Human Resources Management KASNEB Notes

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KASNEB CS Foundation Level Notes

HUMAN RESOURCES MANAGEMENT UNIT DESCRIPTION

This paper is intended to equip the candidate with the knowledge, skills and attitude that will enable him/her to manage and motivate people, work with teams and apply other principles of human resources management in practice.

HUMAN RESOURCES MANAGEMENT LEARNING OUTCOMES

A candidate who passes this paper should be able to:

A candidate who passes this paper should be able to:
• Develop and execute a human resource plan and strategy
• Design, introduce and use good practice with regard to recruitment, selection, competency development, employee motivation, performance management, disciplinary and grievance procedures
• Organise and maintain appropriate employee records and to extract relevant statistics
• Design, introduce and use systems to ensure compliance with employment legislation
• Address contemporary issues in human resource management

CONTENT

 Introduction to human resource management (HRM)

  • Meaning and importance of HRM
  • Scope of HRM
  • Features of HRM
  • Evolution of HRM
  • Roles and responsibilities of HR practitioners
  • Structure and functions of the HR department
  • Personnel management versus human resource management
  • Strategic human resources management; development of human resources strategy and human Resource business partnering.
  • The role of line Managers in Human Resources Management
  • Basics of Employment Law

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Theories of human resource management

  • Foundational theories of HRM
  • Organisational behaviour2.1.2       
  • Motivation2.1.3       
  • Ability, motivation and opportunity (AMO)
  • Resource-based
  • Institutional theory
  • Human capital
  • Agency
  • Contingency

Motivation Theories and practice of HRM

  • Classical theories of motivation
  • Abraham Maslow’s Hierarchy of Needs
  • Douglas McGregor- Theory X and Theory Y
  • Frederick Herzberg’s – Two factor theory

Other motivation theories

  • Vroom’s Expectancy theory
  • Equity theory
  • Goal theory
  • Reinforcement theory
  • McClelland’s theory of needs
  • ERG theory of motivation

Motivation in the work place

  • Importance of motivation
  • Team motivation
  • Features of a good motivation system

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Employee resourcing

  • Meaning of employee resourcing
  • Human resources planning
  • The labour market
  • Job analysis
  • Job design
  • Recruitment
  • Resourcing assessment tests
  • Selection
  • Placement and on boarding
  • Employee engagement and retention

Performance management

  • Performance management Models
  • The performance management process
  • Techniques for appraising performance
  • Strategies for performance management
  • Characteristics of performance management
  • The performance appraisal process
  • Team performance evaluation
  • Impact of performance management to human resources
  • Challenges of performance management
  • Performance contracting

Reward management

  • Meaning of reward management
  • Characteristics of reward strategies
  • Developing an effective reward strategy
  • Market compensation rates analysis
  • Pay structures and wage systems
  • Performance related pay
  • Non – financial rewards and benefits
  • Salary administration policy
  • Team rewards

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Training and development

  • Objectives of training and Development
  • The learning organisation
  • Types of training
  • Training needs assessment
  • Training design
  • Implementing a training programme
  • Evaluation of training and development
  • Career management
  • Knowledge management
  • Talent management

Human resources administration

  • Employment contracts
  • Human resources records management
  • Human resources management information systems
  • Employee welfare services
  • Health and safety policies and procedures
  • Basics of payroll management
  • Employee discipline

Labour relations and employee bargaining

  • The labour movement
  • Role of trade unions
  • The collective bargaining process
  • Negotiation
  • Dealing with disputes and grievances
  • Employee participation and empowerment

Separation strategy

  • Forms of employee separation: Redundancies, dismissals and discharge, retirement, Resignation
  • The separation process
  • Terminal benefits
  • Outplacement
  • Legal provisions on employee separation
  • Exit interviews
  • Effects of employee separation

Contemporary issues in human resources management

  • Succession planning
  • Human resources innovation and technology
  • Global HRM
  • Managing equality and diversity
  • Ethics in Human Resources
  • Work life balance
  • Virtual working
  • Outsourcing
  • Employee counselling

Case studies in human resource management

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