ 360-degree feedback – advantages and disadvantages
✔ 360-degree feedback – criteria for success
• HUMAN RESOURCE DEVELOPMENT
• Strategic human resource development
✔ Strategic HRD defined
✔ Strategic HRD aims
✔ Components of HRD
✔ HRD and HRM
✔ The process of learning and development
✔ Strategies for HRD
✔ Human resource development philosophy
• Organizational learning and the learning organization
✔ Organizational learning
✔ The learning organization
• How people learn
✔ Learning defined
✔ The learning process
✔ Learning theory
✔ Learning styles
✔ Learning to learn
✔ The learning curve
✔ The motivation to learn
✔ The implications of learning theory and concepts
• Learning and development
✔ Learning
✔ Development
✔ Training
• E-learning
✔ What is e-learning?
✔ Aim of e-learning
✔ The technology of e-learning
✔ The e-learning process
✔ The business case for e-learning
✔ Developing e-learning processes
• Management development
✔ Aims of management development
✔ Management development: needs and priorities
✔ The requirements, nature, and elements of management development
✔ Management development activities
✔ Approaches to management development
✔ Emotional intelligence and leadership qualities
✔ Responsibility for management development
• Formulating and implementing learning and development strategies
✔ Making the business case
✔ Developing a learning culture
✔ Identifying learning needs
✔ Planning and implementing learning and development programs
✔ Evaluation of learning
• REWARDING PEOPLE
• Reward management
✔ Reward management defined
✔ The aims of reward management
✔ The philosophy of reward management
✔ The elements of reward management
✔ Total reward
✔ Reward management for directors and executives
✔ Reward management for sales staff
✔ Paying manual workers
• Strategic reward
✔ Reward strategy defined
✔ Why have a reward strategy?
✔ The structure of reward strategy
✔ The content of reward strategy
✔ Guiding principles
✔ Developing reward strategy
✔ Components of an effective reward strategy
✔ Reward strategy priorities
✔ Examples of reward strategies
✔ Implementing reward strategy
✔ Reward strategy and line management capability
• Job evaluation
✔ Job evaluation defined
✔ Analytical job evaluation
✔ Non-analytical job evaluation
✔ The incidence of job evaluation
✔ Computer-assisted job evaluation
✔ Criteria for choice
✔ The case for and against job evaluation
✔ Designing a point-factor job evaluation scheme
✔ Conclusions
• Market rate analysis
✔ Purpose
✔ The concept of the market rate
✔ The information required
✔ Job matching
✔ Presentation of data
✔ Sources of information
• Grade and pay structures
✔ Grade structure defined
✔ Pay structure defined
✔ Guiding principles for grade and pay structures
✔ Types of grade and pay structure
✔ Designing grade and pay structures
• Contingent pay
✔ Contingent pay defined
✔ The incidence of contingent pay
✔ The nature of individual contingent pay
✔ Individual contingent pay as a motivator
✔ Arguments for and against individual contingent pay
✔ Alternatives to individual contingent pay
✔ Criteria for success
✔ Performance-related pay
✔ Competence-related pay
✔ Contribution-related pay
✔ Skill-based pay
✔ Service-related pay
✔ Choice of approach
✔ Readiness for individual contingent pay
✔ Developing and implementing individual contingent pay
✔ Team-based pay
✔ Organization-wide schemes
• Employee benefits, pensions, and allowances
✔ Employee benefits
✔ Occupational pension schemes
✔ Allowances and other payments to employees
• Managing reward systems
✔ Reward budgets and forecasts
✔ Evaluating the reward system
✔ Conducting pay reviews
✔ Control
✔ Reward procedures
✔ Responsibility for reward
✔ Communicating to employees
• EMPLOYEE RELATIONS
• The framework of employee relations
✔ The elements of employee relations
✔ Industrial relations as a system of rules
✔ Types of regulations and rules
✔ Collective bargaining
✔ The unitary and pluralist views
✔ The reconciliation of interests
✔ Individualism and collectivism
✔ Voluntarism and its decline
✔ The HRM approach to employee relations
✔ The context of industrial relations
✔ Developments in industrial relations
✔ The parties to industrial relations
✔ Role of the HR function in employee relations
• Employee relations processes
✔ Employee relations policies
✔ Employee relations strategies
✔ Employee relations climate
✔ Union recognition and de-recognition
✔ Collective bargaining arrangements
✔ Informal employee relations processes
✔ Other features of the industrial relations scene
✔ Managing with trade unions
✔ Managing without trade unions
• Negotiating and bargaining
✔ The nature of negotiating and bargaining
✔ Negotiating
✔ Negotiating and bargaining skills
• Employee voice
✔ The concept of employee voice
✔ Involvement and participation
✔ Purposes of employee voice
✔ The framework for employee voice
✔ Expression of employee voice
✔ Factors affecting choice
✔ Forms of employee voice
✔ Joint consultation
✔ Attitude surveys
✔ Suggestion schemes
✔ Planning for voice
• Communications
✔ Communication areas and objectives
✔ Communications strategy
✔ Communication systems
• HEALTH, SAFETY AND WELFARE
• Health and safety
✔ Managing health and safety at work
✔ The importance of health and safety in the workplace
✔ Benefits of workplace health and safety
✔ Health and safety policies
✔ Conducting risk assessments
✔ Health and safety audits
✔ Safety inspections
✔ Occupational health programmes
✔ Managing stress
✔ Accident prevention
✔ Measuring health and safety performance
✔ Communicating the need for better health and safety practices
✔ Health and safety training
✔ Organizing health and safety
• Welfare services
✔ Why provide welfare services?
✔ What sort of welfare services?
✔ Individual services
✔ Group welfare services
✔ Provision of employee welfare services
✔ Internal counselling services
✔ Employee assistance programmes
• EMPLOYMENT AND HRM SERVICES
• Employment practices
✔ Terms and conditions and contracts of employment
✔ Mobility clauses
✔ Transfer practices
✔ Promotion practices
✔ Flexible working
✔ Attendance management
✔ Equal opportunity
✔ Ethnic monitoring
✔ Managing diversity
✔ The Data Protection Act
✔ Sexual harassment
✔ Smoking
✔ Substance abuse at work
✔ Bullying
✔ AIDS
✔ E-mails
✔ Work-life balance
• HRM procedures
✔ Grievance procedure
✔ Disciplinary procedure
✔ Capability procedure
✔ Redundancy procedure
• Computerized human resource information systems
✔ Benefits of a computerized human resource information system
✔ HR information strategy
✔ The functions of a computerized HR system
✔ The technical infrastructure
✔ Rating of system features
✔ An effective system
✔ Problems and how to deal with them
✔ Developing a computerized HR information system
✔ Applications
✔ Auditing the system
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