HRM and it's context: -The tension btween the individual and the organisation. -The impact of organisation culture of HRM. -Equality and Diversity for all and in every aspect HRM.
HRM and it's context: -The tension btween the individual and the organisation. -The impact of organisation culture of HRM. -Equality and Diversity for all and in every aspect HRM.
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Attribution Non-Commercial (BY-NC)
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HRM and it's context: -The tension btween the individual and the organisation. -The impact of organisation culture of HRM. -Equality and Diversity for all and in every aspect HRM.
Copyright:
Attribution Non-Commercial (BY-NC)
Available Formats
Download as RTF, PDF, TXT or read online from Scribd
-Ways of theorising a bout HRM. -The tension btween the individual and the organisation. -The psyclogical contract. -HR proffesional and line manager Roles in managing and Developing people. -The impact of organisation culture of HRM. -The impact on HRM of the upcredictable Globle Environment. [2]ETHICS AND CORPORATE SOCIAL RESPONSIBILITY IN HRM: -Ethics competing and contradictory theories. -Ethics applied to management. -Ethics at organisational level-corporate social Responsibility. -Equality and Diversity for all and in every Aspect HRM. [3]HUMAN RESOURCE PLANNING HRP: -The purpose and importance of human Resouce planing. -The processes of human resource planing. -Redesigning the organisation. -Changing partners of work. -External supply for casting. -HRP and Horizontal intergration. -HRP in todays unpredictable Global Environment. [4]RECRUTMENT AND SELECTION: -The Recrutment and selection process. -Defining the Vacancy. -Casting the Net. -Selecton procedure. -Employee induction. 5PERFORMANCE MANAGEMENT-an overview: -What is performance management. -High performance working. -The constrasting objective of the employer and the employee. -Reward and motivation. -Excellence theory and motivation. 6JOB DESIGN(chapter 9) -Defination of job design. -Empowerment. -Centralisation and Decentralization. -Elements of Good Job design. -Delegating and monitoring work. -Flexible working. 8PERFORMANCE APPRAISAL. -What is appraisal. -Appraisal in the context of performance management. -Different Approach in Appraisal. -Typical processes of Appraisal. -Personal objectives setting. -Self appraisal. -Continuous Appraisal. 9LEARNING AND DEVELOPMENT. -Learning,Training,Development or Education. -Value of Learning. -Identifying learning needs. -Theories a bout learning. -Ways of Developing learning. -Algning the individual needs to those of the organisation. 10TALENT MANAGEMENT. -The importance of career Development. -The individual's contribution to career development. -The employers contribution to career Development. -Self Assessment and keeping of career opportunities. -Continuing proffessional Development. EMPLOY REWARD: -The elements of Rewards. -Financial Reward. -Flexible Benefits. DISCIPLINE AND PRIEVANCE. -Disciplinary procedure. -Grievance procedures. -Disciplinary penalities. -Appeals processes. -The Right to be Accompanied. -Redundancy EMPLOYEE COMMUNICATION INVOLVEMENT AND ENGAGEMENT. -Communication in organisation. -The communication process. -Methods of communication. -Negotiation. HEALTH,SAFETY AND WELFARE: -Tension between the legal ethics and business implication of it's, (i)The size of the challenge (i)Responsibilities of the employer, >stress. >occupational health. >working hours. >substanses abuse. >Responsibility of the employees Risks assessment.