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Strategic Human Resource Management & Development Custom Term Papers, Essays,
Research Papers, Powerpoint (PPT) Presentations
KEY CONCEPTS OF STRATEGIC HUMAN RESOURCES
• Determine the strategic impact of human resource issues on organizational
effectiveness.
• Identify the application of Organizational Behavior to management.
• Identify the factors and issues associated with effective policy
development in human resources.
ALTERNATIVE SOLUTIONS TO STRATEGIC HUMAN RESOURCES PROBLEMS
• Align organizational structure with strategy.
• Evaluate recruiting and selection alternatives.
• Examine the applications of human capital development with regard to skill
sets and gap analysis.
• Evaluate training and development alternatives.
CRITICAL ANALYSIS OF STRATEGIC HUMAN RESOURCES SOLUTIONS
• Develop a comprehensive staffing strategy for organizational
effectiveness.
• Implement a strategic audit on an organization's human resource.
KEY CONCEPTS OF MOTIVATION AND REWARDS
• Analyze the relationship between motivation and performance.
• Identify components of effective retention and career development
processes.
• Explain the concept of total rewards.
• Assess the impact of rewards systems on organizational performance.
• Compare different perspectives on human behavior and motivation and
analyze how these translate to organizational reward systems.
ALTERNATIVE SOLUTIONS TO MOTIVATION AND REWARDS PROBLEMS
• Design elements of an effective employee relations program.
• Create a career development planning model that incorporates attention to
key development success factors.
• Evaluate compensation and motivation practices as they relate to
organizational strategy.
• Discuss the impact of ethics on the determination of compensation and
rewards systems.
CRITICAL ANALYSIS OF MOTIVATION AND REWARDS SOLUTIONS
• Create a comprehensive motivation and rewards strategy for organizational
effectiveness.
Fundamentals of Human Resource Management - Custom Term Papers, Essays,
Research Papers, Powerpoint (PPT) Presentations
• Learn about the distinctions between employee ability, motivation, and
opportunity, and why these distinctions are important.
• Become acquainted with some particular aptitudes, competencies
(abilities), and personal traits likely to play major roles in employee
effectiveness.
• Understand how managers can use the expectancy theory to diagnose
motivation problems and motivate employees to improve performance,
attendance, and other behaviors.
• See how the concepts of distributive justice (equity theory) and
procedural justice can help you to understand certain employee behaviors and
enhance employee performance and satisfaction.
Resources
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