Human Resource Management

Explore the objectives and core responsibilities of human resource management, including recruitment, performance evaluation, training and development, and how policies shape culture to motivate and retain your team.

Explore key HR functions—planning, recruitment and selection, compensation and benefits, performance appraisals, and training and development—and the four-step planning process: assess capacity, forecast needs, balance demand and supply, develop talent.

Explore the talent management process, including recruitment, selection, hiring, training and development, performance management, gap analysis, and contrast internal versus external hiring with job analysis, descriptions, specifications, and applicant forms.

Conduct a detailed job analysis to identify component tasks and produce job descriptions for production workers, clerical staff, and first-line supervisors.

Explore how job descriptions differ by level, from lower level duties aligned with wage administration to managerial planning, detailing purpose, duties, responsibilities, authority, and required knowledge.

Understand how the employee specification defines the physical, mental, and personality qualities needed to assess candidate fitness for the job and team contribution.

Publish a job advertisement after completing job analysis, description, and employee specification, outlining organization details, job title, objectives, key tasks, required qualities, salary and benefits, how to apply, and documents.

Screen resumes to determine whether education and experience align with the position, and evaluate how candidates' interests, abilities, skills, knowledge, personality, and values may contribute to job performance.

A standard employment application form collects data in sections A to H, covering personal details, health, education, work history, hobbies, references, and a declaration to aid HR shortlisting and interviews.

Explore the interview process, outlining planning, relevant questioning, and verification of qualifications to compare applicants, assess behavior, and shortlist candidates, then communicate results and terms of employment.

Explore major compensation schemes, including flat-rate, flat-rate plus payment by results, merit pay, profit and gain sharing, and piecework, with advantages, challenges, and effects on motivation and administration.

Learn how salary increments link to a performance appraisal system. Establish standards, measure and compare performance, discuss results, and initiate corrective actions to support fairness, promotions, and merit rating.

Explore the training cycle, from identifying needs to evaluating outcomes, and distinguish training from development while outlining job, refresher, and promotional programs and on-the-job and off-the-job methods.

Empower employees with autonomy, trust, and encouragement, and reinforce motivation with a rewards system that signals valued work. Use job redesign—enlargement, rotation, and enrichment—to boost engagement and performance.

Record former employees and retain data for benefits, while using HR analytics to compute the labor turnover rate and analyze periods to guide corrective actions.