DOWNLOAD PDF PAI CURRICULUM GUIDE IN HUMAN RESOURCE MANAGEMENT-PERSONNEL

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1 Chapter 1 : 36 Best Human Resources Schools Rankings Note: Citations are based on reference standards. However, formatting rules can vary widely between applications and fields of interest or study. The specific requirements or preferences of your reviewing publisher, classroom teacher, institution or organization should be applied. This course serves as an introduction of human resource concepts in modern organizations known in the past as personnel and industrial relations. It covers different aspects of managing the human factor in organizations, using the tools necessary for its effective management. Coverage includes aspects such as forecasting needs, recruitment, selection, compensation, training, development, evaluation, discipline, and employee assistance. The course provides systems that students can utilize when they join the labor market, and explores how managers plan recruitment efforts by assessing the supply of and demand for human resources. It also provides tools to examine the hiring process in details and the challenges managers face in acquiring and maintaining the right people in the right jobs. The purpose of this course is to provide students with an understanding of the application of compensation principles to organizational objectives, where compensation focuses on how organizations use pay systems to improve their performance in the long term. Moreover, the course will provide students with the appropriate tools and techniques of job analysis, job descriptions, job evaluation, pay surveys, pay structures and pay administration. This course provides a framework within which complex interrelationships can best be resolved. This course examines the importance of participation, consultation, and communication in conflict resolutions. It will provide students with the best tools available for human resource managers to develop policies, procedures and techniques that create a climate of employee relations conductive to cooperation, intimacy and trust. The course provides a number of employee participation schemes and involvement including downward communication, upward communication, problem solving, task participation and financial involvement. In addition, the course will provide students with analysis of federal laws and regulations that affect human resource functions, including employment contracts, and equal employment opportunities. Emphasis is placed on applying employment laws to develop programs that enable organizations to be proactive in meeting organizational and workforce needs and requirements with an eye to resolving workplace disputes, preventing litigation and implementing and administering personnel policies and practices in compliance with the law. Beginning with a perspective of how training and development fits within the broader context of human resources management, this course addresses key elements including analyzing staff training and learning needs; designing, delivering and administering effective training programs; identifying alternatives and supplements to training; and evaluating the effectiveness of staff training and development interventions. This course provides the identification, measurement, and management of human performance in organizations. Rational and legally defensible identification requires an appraisal system based on job description and job analysis. Management is the overriding goal of any appraisal system. Appraisal is not a past activity that criticizes or praises employees, but rather a future-oriented view of what employees can do to achieve their potential in the organization. This course will provide students with some effective tools of management. This course provides students with techniques to effectively carry out research in human resource management. Research theories, detailed chapters, guide on choosing topic, reviewing the literature, understanding philosophies, research design, access and ethics, data collection and analysis, and writing and presenting will be discussed. The students work on cases in teams and have both written and oral presentations. The Internet is used extensively to collect relevant information for the cases. There is a growing recognition of the critical importance of managing human resources in a multinational context. Therefore the purpose of this course is to provide students with an understanding of the link between human resource management and organizational strategy, and the importance of human resource management in enhancing firm performance. This course will emphasize strategic human resource choices facing the organization such as human resource strategy formulation and implementation. In addition, the Page 1

2 course will elaborate on the processes and activities used to formulate human resource objectives, practices and policies to meet the short term and long term organizational needs and opportunities, to guide and lead the change process and to evaluate the contributions of human resources to organizational effectiveness. The purpose of this course is to provide students with the conceptual framework of human resource planning, including the components of human resource requirements in the workplace. Emphasis will be placed on the impact of change, job analysis and the process of budgeting human and financial resources. The main focal point of this course is to provide students with a broad overview of organizational change and development process. In addition, the course will provide students with the basic fundamentals for organizational diagnosis and the development of successful solutions. In addition, emphasis will be provided on Creating awareness of the present state of knowledge in the area of change management Evaluating emerging theories and their application Evaluating inter personal and team skills used in organizational development and change HRMT This course will provide the opportunity for students to be familiar with various software tools that they may encounter in the workplace. Emphasis will be placed on acquiring the following skills: Identifying, evaluating and planning for human resource information system; Assessing and resolving issue related to system implementation; Understanding routine and customized uses of human resource information system; Developing and explaining software generated employees reports HRMT This course explores the nature of conflicts common in personal and organizational life. It examines various techniques in handling conflicts with emphasis on different strategies and tactics used in competitive and cooperative negotiations. It will cover conflict management styles, effective and ineffective negotiators, planning for negotiations, using and countering bargaining tactics, managing the negotiation process within and between groups, avoiding negotiation mistakes, use of power and influence, handling multi-party negotiations, understanding gender differences and negotiating across cultures, and alternative dispute resolution mediation and arbitration HRMT This course offers an explicit introduction of a research-based model of strategic HRM in a multinational enterprise. Emphasis is placed on Investigating trends and future challenges in international human resources management including Cross-Border Alliances and SMEs, which explores the complex human resources challenges inherent in cross-border alliances, and the growing internalization of small and midsize enterprises. Read this page in other languages. Page 2

3 Chapter 2 : Maryann H. Albrecht Open Library Human Resources Enter your mobile number or address below and we'll send you a link to download the free Kindle App. Then you can start reading Kindle books on your smartphone, tablet, or computer - no Kindle device required. Once you earn your human resources certificate online, you can parlay your coursework into one of two HR-focused business degrees - BS in Business Administration or BS in Business Studies, with concentrations in human resource management. Your courses will cover topics such as leadership practices, group dynamics, effective management, employee-management relationships, and compensations and benefit strategies. As a private, nonprofit university, SNHU has one mission â to help you see yourself succeed. The benefits of earning your human resources certificate online at SNHU include: Take advantage of some of the most affordable tuition rates in the nation Convenience. Complete your certificate at your own pace, over six 8-week terms per year Expert instruction. Learn from instructors with relevant, real-world experience Networking. Tap into our nationwide network of alumni for internship and career opportunities Student support. According to the U. Curriculum The online HR certificate provides the foundation in human resource principles and practices demanded by employers. Classes are taught by instructors with professional credentials and experience in human resource management and organizational behavior. View Full Curriculum in the Catalog Courses May Include OL Human Relations in Administration The human relations skills that managers need to develop interaction skills that contribute directly to effective human resource management and the development of higher productivity are studied. Skill areas include leadership, motivation, communications, group dynamics, organizational development, management by objectives, and stress and time management. Students learn techniques for becoming more effective managers, subordinates, peers and persons. Students are introduced to the international aspects of human relations. OL Human Resource Management This course examines the fundamentals of policies and administration. Major tasks of procedures and developing, maintaining and utilizing an effective team are studied. Students are introduced to international human resource management. OL Employee and Labor Relations This course examines employee-management relationships in both the union and non-union environments with an emphasis on best practices. Junior standing or permission of instructor. OL Total Rewards This course covers the development and administration of compensation and benefit programs for organizations. Wage theory, principles and practices, unemployment security, worker income security, group insurance, and disability and pension plans are investigated. Emphasis is placed on objectives, policies, organization, implementation and revision of compensation and benefit systems. OL Organizational Behavior This course focuses on the primary factors that influence behavior in organizations. Emphasis is placed on leadership, group dynamics, inter- group dynamics, organizational structure and design, change, culture, power and politics, environment and technology and organizational behavior in an international context. Writing and team intensive course. OL Human Resource Strategy and Development This course provides an in-depth examination of human resource strategy and development. Students will gain an understanding of the importance of sound HR practices and the integral role they play in achieving organizational success. Students will examine the environment of HR management; the challenges of staffing organizations, locally and internationally; the relationship of a learning organization to training and development; the role compensation and benefit strategies play in motivating the developing employee; and the concerns and issues related to employee and labor relations. Senior standing or permission of instructor. Page 3

4 Chapter 3 : TAPMI, SHRM collaborate to launch PG diploma in human resource management Books by Maryann H. Albrecht, International Hrm, Careers in Business, Pai Curriculum Guide in Human Resource Management-Personnel, Cultural Diversity, Growing. Human Resources Management Staffing your school What the law says: A charter school must employ or contract with necessary teachers, as defined by section A. The school may employ necessary employees who are not required to hold teaching licenses to perform duties other than teaching and may contract for other services. The school may discharge teachers and non-licensed employees. Human Resources management is a critical element to starting and operating a successful charter school. A charter school needs a strong director. It also needs talented, dedicated teachers, and a competent business staff. Human resources management is the process through which you attract, train, motivate, evaluate, compensate and retain these important people. Employment law is complicated and mistakes can be extremely costly. Fifty-five percent of employment claims result in money awards to employees. Obviously, it is important for you to build and judiciously maintain a human resource management system that meets the requirements of the law. At the same time, your HR practices, at their heart, must be based on a commitment to fair and just treatment of staff. Good HR practices should help you create a work environment that supports your mission and encourages employees to develop and thrive. Following is a guide to effective human resources practice. It is only a guide, and is not meant to replace competent professional advice. Your HR practices should include consultation with professionals, including experienced administrators and an attorney specializing in employment law. Advice should be sought not only during your start-up phase, but also as part of an annual policy review and revision process. Board Responsibilities The Board is responsible for setting policy in areas related to human resources management, including policies governing salaries and salary schedules, terms and conditions of employment, fringe benefits, leave, and in-service training. In most schools, the Board hires the Director and delegates to that person the tasks of recruiting, hiring, evaluating, promoting, and disciplining staff in accordance with established board policy. Position Descriptions Accurate position descriptions are the backbone of a good HR system. A well-written position description clarifies the responsibilities of a job, and the necessary skills, knowledge, and experience for successful job performance. This information should be the basis for all recruitment, hiring, training, performance appraisal, and disciplinary decisions. What does this person need to do? Do the tasks involve working with students, other staff, parents, or community members? How will you know that the job is being done well? Next, think about the education, skills, and experiences necessary for successful performance of these critical responsibilities. Finally, think about the education, skills, and experiences that would be helpful but are not necessary critical to successful job performance. Other information that you may want to include on the position description includes: There are a number of different formats that can be used to organize and present this information. Examples of several position descriptions can be found in the appendix. Important things to remember about position descriptions: At a minimum, review and revision should be done annually, as a standard part of the employee evaluation process. In this way, all position descriptions remain current, and employees are reminded that their job responsibilities can be changed. Individual position descriptions within an organization should fit together like a mosaic, creating a complete picture of staffing needs. Recruitment and Hiring Hiring decisions are perhaps the most important decisions made by a school. Personnel costs are likely to claim the largest share or your budget. Accomplishing your mission is dependent on having the right staff. For these reasons, it is essential to include someone that has experience in making personnel decisions in the hiring process. You will most likely want to have a hiring committee of three or more people, to insure input from multiple stakeholders. Your committee might include, for example, the Director, teacher s, parent s, and student s. If at all possible, the hiring process should be designed to ensure that staff is identified no later than June. Where budgets allow, new schools should consider hiring staff several weeks before the school actually opens, allowing them adequate Page 4

5 time to prepare. To accomplish this, the hiring process should begin in January. The basic steps involved in an effective recruitment and hiring process are: Develop the position description 2. Receive and screen applications 4. Make a hiring decision 7. Establish an employment contract Develop a position description An accurate, well-written job description forms the basis for the subsequent steps in the process. The position description helps you clarify the job skills, knowledge and experience that you hope to find in a new employee. This stage begs for creativity. Think about where and how you might find applicants with the desired skills, knowledge and experience. Also, think about how many applications you hope to receive. The most obvious and overused is the major, local newspaper. You may want to place an ad in the classified section of one or more major newspaper. Newspaper advertisements tend to be very expensive, so you will want to write the shortest possible advertisement that still contains enough information and is sufficiently appealing to attract promising applicants. Sunday is the best day to advertise in most major newspapers. It seldom makes sense to run an advertisement for an entire week. Ethnic, neighborhood, and specialty newspapers â In larger communities, there may be a number of small newspapers. Some specifically target ethnic groups and can be good places to advertise in hopes of attracting a diverse pool of applicants. Finding these smaller newspapers can be as simple as visiting your local library, a coffee shop, or bank lobby where there are racks of free periodicals. Be aware, however, that the advertisement will not be free. Websites tend to be the easiest, cheapest, quickest and, increasingly, the most effective way to recruit. By all means, post the position on your own website, if you have one. Other sites to consider include: The Minnesota Association of Charter Schools Colleges â Alumni as well as new graduates use college websites when searching for jobs. Usually, you can find contact information for this office and posting instructions on the college website. In some cases, education and disciplinary departments have separate websites that include job postings. Some colleges also have specialized training programs in special education and Limited English Proficiency. If your school has specific need in areas such as these, it is worthwhile to send postings to specialized programs in and outside of Minnesota. Page 5

6 Chapter 4 : Best Master's in Human Resources Degree Programs Theory, research, and practices for effective human resources management in public and nonprofit agencies. Political and institutional context of public sector human resources management, evolution of U.S. civil service system, and critical issues confronting public managers. I determine the exact nature of problems 1st to 3rd line support. Providing for end-users and support to over users based in 5 locations. Providing expedient error corrections and solutions whilst working on projects in a variety of support and development roles. Ensured other departments understand all necessary aspects and needs of HR development, objectives, purposes and achievements to director level. Evaluated training programmes for staff and implemented new training solutions that met the needs of the business and the people. Follow-up research concluded, improved budgets, increased profits and improved morale. Presented management reports to board level. Delivered management accounts, shareholder consolidation and investment reports IPR, tax, regulatory and accounting returns within strict deadlines. Provided H R support and directly responsible for a team of Maintaining personnel records and administering benefits, reviewing and co-ordinating all staff training, recruitment and transfers, whilst managing the customer order process from demonstration to sale. Project managed company relocation. Implemented HR policies and procedures. Designed all Personnel forms and records and issued contracts of employment. Arranged employee and customer events. Organised successful trade shows and promotions. Managed all HR aspects of company Liquidation including redundancies. What to Include in your CV Template. At present, the ratio of jobs to workers is in complete imbalance. Expanding populations have tremendously increased competition for a limited number of job openings. As a result, job seekers must make an effort to stand out from the crowd. The first way to do so is to create an effective Curriculum Vitae, which will impress recruiters enough to grant you a personal interview. Are you unsure how to write a CV that will impress an employer? The CV header should be comprised of your name, and contact details. You have space to outline your education and professional development. Positions are listed "most recent first" and should bullet point your achievements individual or as part of a team to illustrate your value in the job market. Job history also includes company names and brief addresses, and your job title. Hobbies and interests can be mentioned at the end, allowing the employer to decide whether to read them or not. I highly recommend downloading the HR administration CV templates provided. These will enable your to create the best impression on the reader and create the highest impact. For a Professionally Written CV. Read my LinkedIn testimonials Mike Kelley. Chapter 5 : Three Articles to Guide Human Resource Management at Small Businesses Students not passing the University IT examination must take COMP HRMN electives must be selected from an approved listing. Students must complete a sequence in either core history or literature. Chapter 6 : Human Resource Courses - University of Phoenix Human resource managers are required in today's business environment to link human resource strategy and practices to the organization's strategy and ultimately to organizational performance. There is a growing recognition of the critical importance of managing human resources in a multinational context. Chapter 7 : Human Resources Management (Staffing your school) â Center for School Change The goals of the workshop are for each organization to leave with an appropriate human resources management (HRM) action plan and for each participant to understand the basic concepts and methods in HRM. Page 6

7 Chapter 8 : HR CV example, HR CV writing service, HR Curriculum Vitae Personnel management refers to the functions that many employers now refer to as Human blog.quintoapp.com are the functions that the human resources staff perform relative to the organization's employees. Chapter 9 : Curriculum in Human Resources Management < Auburn University Bachelor of Arts (BA) in Human Resources: Curriculum includes liberal arts courses. Bachelor of Science (BS) in Human Resources: Curriculum includes science and math courses. Bachelor of Business Administration (BBA) in Human Resources: Typically offered by the business school. The curriculum includes core business courses. Page 7