Category "Human Resources"

  • Fostering a Nurturing Healthcare Workplace

    Every organization in every industry has to get work done by using limited resources; this is especially so in the field of healthcare. Healthcare facility administrators who have to achieve results using fewer resources should understand the important role that staff training, productivity, job satisfaction, and motivation plays in getting the job done. A workforce that is engaged is also satisfied. This in turn increases productivity for the facility. This course discusses the link between employee engagement and satisfaction, along with how to build an engaged, motivated workforce.
  • HR07 Training and Development

  • HR06 Appraising Performance

    Pay and benefits are critical factors in the attraction, motivation, and retention of talented employees. The key to a successful pay and benefits package is how well it motivates employees to consistently exhibit attitudes and behaviors that are aligned with the organization’s goals, strategies, and culture. Therefore, the motivational role of these rewards should determine pay and benefits.
  • HR05 Hiring and Placing Talent

    Selecting the right employees is seen by most as the main duty of HR, but it is a crucial and challenging decision-making processes for the entire organization; Human Resource Management leads this process. An effective selection process will help an organization choose the best person from the pool of applicants who will fit both the specific open position and the organization as a whole. Hiring the wrong person will negatively impact performance, quality, and productivity for the organization, while increasing the turnover rate.
  • HR04 Recruiting Talent

    The attraction and recruitment of employees has been at the center of employers’ attention for many years. People are the most valuable asset of an organization. Without their knowledge, skills, and talents, an organization will not be able to operate or compete effectively in the marketplace. This is why recruitment plays a strategic role. The purpose of the recruitment process is to identify and attract qualified talent for organizational jobs in a timely and effective manner. Organizations can find talent in internal ways and external ways.
  • HR03 Describing the Job

    Job analysis and design are critical to the success of all later Human Resource Management stages. During job design, organizational goals and objectives are translated into relevant tasks and responsibilities, which are then grouped into specific roles and job positions. These job positions are then integrated into departments or business units to create organizational structure, which becomes the vehicle or system through which the company operates. This course discusses how this process helps the organization achieve its strategic, tactical, and operational goals and objectives.
  • HR02 Strategic Planning

    Human Resource Managers are responsible for planning the human side of an organization’s operations, one of their most critical roles. Before a plan can be created, HR must ensure it is aligned to the organization’s strategies, and is part of the strategic planning process. To plan successfully, HR creates projections on how many workers the organization will need if they are to meet their future activity goals while maintaining operational efficiently.
  • Human Resource Planning

    Human resource management is the set of tasks managers undertake to effectively manage a company’s employees.  Strategic human resource management is the process of connecting the human resource function in an organization to the strategic objectives of the organization in order to improve performance.  There are two types of roles on a human resource management team: generalists and specialists.  Human resource management also includes the processes of performance management and succession planning.
  • Training and Development

    Training occurs when companies provide employees the opportunity to develop the job-specific skills, experience, and knowledge they need to do their jobs or improve their performance. Instructional design is the practice of arranging media and content to help learners transfer knowledge in the most effective manner.  Managers consult on early stages of design, but are often key players when it comes time to train their workers.
  • Performance Evaluations

    For companies to be successful, they must routinely review the efforts each employee makes towards meeting company objectives. Leaders should consistently manage employee performance throughout the year, coaching poor behaviors and recognizing desired behaviors. This cycle of performance management is documented and used to give employees formal performance evaluations.This course discusses performance evaluations and how to write them.