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Linking HRD Strategy to Organizational Needs
 
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This video illustrates the link between HRD strategy and organizational needs as it supports the development of efficient and effective HRD program design and implementation. Ideas for video content related to organizational strategy and core competencies were drawn from Mathis and Jackson (2011); while content about HRD strategy and HRD programs were drawn from Werner and DeSimone (2012). References Mathis, R. L., & Jackson, J. H. (2011). Human Resource Management (13th ed.). Mason, OH: South-Western Cengage Learning. Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). Fort Worth, TX: Harcourt College Publishers / Cengage.
How can Strategic Human Resource Management (SHRM) help in modern organisational growth?
 
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To buy your copy of 'Human Resource Management', click here: http://bit.ly/1iUs4Bo
Views: 75095 Pearson India
HR Basics: Human Resource Planning
 
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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 human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs. Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes. Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management. Human resource planning includes figuring out where you are, where you want to go, and how to get there. Using this process, you will develop the core elements of a human resource plan - strategy, goals, and actions. Strategy is an extension of an organization's mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals. Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? - to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.
Views: 15137 Gregg Learning
How to Develop Your Own Effective Human Resources Development Strategy
 
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HR THOUGHT FUNNEL: Companies run as well as the people they hire to do the right jobs in the right way for maximum results. As such, the human resources department of a company must be well versed in current management trends, and stay up to date in terms of emergent strategic orientations. Watch this video for three steps to create your own effective human resources development strategy. For more on this subject, click here: https://www.techfunnel.com/hr-tech/6-steps-strategic-human-resource-development/ ABOUT: TechFunnel, a web brand of Bython Media, is an ambitious technology media web property dedicated to technology news, product reviews, and analyzing how technology affects business, finance, human resources, marketing, government, and everyday life.
Views: 77 Bython Media
Human Resource Strategy and Planning
 
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Strategic planning is the process of defining a strategy, or direction, and making decisions on how to allocate the resources of the organization (capital and people) to pursue this strategy. Successful organizations engage in this core business process on an ongoing basis. The strategic plan serves as the road map that provides the organization direction and aligns resources. The process involves several sequential steps that focus on the future of the firm.
Views: 5820 Gregg Learning
Drafting a Powerful HR Strategy - HR Transformation Tool 4.2
 
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Learn from Wayne Brockbank as he describes how to draft an HR Strategy, and then how to make it real HR Transformation is a no-nonsense handbook offering a clear process and useful tools HR leaders and line managers can leverage to position their organizations for success. By accomplishing transformation, we envision HR continuing to be center stage as organizations face greater business changes than they have ever faced. We are advocates for the profession and the leaders who make it happen. We hope this work will help continue to make HR the essential source for strategic solutions. For other tools, visit http://www.transformhr.com
Views: 9681 The RBL Group
Strategic Human Resource Management
 
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Did you like this video? Please Share It. This Video is part of Strategic Human Resources Management Course, for more info visit: http://www.theeducators.com/portfolio-items/strategic-human-resources-management/ Course Summary: The Strategic Human Resources Management course looks at the changing nature of the business environment, and the need for adaptable strategic human resource plans. Organisations have a range of human resources policies that explain how human resources are managed. In many cases, there is a legal or regulatory requirement that insists on the existence of these policies. In other instances, organisations may wish to demonstrate good corporate practice in matters relating to employment. Main Topics Include: The purpose and importance of strategic human resource management. Analysing the business factors that underpin human resource planning. The purpose of human resource management policies. -------------- Producer: Tony Zohari URL: http://www.digitpro.co.uk
Views: 69288 DigitPro
The (uncomfortable) truth of HR and leadership development | Patrick Vermeren | TEDxKMA
 
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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: 204180 TEDx Talks
Creating an Employee Development Plan for Improved Employee Performance
 
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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: 22010 Stephen Goldberg
HR Basics: Training and Development
 
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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: 43161 Gregg Learning
HR Basics: Organziational Development
 
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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 organizational development, what it is and it’s key concepts. Organization development engages people to accomplish better organizational performance. OD represents purposeful and meaningful change for the better. Central to organizational development is employee engagement. Engaged employees as those who are involved in, enthusiastic about and committed to their work and workplace. To best understand organizational development, practitioners first need to be able to define organizational development and then understand and apply key concepts of organizational development in practice today. Organizational development is a planned effort, managed by leadership and supported by employees, to increase employee engagement and organization effectiveness through planned change in processes and systems. Organizational development practices develop strategy for increasing organizational performance. Today's organizations operate in a rapidly changing environment. Organization development involves an ongoing, systematic process of implementing effective organizational change. Consequently, one of the most important assets for an organization is the ability to manage change. Executed successfully, organizational development maximize employees’ potential and aligns their behavior with organizational strategy. Organizational Development assess needs and creates purposeful, meaningful change for the better.
Views: 89 Gregg Learning
Learning & Development = Organizational Development
 
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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: 30679 David Smith
Human Resource Development Strategy Documentary part 1
 
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Overview of the Barbados Human Resource Development Programme that is being implemented by the Ministry of Labour and funded by the European Union.
Global HR Forum 2015 | C-3 | Human Resources Development Strategy  in a Multicultural Society
 
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Global HR Forum 2015 | C-3 | Human Resources Development Strategy in a Multicultural Society * Philippe Gnaegi Chairman, Swiss Federal Institute for Vocational Education and Training(SFIVET) * Andreas Schleicher Director for Education and Skills, OECD * Philip Loveder Head of Research Operations & Director International, National Centre for Vocational Education Research(NCVER) * Jai Kwak Director, Migration and Diaspora Research Institute Moderated by * Jeongtaik Lee President, APEC Study Association of Korea The Park Geun-Hye administration has set “tailored employment and welfare” as a national goal, under which, strategies such as “welfare tailored to different life stages” and “enhancing support for multicultural family” have been presented. The Korean society has transformed into a multicultural society with more than 1.5 million immigrants and the number is expected to continually increase. In order to assist smooth adaptation and settlement, and facilitate medium—and long-term economic activities of multicultural families, HRD emerged as a critical issue. Thus, the administration has laid out the legal foundation and suggested a new phase of multicultural family policies. However, the Korean government is facing difficulties in fully embracing various economic needs of multicultural families and changes in life stages. In this session, national strategy measures through human resources development of multicultural families in Korea will be discussed, especially in the context of decreasing fertility and labor force participation rate.
Strategic Human Resource Management
 
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Presentation on the value of strategic Human Resource Management and why organizations, should make it a focus.
STRATEGIC HUMAN RESOURCE MANAGEMENT  (HRM)
 
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Subject:Human Rsource Management Paper: Human Resource Management
Views: 9152 Vidya-mitra
Develop Human Resource Plan
 
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Implementation and evaluation of the action plans. The ultimate purpose of developing a human resource strategy is to ensure that the objectives set - Lorie Gibbons
Views: 3723 tsiweb
CEO Panel: Aligning HR Strategies with Business Growth - Part 1
 
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The Globalization of individual companies and capital markets over the past two decades has changed the business landscape. To respond to global competition is more necessary than ever to implement a right HR strategy in order to improve the productivity and effectiveness of the business.The panel aims to discuss how HR strategy must be aligned with the organization’s vision, mission and goals. Credits: Editing - Vijay Shankar, Camera - Ratnesh Singh, Head Video Editorial - Sapna Bhardwaj
Views: 1274 BWBusinessworld
Human Resource Management Lecture Part 02 - HR Strategy and Planning
 
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How are company strategy and HR strategy related? As part of an HR strategy which company functions should be of the highest priority? How to plan quantitative workforce demand on both strategic and operational level?
Views: 227058 Armin Trost
How To Build an HR Strategy That Is Ethical, Mission-Driven and Gets Results [webinar archive]
 
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Ethics and workplace culture are at the heart of any successful business strategy. An organization's ability to execute its mission and vision is directly proportional to the health of its culture and strength of its ethical values in action. Today, more and more companies are looking to HR to bridge what may seem like an impossible divide: to align the high-level ideals behind mission and vision with tangible business results. Susan Alevas - PhotoSusan Alevas, President, Alevas Consulting Group and eCornell Faculty Instructor, discusses how HR can bridge the divide and provide a winning strategy for senior leaders, HR professionals and managers at all levels. You’ll also learn: How to develop and preserve a culture that supports the business strategy through ethics in action. Several key steps your organization can take to strengthen its culture and boost its ability to execute its business objectives. How to avoid common mistakes HR professionals make in this arena. Susan F. Alevas, Esq. is president of the Alevas Consulting Group, an engaging management/training consultant and a principled private attorney licensed to practice law in the states of New York and Florida. Her previous management career included leadership in human resources and labor relations in both the private and public sectors. Ms. Alevas is also an adjunct instructor at Cornell University's School of Industrial and Labor Relations, and teaches a variety of in-person and online courses in human resources, law and management-development topics and programs.
Views: 8980 eCornell
HR Basics: Human Resource Policy
 
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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 developing and managing human resource policies, creating an effective employee handbook. Human resource policy serve as guidelines and standards on the approach an organization intends to adopt in managing its people. Human resource policies state the intent of the organization and represent specific guidelines on various matters concerning employment. A good HR policy provides generalized guidance on the approach adopted by the organization, and therefore its employees, concerning various aspects of employment. Policies serve as a reference point when decisions are being made about an organization's workforce. In this course we will explore strategies for the successful development and management of your human resource policies. Employee policy begins with careful development of the right policies for your organization. Then, strong management of your policy ensures consistency in people management from implementation through administration of your policy. When developed and managed appropriately, human resource policy preempts misunderstandings between employees and employers about their rights and obligations in the workplace.
Views: 3176 Gregg Learning
Training and Developing Employees l Human Resource Management
 
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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: 60203 Edupedia World
What Is Human Resource Development?
 
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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: 101659 Shirley J. Caruso
MBA 101 Strategic HRM, Introduction
 
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Lets see the fundamentals of Strategic HRM and HRM as a whole. Human resource management (HRM) focuses on recruiting and hiring the best employees and providing them with the compensation, benefits, training, and development they need to be successful within an organization. However, strategic human resource management takes these responsibilities one step further by aligning them with the goals of other departments and overall organizational goals. HR departments that practice strategic management also ensure that all of their objectives are aligned with the mission, vision, values, and goals of the organization of which they are a part. If you have watched my earlier videos you may have noticed that I prefer to explain the concepts using an example. Let’s take an example for Starbucks ====================================================== SUBSCRIBE TO MY YOUTUBE CHANNEL https://www.youtube.com/Can-Indian channel.. ====================================================== TO FIND OUT MORE about me please visit www.I-CanIn.com Follow me on Facebook @yesIcanandIwill Follow me on Twitter @CanindianM Follow me on Instagram @CanindianM
Views: 3946 Can-Indian Channel
What is Talent Management
 
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CHECK OUT A NEW EDITION OF THIS VIDEO | https://youtu.be/oobsCZS5okY Talent Management is a set of integrated organizational Human Resource processes designed to attract, develop, motivate, and retain productive, engaged employees. The goal of talent management is to create a high-performance, sustainable organization that meets its strategic and operational goals and objectives. Professional perspectives on talent management vary dramatically. In fact, Human Resource professionals respond in a myriad of ways. Let’s take a look at one comprehensive model defining talent management.
Views: 43222 Gregg Learning
Best Practice HR Tips from Liane Hornsey, Google VP Operations | MeetTheBoss
 
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Google VP Operations, Liane Hornsey talks to MeetTheBoss about HR best practice and how to succesfully hire staff whilst maintaining high levels of personnel quality. "My problem is I hire brilliant people. So 95-99 percent of my people are high talent. They really, really are. The people here are good. So we don't use traditional methods." Watch more videos from Google executives and HR experts at MeetTheBoss - http://www.meettheboss.tv Did you enjoy this video? Use the buttons above to share it, give it a thumbs up or leave comments below. We'd love to hear your thoughts. http://www.meettheboss.tv/video/full-version-liane-hornsey
Views: 228627 MeetTheBoss
5 Functions of Human Resource Management HRM
 
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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: 122094 Potential
Human Resources Organizational Development Consultant, Career Video from drkit.org
 
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All Career Videos - http://www.drkit.org/careervideos In this interview, an Organizational Development Consultant discusses her typical day at work, the qualifications needed for the job, the best and worst parts of the job, and advice that can be used by students considering this line of work.
Views: 40815 DrKitVideos
Human Resource Strategic Planning
 
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The strategy an organization follows is its plan for how to compete successfully, survive, and grow. Many organizations have a relatively formal process for developing a written strategy encompassing a certain period of time, with objectives and goals identified for each business unit. Strategic planning is the process of defining organizational strategy, or direction, and allocating resources (capital and people) toward its achievement. The strategic planning cycle typically covers a three-to-five-year time frame, although some firms conduct long-term planning that can cover 10 years or more. Effective strategy often relies on managers who are willing to closely assess current conditions and develop a game plan that enables the firm to overcome obstacles and sustain success.
Views: 150 Gregg Learning
Agile HR - the new role of HR in agile organizations
 
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We explain what Agile HR is and explore the role of HR in an agile organization. Agility might be the most important competence of organizations today. This means a fundamental shift in the way we think of HR. This is what we call: Agile HR. Forget strategic workforce planning, yearly performance reviews and job classification systems. Instead, Agile HR stimulates human and organizational agility on 4 levels by: 1. Guiding an organization’s agile transformation, by taking on new HR roles 2. Supporting multidisciplinary teams to take on HR tasks, like recruitment and talent management 3. Working agile within the HR organization, using methods like Scrum, Kanban and Agile Portfolio Management 4. Implementing agile HR instruments, including recruitment, learning and development and feedback and rewards ✅Want to share knowledge and experiences about HR? Join the Linkedin Agile HR Community: https://www.linkedin.com/groups/8604686 ✅Read more about our Agile HR training in New York City: https://organizeagile.com/training/training-agile-hr/ ✅Read an English summary of our book ‘Agile HR,’ nominated for Managementbook of the Year 2018 (Dutch): https://visueelhr.wordpress.com/2018/03/17/vision-of-agile-hr/ --- Organize Agile helps make your business agile. We focus on organizational transformation, leadership development and team development, by providing training and coaching services. https://www.organizeagile.com/
Views: 848 Organize Agile
Human Resources Plan
 
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Your Company growth largely depends on a quality of the people you will attract to your team. In many cases HR planning goes little further than organizational chart, and hourly rate for positions. NVS Business Solutions presents qualitatively different approach to HR planning, which incorporates human capital development into comprehensive into overall Business Planning.
Human resource planning:- introduction, meaning, process in hindi
 
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Plz like my video and connect with me through Facebook page Page link :-https://www.facebook.com/Only-for-commerce-student-366734273750227/
Views: 30596 study with chanchal
HR Management: Training & Development
 
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This episode examines the processes involved in employee training and development. IU Southeast Instructor: Alysa Lambert
Views: 352101 IUSoutheast
HR Role Models: What it Means to be a Strategic HR Leader in the 21st Century
 
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The SHRM Foundation is pleased to present the "HR Role Models" video series about strategic HR leadership in organizations today. This video series enables SHRM chapters and state councils, HR professionals and students to access business leaders in a cross section of industries, and to share their wisdom, experience and examples of what it means to be a strategic HR leader.
Views: 4293 SHRM Foundation
Human Resource Management Lecture Part 01 - Introduction
 
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What is Human Resource Management (HRM)? Which Megatrends determine future challenges in HRM? What are key fields of action in HRM?
Views: 602553 Armin Trost
Human Resources Function: Developing a Strategic Partnership
 
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Dr. Margaret Shaffer, Richard C. Notebaert Distinguished Chair of International Business and Global Studies at UW-Milwaukee, explains how the traditional role of human resource managers is evolving from personnel administration to a more integrated, strategic partnership position. This new focus requires a diverse skill set. HR managers, if they are to communicate and partner with all facets of an organization, must be familiar with accounting, management, sales or any other department. Dr. Shaffer also stresses the importance of hiring candidates that can adapt to meet the needs of the organization after a particular problem has been solved. Human resource personnel should seek prospective employees -- across the organization -- that are flexible enough to change and grow with the organization.
Views: 5299 studyofwork
Human Resource Management Part-1 (In Hindi)
 
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This Video contains Explanation of Human Resource Management, Definition of Human Resource Management, Features/characteristics of Human Resource Management, objectives of Human Resource Management, Scope of Human Resource Management, Functions of Human Resource Management. For the notes used in the video please refer to this link: https://www.facebook.com/Learningtolearn2017/photos/pcb.1949825915330054/1949825535330092/?type=3&theater These notes are available on PDF format in google drive you can download it: https://drive.google.com/drive/folders/1gYhgScZubnb6LCrLrYbStNCLyeL44nAR?usp=sharing 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: 217768 Learning to Learn
Strategic Human Resources Leadership
 
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http://bit.ly/1tsjUU2 The role of today's HR manager demands broad responsibilities that include organizational leadership and strategic thinking. As the profession evolves, HR departments are being called upon to make bigger-picture decisions and to execute well-defined HR strategies that align with larger organizational strategies. Today's most effective human resources managers are strategic business partners. This advanced certificate equips you to work inside and throughout the business to drive change and growth. And you'll become fluent in the language of your business leaders. As an HR manager, can you articulate your company's business goals and strategy? Do you know how best to align your human resource tools and expertise -- from recruitment, to talent management, to engagement -- to support this strategy? This advanced HR management certificate program provides a broad, organizational perspective, laying the foundation for you to identify, develop, and measure HR initiatives critical to your firm's bottom-line success. This program consists of six two-week courses. You can complete all of the courses and earn your certificate in as little as three months, spending 3-5 hours per week. Completing this certificate makes you eligible for 36 HRCI recertification credits that you can apply to your PHR, SPHR or GPHR certification. This certificate program is designed for HR managers, directors or supervisors who want to make a more meaningful organizational impact by strengthening and expanding the strategic reach of the HR department. Learners who successfully complete this program receive an Strategic Human Resources Leadership Certificate from the ILR School at Cornell University. The courses in this certificate series have each been approved for six (6) Strategic Management recertification credit hours toward SPHR and GPHR recertification and six (6) recertification credit hours toward PHR, SPHR, and GPHR recertification through the Human Resource Certification Institute. Please contact the Human Resource Certificate Institute (HRCI) for further information about certification or recertification. http://bit.ly/1tsjUU2
Views: 3644 eCornell
Human Resource Strategy in Transforming Organisations | London Business School
 
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Subscribe on YouTube: http://bit.ly/lbsyoutube Follow on Twitter: http://twitter.com/lbs Learn more about London Business School's Strategic HR Course here: https://goo.gl/F8xOvv Professor Lynda Gratton, the Programme Director, discusses what the HR Strategy in Transforming Organisations programme can offer you. This strategic HR Course is designed to significantly strengthen your personal skill sets, create aligned and living strategies as well as identifying areas for action.
Strategic human resource planning
 
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Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning. As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand.’ Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. This video is targeted to blind users. Attribution: Article text available under CC-BY-SA Creative Commons image source in video
Views: 5828 Audiopedia
Strategic Human Resource Development
 
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This video is focus about the strategy of SHRD for future organization.-- Created using PowToon -- Free sign up at http://www.powtoon.com/join -- 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: 665 Cellica steve
Workshop: Developing Human Resource Strategies, International EU Project
 
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The Workshop on “Developing HR Strategies in Public Administration Institutions -Recruitment and Retention Strategies and Workforce Plans” in May 2014 provided a practical introduction to the process of HR Strategy development with a particular focus on the development of Recruitment and Retention Strategies and Policies and Workforce Plans for PA Institutions. The target audience was heads of Human Resource departments and respective officers/associates, experts and policy developers on HR issues. The 3 day workshop programme was designed to enable participants to gain the skills, theory and specialist knowledge needed to implement effective HR Strategies and develop Recruitment and Retention Strategies and Policies and Workforce Plans for their organisations. During the workshop in May 2014 participants began considering the aim and objectives and focus of their action research projects. Subsequently the action research teams completed Project Initiation Documents (PID’s) and returned them for approval to the workshop facilitators Edwin Maguire and Marie Brady. October, 2014. Danilovgrad.
Views: 199 ReSPA EU
Soft and Hard Approaches to HRM
 
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This short revision video explains the essential differences between soft and hard approaches to human resource management (HRM).
Views: 9167 tutor2u
HR Recruitment and Selection Process - Human Resource Management
 
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Learn the basics of HR Recruitment and Selection Process in Human resource management. For more Info on Welingkar's PGDM Distance Learning Program: http://bit.ly/16o0OSy Recruitment Planning and Strategy Development play an important role in the Recruitment Selection Process. This video, brought to you by Welingkar's Distance Learning Program, explains the step-by-step process in HR Recruitment Selection Process - Human Resource Management. Join us on Facebook: http://www.facebook.com/welearnindia Read our latest blog at: http://welearnindia.wordpress.com Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Global Strategies: Customize Your Human Resources Strategy
 
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In this video, Dr. Romila Singh, Associate Professor at the University of Wisconsin-Milwaukee, explains how a nuanced, customized approach to human resources can be more effective, especially on a global scale.
Views: 3374 studyofwork
MSc International Human Resource Management and Organizational Development
 
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Grenoble Ecole de Management’s MSc International Human Resource Management and Organizational Development provides students with a deep understanding of how HR strategy fits into overall corporate strategy, giving them the tools to work anywhere in the world, in any company. The program trains managers who will be able to contribute to corporate performance through the effective management of the company’s most valuable asset – its workforce – by focusing on HR and organizational issues on an international scale. For more information and to apply: http://en.grenoble-em.com/msc-interna...