HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes. Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management. Human resource planning includes figuring out where you are, where you want to go, and how to get there. Using this process, you will develop the core elements of a human resource plan - strategy, goals, and actions. Strategy is an extension of an organization's mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals. Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? - to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.
Views: 37465 Gregg Learning
Strategic planning is the process of defining a strategy, or direction, and making decisions on how to allocate the resources of the organization (capital and people) to pursue this strategy. Successful organizations engage in this core business process on an ongoing basis. The strategic plan serves as the road map that provides the organization direction and aligns resources. The process involves several sequential steps that focus on the future of the firm.
Views: 9459 Gregg Learning
The strategy an organization follows is its plan for how to compete successfully, survive, and grow. Many organizations have a relatively formal process for developing a written strategy encompassing a certain period of time, with objectives and goals identified for each business unit. Strategic planning is the process of defining organizational strategy, or direction, and allocating resources (capital and people) toward its achievement. Effective strategy often relies on managers who are willing to closely assess current conditions and develop a game plan that enables the firm to overcome obstacles and sustain success. Strategic HR management refers to the appropriate use of HR management practices to gain or keep a competitive advantage. An important way HR professionals can contribute to strategy is by introducing high-performance approaches into the workplace that lead to increased performance. Forecasting uses information from the past and present to predict future conditions. Positive HR planning can be a source of competitive advantage for organizations. This is true because planning helps companies identify their future needs and how to get the right employees to satisfy these needs, thus making the hiring process more efficient. HR metrics are specific measures of HR practices. Unlike financial reporting, there is not yet a standard for the implementation and reporting of HR measures. Managers choose what and how to report to employees, investors, and other interested parties. Benchmarking is the process of comparing an organization’s business results to industry standards or best practices. The balanced scorecard is a framework organizations use to report on a diverse set of performance measures. Results in each of these four areas determine if the organization is progressing toward its strategic objectives. Measuring the benefits of human capital is equally important because it shows how effective HR practices help an organization and its employees. A variety of financial measures can be assessed to show the contribution human capital makes to organizational results. Without such measures, it would be difficult to know what is going on in the organization, identify performance gaps, and provide feedback. Managers should require the same level of rigor in measuring HR practices as they do for other functions in the organization.
Views: 1398 Gregg Learning
How are company strategy and HR strategy related? As part of an HR strategy which company functions should be of the highest priority? How to plan quantitative workforce demand on both strategic and operational level?
Views: 253083 Armin Trost
Lets see the fundamentals of Strategic HRM and HRM as a whole. Human resource management (HRM) focuses on recruiting and hiring the best employees and providing them with the compensation, benefits, training, and development they need to be successful within an organization. However, strategic human resource management takes these responsibilities one step further by aligning them with the goals of other departments and overall organizational goals. HR departments that practice strategic management also ensure that all of their objectives are aligned with the mission, vision, values, and goals of the organization of which they are a part. If you have watched my earlier videos you may have noticed that I prefer to explain the concepts using an example. Let’s take an example for Starbucks ====================================================== SUBSCRIBE TO MY YOUTUBE CHANNEL https://www.youtube.com/Can-Indian channel.. ====================================================== TO FIND OUT MORE about me please visit www.I-CanIn.com Follow me on Facebook @yesIcanandIwill Follow me on Twitter @CanindianM Follow me on Instagram @CanindianM
Views: 9296 Can-Indian Channel
In many organizations, particularly small to mid-sized ones, HR functions almost exclusively at the transactional level. However, for organizational success, human capital is the modern day differentiator. So what does HR need to do to raise its game to the strategic level, and what does the C-Suite (CEO, CFO, COO) want out of HR?
Views: 1844 Kushner & Company
HR is planning, which is frequently a direct consequence of implementing strategies to move the organization forward. HR planning deals with determining how many people will be needed to execute an organization’s specific functions, a key concern in both global and domestic firms. Human Resource planning is the process of analyzing and identifying the need for and availability of people so that the organization can meet its strategic objectives. The HR planning process includes four distinct steps. The focus of HR planning is ensuring that the organization has the right number of people with the right capabilities at the right times and in the right places. Human capital solutions are also available that enable HR managers to identify how to develop talent to allow the organization to reach its strategic goals.
Views: 1096 Gregg Learning
The SHRM Foundation is pleased to present the "HR Role Models" video series about strategic HR leadership in organizations today. This video series enables SHRM chapters and state councils, HR professionals and students to access business leaders in a cross section of industries, and to share their wisdom, experience and examples of what it means to be a strategic HR leader.
Views: 7159 SHRM Foundation
To buy your copy of 'Human Resource Management', click here: http://bit.ly/1iUs4Bo
Views: 83447 Pearson India
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore workforce planning, how to identify current workforce issues, forecast future needs and implement a plan to ensure those needs are met. Workforce planning is the process of making sure that individuals with the right skills are where they need to be, at the right time, to meet a firm’s current and future need. In many ways, workforce planning is an ongoing balancing act. Companies must balance the demand for labor with the available supply of labor. Workforce planning is dependent on labor supply and demand. Labor demand refers to the number and types of employees the company needs to meet its current and future strategic objectives. Labor supply refers to the availability of current or potential employees to perform a company’s jobs. Workforce planning requires attention on external workface availability, and the characteristics of the internal workforce, which are impacted by a number of factors. Factors such as interest rates, inflation, and economic decline or growth affect the availability of workers and should be considered when organizational and HR plans and objectives are formulated. The second step in the workforce planning process is figuring out where you want to go, aligning human resource strategy with workforce planning issues and goals. To some extent, managers can control internal labor factors. Managers also have to evaluate factors in the external environment over which they have less control. These factors relate to the local labor market, economic conditions, and industry trends that impact the supply and demand for goods and services. The third step of workforce planning process is figuring our how to get there through the identification of actions and metrics. A company’s organizational culture affects the different tactics firms use to deal with labor shortages and surpluses as well as how their employees will react to those tactics. Strategic workforce planning usually covers a three to five year forecast period, aligned to business needs and outcomes. It focuses on identifying the workforce implications, current, transition and future of business strategic objects and includes scenario planning.
Views: 675 Gregg Learning
Learn from Wayne Brockbank as he describes how to draft an HR Strategy, and then how to make it real HR Transformation is a no-nonsense handbook offering a clear process and useful tools HR leaders and line managers can leverage to position their organizations for success. By accomplishing transformation, we envision HR continuing to be center stage as organizations face greater business changes than they have ever faced. We are advocates for the profession and the leaders who make it happen. We hope this work will help continue to make HR the essential source for strategic solutions. For other tools, visit http://www.transformhr.com
Views: 12563 The RBL Group
Manpower Planning Manpower planning refers to the process where in the entrepreneur plans the human resources in such a way that the enterprise has the human resources who possess - the desired skillset - available at the right time - available at the right place to perform the assigned job. They do the work most appropriate for what they are paid for. In this example though we have considered the example of an eatery, the concept is applicable to all kinds of businesses. The quantity and quality of the manpower in a business is the controlling factor of its performance and productivity. So, to succeed in the business, the entrepreneur should have a good plan so that the qualified manpower is available in abundance. The more attention the entrepreneur pays to the human resource planning, the more he is likely to the workforce who work dedicatedly, loyal and efficient. The manpower planning helps the entrepreneur in the following aspects. 1. Selecting the right personnel: To continue the operations of a business every business need to have workforce who have the - Apptitude for work - Qualification - Skillset - knowledge and experience So, the entrepreneur should plan to recruit - Right kind/type of person to get the job done - Various job responsibilities like Administrators, Engineers, Managers, Supervisers, Technical, Skilled, Unskilled personnel. - The type of manpower that suits the nature of the business activity. 2. Selecting the right number of personnel: This is related to the quantity of manpower needed. The following details can help the entrepreneur to arrive at this number. - The amount of work to be completed. - The working capacity of an average person (how much work can be accomplished in a given period of time) - Number of leaves that are expected to be taken - Rate of labour turnover - Number of employees already recruited and on job - Future growth prospects of the business either through expansion or diversification. 3. Procuring the manpower: This covers the strategies, methods, policies, rules and regulations related to - Selection - Recruitment - Training. Overall, we can say that the primary objective of manpower planning is to procure "right person, at right job and at right time". Additional content on this topic can be found at http://www.eduxir.com/curriculum/cbse/class-xi/accountancy/recording-of-transactions-i/recording-of-transactions-i-accounting-equation-solutions/?preview_id=2070&
Views: 6415 Eduxir
Have you ever heard the phrase the right tool for the job? Would you ever dig a hole with a screwdriver? Managing employees strategically is a lot like looking for the right tool for the job. The different practices used to carry out the primary HR activities are managers’ tools.
Views: 11188 Gregg Learning
In preparation for an upcoming conference entitled "Strategic HR 2020," the question asked was "What is Strategic HR?" The GOHR! Team got to work, and this is what we came up with!-- Created using PowToon -- Free sign up at http://www.powtoon.com/ . Make your own animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 52820 Leanne Schultz
Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning. As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand.’ Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. This video is targeted to blind users. Attribution: Article text available under CC-BY-SA Creative Commons image source in video
Views: 6318 Audiopedia
This video illustrates the link between HRD strategy and organizational needs as it supports the development of efficient and effective HRD program design and implementation. Ideas for video content related to organizational strategy and core competencies were drawn from Mathis and Jackson (2011); while content about HRD strategy and HRD programs were drawn from Werner and DeSimone (2012). References Mathis, R. L., & Jackson, J. H. (2011). Human Resource Management (13th ed.). Mason, OH: South-Western Cengage Learning. Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). Fort Worth, TX: Harcourt College Publishers / Cengage.
Views: 40216 Dr. Rebecca McPherson, SPHR, APTD
Webinar on Strategic HR Management presented by Vincent Suppa of HR Avant-Garde: http://hravantgarde.com/ Subscribe:https://www.youtube.com/channel/HRAvantGardeTV Twitter: http://twitter.com/HRAvantGarde Instagram: http://instagram.com/HRAvantGarde Facebook: http://facebook.com/hravantgarde Netcom Learning: https://www.youtube.com/user/NetcomIn... More webinars and articles: http://hravantgarde.com/ Strategic Framework for HR Management Join NetCom Learning trainer, Vincent Suppa, along with Managed Learning Services leader NetCom Learning for a complimentary webinar on "Strategic Framework in HR Management". Learn HR from an executive’s point of view and not from the profession's own encapsulated viewpoint. Agenda: » Articulate your value on resumes & during interviews. » Create business centric performance appraisals. » Increase task significance for all employee. » Understand the function of pro forma statements in articulating HR value. » Know how to link HR initiatives to net income. » Q&A with Vincent Suppa Featured Speaker: Vincent Suppa, HR Avant-Garde Founder CEO of HR with business literacy in finance, strategy & technology. Efficiency expert with operational experience in Hi-Tech, Telecom, Health Care, Non-Profit & Government sectors. Former founding SHRM chapter President. NYU graduate professor. SarderTV speaker
Views: 1739 HR Avant-Garde
Tim McConnell, SPHR & HR Strategist with McConnell Consulting Ottawa discusses Succession Planning Principles & Guidelines. A key aspect of overall HR Planning is having a systematic process for defining future management requirements, identifying candidates and matching this demand to supply as a basis for future planning. More information and a wide range of HR articles available at www.mcconnellhrc.com McConnell HR provides Compensation and Human Resources Strategy advice to clients in both the public and private sectors.
Views: 36399 McConnellHR
Al explains Workforce Planning: 0:55 - Talent Supply/Demand 2:14 - Cornerstones of Workforce Planning 3:44 - the four C’s of Workforce Planning Have questions about talent strategy, performance measurement, workforce planning, and/or workforce analytics? Ask Al and he will respond with a video or private message! www.talentstrategyinstitute.com
Views: 20333 Al Adamsen
KellyOCG helps make your workforce a strategic asset. From workforce consulting and outsourcing through to talent supply chain management, we partner with the world’s leading companies to innovate the talent solutions of tomorrow. Connect with us: Website: http://www.kellyocg.com/ LinkedIn: https://www.linkedin.com/company/207796?trk=tyah&trkInfo=clickedVertical%3Acompany%2CclickedEntityId%3A207796%2Cidx%3A2-1-4%2CtarId%3A1461681621990%2Ctas%3Akellyocg Twitter: https://twitter.com/kellyocg
Views: 2783 KellyOCG
The strategy an organization follows is its plan for how to compete successfully, survive, and grow. Many organizations have a relatively formal process for developing a written strategy encompassing a certain period of time, with objectives and goals identified for each business unit. Strategic planning is the process of defining organizational strategy, or direction, and allocating resources (capital and people) toward its achievement. The strategic planning cycle typically covers a three-to-five-year time frame, although some firms conduct long-term planning that can cover 10 years or more. Effective strategy often relies on managers who are willing to closely assess current conditions and develop a game plan that enables the firm to overcome obstacles and sustain success.
Views: 601 Gregg Learning
As you interact with your organization, it's important to be able to share the strategic goals of your Human Resources department. Otherwise, how will your organization leaders understand what value your department adds? They're definitely asking and need to see the value that you bring to the total organization. Developing a Human Resources Strategic Plan, with input from your organization, allows you to understand and communicate the HR function's contributions. It allows you to shape the expectations that your organization holds for what you will contribute and when. This transparency adds value to the goals and role of the HR department. Whether your HR function is a department of one or many, basic Human Resources strategic planning that includes internal organizational needs assessment and external benchmark comparisons is needed. This interactive session will show you how to approach and accomplish fundamental Human Resources' strategic planning and will lay the groundwork for developing your HR business plan.
Views: 186 Ed Krow
Regardless of which specific strategies are adopted for guiding an organization, having the right people is necessary to make the strategies work. Strategic HR management refers to the appropriate use of HR management practices to gain or keep a competitive advantage. Strategic HR management (HRM) provides input for strategic planning and develops specific HR initiatives to help achieve organizational goals. Getting HR involved is the key, with one study finding that the participation of HR in strategic processes is enhanced as HR’s service quality and the expectations of the contributions of HR increase. The strategies developed by HR managers depend heavily on the plans and objectives created within an organization. HR departments need to be involved in strategic planning so that HR executives are aware of the overall strategic direction of a firm. An important way HR professionals can contribute to strategy is by introducing high-performance approaches into the workplace that lead to increased performance.
Views: 604 Gregg Learning
Please watch: "Master Excel Series Degree Function- ماسٹر ایکسل سیریز ڈگری فارمولہ" https://www.youtube.com/watch?v=P3BJYzWusL0 --~-- Future personnel needs. Helps in strategic planning Creating high talented personnel Global strategies Foundation of personnel function Increase investments in human resources Resistance to change
Views: 17069 TheQLGConsultants
Take our video course and learn how to run all the steps in the planning process and create your own strategic plan. PLUS, get access to All of our workbooks and templates. www.smestrategy.net/strategic-planning-starter-kit Contact us if you're looking for someone to facilitate your strategic planning session: http://www.smestrategy.net/strategic-planning-facilitator-and-facilitation-services If you want to learn the different steps to take when creating a strategic plan here is a simplified version that will take you less than 15 minutes to go over. For more strategic planning resources visit http://www.smestrategy.net
Views: 213849 SME Strategy Consulting
A firm’s strategy affects its workforce planning in several ways. First, it affects how quickly the company is likely to need to respond to labor shortages or surpluses. Second, it affects how critical different skill sets are in the organization, which, in turn, determines the workforce planning tactics managers are likely to use. Workforce planning is a continual process used to align the needs and priorities of the organization with those of its workforce to ensure it can meet its objectives. The greater potential strategic impact certain positions in a firm have, the more reluctant a company will be to outsource, offshore, or turn to contingent workers to fill them. Instead, the firm will tend to hire and retain permanent employees for these positions to keep them staffed.
Views: 84 Gregg Learning
Before starting any strategic planning process, it is essential to make sure your staff or team members have the same expectations of what the outcomes will be. This video explains the different possible outcomes that can arise from strategic planning. It can range from simply having an articulated plan, to a full-blown organizational transformation. Choose the result that is right for your organization. More information is available at http://OnStrategyHQ.com. Want more practical tips and insights on strategic planning? Subscribe to our channel here - https://www.youtube.com/channel/UCc5cYNhQ8oYNdjmXBy7Z-ug Download a FREE Complete Guide to Strategic Planning - http://onstrategyhq.com/complete-strategy-guide/ Follow us on Facebook - https://www.facebook.com/OnStrategyHQ/?fref=ts Connect with us on LinkedIn - https://www.linkedin.com/company/onstrategy Connect with Erica Olsen on LinkedIn - https://www.linkedin.com/in/ericajolsen
Views: 557850 virtualstrategist
Did you like this video? Please Share It. This Video is part of Strategic Human Resources Management Course, for more info visit: http://www.theeducators.com/portfolio-items/strategic-human-resources-management/ Course Summary: The Strategic Human Resources Management course looks at the changing nature of the business environment, and the need for adaptable strategic human resource plans. Organisations have a range of human resources policies that explain how human resources are managed. In many cases, there is a legal or regulatory requirement that insists on the existence of these policies. In other instances, organisations may wish to demonstrate good corporate practice in matters relating to employment. Main Topics Include: The purpose and importance of strategic human resource management. Analysing the business factors that underpin human resource planning. The purpose of human resource management policies. -------------- Producer: Tony Zohari URL: http://www.digitpro.co.uk
Views: 72640 DigitPro
This video, and its accompanying strategic plan template (which you can download for free from http://doncrowther.com/social-media-strategy/strategic-plan-template ) shows you the importance of completing a strategic plan, and provides you a free template to create your own strategic plan. Keywords: strategic plan, strategic plan template, strategy, tactics, key indicators, strategic plan examples, models, what is strategic planning, business, templates, corporate, small business, writing, free, management, sample, business plan, corplan, swot, analysis, personal
Views: 180395 Don Crowther
LESSON 2 HUMAN RESOURCE PLANNING AND STRATEGIES(Part 2) will show you about Discuss on how to conduct the Human Resource Planning. The steps in the human resource planning and strategy process are: Step 1: Understand the overall organizational strategic plan Step 2: Scan External Environment for Changes Affecting Labor Supply Step 3: Analyzing Internal Inventory of HR Capabilities Step 4: Forecasting the Human Resources Demand Step 5: Organizational Need for People Step 6: Survey of People Available Step 7: HR Strategies and Plans. * * * Link for more HRM Video: 1. https://www.youtube.com/watch?v=vpW1e... 2. https://www.youtube.com/watch?v=R3tz5... 3. https://www.youtube.com/watch?v=2P-AO... 4. https://www.youtube.com/watch?v=aZmEd... 5. https://www.youtube.com/watch?v=N5x3P... 6. https://www.youtube.com/watch?v=gahfZ... 7. https://www.youtube.com/watch?v=0ZdFZ... 8. https://www.youtube.com/watch?v=QiTMz... 9. https://www.youtube.com/watch?v=k8KKf... 10. https://www.youtube.com/watch?v=VKKYF... 11. https://www.youtube.com/watch?v=BB-t5... 12. https://www.youtube.com/watch?v=elrO7... 13. https://www.youtube.com/watch?v=F1ubB... 14. https://www.youtube.com/watch?v=CK-bI... 15. https://www.youtube.com/watch?v=7M8S2... 16. https://www.youtube.com/watch?v=ZZihT... https://www.youtube.com/watch?v=uwMvC... Many thanks.
Views: 360 Education Sport
Most businesses operate in a complex and uncertain environment. New technologies, automation and digitalisation accelerate changes in the market environment and thereby in workforce demand. Strategic workforce planning with HR Match allows you to stay ahead of the game by ensuring that your workforce supply matches the demand, even in volatile times. Start the right strategic initiatives today, in order to stay competitive tomorrow. HR Match is probably the fastest and most efficient solution to identify workforce-related risks and opportunities and derive the right measures. HR Match allows you to shape your workforce in size and qualification to support the implementation of your strategy. Recruiting, developing and retaining the right employees is important for corporations of all sizes. The HR Match starter is free for companies up to 250 employees. Larger companies can get a free trial version. https://www.dynaplan.com/hrmatch
Views: 78 Dynaplan
#YouTubeTaughtMe STRATEGIC MANAGEMENT IN HINDI - 03 This video consists of the major differences between Strategic planning and strategic management in Hindi. IF ANYONE INTERESTED IN JOINING MY TEAM IN MAKING PPTs, HE/SHE CAN JOIN MY TEAM MY NUMBER IS 9716663769 (WhatsApp only). BEST REFERRED BOOKS FOR BUSINESS POLICY & STRATEGIC MANAGEMENT : I. https://amzn.to/2Hh33gL - Concepts in Strategic Management and Business Policy II. https://amzn.to/2kMmTrD - Business Policy and Strategic Management: Concepts and Applications TAGS FOR VIDEO: strategic planning and strategic management strategic planning vs strategic management strategic planning strategic planning meaning in hindi strategic planning in hindi strategic planning meaning strategic planning in education strategic planning lecture in hindi strategic planning for business strategic planning and management strategic planning examples strategic planning explained strategic planning examples ppt strategic planning lecture strategic planning lecture video strategic management strategic management chapter 1 strategic management in hindi strategic management bba strategic management basics strategic management definition strategic management definition in hindi strategic management explained strategic management for bba strategic management hindi strategic management hindi meaning strategic management introduction difference between strategic planning and strategic management ppt on strategic planning and strategic management in hindi
Views: 4842 Sonu Singh - PPT wale
Workforce planning is a systemic approach to assessing current workforce utilization. It involves forecasting future staffing needs such that the right talent is available for the right roles at the right time and at the right cost. Workforce planning should be part of the strategic planning process of an organization. An effective workforce plan helps smooth out pressures on the business due to shifts in the growth cycle. It involves alignment between the business direction and the organization's human capital. Here is an illustration which explains the workforce planning. Human Capital Growth [email protected] www.humancapitalgrowth.com
Views: 29225 HumanCapitalGrowth
Best Practices for Orientation of Employees and their Families Prior to an International Assignment-- Created using PowToon -- Free sign up at http://www.powtoon.com/join -- Create animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 1566 Katie Court
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore developing and managing human resource policies, creating an effective employee handbook. Human resource policy serve as guidelines and standards on the approach an organization intends to adopt in managing its people. Human resource policies state the intent of the organization and represent specific guidelines on various matters concerning employment. A good HR policy provides generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of employment. Policies serve as a reference point when decisions are being made about an organization's workforce. In this course we will explore strategies for the successful development and management of your human resource policies. Employee policy begins with careful development of the right policies for your organization. Then, strong management of your policy ensures consistency in people management from implementation through administration of your policy. When developed and managed appropriately, human resource policy preempts misunderstandings between employees and employers about their rights and obligations in the workplace.
Views: 8795 Gregg Learning
Human resource planning is a process that identifies current and future human resources needs for an organisation to achieve its goals. reference: http://en.wikipedia.org/wiki/Strategic_human_resource_planning - created at http://www.b2bwhiteboard.com
Views: 30721 B2Bwhiteboard
HR Transformation promises to be a hot topic in the coming years. Geoff Dubiski, EVP of Global HR Transformation at WilsonHCG, discusses how HR can take advantage of this trend by partnering with the C-Suite to initiate meaningful change within an organization. To learn more about the underwriter of this podcast please visit: http://www.wilsonhcg.com/ To Download this Podcast visit iTunes and search "Human Capital Institute." or follow the link: https://itunes.apple.com/us/podcast/human-capital-institute-podcasts/id321408488?mt=2
Views: 437 HCITalent