Human Resource Management | Free Course.
1. JOB ANALYSIS.
Recruitment & Selection
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Posting job ads, screening CVs, conducting interviews, and onboarding new hires.
Employee Relations
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Handling employee queries, grievances, and conflict resolution.
Training & Development
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Identifying training needs, organizing workshops, and tracking employee growth.
Compensation & Benefits
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Assisting with payroll, leave management, bonuses, and benefits administration.
Performance Management
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Supporting appraisal processes, KPIs, and employee recognition programs.
HR Compliance
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Ensuring adherence to labor laws, company policies, and safety regulations.
HR Data Management
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Maintaining personnel records, HRIS data entry, and reporting
2. JOB DESCRIPTIVE.
To manage and support the organization’s human capital by handling recruitment, employee relations, compensation & benefits, training, performance management, and compliance with labor laws and policies.
3. HUMAN RESOURCE PLANNING.
Definition
Human Resource Planning is the process of analyzing and forecasting the demand and supply of human resources, and aligning them with the organization’s strategic goals.
Objectives of HRP
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Ensure the organization has enough employees to meet current and future demands.
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Avoid manpower shortages or surpluses.
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Improve the use of human resources (no overstaffing/understaffing).
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Align workforce planning with business goals.
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Support employee development and succession planning.
4. Recruitment
Analyzing Organizational Objectives
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Understand company goals, expansion plans, projects, and strategies.
Forecasting Demand for Human Resources
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Predict how many and what kind of employees will be needed in the future.
Forecasting Supply of Human Resources
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Assess the availability of talent internally (current staff, promotions, transfers) and externally (labor market).
Identifying Gaps
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Compare demand vs. supply → identify shortage or surplus of manpower.
HR Action Plans
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If shortage → recruit, train, or promote employees.
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If surplus → redeploy, retrain, or downsize.
Monitoring & Feedback
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Continuously review HRP and adjust as per business/environmental changes.
5. Placement.
6. Internal Mobility.
Internal mobility is the process of reassigning employees to different positions, responsibilities, or career paths within the organization, based on skills, potential, and business requirements.
Types of Internal Mobility
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Vertical Mobility (Promotion/Demotion)
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Moving upward (promotion) or downward (demotion) in hierarchy.
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Horizontal Mobility (Transfers/Lateral Moves)
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Moving across departments or roles at the same level (e.g., HR Generalist → Recruitment Specialist).
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Project-Based Mobility
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Assigning employees to temporary projects or cross-functional teams.
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Geographic Mobility
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Moving employees to different branches, regions, or countries.
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Job Rotation
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Shifting employees across different roles to broaden skills and experience.
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Benefits of Internal Mobility
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For Employees
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Career growth and development.
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Skill enhancement and job satisfaction.
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Increased engagement and loyalty.
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For Employers
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Faster filling of open roles (saves recruitment time/cost).
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Retains institutional knowledge and reduces turnover.
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Builds a culture of learning and adaptability.
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