Human Resource Management

what is the role/goal of HRM

to enhance organizational effectiveness by optimizing the performance, engagement, and development of employees

what are the four key objectives of HRM

attract and retain talent, boost productivity and efficiency, enhance employee engagement, support organizational adaptability

attract and retain talent

ensuring the organization has access to skilled and motivated individuals

boost productivity and efficiency

improving employee performance through strategic support and resource allocation

enhance employee engagement

fostering a work environment that motivates and supports employees

support organizational adaptability

building a workforce that can adapt to changes in the industry or market

what are the 3 main categories of the HRM process

Talent acquisition and workforce planning, Employee development and performance management, Employee engagement and retention

workforce planning

anticipating future talent needs based on organizational goals and industry trends

recruitment and selection

identifying, attracting, and hiring the best candidates for available roles

onboarding

introducing new employees to the organization’s culture, values, and processes

what are the two types of interviews

structured and unstructured

structured interview

interviewer asks every candidate the same questions in the same order

unstructured interview

interviewer asks open-ended questions and allows for a free-flowing conversation.

what is the goal of talent acquisition and workforce planning

to ensure the organization has the right people in the right roles at the right time

training and development

providing employees with opportunities to improve skills and prepare for future roles

training

how the organization teaches and trains employees to do their CURRENT role

development

what are the skills, knowledge, etc that you would need for your future job within the organization

performance appraisal

assessing and reviewing employee performance on a regular basis

career pathing and succession planning

offering pathways for career advancement and ensuring critical positions have qualified replacements