Human Resources Management CS Notes
KASNEB CS Foundation Level Notes
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UNIT DESCRIPTION
This paper is intended to equip the candidate with the knowledge, skills and attitude that will enable him/her to manage and motivate people, work with teams and apply other principles of human resources management in practice.
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CONTENT
- Introduction to human resource management (HRM)
1.1 Meaning and importance of HRM
1.2 Scope of HRM
1.3 Features of HRM
1.4 Evolution of HRM
1.5 Roles and responsibilities of HR practitioners
1.6 Structure and functions of the HR department
1.7 Personnel management versus human resource management
1.8 Strategic human resources management; development of human resources strategy and human Resource business partnering.
1.9 The role of line Managers in Human Resources Management
1.10 Basics of Employment Law - Theories of human resource management
2.1 Foundational theories of HRM
2.1.1 Organisational behaviour
2.1.2 Motivation
2.1.3 Ability, motivation and opportunity (AMO)
2.4.4 Resource-based
2.1.5 Institutional theory
2.1.6 Human capital
2.1.7 Agency
2.1.8 Contingency
2.2 Motivation Theories and practice of HRM
2.2.1 Classical theories of motivation
2.2.1.1 Abraham Maslow’s Hierarchy of Needs
2.2.1.2 Douglas McGregor- Theory X and Theory Y
2.2.1.3 Frederick Herzberg’s – Two factor theory
2.3 Other motivation theories
2.3.1 Vroom’s Expectancy theory
2.3.2 Equity theory
2.3.3 Goal theory
2.3.4 Reinforcement theory
2.3.5 McClelland’s theory of needs
2.3.6 ERG theory of motivation
2.4 Motivation in the work place
2.4.1 Importance of motivation
2.4.2 Team motivation
2.4.3 Features of a good motivation system - Employee resourcing
3.1 Meaning of employee resourcing
3.2 Human resources planning
3.3 The labour market
3.4 Job analysis
3.5 Job design
3.6 Recruitment
3.7 Resourcing assessment tests
3.8 Selection
3.9 Placement and on boarding
3.10 Employee engagement and retention - Performance management
4.1 Performance management Models
4.2 The performance management process
4.3 Techniques for appraising performance
4.4 Strategies for performance management
4.5 Characteristics of performance management
4.6 The performance appraisal process
4.7 Team performance evaluation
4.8 Impact of performance management to human resources
4.9 Challenges of performance management
4.10 Performance contracting - Reward management
5.1 Meaning of reward management
5.2 Characteristics of reward strategies
5.3 Developing an effective reward strategy
5.4 Market compensation rates analysis
5.5 Pay structures and wage systems
5.6 Performance related pay
5.7 Non – financial rewards and benefits
5.8 Salary administration policy
5.9 Team rewards - Training and development
6.1 Objectives of training and Development
6.2 The learning organisation
6.3 Types of training
6.4 Training needs assessment
6.5 Training design
6.6 Implementing a training programme
6.7 Evaluation of training and development
6.8 Career management
6.9 Knowledge management
6.10 Talent management - Human resources administration
7.1 Employment contracts
7.2 Human resources records management
7.3 Human resources management information systems
7.4 Employee welfare services
7.5 Health and safety policies and procedures
7.6 Basics of payroll management
7.7 Employee discipline - Labour relations and employee bargaining
8.1 The labour movement
8.2 Role of trade unions
8.3 The collective bargaining process
8.4 Negotiation
8.5 Dealing with disputes and grievances
8.6 Employee participation and empowerment - Separation strategy
9.1 Forms of employee separation: Redundancies, dismissals and discharge, retirement, Resignation
9.2 The separation process
9.3 Terminal benefits
9.4 Outplacement
9.5 Legal provisions on employee separation
9.6 Exit interviews
9.7 Effects of employee separation - Contemporary issues in human resources management
10.1 Succession planning
10.2 Human resources innovation and technology
10.3 Global HRM
10.4 Managing equality and diversity
10.5 Ethics in Human Resources
10.6 Work life balance
10.7 Virtual working
10.8 Outsourcing
10.9 Employee counselling