Example of on the training documentation in business management major in human resource
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INTRODUCTION TO HUMAN RESOURCES
Human resources are essential in business management because people are strategic assets who offer unique, hard-to-replicate skills. Good HR management is key to organizational success by aligning people with business goals. Concepts such as abilities, skills, knowledge, and competencies are defined to understand workforce potential.
APPROACHES TO HUMAN RESOURCES MANAGEMENT
There are two main approaches: Traditional HRM: focuses on efficiency and best practices, tends to be reactive and short-term. Strategic HRM (SHRM): views human capital as a competitive advantage, is proactive, and aligns HR planning with long-term strategy.
HR ACTIVITIES AND DEPARTMENT FUNCTIONS
HR management involves activities like selection, training, evaluation, motivation, remuneration, and health and safety. The department also handles administrative functions such as payroll, contracts, and compliance with labor law.
Key HR functions include: Recruitment & Selection/ Orientation & Training/ Motivation & Compensation/ Performance Evaluation/ Development & Career Planning/ HR Planning and Information Systems
RECRUITMENT AND SELECTION
Recruitment aims to attract the best candidates, both internally and externally. Job analysis, descriptions, and specifications guide the process. Internal recruitment is cheaper and faster, while external recruitment brings fresh perspectives. Tools include portals like InfoJobs and LinkedIn.
The selection process includes pre-screening, interviews, tests (psychological, knowledge-based), group dynamics, and reference checks.
ORIENTATION
Orientation ensures new hires are integrated into the organization, aligning with values and processes, helping reduce uncertainty and enhance commitment.
MOTIVATION AND COMPENSATION
Motivation drives employees to give their best. Two main motivators: Extrinsic: salary, benefits, promotions/ Intrinsic: achievement, purpose, autonomy
The compensation system includes:
Monetary rewards (fixed and variable)/ Social benefits (compulsory and voluntary)/ Non-monetary factors like job enrichment and participation
It must be efficient, fair, equitable, and legal. Compensation considers both internal job structure and external market competitiveness.