perdev unit 2

Corporate Social Responsibility

It is also known as corporate conscience or corporate citizenship

Environmental Effect

Businesses have large carbon footprints. Any step a company can take to reduce its footprint is suitable for the company and society

Philantrophy

Businesses can practice social responsibility by donating money, products, or services to social causes and non-profits.

Ethical Labor Practices

Companies can demonstrate CSR by treating employees legally and ethically. Note, businesses operating internationally with different labor laws

Volunteering

By doing good deeds without expecting anything in return, companies can express their concern for specific social causes.

Improved Public Image

Consumers assess your public image when deciding whether to buy from you. • Staff members volunteering makes you appear much more favorable

Cost Saving

Many simple changes in favor of sustainability, such as using less packaging, will decrease production costs

Increased Brand Awareness

• If you're committed to ethical practices, this news will spread. • More people will, therefore, hear about your brand, increasing brand awareness

Advantage Over Competitors

You establish yourself as a company committed to going one step further by considering social and environmental factors.

Increased customer engagement

• Post it on your social media channels and create a story from your efforts. • Customers will follow this and engage with your brand and operations

Greater Employment

Employees enjoy working more for a company that has a good public image than one that doesn’t.

More Benefits For Employees

Your workplace will be a more positive and productive place to work, and by promoting things like volunteering, you encourage personal and professional growth.

HR Planning Process

Process occurs in three stages: planning, programming, and evaluating.

Programming

to choose and implement specific human resources activities, such as recruitment, training, and performance appraisals. In this stage, the company’s plans are implemented.

Evaluating

g, human resources activities are evaluated to determine whether they are producing the results needed to contribute to the organization’s business plans

Demand Forecasts

The most difficult part of human resources planning is conducting demand forecasts—determining how many and what types of people are needed.

Job Description

the essential tasks, duties, and responsibilities involved in performing the job.

Job Specification

describes the skills, knowledge, abilities, and other characteristics needed to perform the job.

Recruitment

▪The development of a pool of applicants for jobs in an application

headhunter

find and introduce suitable candidates for a job position.

Applications and Résumés

provide basic information to employers

resume

provides a summary of your education, work history, credentials, and other accomplishments and skills

curriculum vitae (CV)

provides a summary of your experience and skills. Typically, CVs for entry-level candidates are longer than resumes—at least two or three pages.

Reference Checks

Résumés, applications, and interviews rely on the honesty of the applicant. To make an accurate selection decision, employers have to be able to trust each candidate’s words

Background Checks

A higher level of scrutiny comes from background investigations.

Personality Tests

A number of well-known inventories measure personality traits such as conscientiousness, extraversion, sociability, adjustment, and energy. Some personality tests try to determine the types of working conditions the candidate prefers, to see whether he would be motivated and productive in the job.

Medical Testing

To provide proof of the applicant’s/candidate’s physical ability to perform the tasks associated with the job.

Cognitive Ability Tests

Among the oldest employment selection devices are cognitive ability tests. These tests measure intellectual abilities, including verbal comprehension (vocabulary, reading) and numerical aptitude (mathematical calculations).

Performance Tests

The exercises allow displays of managerial behaviors and skills such as leadership, decision-making, and communication. Assessors, generally line managers, observe and record information about the candidates’ performance.

Integrity Tests

to assess candidates’ honesty.

Reliability

is the consistency of test scores over time and across alternative measurements.

Validity

is the accuracy of the selection test.

Criterion-related validity

refers to the degree to which a test predicts or correlates with job performance.

Content validity

concerns the degree to which selection tests measure a representative sample of the knowledge, skills, and abilities required for the job.

Training

usually starts with a needs assessment- managers analyze to identify who and what needs training. Job analysis and performance measurements are useful for this purpose.

Orientation Training

Used to familiarize new employees with their jobs, work units, and the organization

Team Training

Training that provides employees with the skills and perspectives they need to collaborate with others.

Diversity Training

Programs that focus on identifying and reducing hidden biases against people with differences and developing the skills needed to manage a diversified workforce.

Work culture

is a collection of attitudes, beliefs, and behaviors that make up the familiar atmosphere in a work environment

Core values

are a set of fundamental beliefs, ideals, or practices that inform how you conduct your life, personally and professionally. Businesses can also have and maintain core values.

Work ethic

is an attitude of determination and dedication toward one’s job. Those with a strong work ethic place a high value on their professional success. They exhibit moral principles that make them outstanding employees in any position.

Emotional intelligence

(otherwise known as emotional quotient or EQ) is the ability to understand, use, and manage your own emotions in positive ways to relieve stress, communicate effectively, empathize with others, overcome challenges, and defuse conflict.

Performance Appraisal

is the assessment of employees’ job performance

Self-management

You’re able to control impulsive feelings and behaviors, manage your emotions in healthy ways, take the initiative, follow through on commitments, and adapt to changing circumstances.

Self-awareness

You recognize your own emotions and how they affect your thoughts and behavior. You know your strengths and weaknesses and have self-confidence

Social awareness

You have empathy. You can understand other people’s emotions, needs, and concerns, pick up on emotional cues, feel comfortable socially, and recognize the power dynamics in a group or organization.

Relationship management

You know how to develop and maintain good relationships, communicate clearly, inspire and influence others, work well in a team, and manage conflict.

“Work-life balance

describes the prototype of splitting one’s time and energy between work and other important aspects of their life. Achieving a work-life balance is a daily challenge.