This course is a detailed study of Human Resource Management. It covers every aspect of Human Resource Management from the planning, recruitment, selection, training, performance management, to the compensation. Emphasis is also laid on the roles of human resource manager; what makes him unique among other managers.
This course aims to make the prospective human resource manager acquire and be acquainted with all the basics and techniques of human resource management and also its application.
What makes it unique?
Human Resource Management also known as Personnel Management has to do with the strategic approach to the effective management of people in a firm organization in order to help their business gain a competitive advantage. It is designed to maximize employee performance in the service of an employer’s strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. It is therefore unique in the sense that there can be no organization without people running it or working in it and in as much as there is a business organization and there are people working in it. Human Resource Management will always be relevant and will always feature in their day to day activities.
Here, we are going to list out the features by sections and by topics.
This course covers all the aspects of Human Resource Management namely:
- Job Analysis
- HR Planning
- Performance Management and Appraisal
Some of the topics discussed in this course are :
- Roles of HRM
- Strategic planning
- Talent Management
- Job Analysis
- HR Planning
- Methods of Recruitment
- Types of Test
- Types of Questions
- How to administer interview
- How to avoid common interview mistakes
- How to conduct an effective interview
- Training and developing employees
- Training effects to measure
- Strategic Change
- Why appraise performance?
- Who should do the appraising?
- Dealing with appraisal problems and interviews
- Communication skills
- Compensable factors
- Job Evaluation
In this article, our focus shall be only to discuss the sections rather than addressing the topics one after the other. But, It should be noted that by taking this approach and addressing the issues by sections, we are going to cover the topics because all the topics belong to one section or the other.
As it has been stated earlier, that Human Resource Management is unique in itself because it has to do with managing personnel and it will always remain relevant as long as there are people working in an organization. One of the key roles the Human Resource manager plays is making analysis for jobs in the organization and knowing what is obtainable as far as that job is concerned. At this level, the human resource manager sees a need and plans ahead. He draws out plans and analysis for everything that must be put in place in every job, for the smooth running of the organization.
At this level, as in other types of management, the human resource manager engage in deep mental activity working out strategies to meet the need of the organization and such that can set the organization on the aimed standard or that would make it retain its standard. This is different from Job Analysis in the sense that Job analysis only focuses on one particular .job or all the jobs in that organization especially when there is need for that, while HR planning cut across every aspect of the Human Resource Management, be it recruitment, training, selection, compensation, proper planning is required in everything.
At this stage, the Human Resource manager makes every arrangement for new intakes to work in his organization. He designs requirements that must be met to qualify for the job. Some of the things he writes out are the Job specification and Job description. Others are compensation and other benefits.
This is a very critical stage where care must be taken by the Human Resource Manager in order not to select the wrong person for the job. It is noteworthy that, for every job adverts, or vacancy awareness, you will get applications from people (even people who know they are not eligible or qualified going by the requirements) more than what you can employ or what you plan to employ. It’s not bad at all, in fact the beauty of any recruitment is that more people applied than the number you needed so that you can stretch to every point to make sure you employ the right person. Another reason is that if much people do not apply, there is high tendency that you will have to go for someone who did not meet up with all the standard you set or who can suit your taste because you have a limited number.
In doing proper selection, the HR manager must avoid sentiments and be more logical than being emotional if your aim is to get the best. Avoid prejudices, personal differences (likes and dislikes), race, religion, cultural differences and other things that would not contribute positively to the job, except if any of those mentioned is a necessary requirement or has something to do with the job, e.g if the person is to work in a religious setup, you might want to consider religion.
Now that the right candidate(s) has been selected, it is time to train him/them. This is a very important phase of the recruitment process and cannot be overemphasized because you need to make them familiar with the work condition, the work tools and the challenges before you leave them to do the job all alone. The major reason for underperformance many organization is lack of proper training, and in some cases, the employees are not even aware of the challenges that comes with the job.
So, for effective employee performance, they must go through training or even a series of trainings.
Performance Management and Appraisal
This should come up after the selected candidate has been fully employed and has undergone training. There should be a standard to measure employee performance and a book to record his scores. From time to time, there should be an assessment of employee performance as this would aid effective performance and correct some mistakes or eventual mistakes and even prevent or address the issue of underperformance.
The appraisal should not be a kind of military attack on the employee, even if they are wrong or have made mistakes, but then, things should be done politely and they should be given room to air their views and the aim and objective of every appraisal should be to address problems that involves the job and profer solution, not sharp criticism.
During the appraisal, the Human Resource manager should avoid delving into personal issues or issues that has got nothing to do with the job
Are there any course requirements or prerequisites?
Who Should take this course?
- Everyone aspiring leadership
- Business owners
- Business managers
- Public officeholders
What you’ll learn
- Manage personnel
- Organize, formulate and implement policies
- Write Job description and job specifications
- Conduct selection tests and interviews
- Train and develop work team
- Manage performances
- Appraise performances
- Draw out compensation plans
- Measure compensable factors
- Draw out succession plan
After taking this course, you should be fully loaded to practice as a professional Human Resource manager and be a distinction among your colleagues in the profession.