Bashar Alalfi/20018999

Q1:
Resourcing:- The process of luring and employing individuals for the ideal position at the
optimal time and cost is known as resource-saving. When everything in the business is running
smoothly and in accordance with the agreements made between the management and the
staff, this will once again be to the advantage, benefit, and development of the business. To
reach a wide pool of people, it requires adopting the finest sourcing tactics, digital technologies,
and pertinent workforce planning data. It also depends on analysis, recruitment, and selection.
workforce planning:- Analyze the departments I want to create, who are the employees I want,
what areas I want according to the location of the department, how many employees I want to
work for me and each employee will have their own salary according to the place,
specialization, expertise and knowledge he has because each department will have special
requirements in it.
Recruitment:- Attracting employees by advertising, making an announcement that I need
employees in more ways and writing the requirements of the employees I want according to the
place or department I want the employee to work in.
Selection:- We choose the employee according to his field, specialization and experience to put
him in the right place to work with his full experience and study and here we can benefit from it
and then the company will rise to the top and thrive.
Onboarding:- We warmly welcome the employee to rest his psyche for the new job and take
him on a tour of the workplace and of course to his department where he will be happy with
this welcome and work as much as he can.

How does this area contribute to creating sustainable performance:- The kind of people an
organization needs to compete successfully now and in the near future, as well as the steps it
must take to retain and hire its most valuable employees, have an impact on how well a
company performs because, on the one hand, a company with better performance and
excellent quality will have a greater reputation. Other, the proportion of personnel and the
business development department needed to ensure sustainable success is decreased if the
company's performance is poor. Finally, we offer many performance intervention suggestions.
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Employee relations:- The most recent employment laws and how they differ depending on the
sort of employee must be understood by human resources. All contracts must be amended and
renewed whenever laws or regulations change. Employee and Labor Relations work together to
aid management and employees in understanding and putting the rules, policies, and directives
from the Staff Handbook into practice. This is important from a legal perspective. Additionally,
they investigate and resolve complaints and issues.
How does this area contribute to creating sustainable performance:- Choosing an
administrative task to complete in the area of human and medical resources. Employees and
employees everywhere acknowledge workplace discrimination, workplace safety, employee and
employee rights of disposition, and employee and employee rights of property. Additionally,
businesses are under increasing pressure to take action on a sensitive social problem. The
community, which is a stakeholder in the organization, exerts some of this pressure.
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Organizational development:- Organizational development includes making adjustments and
changes to the policies and practices that are under the purview of HR. It consists of policies
and initiatives for managing teamwork, diversity, employee comfort, employee health, and
other factors. Organization design refers to the process and outcomes of modifying the
organizational structure to make it consistent with the company goal and the environment in
which it functions. Organizational development is the planned and methodical process that
involves the company's personnel in order to enable sustained performance and position them
for excellence as well as the company's performance for future growth and success.
How does this area contribute to creating sustainable performance:- It supports and facilitates
individuals, teams, and organizations through change for the success of the business and its
development in the long run. It assists organizations in identifying issues and opportunities.
Organizations can use it to better understand their current position and work toward a desired
or anticipated future state.
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Learning and development:- Employees' professional advancement is supported through a
continuing process of learning and development. It comprises identifying skill gaps in your
company's workforce and developing training courses that give staff members the specialized
skills they need to boost output. Workshops, development activities, and training programs can
all be offered online. Success can also be attained by encouraging behaviors that improve
people's performance, exchanging knowledge and ideas, and changing attitudes.
How does this skill contribute to creating sustainable performance:- The development of
efficient, inexpensive electro catalysts for Significant work has been done on developing high-
performance, Through learning and development, it is possible to close skills gaps, enhance
workplace cultures, and boost employee engagement and retention rates. Furthermore, it is
increasingly acknowledged that investing in learning and development is one of the best
methods for businesses to increase overall profitability and return on investment.
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*One of your responsibilities as a human resources administrator is to address the
organization's challenges with a lack of skilled workers and difficult-to-fill positions. Your line
manager has requested that you analyze HR procedures and practices in order to create a
roadmap for effectively enhancing the organization's talent management strategy.
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Q2:
*Regarding modern practices of HRM such as soft HRM department, remote working which
effects HR in terms of skills:-
1-Communication skills across all levels of the organization:- The majority of forward-thinking
businesses are currently focusing heavily on essential communications skills for HR employees.
The majority of forward-thinking firms are currently putting a lot of emphasis on essential
communication skills for HR workers as they strive to become more intelligent in a dynamic and
uncertain industry. Increased productivity is advantageous to both the organization and its
personnel. The use of effective communication methods can boost employee morale and create
a productive work environment. When employing new staff, effective communication skills are
used.
And the levels of communication in an organization are:
*communicating both internally and externally.
*communicating informally and formally.
*both written and spoken communication.
*communication that is directed.
How does this skill contribute to creating sustainable performance:- When we communicate
successfully, we gain a better understanding of people and situations. in overcoming
differences, encouraging respect for one another, building trust, and developing an atmosphere
that encourages the interchange of creative ideas and problem-solving.
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2-Keeping ahead of trends and changing and legal policy requirements:- HR is a field that is
constantly changing, so professionals will need to use all of their skills to keep up with new
developments. Businesses will also need to monitor any legal changes and adjust company
policies and procedures accordingly. Non-compliance can also have an impact on a company's
reputation.
How does this skill contribute to creating sustainable performance:- Trends frequently emerge
in businesses with larger consumer exposure, making it crucial to identify and anticipate them
in order to take advantage of possibilities, diversify industries in the long run, and develop the
necessary plans and strategies.
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*Regarding modern practices of HRM such as soft HRM department, remote working which
effects HR in terms of competencies:-
1-Design of people strategies:- A company's total approach to recruit, engage, develop, and
keep its staff is known as its "people strategy." It establishes the strategy for a business's
engagement with its employees throughout all phases of the employee lifecycle, which should
include all stages from hiring through off-boarding. People strategy: The collection of actions
that establish.
We need people strategy for a number of reasons, including: A successful people strategy can
assist overall business objectives by enhancing staff productivity, Create an environment of the
highest caliber to draw in and keep the best employees and Recruit candidates using rigorous,
impartial, and expert selection processes.
How does this competencie contribute to creating sustainable performance:- A successful
people strategy Strike and keep the best by offering a top-notch environment, Employ rigorous,
impartial, and professional selection processes while hiring.
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2-Creating people management policies:- compensation, structure and classification, relations
with coworkers, pensions, benefits, senior management, principles and conduct, and inclusion
and diversity, Performance and talent management, employee wellness, occupational safety
and health.
How does this competencie contribute to creating sustainable performance:- Since people
management is at the heart of any successful organization, it is crucial for the business to
retrain its finest workers in order to advance in a market that is growing more competitive.