Reference no: EM132337497

Human Capital Management

Course main Aim/Goal

This course is intended to further enable the student understand concepts, technique and dynamism of Human Capital Management.

General Objectives:

1. Understand the use of job interview

2. Know the procedure for selection decision - making

3. Understand medical check in selection procedure

4. Understand the use of employment reference

5. Understand induction procedure

6. Understand employee performance appraisal

7. Understand training and development

8. Understand compensation administration

9. Understand employee discipline procedure.

1.1 Define interview and its process.

1.2 Explain the role of interview.

1.3 Distinguish between job interview and selection test.

1.4 Describe the types of job interview.

1.5 Explain the use of different types of interview.

1.6 Explain the stages and techniques of job interview.

1.7 Explain the preparation for job interview.

Explain interview and its process.

ii. Explain the role of job interview in selection process.

iii. Distinguish between job interview and selection test.

iv. Explain the uses, types, stages and techniques of job interview.

v. Explain the preparation of job interview.

2.1 Explain the use of 7 point plan for selection rating.

2.2 Prepare scoring sheet for interview rating.

2.3 Use effectively scoring sheet interview rating.

i. Explain the use of 7 point plan for selection rating.

ii. Guide the students to prepare scoring sheet for interview rating.

iii. Demonstrate the use of scoring sheet for interview rating.

iv. Give assignment.

3.1 Explain the importance of medical check.

3.2 Explain the practice of obtaining medical check.

3.3 Identify the format for medical check.

3.4 Explain the use of medical check when obtained

i. Explain the importance of medical check.

ii Explain the practice of obtaining medical check.

iii. Demonstrate the format for medical check.

iv. Explain the use of medical check when obtained.

4.1 Identify various types of employment references.

4.2 Explain the use of various types of employment references and their limitations.

4.3 Explain the practice of the use of employment references

i. Explain types, uses and limitations of employment references.

ii. Explain the practical usage of employment references.

5.1 Define induction

5.2 Distinguish between formal and informal induction.

5.3 Explain the need for induction.

5.4 Identify the tasks involved in induction.

5.5 Prepare an induction programme.

5.6 Identify who has responsibility for implementation of induction programme.

5.7 Explain the procedure for induction follow up.

i. Explain an induction process in an organization

ii Explain types of induction pointing out the differences between the processes.

iii. Explain the rational for inductions iv. Guide the students to prepare an induction programme.

v. Describe the officers responsible for instructing an induction programme.

vi. Guide students on how to follow up induction programme.

6.1 Define employee performance appraisal.

6.2 State the rational and uses of employee performance appraisal.

6.3 Distinguish between confidential report and open report on employee appraisal

6.4 Enumerate the requirements of a sound performance appraisal system.

6.5 Describe the techniques of performance appraisal system.

6.6 Design an appropriate performance appraisal instrument.

i. Explain employee performance appraisal, its rational and uses.

ii. Differentiate between confidential and open reporting system of employee performance appraisal.

iii. Explain the characteristics of a sound performance appraisal system.

iv. Describe techniques of employee performance appraisal.

v. Guide students to design an appraisal instrument.

7.1 Define training, development and education.

7.2 Explain challenges of employee training.

7.3 Distinguish among 7.1 above.

7.4 Explain challenges of employee training under the heading of human obsolence, technological challenges, environmental challenges and government challenges.

7.5 Analyze training needs of employees.

7.6 Identify 7 steps in training.

7.7 Describe programme objective, content and sequence.

7.8 Explain learning principle and training method.

7.9 Evaluate training

7.10 Identify methods of employee development and management development

i. Explain training, education and development.

ii. Explain challenges of employee training.

iii. Explain the challenges of training.

iv. Analyse training needs.

v. Explain steps in a training cycle.

vi. Explain programme objective, content and training sequence.

vii. Explain learning principles and training methods.

viii. Explain training and evaluation process.

ix. Explain methods of employee and management development.

x. Give assignment

8.1 Explain the importance of compensation

8.2 Explain objectives, and benefits of a good compensation administration objectives.

8.3 Reconcile conflicting compensation objective.

8.4 Explain job evaluation.

8.5 Explain the use of job evaluation

8.6 Explain job evaluation procedure.

8.7 Describe common job evaluation methods.

8.8 Explain systems of remuneration.

8.9 Explain incentive methods. Explain merit and limitations of incentive methods.

ii. Reconcile conflicting compensation objectives.

iii. Explain job evaluation, its uses, procedure and methods.

iv. Explain systems of remuneration

v. Explain types of incentive schemes, their merits and limitations.

9.1 Explain discipline.

9.2 Identify types of discipline (preventive, corrective) etc.

9.3 Explain the red hot stove rule.

9.4 Explain disciplinary procedure.

i. Explain discipline.

ii. Explain types of discipline.

iii. Explain the red hot stove rule.

iv. Explain disciplinary procedure.