HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee training and development, discussing the importance of the actions employers take to improve the performance of and better staff through learning and growth opportunities.
Views: 65988 Gregg Learning
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Views: 9185 Syed Muhammad Hassan
Human Resource Management; Management Training and Developing Employees l Human Resource Management 1. Employee Orientation: 00:00:40-00:01:25 2. Objectives of Employee Orientation a. Convey what is expected from the employee b. Reduce anxiety c. Help understanding organization and its culture d. Work Behavior: 00:01:26-00:03:15 3. Employee Training: 00:03:16-00:04:08 4. Employee Training Process- a. Need Analysis b. Instruction Design c. Validation d. Implementation e. Evaluation: 00:04:09-00:05:23 5. Training Need Analysis: 00:05:24-00:06:31 6. Identifying Training Needs: 00:06:32-00:07:22 7. Designing and Training Program: 00:07:23-00:09:06 8. Validation: 00:09:07-00:09:35 9. Evaluation: 00:09:36-00:10:05
Views: 65842 Edupedia World
TRAINING AND DEVELOPMENT PART 1 HUMAN RESOURCE MGMT
Views: 839 Shashi Aggarwal
For the first time in INDIA, textbook in Economics, Accountancy & Business Studies with video lectures by Eminent Authors/Subject Expert with NO EXTRA COST. To buy books visit www.goyal-books.com About the Book » Written strictly according to the latest syllabus prescribed by the CB.S.E., New Delhi. » Up-to-date study material provided by using the latest available data. » Elaborate explanation of the concepts. » Summary (Points to Remember) given at the end of each Chapter. » Numerical Problems from previous years' question papers incorporated and solved in the respective Chapters. » Methodology of solving typical numerical problems given wherever necessary. » Methodology of drawing typical diagrams given wherever necessary. » Comprehensive Exercises given at the end of each Chapter. » Sample Question Paper given at the end of the book. » Multi-disciplinay Problems given at the end of the books. » Video lectures on each topic with replies to queries for better and clear understanding of the concepts by the Author/Subject Matter Expert. Benefits of Video Lectures » Easy to access anytime: With video lectures, students can learn anywhere from their mobile devices: desktops, laptops, tablets or smartphones. » Students learn when they are primed to learn. » Students can pause, rewind and replay the lecture. » Eases the distraction of having to transcribe the lectures. » Self-paced learning: Students can follow along with the lecture at their own pace, going more slowly or quickly » Bookmarking: Students can bookmark the point where they're up to in the video so they can easily return and continue watching the lecture at a later point. » Searchability: Students can easily search through the lecture to find the required sub-topic they need, without having to rewind and fast forward throughout the video. » Greater accuracy: Students will understand the lecture better and can make sure that they have not misheard anything. » Facilitates thinking and problem solving: It improves research skills, collaborative working, problem solving, technology and organisational skills.
Views: 55750 Goyal Bros. Prakashan - Video Lectures
How can companies ensure that they have successors ready for key positions at any time? Which methods and criteria are typically used to identify talent inside a companies?
Views: 57113 Armin Trost
Training represents a significant expenditure for most employers. However, it has historically been viewed tactically rather than strategically, which means that training is seen as a short-term activity rather than one that has longer-term effects on organizational success. Training is the development and delivery of information people will use in their jobs. To be a strategic investment, training must align with company goals and contribute to the achievement of key performance indicators. In other words, it must produce positive results. Without ongoing training, organizations may not have staff members with the knowledge, skills, and abilities (KSAs) needed to compete effectively. Building the capacity for all employees to work smoothly with diverse individuals is essential to competitive success. Certain legal compliance considerations will ensure the effectiveness of your training and development initiatives. Accurate recordkeeping related to required training is important to demonstrate that the company is meeting its obligations. Orientation, which is the planned introduction of new employees to their jobs, coworkers, and the organization, is offered by most employers. Successfully integrating new hires is important, and measuring the degree of success allows the orientation program to be managed well. The way in which a firm plans, organizes, and structures its training affects the way employees experience the training, which in turn influences the effectiveness of the training. While there are five distinct phases to the ISD process, in most cases, the phases overlap. Although the process appears to be linear, it is actually iterative. It is common to recycle back to an earlier phase when information is uncovered at later stages. Ideally, management looks at training needs in relation to strategic plans and as part of the organizational change process. Then training needs can be prioritized on the basis of objectives. Conducting the training most needed to improve organizational performance will produce visible results more quickly. Training design is all about creating content that meets your audience’s learning and development needs. Learner readiness means that individuals have the ability to learn, have the motivation to learn, have high confidence, see value in learning, and have a learning style that fits the training. The success of training efforts depends on understanding and adapting training to the needs of the learner. Practice, feedback, overlearning, behavioral modeling, error-based examples, and reinforcement are strategies that are frequently used when designing a training experience. Closely related is an instructional strategy called immediate confirmation, which is based on the idea that people learn best if they receive reinforcement and feedback as soon as possible after exhibiting a response. Immediate confirmation corrects errors that, if made and not corrected throughout the training, might establish an undesirable pattern that would need to be unlearned. It also aids with the transfer of training to the job. Internal training generally addresses topics specific to the organization and its jobs. Effective internal training programs have the potential to be good for both employer and employee. External training, or training that takes place outside the organization, is used extensively by organizations of all sizes. Whether training is delivered internally or externally, appropriate training must be chosen. E-learning is the use of web-based technology to conduct training online. Training results can be examined through cost–benefit analysis, which compares costs and benefits associated with training. Training evaluation is the process by which you can determine if you have met those objectives and whether there is a better and cheaper way in which to do so in the future. Organizations invest billions of dollars and countless hours in training employees. These investments should support the goals of the organization and result in benefits to both the employees and the company. Thoughtful design, delivery, and evaluation of training offer the greatest probability of achieving success.
Views: 168 Gregg Learning
1. Training is a learning process in which employees get an opportunity to develop skill, competency and knowledge as per the job requirement. 2. Development focuses on the long term. Human resource managers propose a strategy to put in place over several months or years, comprising a set of initiatives that are expected to bear fruit over a long period of time. 3. Training is usually a short term process. 4. Training focuses on the role. Development focuses on the person. 5. A prominent difference between training and development is that training is concerned with acquisition of new skills, whereas development means adding value to one’s existential skill-set. 6. Focus on TRAINING Present DEVELOPMENT Future 7. If training focuses on a job position, development puts the emphasis on building a successful professional career. 8. The Purpose of Training: To provide the ability to undertake a task or job To improve productivity and workforce flexibility 9. The Purpose of Development: Better knowledge Changing attitudes Increased capability and skills 10. Training programs are group focused. Development activities tends to be more of a personalized experience. 11. Training is time bound. Development is unending. 12. Training is conducted as and when needed. Development happens inadvertently and doesn’t need to be conducted. 13. Motivation Training: Trainer DEVELOPMENT Self 14. Training: Acquisition of new skills Development: Harnessing the existing skills
Views: 5492 Patel Vidhu
FB Link- https://www.facebook.com/Study-Kreeda-160633667770071 Gmail id- [email protected] This video is made through mobile camera focuses on students who are preparing for UGC NET exam or any Competitive Exam whose specialisation is HUMAN RESOURCE MANAGEMENT. Thank you All The best Jai Hind
Views: 11838 Study Kreeda
a simple explanation and experience-- Created using PowToon -- Free sign up at http://www.powtoon.com/youtube/ -- Create animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 34914 Hannah Grace Lorenzo
HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore employee training and development, discussing the importance of learning in organizations to improve individual, team and organizational performance. Learning involves acquiring knowledge and developing skills. Employees acquire knowledge through formal and informal training activities and development experiences. At a basic level, learning, which includes training and development, is needed to ensure that the workers recruited and selected are able to do their jobs well, and that they will be prepared for future jobs in the company. Training is the development and delivery of information people will use in their jobs. Development refers to experiences that make people better. Providing the appropriate learning and development opportunities for employees will increase their satisfaction and help them perform at a higher level, better enabling the company to achieve its goals.
Views: 328 Gregg Learning
Human Resource Management (Training)-- Created using PowToon -- Free sign up at http://www.powtoon.com/youtube/ -- Create animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 15692 Sandy Joy Javier
Quackery and pseudoscience can be very dangerous. Not only in medicine but also in human resources. Alarmed by the nonsensical ideas of Transactional Analysis, Patrick Vermeren set out on a mission to reveal the truth about the many HR theories, models and questionnaires. The academic literature revealed that most HR practices (in recruitment, assessment, development, coaching…) are very problematic and some even dangerous. In this Talk valid alternatives are presented. Patrick Vermeren has been active as a consultant, trainer and coach since 1996. He built on his experience at major Belgian banks ( Cera and Dexia) and an American multinational ( Procter & Gamble). Since he joined Perco he advises HR professionals and he guides groups and individuals in the areas of leadership, coaching and facilitating decision making in groups ( participation). He also assists CEOs, managers and high potentials through training and personal coaching. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Views: 229286 TEDx Talks
Carmel works in L'Oréal's Shanghai office in the Learning for Development team. She talks about her role and how she needs to ensure that the programmes from Paris are tailor-fitted to the needs of their Asia-specific subsidiaries. For Carmel, training is about identifying learning needs and providing the right programs and activities to develop an employee today for a role tomorrow. She is excited about the aspect of her job where she has to anticipate the development of a person. She explains how fast and dynamic the beauty industry is, and the challenge of staying ahead of the business. Carmel, Learning for Development Project Manager -- L'Oreal HR Subscribe now for the latest content from L'Oreal: http://bit.ly/YqZUxj Like Careers at L'Oreal on Facebook: http://goo.gl/5L1Ifm Follow L'Oreal on LinkedIn: http://linkd.in/Yt0wmi Follow Careers at L'Oreal on Twitter: http://bit.ly/ZadYRP Follow L'Oreal on Twitter: http://bit.ly/YX2bm3 Get to know more about L'Oreal on our official site: http://careers.loreal.com At L'Oreal, we empower people who are ready to take bets, think out of the box, defend their convictions, be resilient and leave their own mark. They are offered early responsibilities, numerous opportunities and fast-track careers. A thrilling experience, A culture of excellence. L'OREAL Carmel, Learning for Development Project Manager -- L'Oreal HR http://www.youtube.com/user/careersatloreal
Views: 13275 L'Oréal Talent
Customer service, productivity, safety, employee retention and growth, the uncertainty in the economy, coping with the retirement of skilled employees, the use of new technology. These are just some of the issues affecting companies in all industries and sizes and influencing training practices. Companies are experiencing great change due to new technologies, rapid development of knowledge, globalization of business, and development of e-commerce. Also, companies have to take steps to attract, retain, and motivate their workforces. Training is not a luxury; it is a necessity if companies are to participate in the global and electronic marketplaces by offering high-quality products and services. Training prepares employees to use new technologies, function in new work systems such as virtual teams, and communicate and cooperate with peers or customers who may be from different cultural backgrounds.
Views: 12802 Gregg Learning
Human Resource Development (HRD) is a practice that combines training, organization development, and career development efforts to encourage improvement of individual, group, and organizational performance. Please visit www.eAdultEducation.org for more information on human resource development and information on adult learning theories and research in relation to practice in the field of human resource development.
Views: 112079 Shirley J. Caruso
Development can benefit both organizations and employees. Development involves efforts to improve employees’ abilities to handle a variety of assignments and to cultivate their capabilities beyond those required by the current job. Development differs from training. It is possible to train people to answer customer service questions, drive a truck, enter data in a computer system, set up a drill press, or assemble a television. However, development in areas such as judgment, responsibility, decision making, and communication presents a bigger challenge. These areas may or may not develop through individuals’ ordinary life experiences. There is a close link between learning and development. For most people, lifelong learning and development are necessary and desirable. For many professionals, lifelong learning may mean meeting continuing education requirements to retain certifications. Assistance needed from employers for lifelong development typically comes through programs at work, including tuition reimbursement programs. Like employee training, employee development begins with an analysis of the needs of both the organization and the individuals within that organization. The goal, of course, is to identify strengths and weaknesses to determine the focus of development. Methods that organizations use to assess development needs include assessment centers, psychological testing, and performance appraisals. Determining the best approach to individual development depends in part on the individual’s level of development. Development of human resources is all about finding the right strategy to help better your people.
Views: 89 Gregg Learning
In this video, Professor Samantha Warren, from our Essex Business School, examines workforce skills as part of her Human Resource Management module. This lecture considers the changing nature of 'skills' in the contemporary economy, the difference between training and development, e-learning and internships. If you are interested in studying with Essex Business School go to: http://www.essex.ac.uk/ebs
Views: 140202 University of Essex
Training and Developing Employees (Lecture 07) | HR Management - Principles of Management. Subscribe this channel to get more knowledge,Lectures,Presentations etc. Youtube: https://www.youtube.com/channel/UCuBvNmo-Q42RPTisa-b1_-w?sub_confirmation=1 Facebook: https://www.facebook.com/g8knowledge Twitter: https://www.twitter.com/g8knowledge Instragram: https://www.instagram.com/knowledgeget Course Description: Human Resource Management is a course designed to make the students familiar with the concepts of managing human resources. It is rightly said that the organizations need effective people not efficient people. The course also describes the bench mark practices of Human Resource Management Course Objectives: This course has been designed keeping the following objectives in mind: 1. Demonstrate an in-depth knowledge of the activities and decisions that inform the employment relationship and management including recruitment, selection, training, health and safety, employment laws, motivation, and productivity of employees. 2. Develop and design different forms and memos for recruitment, selection, TNA and performance appraisal of employees 3. Demonstrate and assess leadership in a professional context, by selecting and appraising appropriate styles for situations, and contributing and discussing relevant expertise, liaising with and assessing professional colleagues, and managing and evaluating a supporting team. 4. Conduct internal research on HR-related problems at work, and communicate results effectively to colleagues and peers. Learning Outcomes: 1.Summarize the purpose and process of employee orientation. 2.List and briefly explain each of the four steps in the training process. 3.Discuss how you would motivate trainees. 4.Describe and illustrate how you would identify training requirements. 5.Explain how to distinguish between problems you can fix with training and those you can’t. 6.Explain how to use five training techniques At the end of this course, students should be able to: 1. Explain what human resource management is and how it relates to the management process 2. Illustrate the human resources responsibilities of line and staff (HR) managers 3. Discuss and illustrate each of the important trends influencing human resource management 4. Describe important trends in human resource management 5. Explain why strategic planning is important to all managers 6. Explain the main generic types of corporate strategies and competitive strategies Explain why metrics are essential for identifying and creating high-performance human resource policies and practices 7. Discuss the nature of job analysis, including what it is and how it’s used 8. Write job descriptions, including summaries and job functions, using the Internet and traditional methods 9. Write a job specification 10. Explain what is meant by reliability and validity 11. List eight tests you could use for employee selection 12. Describe the strengths and weaknesses of the main types of selection interviews 13. Explain each of the four steps in the training process 14. Explain how to distinguish between problems you can fix with training and those you can’t 15. Explain five training techniques. 16. Describe four management development programs. 17. Define performance management and discuss how it differs from performance appraisal 18. Describe the appraisal process 19. Compare and contrast coaching and mentoring and describe the importance of each 20. Describe the basic factors determining pay rates 21. Describe the methods for conducting job evaluation 22. Explain how to apply five motivation theories in formulating an incentive plan 23. Describe the most popular organization wide variable pay plans 24. Describe each of the main pay for time not worked benefits.
Views: 5774 Get Knowledge
This video is an introduction to the topic of Training and Development, a key activity of International HR Management. The audience learns about an international assignment as an important training and development tool. It illustrates what aspects of „Training and Develpment“ are needed in order to prepare an expatriate for an international assignment . It oulines major challenges and suggest a systematic training and development program before and during the international assignment. This video is part of a series of INTROTAIN videos on International HR management of the Leuphana University Lueneburg. Musik: Ulysse Matossian
Views: 4423 Leuphana Videos
Get a free coaching session with Stephen Goldberg for leaders and managers https://mailchi.mp/4966f7407de6/freecoachingsession Sgn up to receive my bi-monthly newsletter http://eepurl.com/gChMb Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX Read articles on my blog http://www.optimusperformance.ca/blog/ Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg The old expression, “failing to plan is planning to fail" also applies to employee development. In my recent article (http://www.optimusperformance.ca/managing-employees-for-change-improved-productivity/) about a leaders' struggle to deal with employees being resistant to change, I wrote that strategic planning for employee development is a practice that a leader must undertake to avoid this dilemma. Developing a human resource or employee development plan is often the responsibility of the human resource department if there is one. From my perspective, it's the leader’s responsibility because the leader is accountable for the performance of the department and each employee. Here is my list of things for the leader or manager to do to develop a strategic plan for employee development..... Read full article here: A Leadership Job Description :http://www.forbes.com/sites/mikemyatt... How to set and achieve any goal using a goal planning worksheet: http://www.optimusperformance.ca/how-... Learn How to Write a Job Description including a downloadable template https://curious.com/stephengoldberg/j... Learn How to Set & Achieve Goals including Goal Setting Form for download https://curious.com/stephengoldberg/g... Take my lessons +20,000 more @Curious on anything from tennis, to test prep, to tango. As my student, get 20% OFF! http://curious.com?coupon=curiousteac...
Views: 29054 Stephen Goldberg
This Video contains Explanation of Development, Management Development , Development meaning, Features of Development , Difference between training and Development, Development concept. For the notes used in the video please refer to this link: https://drive.google.com/drive/folders/1gYhgScZubnb6LCrLrYbStNCLyeL44nAR Full playlist of HRM https://www.youtube.com/watch?v=orbJxHV-WAI&list=PL_EEImM8NxiPMvI1fhbbZMtgRIRitGDTm Follow us on Facebook: https://www.facebook.com/Learningtolearn2017 Follow us on Twitter: https://twitter.com/2017learningto If you want to support this channel you can donate through Paytm 9265799867
Views: 4938 Learning to Learn
Definition of Training & Development [Human resource management regards training and development as a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings] [After this video you will be understand these below points] 1- What is training and development in hrm 2- training and development difference 3- training and development importance 4- types of training and development 5- training and development process 6- training and development Purpose 7- training and development methods 8- training and development meaning Like our Facebook Page http://ally.sh/tef5Y Visit Our YouTube Channel http://ally.sh/tYgkS More topics : 1- What is Compensation http://ally.sh/x4tHs 2- Study of Comparative Public Administration http://ally.sh/UEA1m 3- Basic concept of Human Resources Management http://ally.sh/JMHLO 4- What is public policy http://ally.sh/AMSqR 5- Training and development | Hindi & Urdu 2017 Part-1 http://ally.sh/3W2Pj 6- Job Analysis & Job Design in Hindi & Urdu 2017 Part-2 http://ally.sh/VWO32 7- Performance Management | Methods & Steps in Hindi - Urdu Part 2 http://ally.sh/UzWW7 8- What is Compensation http://ally.sh/x4tHs 9- Study of Comparative Public Administration | Hindi & Urdu http://ally.sh/UEA1m
Views: 8011 Romesa Tanveer
A brief overview of why Learning & Development is so inherently connected to Organizational Development, why it is necessary to build a strategy specific to Learning & Development, & why Learning & Development should play a more strategic role in your company's Organizational Development.
Views: 33485 David Smith
Businesses will soon experience productivity decline from a workforce unprepared and unable to provide the competitive advantage needed to survive in the modern environment. What we can predict is that change will be a constant and will include many technological advancements. Jason and Paula discuss how Learning & Development (L&D), Human Resources (HR) and Training functions will have a pivotal role in leading this effort – by guiding employees to the tools, techniques, and resources to help them navigate change – and by taking an active role in preparing their organization for the future of work. The discussion includes: . The major transformational changes forecasted for 2020 and beyond . The employee skills that chief human resources officers have identified as necessary to thrive in the near-term business environment . The role of HR, L&D and Training functions can play Presented by Jason O'Neill, Head Global Training Services; Paula Bruskiewitz, Director of Organizational Transformation, Kepner-Tregoe
Views: 485 KT Kepner-Tregoe
This Video contains information about "Training" which is very important topic in MBA HR curriculum. This video contains following topic: 1) What is Training? 2) Importance of Training 3) Types of Training 4) Methods and Benefits of On the job Training 5) Methods and Benefits of Off the job Training This video is made by Shalu Pal. Hope you will like it and share it!!
Views: 92052 Learn By Watch
Human Resource Management; Management; Training and Developing Employees l Human Resource Management 1. Training Methods; On the Job Training Methods and Advantage; Training Methods- a. Coaching or Understudy b. Job Rotation c. Special Assignment: 00:00:01-00:01:57 2. Apprenticeship Training : 00:01:58-00:02:26 3. Informal Learning: 00:02:27-00:02:47 4. Job Instruction Training (JIT): 00:02:48-00:03:02 5. Effective Lectures: 00:03:03-00:04:37 6. Programmed Instructions and its advantages: 00:04:38-00:05:44 7. Audio-visual Based Training: 00:05:45-00:06:56 8. Simulating Training or Vestibule Training: 00:06:57-00:08:36 9. Distance and Internet based Training- a. Tele training b. Video Conferencing c. Training via Internet: 00:08:37-00:09:43 10. How to make training effective: 00:09:44-00:10:05 11. How to make learning more meaningful: 00:10:06-00:10:41 12. How to make skills transfer easy: 00:10:42-00:11:25 13. Motivating the learner: 00:11:26-00:12:07 14. Ways to measure training effects- a. Reaction b. Learning c. Behaviour d. Result: 00:12:08-00:13:20
Views: 5297 Edupedia World
CIMA E1 Human Resource Planning, Appraisal, Training and development Free lectures for the CIMA E1 Exams
Views: 4294 OpenTuition
Do you have an interest in people management? Gain the knowledge of HR functions across business settings at http://www.bolc.co.uk. BOLC’s Human Resources courses will help you develop HRM skills for business success. Study how to efficiently manage human resources at workplaces with our Human Resource Courses Online http://goo.gl/2uDMG6. Human Resource Management is a role in organizations formed to maximize workforce performance in service of an organisation's strategic goals. Any organisation cannot create a good team of working specialists without good human resource management. The main element functions of the human resource Management (HRM) team include hiring people, training them, performance evaluations, encouraging employees, workplace safe practices, and much more. Brentwood open learning college is one of the fastest growing UK’s online learning college providing various beginner, intermediate and advanced level courses in human resource management. Upon completion of our human resources courses, you will get accredited certificate from UK’s top awarding bodies. Our human resource courses help you develop modern skills to pursue an effective human resources role in real world organizations. Our courses will also be helpful for middle managers looking to grow their knowledge about human resource. The main objectives of HRM fall into four categories, which are societal, organisational, functional, and personal. HRM covers essential areas that are: Job Analysis and Designing Planning the workforce Recruiting and selection of employees, Training and Performance Controlling of employees Compensation Matters Legal issues Brentwood open learning college offers four levels of courses in human resource management. Certificate in human resource management level 1 is delivered through 3 intensive modules: The Basics of HR Management, Training and Development, Managing Performance. This course will help you to guide workforce towards business objectives. Certificate in human resource management level 2 is another invaluable course offered by Brentwood open learning college to provide you with the essential skills to become an effective HR professional. HR Certification Online level 2 is divided into seven units: The Basics of HR Management, Staffing the Organisation, Interviewing Techniques, Training and Development, Performance Management, Managing Attendance and Rewards, Managing Disciplinary Issues. The course integrates a wide range of modern concepts and grows foundational skills in individuals to help them in contemporary organizational problem solving. Human Resources Management Certificate Online level 3 fosters intensive planning and organisational administration skills in students. Certificate in human resource management level 3 comprises 6 units: Introduction to HRM, Recruitment and Selection, Performance Management, Training & Development, Rewarding Employees, Equal Opportunity and Diversity. Become a human resource leader with the managerial skills you'll get through this online Diploma in human resources management level 4. Fourteen units are covered in Human Resource Certificate Online level 4: Introduction to Human Resource Management, Recruitment and Selection, Employee Relations, Appraising Employees, Staff Training and Development, Managing Performance, Rewarding Employees, Equal Opportunity and Diversity, Health, Safety and Welfare, Managing Absence and Attendance, Employee Grievance, Discipline and Dismissal. Develop a firm understanding of organisational human resource management principles by enrolling in our highly regarded Diploma Human Resources Online. There are no qualification and age requirements for anyone. Facebook: https://facebook.com/bolconline Twitter: https://twitter.com/bolcuk Google+: https://plus.google.com/+BrentwoodOpenLearningCollege
Views: 79810 Brentwood Open Learning College
https://www.hrhelpboard.com/category/training-development.htm Training and Development is the essential element of organization !!! Training boost up employees productivity, motivates them to reach their goals on time, reduce production cost, errors, and negative ethics in the organization. T&D needs to depend on skills and need of the person and their work type. sometimes Training process can be technology dependent sometimes without technological needs .. Human resource management has responsibility to provide essential training to need full candidates so that they can also boost up the productivity of company with their best performance and upgraded skills To know more about Training and Development watch this video and go through https://www.hrhelpboard.com If you like this channel, video subscribe our channel, hit bell icon to get notifications in your emails, share, like videos https://www.facebook.com/hrhelpboard/ https://twitter.com/HRhelpboards https://plus.google.com/+hrhelpBoard
Views: 113 Hrhelp Board
Learn more about these UCT short courses: http://bit.ly/1ozzdTU | http://bit.ly/1ozzpCQ Career opportunities in talent management are exploding. Attracting, developing, training and retaining the right employees is vital in today’s competitive organisational landscape. GetSmarter Course Instructor for the UCT Human Resources and Training & Development short courses, John Wilter, sheds some light on the growing opportunities for professionals who possess both a general and specialised talent management skill-set.
Views: 5159 GetSmarter
Ann Zoob is a Human Resources Training and Development Consultant.
Views: 155 SocialCatsRuleOnline
FREE HRM Course: We would like to offer you 100% off our online HRM course. Use the discount code: potentialchannel when you get to the checkout. Human Resource Management is the process of hiring and developing employees so that they become more valuable to the organization. Human Resource departments face different challenges, ranging from a constantly changing workforce to ever-present government regulations, technology changes, and economic conditions.. Here are 5 function areas that should be a part of effective human resource management: 1. Hiring: to ensure that the organization has the right number of employees, with the right skills, in the right jobs at the right time, to achieve organizational objectives. The staffing process involves job analysis, human resource planning, recruitment, and selection. 2. Talent Development: consisting of training and development; career planning; organization development; performance management and appraisal. 3. Compensation: which include rewards that individuals receive as a result of their employment. It consists of direct and indirect financial compensation, as well as nonfinancial compensation. 4. Safety: Protecting employees from injuries caused by work-related accidents as employees who work in safe environments and enjoy good health are more likely to be productive. 5. Labor relations: in countries where businesses are required by law to recognize a labor union and bargain with it in good faith if the firm’s employees want the union to represent them. The role of HR managers has evolved over the years into a very strategic one, since talent is the most important asset of any business. Good HR practices need to be continually reviewed and adjusted to the meet the changing demands of today’s fast paced business environment. Remember, to win in the marketplace you must first win in the workplace! For more practical learning and real-world education check out https://www.potential.com/
Views: 137536 Potential
Kim Weed is a Senior Manager of Organizational Development for a wine and spirits company. Her passion is to help develop employees and watch them grow and advance in their careers. As Kim travels between Western Washington, Eastern Washington and Napa to teach in-person workshops, she relies on Skype for Business to stay in touch with her colleagues. And she uses SharePoint Online to collaborate on training materials, and to provide training participants with the information they need. Here are resources to get you started with the products used by Kim and her colleagues: Skype for Business training: https://aka.ms/skypefbtraining SharePoint Online training: https://aka.ms/hrsharepointtraining Microsoft PowerPoint training: https://aka.ms/powerpointtraining Office 365 Productivity Library for Human Resources: https://aka.ms/hrproductivitylibrary
Views: 1359 Microsoft Office 365
Top 10 HRD Ideas (Human Resource Development) Series. Human Resources Development Stakeholders include: 1. Government The first example provided is a Canadian government effort to provide Human Resource Development for unemployed Aboriginal Canadians, suggesting a win-win scenario for the participants and overcoming skills shortages in industry. They use learning on the job, with mentoring and coaching. In addition there are elements of action learning and experiential learning. Online or distance learning has helped to reduce the costs for governments wishing to educate populations which have been previously difficult to reach. Human Resource Development costs for Korea and Thailand are provided (tertiary education in this case). 2. Unions In addition to bargaining about the training and development of their members and industries in general, unions also provide their own Human Resource Development. In this example the Community and Public Sector Union's Learning and Development Trainer talks about training for union delegates (in workplaces). 3. Employers A Workforce Training Manager outlines the importance of developing human capital for businesses to remain competitive. Similarly, it is suggested that training allows individuals to enhance their careers individually, while allowing business to grow and take on new technology. Human Resources is the broad area under which Human Resource Development (HRD) is often considered, along with the various stakeholders. Other areas of interest are Workplace Training, Workplace Learning HR Advice and so on. Recognition of informal learning has changed the way people consider Human Resources Development and the more formal workplace education structures, such as degrees, diplomas and apprenticeships.
Views: 955 Ithikos - Integrity - Trust - Performance