PRACTICES AND ANALYSIS OF PEOPLE RESOURCING

Posted on | By Kalyan Bora

PRACTICES AND ANALYSIS OF PEOPLE RESOURCING

WHAT ARE THE PRACTICES INVOLVED IN PEOPLE RESOURCING?

  • Question: What are the typical practices associated with people resourcing?
  • Answer: The practices involved in people resourcing include:
  1. Workforce Planning and Forecasting
  2. Recruitment and Selection
  3. Onboarding and Orientation
  4. Talent Management and Development
  5. Performance Management and Appraisal
  6. Succession Planning
  7. Employee Engagement and Retention Strategies
  8. Diversity and Inclusion Initiatives
  9. Employer Branding and Employee Value Proposition (EVP)
  10. Technology and Analytics in People Resourcing

HOW IS ANALYSIS USED IN PEOPLE RESOURCING?

  • Question: How is analysis utilized in the context of people resourcing?
  • Answer: Analysis in people resourcing involves:
  1. Conducting workforce analysis to understand current and future staffing needs.
  2. Analyzing recruitment metrics to evaluate the effectiveness of sourcing channels.
  3. Assessing employee performance through data-driven performance appraisals.
  4. Identifying high-potential employees for talent management and succession planning.
  5. Analyzing employee engagement surveys to gauge satisfaction and identify areas for improvement.
  6. Utilizing data analytics to optimize HR processes and decision-making.
  7. Analyzing diversity metrics to track progress and ensure inclusivity in the workforce.
  8. Monitoring employer branding efforts and analyzing EVP effectiveness.
  9. Using technology and analytics tools to track and measure various HR metrics and KPIs.
  10. Conducting regular reviews and analysis of HR practices to identify areas for enhancement and ensure alignment with organizational goals.

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  1. What are the key functions of Human Resource Management (HRM)?
  2. Why is Human Resource Management (HRM) important for organizations?
  3. What theoretical frameworks guide the understanding and practice of HRM?
  4. How does HRM ensure that the organization operates within legal boundaries?
  5. What is the basis of social exchange theory in HRM?
  6. How does human capital theory inform HRM practices?
  7. What role does ethics and legality play in HRM?
  8. What role does Human Capital play in driving organizational performance?
  9. What elements make up Human Capital?
  10. How does HRM ensure the efficient management of human capital processes?
  11. How does HRM advocate for employees’ interests and well-being?
  12. What ethical standards do HR professionals adhere to?
  13. What skills and knowledge do HR professionals possess to demonstrate competence?
  14. What role does HR analytics play in HRM processes?
  15. What are the main areas of focus within Human Resource Management (HRM)?
  16. What specific technical skills are necessary for HR practitioners?
  17. How does ethical decision-making contribute to HR professionalism?
  18. How are HRM functions executed within organizations?
  19. Why is human resource planning essential for HRM?
  20. Job Analysis Techniques
  21. Steps of Job Analysis
  22. ABSENCE MANAGEMENT
  23. RETENTION PLANNING
  24. Job Specification
  25. JOB DESCRIPTION
  26. HR ACTION PLANS IN RECRUITMENT
  27. HR ACTION PLANS IN PRACTICE
  28. 360-DEGREE APPRAISAL
  29. ASSESSING PERFORMANCE: TECHNIQUES AND TOOLS
  30. COLLECTIVE BARGAINING
  31. HRM IN MANAGING INDUSTRIAL PEACE
Category: HRM
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