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Linking HRD Strategy to Organizational Needs
 
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This video illustrates the link between HRD strategy and organizational needs as it supports the development of efficient and effective HRD program design and implementation. Ideas for video content related to organizational strategy and core competencies were drawn from Mathis and Jackson (2011); while content about HRD strategy and HRD programs were drawn from Werner and DeSimone (2012). References Mathis, R. L., & Jackson, J. H. (2011). Human Resource Management (13th ed.). Mason, OH: South-Western Cengage Learning. Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). Fort Worth, TX: Harcourt College Publishers / Cengage.
How can Strategic Human Resource Management (SHRM) help in modern organisational growth?
 
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To buy your copy of 'Human Resource Management', click here: http://bit.ly/1iUs4Bo
Views: 78029 Pearson India
How to Have a Successful HR System Implementation
 
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This webinar will examine the implementation phase of an HR solution implementation project. It will delve into key activities that can help keep your project on time and on budget, including setting an achievable scope, advance planning, and ensuring you have the right project team assembled.
Views: 1752 Illumiti
Development and Implementation of Training
 
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Subject:Human Resource Management Paper: Training and Development
Views: 230 Vidya-mitra
Workshop: Developing Human Resource Strategies, International EU Project
 
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The Workshop on “Developing HR Strategies in Public Administration Institutions -Recruitment and Retention Strategies and Workforce Plans” in May 2014 provided a practical introduction to the process of HR Strategy development with a particular focus on the development of Recruitment and Retention Strategies and Policies and Workforce Plans for PA Institutions. The target audience was heads of Human Resource departments and respective officers/associates, experts and policy developers on HR issues. The 3 day workshop programme was designed to enable participants to gain the skills, theory and specialist knowledge needed to implement effective HR Strategies and develop Recruitment and Retention Strategies and Policies and Workforce Plans for their organisations. During the workshop in May 2014 participants began considering the aim and objectives and focus of their action research projects. Subsequently the action research teams completed Project Initiation Documents (PID’s) and returned them for approval to the workshop facilitators Edwin Maguire and Marie Brady. October, 2014. Danilovgrad.
Views: 199 ReSPA EU
HR Basics: Human Resource Policy
 
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore developing and managing human resource policies, creating an effective employee handbook. Human resource policy serve as guidelines and standards on the approach an organization intends to adopt in managing its people. Human resource policies state the intent of the organization and represent specific guidelines on various matters concerning employment. A good HR policy provides generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of employment. Policies serve as a reference point when decisions are being made about an organization's workforce. In this course we will explore strategies for the successful development and management of your human resource policies. Employee policy begins with careful development of the right policies for your organization. Then, strong management of your policy ensures consistency in people management from implementation through administration of your policy. When developed and managed appropriately, human resource policy preempts misunderstandings between employees and employers about their rights and obligations in the workplace.
Views: 4626 Gregg Learning
Human Resource Strategy and Planning
 
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The strategy an organization follows is its plan for how to compete successfully, survive, and grow. Many organizations have a relatively formal process for developing a written strategy encompassing a certain period of time, with objectives and goals identified for each business unit. Strategic planning is the process of defining organizational strategy, or direction, and allocating resources (capital and people) toward its achievement. Effective strategy often relies on managers who are willing to closely assess current conditions and develop a game plan that enables the firm to overcome obstacles and sustain success. Strategic HR management refers to the appropriate use of HR management practices to gain or keep a competitive advantage. An important way HR professionals can contribute to strategy is by introducing high-performance approaches into the workplace that lead to increased performance. Forecasting uses information from the past and present to predict future conditions. Positive HR planning can be a source of competitive advantage for organizations. This is true because planning helps companies identify their future needs and how to get the right employees to satisfy these needs, thus making the hiring process more efficient. HR metrics are specific measures of HR practices. Unlike financial reporting, there is not yet a standard for the implementation and reporting of HR measures. Managers choose what and how to report to employees, investors, and other interested parties. Benchmarking is the process of comparing an organization’s business results to industry standards or best practices. The balanced scorecard is a framework organizations use to report on a diverse set of performance measures. Results in each of these four areas determine if the organization is progressing toward its strategic objectives. Measuring the benefits of human capital is equally important because it shows how effective HR practices help an organization and its employees. A variety of financial measures can be assessed to show the contribution human capital makes to organizational results. Without such measures, it would be difficult to know what is going on in the organization, identify performance gaps, and provide feedback. Managers should require the same level of rigor in measuring HR practices as they do for other functions in the organization.
Views: 56 Gregg Learning
HR Management: Training & Development
 
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This episode examines the processes involved in employee training and development. IU Southeast Instructor: Alysa Lambert
Views: 361425 IUSoutheast
Human Resource Strategy Formulation - Chapter5 Strategic Management Explained in Detail in Hindi
 
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In this video we have discussed about Human Resource Strategy Formulation. Watch the video till the end to understand it clearly. If you liked the video give us thumbs up and subscribe our channel for more videos. To Buy Strategic Management Notes- (For old course) Contact (Whatsapp) our team at - 9675107193 Follow us on all Social Media- Facebook - https://www.facebook.com/imshivatayal Twitter - https://www.twitter.com/imshivatayal Instagram- https://www.instagram.com/imshivatayal Google+ - https://plus.google.com/+ShivaTayal Subscribe us on Youtube- https://www.youtube.com/shivatayal
Views: 1603 Shiva Tayal
HR Basics: Organziational Development
 
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore organizational development, what it is and it’s key concepts. Organization development engages people to accomplish better organizational performance. OD represents purposeful and meaningful change for the better. Central to organizational development is employee engagement. Engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. To best understand organizational development, practitioners first need to be able to define organizational development and then understand and apply key concepts of organizational development in practice today. Organizational development is a planned effort, managed by leadership and supported by employees, to increase employee engagement and organization effectiveness through planned change in processes and systems. Organizational development practices develop strategy for increasing organizational performance. Today's organizations operate in a rapidly changing environment. Organization development involves an ongoing, systematic process of implementing effective organizational change. Consequently, one of the most important assets for an organization is the ability to manage change. Executed successfully, organizational development maximize employees’ potential and aligns their behavior with organizational strategy. Organizational Development assess needs and creates purposeful, meaningful change for the better.
Views: 364 Gregg Learning
Workshop to plan implementation of HRD Strategy
 
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Participants, organisers of CARICOM Human Resource Development (HRD) Workshop held 30 May-1 June, 2017, discuss plans for the implementation of the HRD Strategy
Strategic HR Planning
 
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Subject:Human Resource Management Paper: Strategic Human Resource Management
Views: 194 Vidya-mitra
CONTEMPORARY DEVELOPMENT IN HR
 
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IMPLEMENTING STRATEGIES TO REDUCE STRESS AND ANXIETY IN THE WORKPLACE
Implementation Strategy for Team Building : Team Building & Human Resource Strategies
 
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Subscribe Now: http://www.youtube.com/subscription_center?add_user=Ehowfinance Watch More: http://www.youtube.com/Ehowfinance A strong team is a large part of what makes a business successful. Get an implementation strategy for team building with help from a human resources professional in this free video clip. Expert: Nathaniel Lake Jr. Bio: Nathaniel Lake Jr. has 35 years of experience in human resources and organizational development. He has been the project lead in the establishment of a variety of key programs. Filmmaker: Jerome Sawyer Series Description: A good team will carry a workplace far - likewise, co-workers that do not work well together can end up costing a lot of pain and money in the future. Get tips on team building and find out about various human resource strategies with help from a human resources professional in this free video series.
Views: 290 ehowfinance
Develop Human Resource Plan
 
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Implementation and evaluation of the action plans. The ultimate purpose of developing a human resource strategy is to ensure that the objectives set - Lorie Gibbons
Views: 3772 tsiweb
How to Develop and Implement a Learning and Development Strategy
 
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How to Develop and Implement a Learning and Development Strategy - A Rhodes Business School (Australia) 'Free L&D/OD Resources Video'
Human Resource Development Strategy Documentary part 1
 
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Overview of the Barbados Human Resource Development Programme that is being implemented by the Ministry of Labour and funded by the European Union.
Human Resource Planning
 
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HR is planning, which is frequently a direct consequence of implementing strategies to move the organization forward. HR planning deals with determining how many people will be needed to execute an organization’s specific functions, a key concern in both global and domestic firms. Human Resource planning is the process of analyzing and identifying the need for and availability of people so that the organization can meet its strategic objectives. The HR planning process includes four distinct steps. The focus of HR planning is ensuring that the organization has the right number of people with the right capabilities at the right times and in the right places. Human capital solutions are also available that enable HR managers to identify how to develop talent to allow the organization to reach its strategic goals.
Views: 584 Gregg Learning
CEO Panel: Aligning HR Strategies with Business Growth - Part 1
 
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The Globalization of individual companies and capital markets over the past two decades has changed the business landscape. To respond to global competition is more necessary than ever to implement a right HR strategy in order to improve the productivity and effectiveness of the business.The panel aims to discuss how HR strategy must be aligned with the organization’s vision, mission and goals. Credits: Editing - Vijay Shankar, Camera - Ratnesh Singh, Head Video Editorial - Sapna Bhardwaj
Views: 1485 BWBusinessworld
Training and Developing Employees l Human Resource Management
 
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Human Resource Management; Management Training and Developing Employees l Human Resource Management 1. Employee Orientation: 00:00:40-00:01:25 2. Objectives of Employee Orientation a. Convey what is expected from the employee b. Reduce anxiety c. Help understanding organization and its culture d. Work Behavior: 00:01:26-00:03:15 3. Employee Training: 00:03:16-00:04:08 4. Employee Training Process- a. Need Analysis b. Instruction Design c. Validation d. Implementation e. Evaluation: 00:04:09-00:05:23 5. Training Need Analysis: 00:05:24-00:06:31 6. Identifying Training Needs: 00:06:32-00:07:22 7. Designing and Training Program: 00:07:23-00:09:06 8. Validation: 00:09:07-00:09:35 9. Evaluation: 00:09:36-00:10:05
Views: 62618 Edupedia World
Agile HR - the new role of HR in agile organizations
 
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We explain what Agile HR is and explore the role of HR in an agile organization. Agility might be the most important competence of organizations today. This means a fundamental shift in the way we think of HR. This is what we call: Agile HR. Forget strategic workforce planning, yearly performance reviews and job classification systems. Instead, Agile HR stimulates human and organizational agility on 4 levels by: 1. Guiding an organization’s agile transformation, by taking on new HR roles 2. Supporting multidisciplinary teams to take on HR tasks, like recruitment and talent management 3. Working agile within the HR organization, using methods like Scrum, Kanban and Agile Portfolio Management 4. Implementing agile HR instruments, including recruitment, learning and development and feedback and rewards ✅Want to share knowledge and experiences about HR? Join the Linkedin Agile HR Community: https://www.linkedin.com/groups/8604686 ✅Read more about our Agile HR training in New York City: https://organizeagile.com/training/training-agile-hr/ ✅Read an English summary of our book ‘Agile HR,’ nominated for Managementbook of the Year 2018 (Dutch): https://visueelhr.wordpress.com/2018/03/17/vision-of-agile-hr/ --- Organize Agile helps make your business agile. We focus on organizational transformation, leadership development and team development, by providing training and coaching services. https://www.organizeagile.com/
Views: 1554 Organize Agile
HR Strategy Forum 2018 | London Business School
 
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The HR Strategy Forum 2018 gathered over 130 senior HR and Learning and Development Executives to explore what the next decade of work will look like and what organisations can do to prepare for the future Subscribe on YouTube: http://bit.ly/2fQAm0p Follow on Twitter: http://bit.ly/2FKNIFe
Implementing Strategic HRM Practices and Polices
 
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-- Created using PowToon -- Free sign up at http://www.powtoon.com/join -- Create animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 487 Kerry-Ann Powell
How to develop a reward strategy
 
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Consider how the reward strategy will link to the business and HR strategies. Understand what total reward is and why it is important for the reward strategy. Review the business strategy, and understand how objectives can be met through reward. Review the current reward offering, considering how each element supports the business strategy. Formulate the new strategy, taking into account that each element included in the strategy should have a purpose. Involve key stakeholders to ensure buy-in across the whole organisation. Plan the implementation of the new strategy, ensuring it is well communicated. Regularly check that the reward strategy is still relevant, current and effective
Views: 31455 Jo
Effective way to Develop Strategic HR Plan
 
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Get FREE Access to full Course include : - 1 Hour Video Training - Free E-Book - Power Point Slides Register Free : http://mohamed-sabry.com/membership-join/free-membership-registration/
The steps of the strategic planning process in under 15 minutes
 
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Contact us if you're looking for someone to facilitate your strategic planning session: http://www.smestrategy.net/strategic-planning-facilitator-and-facilitation-services If you want to learn the different steps to take when creating a strategic plan here is a simplified version that will take you less than 15 minutes to go over. For more strategic planning resources visit http://www.smestrategy.net Take our video course and learn how to run all the steps in the planning process and create your own strategic plan. PLUS, get access to All of our workbooks and templates. www.smestrategy.net/strategic-planning-starter-kit
Views: 160671 SME Strategy Consulting
Learning & Development = Organizational Development
 
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A brief overview of why Learning & Development is so inherently connected to Organizational Development, why it is necessary to build a strategy specific to Learning & Development, & why Learning & Development should play a more strategic role in your company's Organizational Development.
Views: 31942 David Smith
Implementing strategies to reduce stress in HR
 
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Low Kexin SCM028886 Contemporary development in HR
Views: 49 Christella Low
Human Resource Roles
 
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If an organization has a formal HR department or group, there are typically three different roles these individuals might play in the organization. Which human resource role dominates or whether all three roles are performed, depends on what management wants HR to do and what competencies the HR staff members possess. The potential mix of roles is shown here, as is the emphasis on the different roles. Administrative: Focusing on clerical administration and recordkeeping, including essential legal paperwork and policy implementation. Operational: Managing HR activities based on the strategies and operations that have been identified by management and serving as “champion” for employee issues and concerns. Strategic: Helping define and implement the business strategy relative to human capital and its contribution to the organization’s results The opportunity for the HR department to adopt a strategic role exists in many firms. Overall, instead of just understanding HR issues and concerns, HR staff should have a broad business focus to help companies reach their strategic goals.
Views: 245 Gregg Learning
What Do You Mean By Human Resource Strategy?
 
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Googleusercontent search. This is how you need to approach and accomplish fundamental human resources' strategic resources used describe both the people who work for a company or organization department responsible managing related. If success is defined as helping the organization achieve its mission, now that terms strategy and strategic management are already defined, we ready to define term 'strategic human resource management'. What is strategic human resource management? Definition and what are hrm strategies? Strategic planning wikipedia. It focuses on the that will allow you to make hr management decisions now support future direction of organization. Talent strategic human resource management meaning, benefits and encyclopedia business terms resources hr investopedia. The modern hr management is always based on the underlying strategystrategic human resource includes typical components such as hiring, discipline, and payroll, also involves working with employees in a collaborative manner to boost retention, improve quality of work experience, maximize mutual benefit employment for both employee resources strategy overall plan that leads implementation specific hrm functional areas. Human resources is the department that finds and trains employees. Human resource strategy is taking those responsibilities and making sure they meet the goals, mission future needs of company sep 26, 2017 human designed to develop skills, attitudes behaviors among staff that will help organization its goals. You also agree that aug 19, 2016 whether your hr function is a department of one or many, basic human resources strategic planning includes internal organizational needs assessment and external benchmark comparisons needed. Strategic hr management is defined as human resource (hrm) the area of administrative focus dealing with an organization's employees. As defined by bulla and scott, human resource planning is 'the process for ensuring that the requirements of ment, resources strategy does not really exist business world. Strategic human resource management can be defined as the linking of resources with strategic goals and objectives in order to improve business performance develop organizational culture that foster innovation, flexibility competitive advantage. Strategic human resources is key to organizational success. What is human resource management (hrm)? Definition from how to do resources strategic planning the balancehr. Top leaders influence ageing workers population in most western countries and growing demands for qualified developing economies have underscored the importance of effective human resource planning. Human resources strategy? Definition & example video what is human study strategy definition. Their hr strategy tends to focus more on selecting the right employees do job, managing their activities and motivating them stay with company sep 10, 2013 modern organization cannot survive without innovative management. Definition of s
Designing and Implementing CPiE Learning & Development Strategies
 
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In this webinar, Natalie McCauley presents the Alliance's approach to developing and using CP L&D strategies given the limited resources of humanitarian settings. Based on her experience supporting dozens of field operations, she walked us through the steps and issues that need to be considered to ensure success.
Strategy Implementation - The foolproof way to implement your strategic plan
 
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You have your strategic plan but in the absence of a well formulated business plan and the discipline to execute you may be establishing unrealistic expectations for your team that could lead to disengagement and poor performance. Trudy MacDonald, Managing Director at TalentCode HR shares some tips for successfully implementing your business strategy.
Views: 2225 TalentCode HR
HR- Total Reward Strategy
 
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Animated Video created using Animaker - https://www.animaker.com Prepared for university purposes this is a guide to introducing total reward strategies in organisations.
Views: 5745 Luiza Jakubowska
3  Human Resource Planning and development
 
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Workshop on Human Resources Management of Regulatory Body
Views: 330 Joni S. kadir
Strategic Human Resources Leadership Certificate from Cornell University
 
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Learn more: https://www.ecornell.com/certificates/leadership-and-strategic-management/strategic-human-resources-leadership/ The role of today's HR manager demands broad responsibilities that include organizational leadership and strategic thinking. As the profession evolves, HR departments are being called upon to make bigger-picture decisions and to execute well-defined HR strategies that align with larger organizational strategies. Today's most effective human resources managers are strategic business partners. This advanced certificate equips you to work inside and throughout the business to drive change and growth. And you'll become fluent in the language of your business leaders. As an HR manager, can you articulate your company's business goals and strategy? Do you know how best to align your human resource tools and expertise -- from recruitment, to talent management, to engagement -- to support this strategy? This advanced HR management certificate program provides a broad, organizational perspective, laying the foundation for you to identify, develop, and measure HR initiatives critical to your firm's bottom-line success. This program consists of six two-week courses. You can complete all of the courses and earn your certificate in as little as three months, spending 3-5 hours per week. Completing this certificate makes you eligible for 36 HRCI recertification credits that you can apply to your PHR, SPHR or GPHR certification. This certificate program is designed for HR managers, directors or supervisors who want to make a more meaningful organizational impact by strengthening and expanding the strategic reach of the HR department. Learners who successfully complete this program receive an Strategic Human Resources Leadership Certificate from the ILR School at Cornell University. The courses in this certificate series have each been approved for six (6) Strategic Management recertification credit hours toward SPHR and GPHR recertification and six (6) recertification credit hours toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute. Please contact the Human Resource Certificate Institute (HRCI) for further information about certification or recertification. http://bit.ly/1tsjUU2
Views: 3697 eCornell
HR Strategy and Vertical Alignment
 
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http://academlib.com/3733/management/role_strategic_management_related_shrm#154 We define SHRM as a process and HR strategy as an intended outcome. The reason we see SHRM as a process is that it is fundamentally the same as strategic management. Strategic management has been defined as a process that deals with the entrepreneurial work of the organization, organizational renewal and growth, and, more particularly, with developing and utilizing the strategy used to guide the organization's operations.9 In strategic management, strategy has two meanings. Strategy is a plan or equivalent—a direction, a guide, or course of action into the future, a path to get from here to there. Strategy is also a pattern or the consistency in behavior over time. The former is intended strategy and the latter is realized strategy. ...
Views: 846 Academ Lib
HR Management: Compensation & Incentives
 
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This episode focuses on different types of employee incentive plans. Indiana University Southeast Instructor: Alysa Lambert
Views: 127541 IUSoutheast
What is HUMAN RESOURCE MANAGEMENT? What does HUMAN RESOURCE MANAGEMENT mean?
 
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What is HUMAN RESOURCE MANAGEMENT? What does HUMAN RESOURCE MANAGEMENT mean? HUMAN RESOURCE MANAGEMENT meaning - HUMAN RESOURCE MANAGEMENT definition - HUMAN RESOURCE MANAGEMENT explanation. Source: Wikipedia.org article, adapted under https://creativecommons.org/licenses/by-sa/3.0/ license. Human resource management (HRM or simply HR) is the management of human resources. It is designed to maximize employee performance in service of an employer's strategic objectives. HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments are responsible for overseeing employee benefits design, employee recruitment, training and development, performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws. HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. It was initially dominated by transactional work, such as payroll and benefits administration, but due to globalization, company consolidation, technological advances, and further research, HR as of 2015 focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion. Human Resources is a business field focused on maximizing employee productivity. Human Resources professionals manage the human capital of an organization and focus on implementing policies and processes. They can be specialists focusing in on recruiting, training, employee relations or benefits. Recruiting specialists are in charge of finding and hiring top talent. Training and development professionals ensure that employees are trained and have continuous development. This is done through training programs, performance evaluations and reward programs. Employee relations deals with concerns of employees when policies are broken, such as harassment or discrimination. Someone in benefits develops compensation structures, family leave programs, discounts and other benefits that employees can get. On the other side of the field are Human Resources Generalists or Business Partners. These human resources professionals could work in all areas or be labor relations representatives working with unionized employees. In startup companies, trained professionals may perform HR duties. In larger companies, an entire functional group is typically dedicated to the discipline, with staff specializing in various HR tasks and functional leadership engaging in strategic decision-making across the business. To train practitioners for the profession, institutions of higher education, professional associations, and companies themselves have established programs of study dedicated explicitly to the duties of the function. Academic and practitioner organizations may produce field-specific publications. HR is also a field of research study that is popular within the fields of management and industrial/organizational psychology, with research articles appearing in a number of academic journals, including those mentioned later in this article. Businesses are moving globally and forming more diverse teams. It is the role of human resources to make sure that these teams can function and people are able to communicate cross culturally and across borders. Due to changes in business, current topics in human resources are diversity and inclusion as well as using technology to advance employee engagement. In the current global work environment, most companies focus on lowering employee turnover and on retaining the talent and knowledge held by their workforce. New hiring not only entails a high cost but also increases the risk of a newcomer not being able to replace the person who worked in a position before. HR departments strive to offer benefits that will appeal to workers, thus reducing the risk of losing corporate knowledge.
Views: 51332 The Audiopedia
Human Resources - Durham College
 
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http://www.durhamcollege.ca/programs/human-resources-management-graduate-certificate/ (grad cert) http://www.durhamcollege.ca/programs/business-human-resources/ (2 year) http://www.durhamcollege.ca/programs/business-administration-human-resources/ (3 year) Human resources (HR) professionals serve as strategic partners in today's business environment. They work closely with management colleagues at all levels of a company on a variety of project-based and proactive initiatives. Many roles are performed by HR professionals including the following, advocating on a variety of staff issues, developing and implementing company policies, procedures, programs and services and giving advice and counsel to corporate executives, line managers and employees. This program will develop your skills, knowledge and abilities in the following areas, compensation management, employee and labour relations, HR planning, managerial accounting, occupational health and safety, organizational behaviour, organizational change and leadership, performance appraisals, project management, recruitment and selection and training and development. For more information, visit www.durhamcollege.ca or call 905.721.2000.
Views: 2019 DurhamCollege
McLean & Co. Webinar: Develop a Corporate Social Responsibility Strategy for HR
 
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Without human resources, CSR is just public relations.
Views: 558 InfoTechRG
HR Basics: Work-Life Effectiveness
 
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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore work-life effectiveness, defining what it is, why it matters, and how organizations achieve it. Work-Life Effectiveness is a specific set of organizational practices, policies and programs, plus a philosophy that actively supports efforts to help employees achieve success at both work and home. It has been said that the only thing we can be certain of is change. That’s certainly true in today’s business environment. In addition to constant change in the way we business, employees’ personal lives continue to change and have become far more complex than ever before. Dramatic change in the world of work and in peoples’ lives has accompanied us into the twenty-first century. In response to these dramatic changes, companies now view implementing effective work-life initiatives as a business imperative. Companies need to distinguish themselves by implementing preventative approaches, such as work-life effectiveness. To best realize work-life effectiveness employers and employees alike must be able to define what it is, why it matters, and how to achieve it. Just as with other business undertakings, in order to successfully develop, implement, and manage a work-life initiative there must be a strategy that is aligned with the overall business strategy. Following these guiding principles helps shape a work-life strategy: The employer recognizes the strategic value of addressing work and personal life issues.The work environment supports individual work and personal life effectiveness. The management of work and personal life effectiveness is a responsibility shared by employer and employee.
Views: 294 Gregg Learning
CIMA E1 Human Resource Planning, Appraisal, Training and development
 
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CIMA E1 Human Resource Planning, Appraisal, Training and development Free lectures for the CIMA E1 Exams
Views: 3559 OpenTuition
McLean & Company Webinar: Develop a HRIS Strategy
 
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HRIS are moving from record keeping to business enabling – make sure your HRIS strategy keeps pace.
Views: 5796 InfoTechRG
HR Basics: Human Resource Information Systems
 
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Human Resource Information Systems, technology used to assist the systematic processes that mange people in organizations. A Human Resources Information System is a software solution that is used for data entry, data tracking and the data management of an organization's people. Put simply, HRIS systems keep track of your employees and information about them. Good HRIS systems run on a database, and allow users to enter information without having to know database structure.
Views: 17405 Gregg Learning
HR as profit center
 
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HR (Human Resources) can & should be a profit center. Develop a strategy, implement & measure the results.
Views: 175 BuildItBackwards

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