Three. What are the trends shaping HRM?
One. Social, Demographic and workforce trends.
Three. Geographic/Globalization Trends.
Four. Technological Trends.
Five. Political Trends and Values.
Four. Importance of HRM and how sustainability is related to HRM.
Relationship between HRM and sustainability:
Sustainable workforce management:
Employee well-being and work life balance:
Ethical and fair practices:
Five. Why HRM is important in Global Markets?
Seven. How do we do benchmarking in HRM?
Three. Collect Internal Data.
iv) Collect external Data
vi) Identify best practices
vii) Implement improvements
Eight. What is high performance work system?
Nine. What is the use of Job Analysis?
Ten. How do we do job analysis?
STEP ONE: Identify the use to which the information will be put
STEP TWO: Review relevant background information about job
STEP THREE: Select representative positions
STEP FOUR: Actually analyze the job
STEP FIVE: Verify the job analysis information
STEP SIX: Develop a job description & specification
Eleven. What are the methods of job analysis?
iii) Questionnaire method:
v) Critical Incident method:
Four. Required qualification
Skills: Communication skills, fluency, negotiation.
The results in competency statement will include three statements:
Fourteen. Sample of a perfect job description?
Required Knowledge and Experience
Five. Computerized Forecasting:
Six. Managerial judgement:
Pros of temporary employees:
Cons of temporary employees:
Uses of Job analysis information:
Disadvantages of LinkedIn:
D) Profitability linked HR ratios:
Improving recruitment effectiveness:
One. Choosing the right recruitment sources:
Workforce Planning and Forecasting:
Twenty-five. Steps for workforce planning and recruitment (Continuation)
One) Use a framework for succession planning (Nine Grid)
The Nine-Box Grid Framework
One. Identify leadership talent.
Two) What is the role of HR in succession planning?
Three. Development Planning
Four. Aligning with Strategy
Succession planning falls under:
HR ensures succession planning aligns with:
Five. Monitoring and Metrics
Three) Why is succession planning important?
Succession planning is important because:
Three. Supports Strategic Goals
Four) What is succession planning?
It is directly linked to:
Five) Suggest how to upskill employees in budget
Dessler explains multiple cost-effective training methods:
Two. Job Instruction Training
Three. Apprenticeship Training
Five. Computer-Based Training (CBT)
Six. Internet-Based Training
Seven. Behavioral Modeling
These methods allow upskilling within budget constraints.
Pay decisions must comply with:
Two. Union Influence (if applicable)
Three. Company Compensation Policy
Four. Equity Considerations
External equity (market competitiveness)
Five. Job Worth (Job Evaluation Results)
Seven. Total Rewards Components
From Chapter eleven - Establishing Strategic Pay Plans
One. The Job (Internal Equity)
Two. External Market Conditions (External Equity)
Three. Employee Contributions (Individual Equity)
Eight) Equity and its impact on Pay rate:
Nine) Point method - Job evaluation
Ten) How to create a market competitive pay plan
Eleven) Write about different types of employee incentive and recognition program
One. Individual Incentive Plans
Two. Group Incentive Plans
Three. Organization-Wide Incentive Plans
Twelve) What is employee value proposition (EVP)
Thirteen) Write a note about different types of benefit offered (twenty-two points) to employees
Legally Required Benefits
Health Insurance Benefits
Fourteen) What are the factors which affect well-being? And do you take care as manager.
Factors affecting well-being:
Four. Organizational Culture
As a Manager, Care Includes:
Fifteen) What are the practices which a manager can adopt for well-being strategy:
Sixteen) How to prevent accident in a workplace. How to manage stress
Preventing Workplace Accidents
Seventeen) HR in Gig Economy
Eighteen) How to recruit a more diverse workforce?
Nineteen) What is the use of Job Analysis?
Twenty) Pros and Cons of Social Media like LinkedIn
Twenty-one) Give some example of HR Metrics
Twenty-two) Why effective recruitment is important?
Twenty-three) Steps for workforce planning and recruitment
Twenty-four) What is HR audit?
Twenty-five) Recruitment Yield Pyramid
Twenty-six) What are the methods used for forecasting personnel needs?
Twenty-seven) What's best way to do succession planning.
The best way to do succession planning includes:
Two. Assess Current Talent
Three. Develop High-Potential Employees
Four. Maintain Replacement Charts
Twenty-eight) Explain reliability and validity?
Twenty-nine) What are different types of test (Do not describe)
Thirty) Why background and reference check is important.
Thirty-one) What is structured and unstructured interview
Thirty-two) What errors to avoid to make the interview more effective?
Thirty-three) How to design and conduct effective interview.
Steps to design effective interview:
Two. Create Structured Questions
Five. Ask Job-Related Questions Only
Six. Combine Multiple Assessments
Thirty-four) What is the purpose of orientation on onboarding.
Thirty-five) Discuss in detail ADDIE five step training process.
Thirty-six) How to design the training?
Thirty-seven) Why performance appraisal is an important part of organization.
Thirty-eight) Give the details on tool for performance appraisal.
Thirty-nine) What are the probable errors in appraisal process.
Forty) How to create a Market-competitive pay plan?
Five. Competency Based Pay
Seven. Cafeteria Compensation Plan
Eight. Factors Affecting Well Being
Nine. Well Being Strategy