Forecasting Employment Needs. After an organization’s present workforce has been analyzed, the next step in developing a human resource planning system is to forecast future employment needs
Tag Archives: human resources
What Differences Between Recruitment and Talent Acquisition
What Differences Between Recruitment and Talent Acquisition Many people think that the terms recruitment and talent acquisition are synonymous, but companies who keep an eye on the big picture know there’s an important difference between the two
Realistic Job Preview (RJP)
Realistic Job Preview (RJP) هى احد اساليب التوظيف التى تم تصميمها بشكل يعتمد على اخبار المتقدم للوظيفة بالجوانب الايجابية و السلبية للوظيفة المتقدم لها قبل الالتحاق الفعلى و الموافقة على العرض المالى للوظيفة و قد اظهرت الاثباتات ان هذا المنهج فى العديد من الوظائف عند القيام بالتصميم الجيد له و عند تقديمه للمتقدم فى الوقتContinue reading “Realistic Job Preview (RJP)”
The Exit Process and Termination Interview
The Exit Process and Termination Interview. Dismissing an employee is one of the most difficult tasks you can face at work. The dismissed employee,
Managing Dismissals
Managing Dismissals . Not all employee separations are voluntary. Some career plans and appraisals end not in promotion or graceful retirement but in dismissal—involuntary termination of an employee’s employment with the firm.
FREE HR MANAGEMENT DIPLOMA
The free online course Diploma in Modern Human Resource Management describes the principles and practices used by HR professionals and managers in the areas of recruitment, selection, training and employee motivation strategies.
The Benefits Picture Today
The Benefits Picture Today. benefits : Indirect financial and non financial payments employees receive for continuing their employment with
the company.
Pricing Managerial and Professional jobs
Pricing Managerial and Professional jobs. Developing compensation plans for managers or professionals is similar in many respects to developing plans for any employee.
How to create a Market-competitive Pay Plan – part 3
How to create a Market-competitive Pay Plan – part 3. The 16 steps in creating a market-competitive pay plan begin with choosing benchmark jobs. 10. Conduct a Market Analysis: Salary Surveys 11. Draw the Market (External) Wage Curve 12. Compare and Adjust Current and Market Wage Rates for Jobs 13. Develop Pay Grades 14. Establish Rate Ranges 15. Address Remaining Jobs 16. Correct Out-of-Line Rates
How to create a Market-competitive Pay Plan – part 2
How to create a Market-competitive Pay Plan – part 2. The 16 steps in creating a market-competitive pay plan begin with choosing benchmark jobs. 6. Determine for Each Factor Its Factor Degrees’ Points 7. Review Job Descriptions and Job Specifications
8. Evaluate the Jobs 9. Draw the Current (Internal) Wage Curve
MS-TRAINING 