HR Management

 10.Employee Retention Strategies in Human Resource Management 10.01 Introduction to Employee Retention According to (PeopleHum) website,The term "employee retention" refers to the organizational objective of retaining skilled workers and lowering attrition through the development of a favorable work environment that encourages participation, expressing gratitude to staff members, offering competitive compensation and benefits, and promoting a healthy work-life balance. When unemployment is low and there is more competition for talent, employers are especially interested in  keeping their workforce. Employee Turnover The rate of hires and attrition of employees is employee turnover, and more simply, is inflow and outflow of employees (Effiong et al., 2017) Causes of employee turnover Personal reasons work life balance Incompatibility work relationships Lack of opportunity Financial reasons 10.02 Importance of Employee Retention The ability of companies to fulfill their missio...

  09.HR TECHNOLOGY AND ANALYTICS 09.01 Introduction of HR Technology Software utilized for different elements of human resource management is generally referred to as HR technology. Many HR tasks, including personnel acquisition, performance management, time and attendance tracking, payroll and benefits administration, and more, are frequently made simpler by technology. HR tech automates procedures to improve efficiency and reduce waiting times. It's also a simple tool for storing, gathering, and analyzing data ( Wholley, M. (2023) . 09.02 HR Analytics Vs Talent Analytics HR analytics explore into HR procedures and how they affect both the company and its workers. Talent analytics, sometimes known as people analytics or workforce analytics, is the study of employee data in particular. HR analytics and talent metrics can be measured and tracked with the help of today's top HR IT solutions.   09.03 Types of HR Analytics It's essential to have an overview of HR analytics befo...

 08.Talent Management in HRM     Figure 1 : Talent Management 08.01 Introduction of Talent Management   Talent management is a topic that interests and used by every company. Companies understand that it takes more practice to engage employees with the knowledge, skills, abilities, and connections to achieve strategic business goals. According to a resource-based perspective, one of the key facilitators of corporate sustainability is their unique, valuable, and irreplaceable human capital gives them a competitive advantage (Yildiz &; Esmer, 2022) (Zhongliang et al., 2021). There is still a need to create a valid and effective methodology for assessing the potential of individual talents (Vecchi et al., 2021). 08.02 Talent Management Process  Figure 02 : Talent Management Process The process of talent management could be viewed as, though often cyclical rather than a generic linear progression of events, starting with acknowledging the need for talent and end...

 07.STRATEGIC HR MANAGEMENT 7.1 Strategic Human Resource Management Strategic Human Resource Management uses a variety of structural, cultural, and personnel strategies to strategically deploy a highly capable and committed staff in order to achieve goals by aligning HRM's focus with business (Storey,1995). In order to create value and gain a competitive edge, these strategies involve selecting, developing, and rewarding staff members; creating and preserving high-performance work environments; and designing organizations. The core of strategic HRM is developing a framework for people management that influences culture and behavior in order to help an organization achieve its long-term objectives. 7.2 Importance of Strategic Human Resource Management Connecting employee with organizational goals Gaining a competitive advantage Adapting to change Enhance employee performance Driving business growth Improving operational efficiency 7.3 Traditional HRM vs Strategic  Hrm 7.4 Steps...

 06.Performance Management in Human Resource Management   Figure 1 : Performance Management 6.1.Performance Management Planning, monitoring, and enhancing an individual's, a team's, or an organization's performance is called performance management. This include setting performance objectives, tracking outcomes, giving constructive criticism, and overseeing the growth and improvement of performance. The goal of performance management is to maximize organizational objectives through productive and successful performance(  Faozen, F. and Sandy, S. R. O. (2024) . 6.2 Performance Management Objectives An essential tool for achieving specified targets or goals is performance management. Target implementation and achievement can be carried out as efficiently as possible using this management. Superiors' feedback is used in performance management to assess worker performance (  Faozen, F. and Sandy, S. R. O. (2024) . Increase productivity Defining performance goals Measuring...

  5.The Importance of employee relationship management in the workplace       Figure 1 : Employee Relations 5.1 Employee Relationship  According to Heery and Noon (2008), the tactics and procedures used by organizations to establish a positive and equitable work environment are referred to as employee relations. It encourages mutual understanding, collaboration, and communication between management and staff. Labor relations, work satisfaction, and employment circumstances are all included by employee relations. 5.2 Employee and Employer expectations According to Leat (2008), each employer and employee have expectations relevant to employee relationship. For Employees, Good working condition and a safe and healthy environment Employee satisfaction and self confidence Employees will be handled in a fair and honest way For Employers, Employer's rights to take necessary action depending on the employees' performance levels. Employee's actions for the betterment of ...

  4.0  Diversity Management  in Human Resource Management Diversity management is the process of identifying, comprehending, appreciating, and celebrating individual differences in terms of age, class, ethnicity, gender, physical and mental abilities, race, sexual orientation, spirituality, and public assistance status in order to improve workplace performance. The use of tactics or guidelines to bring a diverse group of people together to form a cohesive workforce is referred to as diversity management. 4.1  Advantages of Diversity Management Innovation and creativity Enhanced employee engagement Better Decision making Broader talent pool Improved company reputation Employee retention Increased profits 4.2 Disadvantages of Diversity Management Ambiguity Complexity Confusion Miscommunication Difficulty in reading a single agreement Difficulty in agreeing on specific actions 4.3 List of steps to effective diversity management Effective Communication Employee Equality ...

  3.Job Design  3.1 Job Design The process of designing a work that both helps the company reach its objectives and inspires and compensates its employees is known as job design. This indicates that a well-designed job increases output and quality of work while simultaneously lowering absenteeism, increasing job satisfaction, and decreasing the likelihood of employee turnover. 3.2 Job Design Strategies There are 04 main  job design strategies to increase motivation and the potential of the job . Job Simplification In contrast to the idea of employment expansion, work simplicity is being a bit of an outsider. Removing responsibilities from current roles to make them more focused is the process of job simplification. Removing skill variety from a job to make it more focused is known as job simplification. When a job has grown unmanageable over time, it might be utilized in cases of "job creep." Job Rotation The practice of transferring workers between positions inside a com...

2.1 Introduction to Employee Training and Development Training "Training" describes an organization's deliberate efforts to support staff members in acquiring job-related competencies. These competencies consist of the abilities, know-how, or conduct necessary for effective work performance. Employees should be able to apply the knowledge, skills, and attitudes that are stressed in training programs to their daily tasks in order to achieve the purpose of training.   Development Development include formal education, work experiences, interpersonal interactions, and personality and ability assessments that support workers in achieving their goals and performing well in their present or future roles within the organization.   2.2 Methods of Training and Development   2.3 Importance of Training and Development Staff development and training programs are essential for improving job happiness, boosting output, and cultivating better employee retention. Organizatio...