hrm

Explain human resources management functions (HR:413) (SP)

Employee hiring & selection, employee training & development, compensation & benefits, employee performance management, employee engagement & communication, health & safety regulations, industrial relations Human resources management is the practice of recruiting, developing, maintaining and managing an organization's personnel to achieve individual, organizational, and social objectives. Employee hiring and selection: Recruitment is one of the primary functions of human resource management. HRM aims to obtain and retain qualified and efficient employees to achieve the goals and objectives of the company. All this starts with hiring the right employees out of the list of applicants and favourable candidates. An HRM helps to source and identify the ideal candidates for interview and selection. The candidates are then subjected to a comprehensive screening process to filter out the most suitable candidates from the pool of applicants. The screened candidates are then taken through different interview rounds to test and analyse their skills, knowledge and work experience required for the job position. Employee training & development: Providing proper training and ensuring the right development of the selected candidates is a crucial function of HR. After all, the success of the organisation depends on how well the employees are trained for the job and what are their growth and development opportunities within the organisation.The role of HR should be to ensure that the new employees acquire the company-specific knowledge and skills to perform their task efficiently. It boosts the overall efficiency and productivity of the workforce, which ultimately results in better business for the company. Compensation and Benefits: One of the roles of HRM is to formulate attractive yet efficient benefits and compensation packages to attract more employees into the workplace without disturbing the finances of the company. One of the core HR department functions is to lay down clear policies and guidelines about employee compensation and their available benefits and ensure the effective implementation of these policies and guidelines. Employee performance management: Effective performance management ensures that the output of the employees meets the goals and objective of the organisation. Performance management doesn't just focus on the performance of the employee. It also focuses on the performance of the team, the department, and the organisation as a whole. Functions include conducting performance reviews monthly or quarterly to discuss the positives and the improvement areas of employee, and designing a proper appraisal and compensation system that recognises and rewards the workforce for their effort and hard work. Employee engagement & communication: Employee engagement is a crucial part of every organization. Higher levels of engagement guarantee better productivity and greater employee satisfaction. Efficiently managing employee engagement activities will help in improving the employee retention rates too. Proper communication and engagement will do wonders for the employees as well as the organization. The more engaged the employees are, more committed and motivated they will be. Health and safety regulations: Every employer should mandatorily follow the health and safety regulations laid out by the authorities. Our labour laws insist every employer to provide whatever training, supplies, PPE, and essential information to ensure the safety and health of the employees. Integrating the health and safety regulations with company procedures or culture is the right way to ensure the safety of the employees. Making these safety regulations part of the company activities is one of the important functions of HRM. Industrial Relations: It's usually the production lines and manufacturing units where this HR function is mostly used. Unions exist in factories and manufacturing units and their responsibility is towards the goodwill about the workers. Companies, especially in manufacturing and production, must have ongoing Industrial Relations practices. They must also continuously engage with the Unions in a friendly and positive manner to maintain cordial relations. The true motive of Industrial Relation touches on a lot of issues within the company such as to meet wage standards, reduce instances that call for strikes and protests, improve working and safety conditions for employees, reduce resource wastage and production time, etc. Industrial Relations is extremely important because, if handled properly, it can circumvent protests, violence, walkouts, lawsuits, loss of funds and production time. IR is a sensitive yet critical function of the HR department.

Orient new employees (HR:360) (CS)

Employee orientation is the process of welcoming new hires to your organization. The purpose is to communicate important policy and help them get ready for their new roles. - Provide a welcoming environment - Orientation packet/employee handbook: mission/values, benefit plans, policies/procedures - Orientation meeting - Provide training - Assign mentor/buddy - Set expectations - Follow up (cont onboarding process) Note: - By law, you need to prepare various forms before an employee can begin working - It is important for the first day of a new hire to be memorable. - Such activities include giving an office tour, ensuring their workspace is ready, preparing a welcome package, introducing them to the team, and taking them out for a company lunch. - Employee training is one of the most important aspects of onboarding. Interactive training materials are effective in holding the employee's attention. - One of the top reasons why employees leave their jobs is the lack of career development, so it is important for managers to provide clear career paths that are personalized for each hire. - Studies show that having a best friend at work leads to better performance. - Most onboarding programs are too short

Document employee issues (e.g., reasonable suspicion, harassment, attendance) and recommend solutions (HR:454) (SP)

1. Stick to the facts and underline expectations 2. Emphasize behavior, not character 3. Align records of past performance 4. Describe proof of misconduct 5. Identify and present consequences 6. Evaluate + feedback

Design a learning module (HR:530) (SP)

A learning module is a container for content that holds an organized collection of material, like a chapter in a book. Learning modules can vary in format. It is best to incorporate a blend of training types. This includes, text, demonstrations, interactive videos, quizzes, assignments, multimedia, scenario based learning, microlearning, etc. 1. Establish training objectives 2. Define audience 3. Decide on the right content format 4. Create the training module using a training module template 5. Test with a sample audience 6. Launch and implement

Conduct gap and/or needs analysis to identify human-resources development needs (HR:443) (SP)

An HR gap analysis is a breakdown of your current workforce and the skills they possess compared to the workforce you will need to reach key business goals. It can help plan for growth, project future needs, analyze current resources, and build a strategy. 1. Define objectives/goals 2. Gather data 3. Identify gaps 4. Analyze causes 5. Identify solutions 6. Create a plan 7. Evaluate and adjust

Explain the use of employment contracts (HR:432) (SP)

An employment contract is an agreement between a company and a worker. Written contracts are legally binding. Job contracts are used to define the terms of employment, protect the employer's interests, clarify employee responsibilities, provide job security, and establish legal protections

Conduct benefits need assessment (HR:477) (SP)

Conducting a benefits needs assessment involves gathering information on the benefits that employees need and want, in order to design a comprehensive benefits package that meets their needs and expectations. 1. Collect data 2. Analyze data 3. Consider external factors (changes/trends in benefits) 4. Identify gaps 5. Develop changes/improvements 6. Implement and communicate changes

Discuss the nature of executive compensation (HR:469) (SP)

Financial compensation and other non-financial benefits provided to executives/upper level management. The primary purpose is to attract and retain top leaders.

Describe out-placement procedures and activities used in layoffs (HR:453) (SP)

Psychological support Career coaching Networking Social media optimization (Linkedln) Resume writing Interview rehearsals Reference checker Connection to new opportunities Training/education

Select experts for employee development (HR:442) (SP)

Select those that are specialized in the area and have good leadership skills to lead the team

Perform post-employment offer activities (HR:431) (SP)

- Completing background checks - Sending the offer letter - Working with IT and other departments to prepare for the hire's arrival - Putting together paperwork for the hire to complete - Set up payroll and benefits - Developing an integration plan to cover activities for the first month - Complete onboarding activities

Assess employee skills (HR:438) (SP)

- Identify skills required for the job - Use performance metrics (objective measures) - Conduct performance reviews - Self-assessments - 360-degree feedback (colleagues, supervisors, clients, themselves) - Skills tests

Administer leave management procedures (HR:548) (SP)

- Manipulating staffing requirements to keep the business functioning - Ensuring legal compliance - Verifying adherence to business policies - Maintaining employee satisfaction - Exit interviews Having a reliable leave management system is important. Research has shown that poor leave management practices may negatively affect employee performance. It can also affect employee morale and therefore impact project outcomes. It is important to make sure policies are followed

Explain assessment methods used in the hiring process (HR:522) (SP)

- Resume evaluation/screening, interviews (structured and non structured) - Interviews - Reference checks - Work samples - Job simulations - Pre-employment tests: (Aptitude tests: examines intelligence, learning ability, reasoning/judgment and personality tests - big five (OCEAN), MBTI, DISC) - Games/activities: assess logic, problem solving, and critical thinking

Administer and interpret employee selection tests (HR:423) (SP)

1. Administer the test 2. Score the test 3. Interpret the results 4. Use results in the hiring process 5. Follow legal and ethical guidelines (EEOC standards) Administering and interpreting employee selection tests is an important part of the hiring process, and can help organizations to evaluate a candidate's skills, aptitude, or personality. Types of selection tests include personality tests, job knowledge tests, integrity tests (morals/ethics), IQ/EQ tests, skills tests, physical ability tests, etc.

Prepare a training plan (HR:529) (SP)

1. Assess needs, develop goals 2. Determine learning/training methods 3. Develop learning objectives/outline 4. Design and develop training materials 5. Determine how to evaluate training and measure success

Track job applicants (HR:523) (SP)

1. Create a database (use ATS) 2. Collect applicant information 3. Sort and organize applicant information 4. Track application status 5. Communicate with applicant 6. Evaluate applicant data An Applicant Tracking System (ATS) is a HR software that automates the hiring process and helps HR teams efficiently manage every part of recruitment. Features: - Stores job candidate information (resumes, cover letters, references, etc) - Tracks candidates and their application status - Sorts through applications to weeds out unqualified candidates and recommends the best fit - Automates time consuming tasks (manually screening applicants, reading resumes, scheduling interviews, sending notifications/emails to candidates)

Implement employee-development program (HR:446) (SP)

1. Gap analysis 2. Learning objectives 3. Training plan 4. communicate 5. Implement 6. evaluate

Assess company's learning needs (HR:440) (SP)

1. Identify business goals 2. Analyze job requirements 3. Conduct performance evaluations 4. Gather employee feedback 5. Identify gaps 6. Pinpoint areas of improvement

Assess company's employee fitness/wellness program (HR:483) (SP)

1. Identify goals 2. Collect data 3. Analyze data 4. Identify gaps 5. Develop changes/improvements 6. Implement and communicate changes

Evaluate effectiveness of company's injury/occupational illness prevention programs (HR:485) (SP)

1. Identify goals 2. Collect data 3. Analyze data 4. Identify gaps 5. Develop changes/improvements 6. Implement and communicate changes

Choose learning methods (HR:528) (SP)

1. Identify learning needs 2. Determine learning objectives 3. Consider learning styles 4. Assess resource availability Learning methods include: Technology based learning, on-the-job training, coaching/mentoring, team training, job shadowing, job rotations, simulations, lectures/seminars, workshops, conferences/events

Facilitate employee learning (HR:531) (SP)

1. Identify learning needs + Determine learning objectives + Choose appropriate learning methods + Develop learning materials 2. Communicate effectively 3. Encourage participation 4. Monitor and evaluate 5. Provide ongoing support To encourage: Linking it to career progression, relating it to their real work, encouraging customization/personalization, creating informal learning pods, communicating strategy

Conduct task/process analysis (HR:439) (SP)

1. Identify the objective and desired outcome 2. Identify all of the steps 3. Identify subtasks 4. Consider all of the skills and information involved 5. Analyze - Hierarchical: separating a task by subtypes - Cognitive: also provides information on how the cognitive thought process of the user affects their task

Explain the nature of benefit plans (e.g., health insurance, life insurance, educational assistance, health club membership, etc.) (HR:475) (SP)

Benefit plans are programs offered by employers to provide additional compensation to employees beyond their regular salaries or wages. These benefits usually fall into these categories: health, life/disability, retirement, time off

Apply human-resources development theories (HR:445) (SP)

CAMSS Human-resources development (HRD) theories provide a framework for understanding how to develop and improve the skills, knowledge, and abilities of employees. Here are some examples of HRD theories and how they can be applied in the workplace: - Career development theory: Career development theory emphasizes the importance of helping employees develop a clear understanding of their career goals and the steps needed to achieve them. This theory suggests that organizations should provide opportunities for employees to develop new skills and knowledge, and should support them in pursuing their career goals. - Adult learning theory: Adult learning theory emphasizes the importance of making learning relevant, engaging, and applicable to real-world situations. This theory suggests that adult learners are motivated by intrinsic factors such as personal growth and development, and that training programs should be tailored to their individual needs and learning styles. - Motivation theory: Motivation theory emphasizes the importance of creating a work environment that is supportive, challenging, and rewarding. This theory suggests that employees are motivated by a variety of factors, including job satisfaction, autonomy, and a sense of purpose, and that organizations should provide opportunities for employees to experience these factors in their work. - Social learning theory: Social learning theory emphasizes the importance of learning through observation and imitation of others. This theory suggests that organizations should provide opportunities for employees to observe and learn from others, including through mentoring and coaching programs. - Systems theory: Systems theory emphasizes the importance of understanding the interconnectedness of various factors that impact employee development, including organizational culture, policies and procedures, and societal norms. This theory suggests that organizations should take a holistic approach to HRD, considering the various factors that impact employee development and taking steps to address any barriers to development.

Arrange pension/retirement benefits for employees (HR:550) (SP)

Choose type Determine eligibility Determine funding Establish contribution rates Communicate Administer

Evaluate learning (HR:532) (SP)

Collect and analyze: - tests/assessments - self-assessment questionnaires - feedback from coworkers/managers - job observation - KPIs (key performance indicators) - customer surveys/feedback, assessments Analyze data to determine the effectiveness of training and to identify areas for improvement

Explain standard relocation practices (HR:433) (SP)

Companies use relocation packages. Packages typically cover packing service, moving company, belonging insurance coverage, home-selling assistance, temporary housing, travel reimbursement, etc.

Describe expatriation and repatriation issues and practices (HR:435) (SP)

Expatriates are employers leaving a country to go and work in another country. Expatriates returning to their home countries are called repatriates. Expatriation issues: social isolation, culture shock, language barriers, new work environment, relationship issues, financial issues Repatriation issues: changes in workplace, adjusting to the position, social readjustment, relationship issues

Explain the nature of fitness/wellness programs offered by businesses (HR:482) (SP)

Fitness and wellness programs offered by businesses are designed to promote healthy lifestyles and improve the well-being of employees. The goal of these programs is to improve the overall health and well-being of employees, which can lead to a range of benefits for both the employees and the organization, including improved morale, reduced absenteeism, and increased productivity. Such programs offer gyms, transportation options, lunch & healthy snacks, wellness adventures, weight loss challenges, health screenings, etc.

Benchmark total rewards practices by successful organizations (HR:552) (SP)

Google: Google is known for offering a comprehensive benefits package that includes health and wellness programs, financial planning assistance, and generous parental leave policies. Google also offers competitive compensation packages, including stock options and other incentives, to attract and retain top talent. Salesforce: Salesforce offers a total rewards program that includes competitive compensation packages, comprehensive benefits, and a strong focus on employee well-being and work-life balance. The company also offers a variety of perks, such as onsite health and wellness programs and access to fitness facilities. Southwest Airlines: Southwest Airlines is known for offering a unique compensation package that includes profit-sharing for all employees. The company also offers comprehensive benefits, including medical, dental, and vision coverage, as well as a variety of other perks, such as free flights for employees and their families. Starbucks: Starbucks offers a total rewards program that includes competitive compensation packages, comprehensive benefits, and a focus on employee development and advancement opportunities. The company also offers a variety of perks, such as free coffee and discounts on merchandise. Costco: Costco offers a total rewards program that includes competitive compensation packages, comprehensive benefits, and a focus on employee well-being and work-life balance. The company also offers a variety of perks, such as access to onsite health and wellness programs and discounted gym memberships.

Explain the role of ethics in human resources management (HR:411) (SP)

Human resource managers are ethically responsible for promoting and fostering fairness and justice for all employees and their organizations. They often have the final say when it comes to hiring. Human resources management deals with the personal aspects of the business enterprise and issues that require the application of ethical standards. "Ethics are standards set by organization that help ensure that people are treated fairly and honestly. In human resources management this includes making decisions that promote workplace cohesion, establishing standards and procedures that assures in all situations that individuals are treated equally. Ethics policies in the area of human resources can include discrimination, sexual harassment and treatment of employees. Ethical breaches in this area can damage a company's reputation, reduce employee loyalty and create litigation."

Discuss the nature of human resources management (HR:410) (CS)

Human resources management is the practice of recruiting, developing, maintaining and managing an organization's personnel to achieve individual, organizational, and social objectives. "Human resource management is a process of bringing people and organizations together so that the goals of each are met." Human resources management is a planned and all-encompassing approach to managing people, the culture, and the environment of the workplace. It allows employees to participate energetically and productively in the overall corporate direction.

Determine learning objectives (HR:527) (SP)

Learning objectives are statements that define the expected goal of a curriculum, course, lesson, or activity in terms of demonstrable skills or knowledge that will be acquired by a student as a result of instruction. 1. Determine learning needs 2. Determine organization goals 3. Write clear and measurable objectives (with action verbs)

Explain the nature of organizational development (HR:487) (SP)

Organizational development (OD) is a process that focuses on improving the overall effectiveness and well-being of an organization. It involves a planned and systematic approach to changing an organization's culture, structure, and processes to achieve its goals and objectives. OD typically involves collaboration between leaders, managers, and employees at all levels of the organization, and it is aimed at creating a more productive, efficient, and satisfying work environment. The nature of organizational development is characterized by a number of key elements. Systems thinking: OD takes a holistic approach to understanding the organization as a system, rather than focusing on isolated parts or departments. Continuous improvement: OD is an ongoing process of continuous improvement, and it involves regular evaluation and assessment of organizational effectiveness. Collaboration and participation: OD involves collaboration and participation from all stakeholders, including employees, managers, and leaders at all levels of the organization. Focus on people: OD recognizes that people are the most valuable asset in an organization, and it focuses on enhancing employee well-being and satisfaction. Flexibility and adaptability: OD is adaptable to changing circumstances and is designed to be flexible to accommodate changes in the organization's environment. Change management: OD involves managing change within the organization, and it recognizes that change can be difficult and may require support and guidance for employees.

Assist with employee relocation (HR:434) (SP)

Packing/unpacking assistance, spousal job search assistance, local mentorship, relocation assistant, home selling assistance, temporary housing, transportation, child care costs

Identify emerging compensation issues (HR:472) (SP)

Pay equity: fair pay Alternative compensation structures: such as pay for performance or flexible benefits--may require new approaches to compensation management Generational differences: younger workers may place a higher value on work-life balance and flexibility, while older workers may be more focused on retirement benefits. Remote work: consider how remote work affects compensation Gig economy: the trend of workers taking on short-term or freelance work -- Organizations must consider how to attract and retain gig workers and how to meet the needs of this growing workforce. tech/innovation

Explain payroll functions (HR:465) (SP)

Payroll management ensures that all employees receive their wages. In practice, the payroll mgmt extends to a fairly wide range of administrative and labor issues. Management of payroll taxes and filing of returns: As per the regulations, it is necessary to calculate properly and pay payroll taxes on time. If you fail to do so, you may have to face severe consequences. When you have automated payroll solutions, they make the process much simpler. An apt payroll management system can complete different types of payroll tax documentation as well as report creation. Compensation structuring and paycheck processings: When you use a trustworthy payroll management system, it helps in streamlining the salary structure of your employees. Automated payroll management leads to error-free calculations and punctual paychecks. Details like salary, regular and overtime hours, and hourly rates, everything will be considered the automated system. Salary slips and reports: An effective payroll management system will lead to the successful generation of reports such as leave summaries, salary statements and salary benefits. Proper reporting helps in error-free budget creation, allocation of resources, overtime management and much more. You will get a comprehensive overview of your budgets, taxes, and other payroll data. Hence, you must have a reliable payroll management system that offers a reliable reporting function. Payroll Integration: The integration system of a payroll management system enables you to sync all the data you share between payroll and other existing systems. You will be able to save your precious time and efforts. Since the data gets updated automatically, there will be zero or minimum requirement of manual entry. Also, eliminating typos will be much easier. Salary slip compliance: Compliance is necessary to match up with various regulations and norms. A payroll management system helps in validating the accuracy and efficiency of all the calculations of your organization.

Describe talent management issues associated with organizational changes (e.g., right-sizing, downsizing, talent relocation, organizational restructuring or redesign) (HR:543) (SP)

Recruiting talent Training and Developing talent Retaining talent Ineffective leadership Developing Leadership talent Creating talented ethical culture

Explain the nature of retirement plans (HR:476) (SP)

Retirement plans are financial arrangements that provide income to employees after they retire from work. Retirement plans can take many different forms, but they are typically designed to help employees save money for retirement, and provide a steady stream of income during their retirement years. Defined benefit plans: Defined benefit plans provide employees with a guaranteed retirement benefit, based on factors such as their length of service and salary history. Employers are responsible for funding and managing the plan, and employees receive a fixed benefit payment during their retirement. Defined contribution plans: Defined contribution plans, such as 401(k) plans, allow employees to contribute a portion of their salary to a retirement account, and may be matched or supplemented by employer contributions. The employee bears the investment risk, and the retirement benefit is based on the amount of money saved in the account. Individual Retirement Accounts (IRAs): IRAs are personal retirement accounts that individuals can set up on their own. Contributions are typically tax-deductible, and investments grow tax-free until they are withdrawn during retirement Simplified Employee Pension (SEP) plans: SEP plans are retirement plans that are designed for self-employed individuals and small business owners. Contributions are made by the employer on behalf of the employee, and are tax-deductible.

Describe the use of technology in human resources management (HR:412) (SP)

Technology has revolutionized the way HRM functions. Human resources information systems (HRIS), employee engagement, performance management, training and development, recruitment, employing scheduling and tracking, documentation Human resources information systems (HRIS): HRIS software can manage employee data, such as time and attendance records, benefits information, and performance evaluations. Employee Engagement: Employee engagement applications and platforms employ a range of strategies to keep employees engaged in their work. This can include social media, mobile apps, and gamification. Performance Management: Technology can be used to track employee performance, set goals, and monitor progress towards objectives. Most performance management modules have interactive features, which allows for employee feedback process known as continuous performance management. This can significantly improve employee retention and productivity. Training and Development: Nowadays, a lot of training is down digitally and tailored to individual needs. Digital training allows HR teams to keep track of and evaluate progress and the effectiveness of established objectives. Recruitment: The use of technology can help maintain a seamless recruitment procedure. Today, almost all job positions are advertised online and processed through a single platform, which makes reviewing applications easier. Employee Scheduling and Tracking: Certain softwares can monitor employee availability and manage schedules. Documentation: HR departments are tasked to ensure that employees have timely access to important information. Many companies use cloud-based systems to store important employee data.

Explain components of total rewards system (HR:467) (SP)

Total rewards programs refer to the combination of compensation, benefits, and other rewards that organizations offer to employees in exchange for their work. compensation, benefits, wellbeing, recognition, career development,

Describe general health and safety practices monitored and assessed by human resources management (OP:212) (SP)

Workplace hazards, ergonomics, safety training, first aid & emergency response, workplace inspections, record-keeping - Workplace hazards: HRM is responsible for identifying and assessing workplace hazards such as slippery floors, unsafe equipment, and hazardous chemicals. They work with other departments to implement safety measures and ensure compliance with safety regulations. - Ergonomics: HRM monitors ergonomic factors in the workplace such as seating, lighting, and equipment positioning to ensure that employees are working in a safe and comfortable environment. - Safety training: HRM is responsible for providing safety training to employees to help them understand how to identify and avoid hazards in the workplace, and to respond effectively in the event of an emergency. - First aid and emergency response: HRM ensures that employees receive adequate first aid training and that emergency response procedures are in place in the event of an accident or emergency. - Workplace inspections: HRM conducts regular inspections of the workplace to identify any potential hazards or safety issues, and to ensure that safety measures are being implemented effectively. - Record-keeping: HRM maintains records related to workplace accidents, injuries, and illnesses, and uses this information to identify trends and implement preventative measures to improve workplace safety.

Discuss factors that impact human resources management (e.g., availability of qualified employees, alternative staffing methods, employment laws/regulations, company policies/procedures, compensation and benefit programs, staff diversity, etc.) (HR:415) (SP)

availability of qualified employees, alternative staffing methods, employment laws/regulations, company policies/procedures, compensation and benefit programs, staff diversity, economic conditions, technological advancements, workforce demographics Availability of Qualified Employees: The availability of qualified employees can impact human resources management in several ways. If there is a shortage of qualified candidates, it may be more difficult to fill open positions, which can lead to increased recruiting and training costs. Alternative Staffing Methods: Alternative staffing methods, such as outsourcing, temporary staffing, or contract staffing, can impact human resources management by changing the composition of the workforce and the way that work is performed. Employment Laws/Regulations: Employment laws and regulations can impact human resources management by setting requirements and standards for areas such as recruitment, hiring, compensation, benefits, and employee relations. Compliance with these laws is essential for avoiding legal liabilities and ensuring a fair and equitable workplace. Company Policies/Procedures: Company policies and procedures can impact human resources management by setting expectations for employee behavior, performance, and conduct. These policies can also help to ensure consistency and fairness in the treatment of employees. Compensation and Benefit Programs: Compensation and benefit programs can impact human resources management by influencing employee satisfaction, retention, and motivation. Effective compensation and benefit programs are essential for attracting and retaining top talent. Staff Diversity: Staff diversity can impact human resources management by influencing the way that employees are recruited, trained, and managed. A diverse workforce can bring a variety of perspectives and experiences, which can lead to increased creativity, innovation, and productivity. Economic Conditions - One of the biggest external influences is the shape of the current economy. Not only does it affect the talent pool, but it might affect your ability to hire anyone at all. One of the biggest ways to prepare against economic conditions is to not only know what's happening in the world around you, but also create a plan for when there is an economic downturn. All companies can make due in a bad economy if they have a rainy day fund or plan to combat the harsh environment. Technological Advancements - This is considered an external influence because when new technologies are introduced the HR department can start looking at how to downsize and look for ways to save money. A job that used to take 2-4 people could be cut to one done by a single person. Technology is revolutionizing the way we do business and not just from a consumer standpoint, but from an internal cost-savings way. Workforce Demographics - As an older generation retires and a new generation enters the workforce the human resources department must look for ways to attract this new set of candidates. They must hire in a different way and offer different types of compensation packages that work for this younger generation. At the same time, they must offer a work environment contusive to how this generation works.

Discuss issues associated with workplace diversity (e.g., ethnic, generational, religious, gender) (HR:515) (SP)

basically discrimination respect conflict lifestyle acceptance ethnic cultural differences gender language fluency age/generation gaps

Explain methods that can be used to analyze total rewards programs (HR:480) (SP)

benchmarking, surveys, cost-benefit analysis, performance metrics, focus groups Total rewards programs refer to the combination of compensation, benefits, and other rewards that organizations offer to employees in exchange for their work. Benchmarking: Benchmarking involves comparing an organization's compensation and benefits packages to those of other organizations in the same industry or geographic location. This can help organizations identify areas where they may be falling behind in terms of compensation or benefits, and make adjustments to improve their offerings. Surveys: Surveys can be used to gather information from employees about their satisfaction with compensation and benefits, as well as their perceptions of the organization's rewards programs. Surveys can also be used to gather information from other stakeholders, such as job candidates or industry experts. Cost-benefit analysis: Cost-benefit analysis involves assessing the costs and benefits of different compensation and benefits options. This can help organizations make informed decisions about which rewards programs to offer and how to structure them Performance metrics: Performance metrics can be used to measure the effectiveness of a total rewards program, such as employee retention rates, employee engagement levels, and productivity metrics. By tracking these metrics, organizations can assess the impact of their rewards programs and make adjustments as needed. Focus groups: Focus groups can be used to gather feedback from employees about their perceptions of the organization's compensation and benefits packages. This can help organizations identify areas for improvement and make adjustments to their rewards programs based on employee feedback.

Explain labor-relations issues (HR:452) (SP)

hours worked, pay rise demands, interpersonal conflicts, attendance issues, safety issues unions, strikes/lockouts, collective bargaining

Administer employee fitness/wellness programs (HR:549) (SP)

implement programs, gyms, smoking cessation, yoga, healthy food, rest/breaks/naps 1. Gather data 2. Obtain management support 3. Establish committee (optional) 4. Develop goals/objectives 5. Establish budget 6. Design program components 7. Incentives/rewards 8. Communicate 9. Evaluate

Explain contingency factors affecting job offer (e.g., background checks, drug tests, physical results, etc.) (HR:426) (SP)

physical exams, drug tests, background checks, credit checks, reference checks

Manage flexible work arrangements (HR:547) (SP)

setting expectations communication measure outcomes rather than processes accountability flexibility in the scheduling of hours worked, such as alternative work schedules (e.g., flex time and compressed workweeks), and arrangements regarding shift and break schedules, flexibility in the amount of hours worked, such as part time work and job shares, make sure work is completed

Determine issues impacting human-resources development (e.g., organizational culture and policies, societal norms, etc.) (HR:444) (SP)

societal norms, technology & innovation, Organizational culture, policies & procedures, economic conditions STOPE 1. Societal norms: Societal norms can impact human-resources development, particularly in relation to diversity, equity, and inclusion. If the organization does not prioritize diversity and inclusivity in its human-resources development programs, it may struggle to attract and retain a diverse workforce. 2. Technology and innovation: Technology and innovation can impact human-resources development, particularly in relation to skills and knowledge required in the workplace. Organizations need to stay up-to-date with the latest technologies and industry trends to ensure that their employees have the skills and knowledge needed to succeed. 3. Organizational culture: The culture of an organization can impact its ability to develop its human resources. If the organization does not prioritize employee development, or if its culture is resistant to change or innovation, it may be difficult to implement effective development programs. 4. Policies and procedures: Policies and procedures within the organization can impact human-resources development. For example, if there are limited opportunities for training and development within the organization, employees may feel less motivated to develop their skills. 5. Economic conditions: Economic conditions can impact human-resources development, particularly in relation to budget constraints. Organizations may need to be creative in developing low-cost or no-cost development programs that can be implemented during times of economic uncertainty.

Describe planning techniques used in the hiring process (e.g., succession planning, forecasting, etc.) (HR:416) (SP)

succession planning, forecasting, job analysis, applicant tracking systems, behavioral interviewing, assessment centers Succession Planning: Succession planning involves identifying and developing employees who have the potential to fill key positions within the organization in the future. This ensures that the organization has a pipeline of talent ready to step into leadership roles when the need arises. Forecasting: Forecasting is the process of predicting how a company's staffing needs change with time so that it can remain prepared to operate successfully. Organizations use HR forecasting to decide to hire more people, reduce their staffing, or adjust how they divide responsibilities. Job Analysis: Job analysis involves identifying the key responsibilities, skills, and qualifications required for a particular job. This helps to ensure that job descriptions are accurate and that the organization is hiring the right candidate for the job. Applicant Tracking Systems: Applicant tracking systems are software tools that help to streamline the hiring process by automating tasks such as resume screening, candidate communication, and interview scheduling. Behavioral Interviewing: Behavioral interviewing involves asking candidates about their past experiences and behaviors in order to assess their fit for the job and the organization. This technique can help to identify candidates who have the skills and characteristics required for success in the job. Assessment Centers: Assessment centers are used to evaluate candidates' skills, abilities, and competencies through a variety of exercises, such as role-playing, group discussions, and presentations. This technique can help to identify candidates who have the potential to perform well in the job and the organization.