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Table Of Contents

A. PEOPLE AS AN ORGANISATION’S KEY RESOURCE
To employ or not to employ – that is the question
What do we mean by the word ‘organisation’?
B. WAYS OF THEORISING ABOUT HRM
What is human resource management?
What is horizontal integration?
C. THE TENSION BETWEEN THE INDIVIDUAL AND THE ORGANISATION
Why is there a tension between staff and employers?
D. THE PSYCHOLOGICAL CONTRACT
What is the psychological contract?
Is it the same as the legal contract of employment?
What happens if the contract is broken?
Does the contract change over time?
Is the psychological contract the same as the employer brand?
Can you give some examples of the contract terms?
E. HR PROFESSIONAL AND LINE MANAGER ROLES IN MANAGING AND DEVELOPING PEOPLE
How do organisations use HR professionals?
How did the role of the HR professional develop?
F. THE IMPACT OF ORGANISATIONAL CULTURE ON HRM
What is organisational culture?
What sorts of organisational culture are there?
What influences an organisation’s culture?
Where do I look to analyse the culture of my organisation?
G. THE IMPACT ON HRM OF THE UNPREDICTABLE GLOBAL ENVIRONMENT
Is globalisation an issue for HR?
What impact has globalisation had on managers?
A. ETHICS – COMPETING AND CONTRADICTORY THEORIES
B. ETHICS APPLIED TO MANAGEMENT
C. ETHICS AT ORGANISATIONAL LEVEL – CORPORATE SOCIAL RESPONSIBILITY
A. THE PURPOSES AND IMPORTANCE OF HUMAN RESOURCE PLANNING
B. THE PROCESSES OF HUMAN RESOURCE PLANNING
C. REDESIGNING THE ORGANISATION
D. CHANGING PATTERNS OF WORK
D. EXTERNAL SUPPLY FORECASTING
E. HRP AND HORIZONTAL INTEGRATION
F. HRP IN TODAY’S UNPREDICTABLE GLOBAL ENVIRONMENT
A. THE RECRUITMENT AND SELECTION PROCESS
B. DEFINING THE VACANCY
D. SELECTION PROCEDURES
E. EMPLOYEE INDUCTION
A. WHAT IS PERFORMANCE MANAGEMENT?
B. HIGH PERFORMANCE WORKING
C. THE CONTRASTING OBJECTIVES OF THE EMPLOYER AND THE EMPLOYEE
D. REWARD AND MOTIVATION
E. NEED THEORIES OF MOTIVATION
F. PROCESS THEORIES OF MOTIVATION
G. EXCELLENCE THEORYAND MOTIVATION
A. DEFINITIONS OF JOB DESIGN
B. EMPOWERMENT
C. CENTRALISATION AND DECENTRALISATION
E. ELEMENTS OF GOOD JOB DESIGN
F. DELEGATING AND MONITORING WORK
G. FLEXIBLE WORKING
A. WHAT IS APPRAISAL?
B. APPRAISAL IN THE CONTEXT OF PERFORMANCE MANAGEMENT
C. DIFFERENT APPROACHES TOAPPRAISAL
D. TYPICAL PROCESSES OF APPRAISAL
E. PERSONAL OBJECTIVE SETTING
F. MANAGERS NEED TO HAVE APPRAISAL SKILLS
B. VALUE OF LEARNING
C. IDENTIFYING LEARNING NEEDS
D. THEORIES ABOUT LEARNING
E. WAYS OF DELIVERING LEARNING
F. ALIGNING THE INDIVIDUAL’S NEEDS TO THOSE OF THE ORGANISATION
A. THE IMPORTANCE OF CAREER DEVELOPMENT
B. THE INDIVIDUAL’S CONTRIBUTION TO CAREER DEVELOPMENT
C. THE EMPLOYER’S CONTRIBUTION TO CAREER DEVELOPMENT
D. SELF-ASSESSMENT AND KEEPING AWARE OF CAREER OPPORTUNITIES
E. CONTINUING PROFESSIONAL DEVELOPMENT (CPD)
What is Continuing Professional Development?
A. THE ELEMENTS OF REWARD
B. FINANCIAL REWARD
C. NON-PAY REWARD
D. FLEXIBLE BENEFITS
A. DISCIPLINARY PROCEDURES
B. GRIEVANCE PROCEDURES
C. DISCIPLINARY PENALTIES
D. APPEALS PROCESSES
E. THE RIGHT TO BE ACCOMPANIED
F. REDUNDANCY
Study Unit 12 Employee Communication, Involvement and Engagement
A. COMMUNICATION IN ORGANISATIONS
B. THE COMMUNICATION PROCESS
C. METHODS OF COMMUNICATION
D. EFFECTIVE COMMUNICATION
E. NEGOTIATION
A. TENSIONS BETWEEN THE LEGAL, ETHICAL AND BUSINESS IMPLICATIONS OF H&S
B. THE SIZE OF THE CHALLENGE
C. THE H&S RESPONSIBILITIES OF THE EMPLOYER
D. STRESS
E. OCCUPATIONAL HEALTH
F. WORKING HOURS
H. THE H&S RESPONSIBILITIES OF THE EMPLOYEE
I. RISK ASSESSMENT
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Human Resource Management[1]

Human Resource Management[1]

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Published by Kaneisha Townsend

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Published by: Kaneisha Townsend on Jun 06, 2011
Copyright:Attribution Non-commercial

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