content table
W1: recognising the need for change: first things first and a job hunt..............3
People management: intro HRM/ recruitment and employer branding............................3
what is HRM.................................................................................................................. 3
recruitment and employer branding.............................................................................3
why recruiting?............................................................................................................. 4
2 main recruiting strategies.......................................................................................... 4
Employer branding....................................................................................................... 5
Change management: processes and recognising the need for change..........................5
Managing change: a process perspective.....................................................................6
Types of CHANGE: a typology of organisational change...............................................8
Step 1. Recognise the need for change........................................................................9
Integration.................................................................................................................. 10
W2: organisational culture and communication..............................................11
People management: selection and skills lab 2: the job interview.................................11
Selection..................................................................................................................... 11
Job interview using STARR method.............................................................................14
W3: on how to communicate changes, compensate, diagnose change and
manage the people.......................................................................................15
Change management: diagnosis...................................................................................15
Diagnostic process..................................................................................................... 15
From diagnostic information to action plans...............................................................18
Building an inspiring change vision............................................................................19
Change management: managing the people issues......................................................19
Change on an individual level.....................................................................................20
Change on a group level: stakeholder management..................................................22
Change on a leader level............................................................................................ 24
Motivating other to change......................................................................................... 27
People management: compensation and benefits, intro labour relations......................29
Basic factors in determining pay rates.......................................................................30
Job evaluation methods.............................................................................................. 31
Money’s role in motivation......................................................................................... 32
Types of direct financial compensation......................................................................33
benefits...................................................................................................................... 33
Non-financial rewards and recognition.......................................................................34
People and change management: intro in labour relations...........................................34
What IS trade or labour unions?.................................................................................34
,W4: where you negotiate the compensation package, go through appraisal and
plan inter….................................................................................................. 37
people management: performance management and appraisal...................................37
The performance appraisal process............................................................................37
Traditional tools for appraising performance..............................................................37
A new style performance management......................................................................39
Dealing with rater error appraising problems.............................................................40
Performance management.........................................................................................41
People and change management: the performance review..........................................41
What is feedback........................................................................................................ 42
performance review.................................................................................................... 42
Change management: planning the change..................................................................43
shaping implementation strategies............................................................................44
developing the change plan.......................................................................................45
types of interventions................................................................................................. 48
W5: dealing with personal change, implementing the change and making it
stick, onboarding & training.........................................................................52
Change management: implementing, reviewing, sustaining change and learning........52
The change process.................................................................................................... 52
Implementing change and reviewing progress...........................................................52
Sustainable change.................................................................................................... 54
Learning- change managers’ learning........................................................................56
Possible exam questions............................................................................................... 57
people management: onboarding and training.............................................................59
What is onboarding and why is it IMPORTANT?...........................................................59
Definition and importance of employee training.........................................................60
Overview of the training process: The ADDIE model!!!!!!!..........................................61
Implementing the training program: Training methods..............................................61
Evaluating the training: The Kirkpatrick model...........................................................62
W6: how to persuade for change, how to manage your career and employee
turnover...................................................................................................... 63
People management: career management and employee turnover..............................63
,W1: RECOGNISING THE NEED FOR CHANGE: FIRST THINGS FIRST AND A
JOB HUNT
PEOPLE MANAGEMENT: INTRO HRM/ RECRUITMENT AND EMPLOYER BRANDING
1. Definition of human resource management (HRM) and the roles of an HR
department
2. Explain the need for effective recruitment and how to make recruiting more
effective
3. Discuss the main internal sources of candidates and create a job ad
4. Explain what employer branding is and why is it important
5. Give example of how an organisation can improve its employer brand
6. Write down specific recruitment channels (not internal / external but via a
temporary employment agency because…)
7. Which recruitment channel most targeted, who, how reach, what research
(budget, time, people) which most impact and why)
WHAT IS HRM
= process of acquiring (looking and hiring people), training, appraising (evaluating
people) and compensating employees and of attending to their labour relations
(negotiations between unions), health and fairness concerns (payments)
Different roles: these are roles in a large company, in a smaller company these are often
combined
- Hr director
- Recruiter
- Employee relations
- Compensation
- Training
- Health and safety
HR and organisation performance:
- Importance of hr analytics and hr metrics= measures the outcomes and see how
link organisational strategy (e.g. number of employees with how productive are
people)
RECRUITMENT AND EMPLOYER BRANDING
Job analysis: procedure for determining the duties and skill requirements of a job and the
kind of person who should be hired for it, added to that the company uses a competency
profile
Recruitment= finding or attracting applicants for employer open positions
- Making sur an organisation has adequate staffing
- Clear communication
- Attractiveness organisation and job => marketing
, The recruitment and selection process
= a series of hurdles
aimed at selecting
the most suitable
candidate for the job
WHY RECRUITING?
- Grow as a company (quantity)
- Innovation/ new skills/ ideas in organisation (quality)
- To reach organisational goals, need right people
- Fewer recruitment costs when done efficiently (cost per hire, time to fill) ->
evaluate via HR metrics
- Average costs £132.015
2 MAIN RECRUITING STRATEGIES
A. INTERNAL
= using recruitment channels to attract job candidates that already work in organisation,
how and why do that?
+ knows already the company
Types: contact own employees, post job on company website, promote employees,
anonymously submit internal candidates, use employee referrals (positive impact, give
good options otherwise influence your reputation)
B. EXTERNAL
= using recruitment channels to attract job outside the organisation
+ new talent, grow as a company in numbers, can promote diversity and inclusion in
company
-More expensive
Types:
- Print media= quicky communicate job ad to large audience but thing abut budget
and target group (decreasing importance in general)
Non specialist media (newspaper magazine, tabloids)
Specialist media (hr magazine)
- E-recruitment= posting job on websites, put ad back on top of list (refresh) + most
viewed medium
Specialist sites (indeed, monster, google for jobs)
Specialist sites (nursing, it, hospitality)
W1: recognising the need for change: first things first and a job hunt..............3
People management: intro HRM/ recruitment and employer branding............................3
what is HRM.................................................................................................................. 3
recruitment and employer branding.............................................................................3
why recruiting?............................................................................................................. 4
2 main recruiting strategies.......................................................................................... 4
Employer branding....................................................................................................... 5
Change management: processes and recognising the need for change..........................5
Managing change: a process perspective.....................................................................6
Types of CHANGE: a typology of organisational change...............................................8
Step 1. Recognise the need for change........................................................................9
Integration.................................................................................................................. 10
W2: organisational culture and communication..............................................11
People management: selection and skills lab 2: the job interview.................................11
Selection..................................................................................................................... 11
Job interview using STARR method.............................................................................14
W3: on how to communicate changes, compensate, diagnose change and
manage the people.......................................................................................15
Change management: diagnosis...................................................................................15
Diagnostic process..................................................................................................... 15
From diagnostic information to action plans...............................................................18
Building an inspiring change vision............................................................................19
Change management: managing the people issues......................................................19
Change on an individual level.....................................................................................20
Change on a group level: stakeholder management..................................................22
Change on a leader level............................................................................................ 24
Motivating other to change......................................................................................... 27
People management: compensation and benefits, intro labour relations......................29
Basic factors in determining pay rates.......................................................................30
Job evaluation methods.............................................................................................. 31
Money’s role in motivation......................................................................................... 32
Types of direct financial compensation......................................................................33
benefits...................................................................................................................... 33
Non-financial rewards and recognition.......................................................................34
People and change management: intro in labour relations...........................................34
What IS trade or labour unions?.................................................................................34
,W4: where you negotiate the compensation package, go through appraisal and
plan inter….................................................................................................. 37
people management: performance management and appraisal...................................37
The performance appraisal process............................................................................37
Traditional tools for appraising performance..............................................................37
A new style performance management......................................................................39
Dealing with rater error appraising problems.............................................................40
Performance management.........................................................................................41
People and change management: the performance review..........................................41
What is feedback........................................................................................................ 42
performance review.................................................................................................... 42
Change management: planning the change..................................................................43
shaping implementation strategies............................................................................44
developing the change plan.......................................................................................45
types of interventions................................................................................................. 48
W5: dealing with personal change, implementing the change and making it
stick, onboarding & training.........................................................................52
Change management: implementing, reviewing, sustaining change and learning........52
The change process.................................................................................................... 52
Implementing change and reviewing progress...........................................................52
Sustainable change.................................................................................................... 54
Learning- change managers’ learning........................................................................56
Possible exam questions............................................................................................... 57
people management: onboarding and training.............................................................59
What is onboarding and why is it IMPORTANT?...........................................................59
Definition and importance of employee training.........................................................60
Overview of the training process: The ADDIE model!!!!!!!..........................................61
Implementing the training program: Training methods..............................................61
Evaluating the training: The Kirkpatrick model...........................................................62
W6: how to persuade for change, how to manage your career and employee
turnover...................................................................................................... 63
People management: career management and employee turnover..............................63
,W1: RECOGNISING THE NEED FOR CHANGE: FIRST THINGS FIRST AND A
JOB HUNT
PEOPLE MANAGEMENT: INTRO HRM/ RECRUITMENT AND EMPLOYER BRANDING
1. Definition of human resource management (HRM) and the roles of an HR
department
2. Explain the need for effective recruitment and how to make recruiting more
effective
3. Discuss the main internal sources of candidates and create a job ad
4. Explain what employer branding is and why is it important
5. Give example of how an organisation can improve its employer brand
6. Write down specific recruitment channels (not internal / external but via a
temporary employment agency because…)
7. Which recruitment channel most targeted, who, how reach, what research
(budget, time, people) which most impact and why)
WHAT IS HRM
= process of acquiring (looking and hiring people), training, appraising (evaluating
people) and compensating employees and of attending to their labour relations
(negotiations between unions), health and fairness concerns (payments)
Different roles: these are roles in a large company, in a smaller company these are often
combined
- Hr director
- Recruiter
- Employee relations
- Compensation
- Training
- Health and safety
HR and organisation performance:
- Importance of hr analytics and hr metrics= measures the outcomes and see how
link organisational strategy (e.g. number of employees with how productive are
people)
RECRUITMENT AND EMPLOYER BRANDING
Job analysis: procedure for determining the duties and skill requirements of a job and the
kind of person who should be hired for it, added to that the company uses a competency
profile
Recruitment= finding or attracting applicants for employer open positions
- Making sur an organisation has adequate staffing
- Clear communication
- Attractiveness organisation and job => marketing
, The recruitment and selection process
= a series of hurdles
aimed at selecting
the most suitable
candidate for the job
WHY RECRUITING?
- Grow as a company (quantity)
- Innovation/ new skills/ ideas in organisation (quality)
- To reach organisational goals, need right people
- Fewer recruitment costs when done efficiently (cost per hire, time to fill) ->
evaluate via HR metrics
- Average costs £132.015
2 MAIN RECRUITING STRATEGIES
A. INTERNAL
= using recruitment channels to attract job candidates that already work in organisation,
how and why do that?
+ knows already the company
Types: contact own employees, post job on company website, promote employees,
anonymously submit internal candidates, use employee referrals (positive impact, give
good options otherwise influence your reputation)
B. EXTERNAL
= using recruitment channels to attract job outside the organisation
+ new talent, grow as a company in numbers, can promote diversity and inclusion in
company
-More expensive
Types:
- Print media= quicky communicate job ad to large audience but thing abut budget
and target group (decreasing importance in general)
Non specialist media (newspaper magazine, tabloids)
Specialist media (hr magazine)
- E-recruitment= posting job on websites, put ad back on top of list (refresh) + most
viewed medium
Specialist sites (indeed, monster, google for jobs)
Specialist sites (nursing, it, hospitality)
