The Key Principles of Human Resource Management

Cost-effectiveness. Firms must ensure that they compensate their workers accordingly. The workers reward system must be able to sustain the firm or the organization.

Coherence. All the methods taken by an organization or a company in the management of human resources should be in consonance with the firm’s vision and mission. In like manner, human resources managers must direct their concentration on what the firm needs and the abilities of employees.

Comprehensiveness. This covers the efficient management of all aspects of the individuals you’re working with considering that human resources is actually the most essential resource your firm possesses. In other words, the health, financial, transportation and tools or anything that workers require to work must be properly taken care of. Continue reading

Understanding the Validity of Selection Tests

Criterion Validity: a kind of validity that is founded on displaying that the predictors or the scores of the test are related to criterion or job performance.

Reliability. This refers to the consistency of the scores attained by the same individual when retested with same or equivalent test.

Content Validity: this is the kind of test that is considered as content valid. The test involves a fair sample of skills as well as the tasks which are truly required for the job in question.

Types of Selection Test. Cognitive Ability Test. this refers to individualized assessment or paper and pencil measures of a person’s general intelligence or mental ability. Continue reading

Key Functions of HR Management

Recruitment and Selection. This refers to the processes and procedures in order to guarantee the recruitment and deployment of the appropriate combination of people who can ensure efficient contribution to the firm or organization.

Training and Development. This is considered as a combined role which is usually referred to as HRD or Human Resources Development. This intends to aid develop human resources so to remain competitive in the business or marketplace.

Training concentrates in executing various activities so to help develop workers for their present jobs. On the other hand, development pertains to preparing workers for future responsibilities and roles.

Performance Management. This is all about the culture that bolsters the continuous development of the processes in the business as well as those of an individual’s behavior, skills and contributions. Continue reading

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