Good morning/Afternoon everyone, today I’m going to give you all a brief about the course

which I did few days before is Human Resource Foundation.

So, no matter in which business we are in, we have to manage the peoples. So, in this course I have
learnt about the foundation of managing peoples.

Firstly, we will talk about the administrative.

There are 5 main areas in administrative which helps to constitute human resource management.

First one is

1) Staffing: Staffing involves the entire process of Hiring an employee for any organization from
posting a job to negotiation a salary package.
2) Retention: Retention of new employees is more likely when an organization do those 3 things.
a) Reward employees for performing their jobs effectively.
b) Ensure good relationships between employees.
c) Or maintain healthy environment.
3) Development: Development focus on preserving & enhancing the competence of employees in
their jobs by improving their skills, knowledge, HR Specialist.
4) Adjustment: Adjustment is concerned with compliance with federal & state laws as well as with the
policies of any organization, through discipline & business strategies.
5) Managing Changes: Managing changes is an ongoing process. Its objective is to enhance any new
organization’s ability to anticipate & respond to development in the environment, political,
economic, social & technical.

Slide- 02
Now, there are some definition’s given in the Course, the definition is off Strategy, Competitive Position,
Competitive Strategy, HR Strategy, Talent management.

Slide- 03
Talent management is the process that all employers use to anticipate & meet their needs for people.
And there are 4 broad approaches to talent management.

1) People Approach: In this approach the employer identifies the star performance & then devote
special attention to developing them.
2) Practices Approach: In this approach the employer use some jet HR practices to attract, recruit &
retain talent. Or to identify the high potential employees, Manage leadership succession plans.
3) Position Approach: It is also known as strategically approach. In this approach a position is
strategically important & mistake can have serious financial consequences.
4) Strategic Pools Approach: This approach helps to identify internal talent for the purpose of
succession planning & then devote time & resources.
It also ensures that the replacement must be ready.

Slide- 04
There are some talent management trends.
 1) There is global abundance in the organization but they use local scarcity of talent.
2) There are more older employees & fewer younger people.
3) Differences across generations
4) More diverse & remote teams & virtual workforce.

Slide- 05 (Making the business case of Diversity)

The basic meaning of diversity is, all the things that makes different from each other. Diversity is not
only about what we can see like age or gender but it is also related to many other things like experience,
personality type & cultural influences. Many companies see it as a major competitive factor &
something to celebrate & to leverage to their advantage.

Slide- 06
There are 5 key trends in organization that helps to compare the business case for diversity.

a) Changing Labor market: According to the information given in the course, we can be sure of this,
over the next 2.5 years, US workforce will comprise more women, more immigrants, more people
of color, & more older workers. Globally, more than 500 million people.
b) Shift from manufacturing to services: Today roughly 90% of employees work in service-based
industries such as banking, financial services, health care, tourism & retail.
c) Globalization of market: As organization around the world compete for customers, they offer
customers choice unavailable to them domestically. To satisfy them, firms have to understand their
customer better.
d) Growth in mergers, acquisitions & alliances: A big trend today is the growth in mergers,
acquisitions & international alliances. In today’s world the challenges for both workers & mangers
is to understand & capitalize on that diversity as companies combine their efforts to offer goods &
services to customer in far-filling market.
e) New strategies that require teamwork: Teams means diverse workforces because they often
draw from the most talented or experiences employees. Co=ordinating between talent to develop
new product, better customer, services or ways of working more efficiently is a difficult yet
essential aspect of business strategy.

So, an employer should think about diversity in the company.

Slide- 07
Organizations have been more complicated, dynamic, and fast-paced in recent years. As a result, senior
managers know that attracting, retaining, and effectively managing people is more vital than ever. There
are eight important competencies for HR Success that must be met in order to accomplish so effectively.

And that are:

a) Human Resources expertise.

b) Relationship management.
c) Consultation.
d) Leadership & navigation.
e) Communication.
f) Cultural effectiveness.
g) Ethical practice.
h) Business acumen.

Each one of them includes sub- competencies& behaviours, along with proficiency standards by career
level, early, mid, senior & executive levels.

Slide- 08
Developing employees through training.
Pay is one of the important for the many peoples who all are entering in workforce in now days. But
according to the course, the young peoples want the opportunity for training & development because
lifelong learning is no longer a luxury, it’s a necessity.

Training and retraining are essential to maintain skills. Consider just a few of the many benefits of
training. Training can sharpen your technical skills, build your knowledge base, improve the ways you
interact with managers, customers and other employees. Promote greater innovation, allow you to
practice so you can perform at constantly high levels and convince you that you can perform well in your
career. 

Slide- 09
There are some aspects that differciate an effective training from training. So, for making a
training effective for the employee an employer should keep these things in his/her mind
The first is goal setting: Before doing any training, every employee should be cleared that what
they should achieve throughout the training.
Then the next is Behaviour Modeling: Every employee should know how to observe any
people, this technique will help an employee at the time of sales.
Then the last one is practice: Practice makes everyone perfect. Practice is very important for
everyone to keep in mind that what they have learnt throughout the training.

Slide-10
Performance Management: Performance management is very necessary to do for every organization
but it is not too easy to do. One of the reasons it's difficult to execute well throughout an entire
organization is that performance management demands daily, not annual attention from every
manager. It's part of a continuous process of improvement over time. Let's say you're a manager with
four direct reports. 

There are 3 different ways to manage the performance.

a) The first point is defined performance. If you're clear about your expectations with each of your
direct reports, they'll know what's expected of them and will stay focused on meeting them.
b) The next stage is to make performance easier . Recognize that one of your key responsibilities
as a manager is to remove hurdles that prevent successful performance. Here are a few examples of
barriers to peak performance: obsolete or badly maintained equipment, delays in acquiring supplies,
and wasteful work.
c) The next stage is to offer adequate resources, such as more money, better equipment, or
additional personnel. After all, if employees don't have the tools, they need to achieve the difficult
goals they've set for themselves, they'll get dissatisfied and disenchanted. Employees, on the other
hand, appreciate it when you supply all they need to work successfully, and they will reciprocate.
The cautious selection of workers is a final part of performance facilitation.

Slide- 11
To do it properly, managers must also do three other things: deliver awards in a timely manner shortly
after the employee fulfil their goals,

distribute prizes fairly,

and explain why and how you awarded your people. Remember that your responsibility as a manager,
like a compass, is to provide orientation, guidance, and feedback. If you do those things well, you will be
lavishly rewarded.

Slide-12
Now we will discuss some points which differs the international HR from the Domestic HR.
There are many issues which differs an International HR from a Domestic HR.

Like: Taxation, Coordination of salaries & multiple currencies, Premiums & allowances in international
compensation packages, Relocation, Orientation, Language translation services.

Another difference to consider is deeper involvement in employee's personal lives. Suppose the HR have
a spouse and two children, and he/she offered an international assignment. Then the HR & company will
now need to think about issues related to dual career couples, coordination of dependence, housing,
schooling, healthcare, recreation, and tax preparation, just to name a few.