Free online courseHuman resource management concepts by Gregg Learning

4.8

(379)

8h14m of online video course

Quality content and selected for your learning.

Certificate of course completion

Download your digital certificate of course completion after watching all course videos.

Exercises to train your knowledge

Many of the courses available have exercises to help with learning.

Free lifetime access

This course is free today and always will be, from start to finish you will pay nothing.

Online course in English

Human resources

Managing people is not easy, but with our free course it will be a little longer. Ask questions and learn about Human Resources

Teacher

Gregg Learning
1 Courses / 6718 students

Gregg Learning creates useful video courses in human resource, management, business, leadership and public administration. With thousands of courses, Gregg Learning connects people to the learning they need anytime, completely free. Gregg Learning is presented by Lighthouse Organizational Development.

Course comments

Discussion Forum

There are no comments yet for this course.

Watch the 1st video of the course

Share

Evaluate course

Go to certificates

Report a problem

Course content

0h15m

Human Resource Management in Organizations

Human resource management is designing formal systems in an organization to manage human talent for accomplishing organizational goals. In this course, we will answer the question, what is human resource management?

By definition, Human resource management comprise the formal systems designed to manage people in an organization. Managing people ultimately has to do with the decisions these leaders make from among the wide range of possible choices on the formal policies, practices, and methods for managing employees.

Which human resource role dominates or whether all three roles are performed, depends on what management wants HR to do and what competencies the HR staff members possess. The opportunity for the HR department to adopt a strategic role exists in many firms. Overall, instead of just understanding HR issues and concerns, HR staff should have a broad business focus to help companies reach their strategic goals.

Human resource management challenges are often driven by compe

0h34m

Labor Relations

Exactly how political, economic, and workforce changes affect employers and unions will be factors in the future of the labor–management relationship. Employers and HR professionals still need to understand the system of laws, regulations, court decisions, and administrative rulings related to the nature of unions. This is important because unions remain a strong alternative for employees in the event of poor HR practices.

A union is a formal association of workers that promotes the interests of its members through collective action. Once unionization occurs, the ability of the union to foster commitment from members and to remain as their bargaining agent depends on how well the union succeeds in providing the services that its members want, which can further strengthen or weaken workers’ perceptions of unions.

To some extent, unions may be victims of their own successes. Unions in the United States have historically emphasized helping workers obtain higher wages and benefits, short

0h41m

Employee Rights and Responsibilities

HR professionals must help create a work environment that honors fairness, protects individual privacy, treats all workers with dignity and respect, while at the same time allowing the business to succeed. Rights generally do not exist in the abstract.

Instead, rights are powers, privileges, or interests derived from law, nature, or tradition. Rights are offset by responsibilities, which are obligations to perform certain tasks and duties. Those obligations can be spelled out formally in a written employment contract or more likely in an employer handbook and policies disseminated to employees.

The employment relationship is affected by both formal and informal agreements. The rights and responsibilities of the employee may be spelled out in a job description, an employment contract, HR policies, or a handbook, but often they are not.

Employment at will (EAW) is a common-law doctrine stating that employers have the right to hire, fire, demote, or promote whomever they choose, unless

0h16m

Human Resource Strategy and Planning

The strategy an organization follows is its plan for how to compete successfully, survive, and grow. Many organizations have a relatively formal process for developing a written strategy encompassing a certain period of time, with objectives and goals identified for each business unit.

Strategic planning is the process of defining organizational strategy, or direction, and allocating resources (capital and people) toward its achievement. Effective strategy often relies on managers who are willing to closely assess current conditions and develop a game plan that enables the firm to overcome obstacles and sustain success.

Strategic HR management refers to the appropriate use of HR management practices to gain or keep a competitive advantage. An important way HR professionals can contribute to strategy is by introducing high-performance approaches into the workplace that lead to increased performance.

Forecasting uses information from the past and present to predict future conditions.

0h37m

Introduction to Equal Employment Opportunity

Basing employment decisions on factors other than worker qualifications is generally illegal in the United States. The costs of litigation, penalties, and harm to the company’s reputation can be substantial when violations occur.

Equal employment opportunity means that employment decisions must be made on the basis of job requirements and worker qualifications. Unlawful discrimination occurs when those decisions are made based on protected characteristics, which are individual attributes such as race, age, sex, disability, or religion that are protected under EEO laws and regulations.

Discrimination remains a concern as the U.S. workforce becomes more diverse. HR professionals need to be sensitive to trends in the workplace that can precipitate negative legal actions. The first type, disparate treatment, occurs when individuals with particular characteristics that are not job related are treated differently from others. Disparate impact is the second type of illegal discrimination.

0h37m

Jobs and Job Analysis

Human resource professionals deal with the segment of the population that works in current jobs or that is looking for work. The goal is to develop jobs that are inherently motivating to employees or to create work situations that are desirable enough to attract and hire competent workers.

Many efforts focus on developing skills to improve employees’ readiness for work. Organizations, including their human resource departments, can also address skills shortages.

Work is effort directed toward accomplishing results, and such effort may be performed by humans, machines, or both. The total amount of work to be performed in an organization must be divided into jobs so that effort can be coordinated in some logical way.

A job is a grouping of tasks, duties, and responsibilities that constitutes the total work assignment for an employee; these tasks, duties, and responsibilities may change over time, and therefore, the job may change. Workflow analysis is the study of the way work moves t

0h20m

Employee Relations

Ideally, organizations are comprised of employees who have the ability to keep the company successfully moving forward. Motivation is the desire that exists within a person that causes that individual to act. There is a motivating effect associated with making successful progress in meaningful work. Some would argue that this is the most powerful basis for motivation.

Employers must find ways to positively affect elements of individual–organization relationships so that work gets done. Psychological contracts can be strengthened and employee commitment enhanced when the organization is involved in a cause that is important to the employee.

In its most basic sense, job satisfaction involves the positive feelings and evaluations derived from an individual’s employment in a job. Managers and HR professionals must therefore create employment situations that prompt positive work attitudes and get employees engaged in the workplace.

Employee engagement is the extent to which an employee’

0h28m

Introduction to Recruiting

Recruiting becomes more important and complex as labor markets evolve. Although recruiting can be expensive, think about the cost of unfilled jobs.

Recruiting is the process of generating a pool of qualified candidates. Recruitment planning can pinpoint not only the kinds and numbers of applicants but also how difficult recruiting efforts may be depending on the type of jobs being filled. In addition, effective recruiting focuses on discovering talent before it is needed.

The employment brand is the distinct image of the organization that captures the essence of the company to engage employees and outsiders. The brand is a set of qualities that promises a unique employment experience.

The brand can create positive perceptions if the company also highlights the employee value proposition, which is developed by focusing on the company’s commitment to employee excellence and development. Keep in mind that the employment brand must reflect the genuine work environment and not simply be

0h33m

Introduction to Employee Selection

When looking at selection as part of the supply chain, think about recruiting as putting out the “request for proposals” and selection as narrowing down to the best “supplier” of talent. Without qualified employees, an organization is far less likely to succeed.

Selection is the process of choosing individuals with the correct qualifications needed to fill jobs in an organization. The ultimate purpose of selection is placement, or fitting a person to the right job. Placement of people can be seen primarily as a matching process.

A mismatch results from poor pairing of a person’s needs, interests, abilities, personality, and expectations with characteristics of the job, available rewards, coworker relationships, and the organization. If an individual is poorly suited for a job, it is difficult to achieve acceptable performance.

A selection criterion is a characteristic that a person must possess to successfully perform job duties. Choosing appropriate predictors is not an easy task,

0h38m

Training Human Resources

Training represents a significant expenditure for most employers. However, it has historically been viewed tactically rather than strategically, which means that training is seen as a short-term activity rather than one that has longer-term effects on organizational success.

Training is the development and delivery of information people will use in their jobs. To be a strategic investment, training must align with company goals and contribute to the achievement of key performance indicators. In other words, it must produce positive results.

Without ongoing training, organizations may not have staff members with the knowledge, skills, and abilities (KSAs) needed to compete effectively. Building the capacity for all employees to work smoothly with diverse individuals is essential to competitive success.

Certain legal compliance considerations will ensure the effectiveness of your training and development initiatives. Accurate recordkeeping related to required training is important to