Introduction to Human Capital and talent Management PDF

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INTRODUCTION TOHUMANCAPITAL
ANDTALENTMANAGEMENT
Copyright © 2013 Pearson Education
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Rok Pintar -rokpintar.vietnam@gmail.com
New Jersey-1990s’
Store managers were quitting after a few months
Lack of constant leadership
employee turnover rate was 300% (1 position filled 3x in a year)
Constantly had to find, hire & train new workers
Brandon the chief executive doubt it was due to pay
Emphasized on hiring, extensive coaching & opportunities to
earn promotion
Employee turnover rate fall
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Copyright © 2013 Pearson Education
LEARNINGOBJECTIVES(1)
Explain what human resource managementis and how itrelates to the managementprocess.
Show with examples why human resourcemanagement is important to all managers.
Illustratethehumanresourcesresponsibilitiesoflineandstaff(HR)managers.
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Copyright © 2013 Pearson Education
LEARNINGOBJECTIVES(2)
Brieflydiscussandillustrateeachofthe
importanttrendsinfluencinghumanresource
management.
Listandbrieflydescribeimportanttraitsof
today’shuman resource managers.
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Copyright © 2013 Pearson Education
RECOMMENDEDREADINGS
HumanResourceManagement(14thEdition),GaryDesslerChapter 1
TheImpactofStrategicHumanResourceManagementonOrganizationalPerformance,Luftim CANIA,Economia:SeriaManagement, Vol(17), Issue 2, 2014.
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Copyright © 2013 Pearson Education
THEMANAGEMENTPROCESS
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Copyright © 2013 Pearson Education
SIX functional areas
Staffing
Human Resource Development
Performance Management
Compensation
Safety & Health
Employee & Labour Relations
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Copyright © 2013 Pearson Education
1. STAFFING
Determining what type of people you should hire;
recruiting prospective employees;
selecting employees;
training and development;
setting performance standards;
evaluating performance; counselling performance;
compensating employees.
Consist not only of training and development but also of career
planning and development activities, organization development,
performance management and appraisal.
Training: Activities designed to provide learners with the
knowledge
and skills neededfor their present jobs.
Development: Process that involves learning that goes beyond
today’s
job; it has a morelong-term focus.
Career planning: Ongoing process whereby anindividual sets
career
goals and identifiesthe means to achieve them.
Career development: Formal approach used by the organization
2. HUMAN RESOURCE DEVELOPMENT
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