Learning Outcome 1 – An explanation on the purpose of the HRM function and the key roles and responsibilities of the HRM function -Definitions of HRM o What are the main functions and activities of HRM o The ‘Best Fit’ approach vs ‘Best Practice’ o The hard and soft models of HRM -Workforce Planning o Types of labour market, labour market trends and PESTLE o The internal labour market o Analysing turnover, stability and retention -The impact that advances in technology have had upon improving the efficiency of HRM practices. Learning Outcome 2 – An assessment of the approach to workforce planning, recruitment and selection, development and training, performance management and reward systems -Recruitment: o Sources of recruitment: internal vs external recruitment o Job analysis, job descriptions, personal specifications and competency frameworks -Selection: o Main methods of selection: strengths and weaknesses of each o Reliability and validity as key criteria -On-boarding and induction: o The issues affecting successful induction and socialization of employees -Learning, development and training: o Differentiating development and training Identifying training needs – the training gap Types of training Evaluation of training o Job and workplace design: Reward management: extrinsic and intrinsic rewards from work The link between motivational theory and reward Series of job design-job extension techniques -The flexible organization: o Types of flexibility: numerical, structural and functional flexibility o Models of flexible organisations (e.g. Handy, Atkinson) o Flexible working options in modern organisations o Benefits to employers and benefits to employees of flexible working practices -Performance and reward: o Performance management and methods used to monitor employee performance o Types of payment and reward system o Methods of determination
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