HRM

1. Definition
1.1.1.1. HRM Process
1.1.1.2. HRM Polices & practices
1.1.1.3. Manager
1.1.1.4. Organization
1.1.1.5. Line Manager
1.1.1.6. Staff Manager
2. New Approaches of HRM
2.1.1.1. Transactional (day to day)
2.1.1.2. Embedded
2.1.1.3. Corporate level
2.1.1.4. Center of Expert
3. Trends of HRM
3.1.1.1. Globalization & competition
3.1.1.2. Indebtness & deregulation
3.1.1.3. Technological
3.1.1.4. Nature of work
3.1.1.5. Demographical
3.1.1.6. Economic trend
4. Important Trends in HRM
4.1.1.1. New HRM Manager
4.1.1.2. High Performance Work System
4.1.1.3. Evidence based HRM
4.1.1.4. Strategic HRM
4.1.1.5. HR Certification
4.1.1.6. Ethical
5. HR Duties
5.1.1.1. Line Function
5.1.1.2. Coordinative Function
5.1.1.3. Staff Function
HRM Strategies
1. Definition
1.1.1.1.1. Strategy
1.1.1.1.2. Strategy Planning
1.1.1.1.3. Strategy Management
1.1.1.1.4. Strategic Human Resource Management
2. Strategic Management Process
2.1.1.1.1. Define the current business & mission
2.1.1.1.2. Perform external & internal Audit
2.1.1.1.3. Formulate new direction
2.1.1.1.4. Translate the mission into strategic goals
2.1.1.1.5. Formulate strategies to achieve the strategic goals
2.1.1.1.6. Implement the strategies
2.1.1.1.7. Evaluate Performance
3. Type of Strategies
3.1.1.1.1. Corporate Strategy
3.1.1.1.2. Competitive Strategy
3.1.1.1.3. Competitive Advantage
3.1.1.1.4. Functional Strategy
3.1.1.1.5. Strategic FIT
4. Strategic Human Resource Management Tools
4.1.1.1.1. Strategic Map
4.1.1.1.2. HR Score Card
4.1.1.1.3. Digital Dashboard
5. Importance of metrics in managing HR
5.1.1.1.1. Strategy based metric
5.1.1.1.2. Workforce/Talent Analytics and Data Mining
5.1.1.1.3. Data Mining
6. HR audit
 Job Analysis and the Talent Management Process

1. Definition
1.1.1.1. Talent Management
1.1.1.2. Job Analysis
1.1.1.3. Job Description
1.1.1.4. Job Specification
2. Conducting job analysis / Step for doing job analysis
2.1.1.1. Decide how you will use the information
2.1.1.2. Review relevant background information
2.1.1.3. Select representative positions
2.1.1.4. Actually analyze the job
2.1.1.5. Verify the job analysis information with supervisor
2.1.1.6. Develop a job description and job specification.
3. Collecting Job Analysis Information
3.1.1.1. The Interview (information source, format, advantages & disadvantages)
3.1.1.2. Questionnaires (information source, format, advantages & disadvantages)
3.1.1.3. Observation (information source, advantages & disadvantages)
3.1.1.4. Participant Diaries/Logs (information source, advantages & disadvantages)
4.