Tích hợp 10 chứng nhận chuyên gia

Learning outcomes

• Understand the process of strategic management and the role of HR professionals in contributing to it
• Understand the diverse application of HR practices in a range of organisational contexts

Introduction

In this second part of the study of contemporary human resource management, the focus is on the processes of strategic management and the role of the human resource function in contributing to them. The nature of strategic contexts is investigated and the relevant terminology defined.

Your Lessons

1. Explain strategic contexts and terminology.
2. Carry out stakeholder analysis and environmental audit
3. Identify the role of HR professionals in strategic planning
4. Identify a range of organisational contexts
5. Evaluate the application of a HR function in an organisational context in achieving set goals and objectives

Learning outcomes

• Understand the full range of professional functions associated with long and short term talent and succession planning 
• Understand the theoretical and conceptual basis of learning and talent development and contemporary research evidence

Introduction

In this module, we will look at the human resource in terms of talent, and how this can be effectively managed. The processes of identifying skills requirements and recruiting suitable employees is described, including detailed description of the processes involved in successful recruitment.

Your Lessons

1. Resourcing, Talent Management and Development 2
2. Team roles and development in talent management
3. Approach to talent management
4. The processes and practices of recruitment

Learning outcomes

• Be able to design, implement and evaluate resourcing and talent management and development strategies

Introduction

The previous two modules have investigated the nature of talent management and employee development but in this module we are going to find out how different techniques can be used to design, implement and evaluate effective training. The potential and limitations of the contribution of learning and talent development policies and strategies to formulating and achieving objectives at national, organisational, group and individual level will be discussed. Learners will assess the role of HRM professionals in designing, implementing and evaluating strategic planning relevant to employee resourcing, talent management and development.

Your Lessons

1. Resourcing, Talent Management and Development 3
2. Supporting people at work
3. Making training and talent development work

Learning outcomes

Be able to analyse the key HR and employment practices influencing employee performance 

Understand the key requirements of various systems central to performance management and their integration

Introduction

It is universally agreed that motivation is a key factor in the performance of individuals within a workforce. Without appropriate motivation, employees are unlikely to perform to the best of their abilities and so productivity will be reduced.  Closely linked to lack of motivation are such issues as stress, discipline and staff absenteeism and turnover. 

To avoid these perils, organisations need to identify suitable methods to empower employees and support their development wherever possible. By doing so, the process of motivating employees becomes much simpler. 

This module identifies common human resource practices and considers their influence on employee performance. It looks at the systems used and shows how they can be integrated to achieve better performance.

Your Lessons

1. HR and employment practices and their influence on employee performance
2. Systems for performance management
3. Integrating reward systems