UNIT 1

HUMAN RESOURCE REQUIREMENTS:

Effective requirements analysis includes four types of activity:

.,
natural-language documents, process models, business definitions, use cases,
user stories, or process specifications).
Requirements Analysis and Definition can refine existing requirements to
determine their impact on current business processes, systems, and modifications
or can be applied in future design efforts to meet evolving information technology,
systems integration, and business needs and challenges.
When future design efforts involving system upgrades or enhancements are
analyzed, Fit/Gap analysis activities are often performed to understand the
differences between current and proposed systems or applications.
Although requirements analysis occurs throughout the development lifecycle of a
project, original collection, definition, and analysis of stakeholder and system
expectations during the Requirements Analysis and Definition stage is an integral
part a projects success.

FUNCTIONS OF HRM:

Five Basic Functions of Human Resource Management

Human Resource Management (HRM) is all about balancing the
organizations people and processes to best achieve the goals and
the strategies of the organization, as well as the goals and the
needs of employees.
The main role an HR manager has to fulfill is integrating business
operations and strategies across a wide array of culture, products,
and ideas, while effectively delegating work among human
resource specialists and line management.
Apart from being concerned with local issues of employees, HR
must also consider these five basic functions and effects of
workforce diversity, legal restriction, performance management,
training and professional development of the organization.
1. Recruitment
A great deal of attention and resources is required to attract, hire
and retain an experienced, committed and well-motivated
workforce.
This is perhaps one of the most basic HR functions.
There are several elements to this task such as developing a job
description, advertising the job postings, screening applicants,
conducting interviews, making offers and negotiating salaries and
benefits.

Companies that value their people put a serious amount of

investment in recruiting and staffing services.
As the right set of talented employees can not only raise the
companies profile but also help it achieve profitability and keep it
running effectively and successfully.
2. Training and Development
The HR department is responsible for providing on-the-job as well
as refresher training for all employees (newly hired and existing)
alike.
This is the second most important function and lack of training
opportunities only increases frustration levels among employees.
So, training systems must be streamlined across all locations in
order to make communication and sharing of resources a
convenient task.
Measurement and monitoring is another vital aspect of training in
order to foster adoption of their new skills.
3. Professional Development
Effective HR departments allow and encourage the employees
with opportunities for growth,leadership training and education,
which in turn contribute to the success of the company.
Sponsoring for career advancement seminars, training, corporate
social responsibilities and trade shows will make employees feel
important and cared for by the team and organization.
4. Benefits and Compensation
A company is more likely to be successful, if it adapts new ways
of providing benefits to employees. Some non-traditional benefits
that can attract and retain new skilled employees are:
Flexible working hours or workdays,

Extended vacation time,

Paternity leave or childcare
Medical/dental insurance,
Corporate gym membership discounts
Continuing education/skills development
Award & recognition programs

5. Ensuring Legal Compliance

Compliance with labor, tax and employment laws is a vital part of
safeguarding the organizations continued existence.
HR has to be aware of all the mandate laws and policies regarding
employment practices, working conditions, tax allowances,
required working hours, overtime, break times, minimum wage,
and discrimination policies as noncompliance can affect
productivity and ultimately, profitability of the company.

human resource management

diversity issues:
Diversity issues related to race, gender, age, disabilities, religion, job title,
physical appearance, sexual orientation, nationality, multiculturism, competency,
training, experience, and personal habits are explored in these links. The bias is toward
valuing diversity.

Top 10 Diversity Issues at Work

Respect In The Workplace

Conflict
Lifestyle Acceptance
Ethnic And Cultural Differences
Gender
Harassment
Communication
Generation Gaps
Disabilities
Consistency

HRM people process:

HR strategy and operations:

DD

UNIT 2

HUMAN RESOURCE REQUIREMENTS:

UNIT 1 1ST QUEST

HUMAN RESOURCE - JOB ANALYSIS:

HUMAN RESOURCE - PLANNING:

HUMAN RESOURCE - OUTSOURCING:

HR layoffs
10 Strategies for Dealing With Layoffs

Recognize it will be painful

Remain objective
Have a well-thought-out plan
Come to a consensus
Treat employees with respect.
Offer as much support as possible
Communicate clearly and honestly
Ensure resilience
Look to the future
Re-recruit remaining staff

Human Resource Mergers:

Human Resource Recruitment And Selection

Process:

UNIT
-3

Effectiveness In Human Resource

Orientation:

Effectiveness In Human Resource

Training:

Effectiveness In Human Resource

Careere Development:

Coaching:

Coaching is a method of strengthening communication between you and the

employee, and can be used during check-in sessions. Coaching helps to
shape performance and increase the likelihood that the employee's results
will meet your expectations. Coaching sessions provide you and the
employee the opportunity to discuss progress toward meeting mutually
established standards and objectives.
A coaching session focuses on one or two aspects of performance, rather
than the total review that takes place in a performance appraisal

Link Between Rewards And

Performance:
Leadership:
Leadership has been described as "a process of social influence in which
a person can enlist the aid and support of others in the accomplishment of
a common task"

Operationalzing culture: