Human Resources Management Tools

Contents

Unit 1

  1. Introduction
  2. Strategic HRM toolkit
  3. Purpose of the  toolkit
  4. The  strategic  HRM framework
  5. Strategic  HRM activities
  6. Human capital management toolkit
  7. Purpose of the  toolkit
  8. The  human capital management approach
  9. The  process of human capital management
  10. Reasons for adopting an HCM  approach
  11. Adopting a human capital management approach
  12. Introducing HCM
  13. Decide HCM goals
  14. Decide areas to be covered by HCM
  15. Analysis of measures requirements
  16. Organization design toolkit
  17. Purpose of the  toolkit
  18. Analysis of aims and purpose of the   organization
  19. Activities  and structure analysis
  20. Role analysis
  21. Organization development toolkit
  22. Purpose of the  toolkit
  23. Employee engagement toolkit
  24. Purpose of the  toolkit
  25. Drivers  of engagement
  26. Measuring  engagement
  27. Engagement gap analysis
  28. Diagnosis
  29. Workforce planning toolkit
  30. Purpose of the  toolkit
  31. Factors affecting demand and  supply
  32. Scenario planning
  33. Forecasting activity levels
  34. Workforce implications of business plan
  35. Demand forecast methods
  36. Demand forecast schedule
  37. Workforce analysis
  38. Employee turnover
  39. Forecasting internal supply of people
  40. Balancing demand and supply
  41. Action planning
  42. Talent management toolkit
  43. Purpose of the  toolkit
  44. Talent  management strategy
  45. Talent  management policy
  46. Talent planning
  47. Talent audit
  48. Resourcing talent
  49. Talent  development
  50. Overal  analysis
  51. Planning and delivering learning events toolkit
  52. Purpose of the  toolkit
  53. Planning  learning events
  54. Establish learning needs
  55. Define objectives
  56. Decide on content and delivery
  57. Decide on arrangements
  58. Distribute information on the event
  59. Deliver the learning
  60. Evaluate
  61. LEARNING EVENT EVALUATION  FORM
  62. Evaluation of sessions
  63. the quality of the visual aids
  64. Evaluation of arrangements
  65. Overall evaluation of the  event
  66. Performance management toolkit
  67. Purpose of the  toolkit
  68. Structure  of the toolkit
  69. Analysis  and diagnosis
  70. Performance management goals
  71. Performance management gap analysis
  72. Analysis of performance review practices
  73. Diagnosis
  74. Design toolkit
  75. Areas for development
  76. Analysis of possible  objectives and success  criteria
  77. Development of a  performance  management system
  78. Implementation toolkit
  79. Pilot testing
  80. Performance  management  operations toolkit
  81. The evaluation toolkit
  82. Evaluation against success criteria
  83. Strategic reward toolkit
  84. Purpose of the  toolkit
  85. The  reward strategy development framework
  86. Analysis of reward strategy and  practice
  87. Developing and implementing  reward strategy
  88. Total rewards toolkit
  89. Purpose of the  toolkit
  90. Introducing  total rewards
  91. Clarify the concept and objectives of total  rewards
  92. Which of the following statements best describes the concept of total rewards?
  93. Identify total reward elements
  94. Basic approach
  95. Choice of elements
  96. Prioritize
  97. Implement
  98. Monitor and evaluate
  99. Job evaluation toolkit
  100. Purpose and contents of the  toolkit
  101. The job evaluation review and development   sequence
  102. Analyse present job evaluation arrangements
  103. Decide approach to job evaluation in  principle
  104. Decide on features of new scheme
  105. Prepare project programme
  106. Develop basic factor plan
  107. Identify and define factors
  108. Define factor levels
  109. Develop the scoring model
  110. Test basic factor plan
  111. Aim
  112. Amend basic factor plan as necessary
  113. Decide on weighting
  114. Produce full factor plan
  115. Consider use of computer-aided evaluation
  116. Apply scheme to benchmark jobs
  117. Develop analytical matching approach
  118. Matching procedure
  119. Grade and pay structure design toolkit
  120. Purpose of the  toolkit
  121. The grade and pay structure design   sequence
  122. Analysis  of present arrangements
  123. Choice  of structure
  124. Definition  of guiding principles
  125. Design options
  126. Graded pay structure  design
  127. The derived method (use of point-factor job evaluation)
  128. Pre-emptive method
  129. Pay range design
  130. Career family structure  design
  131. Job family structure  design
  132. Assimilation policy
  133. Protection policy
  134. Implementing new grade and pay  structures
  135. Attitude surveys toolkit

Unit 2

  1. Introduction
  2. Developing and conducting an attitude   survey
  3. Set up survey team
  4. Define objectives and scope
  5. In-house, with external support or outsourced
  6. Choice between in-house and outsourcing
  7. Choice of responsibility for activities
  8. Criteria for external adviser
  9. Identify survey content
  10. Survey topics
  11. Draft survey items
  12. Format
  13. Scoring
  14. Positive or negative statements
  15. Guidelines for wording items
  16. Open-ended items
  17. Construct the survey
  18. Length of the survey
  19. The order of items
  20. Demographics

Unit 3

  1. Introduction
  2. Plan survey
  3. Communicate to employees
  4. Analysis
  5. Use of online technology
  6. Pilot testing
  7. Conduct survey
  8. Analyse responses
  9. Assessing results
  10. Post-survey activities

 

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