Paper 05: Human Resources Management

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About Course

The Professional courses are administered at Foundation, Intermediate and Advanced Levels. Each level requires an average of one year, though candidates are advised to provide for an additional one year to meet requirements for internship/ practical experience.

A student must book for a minimum of three papers in a level in any order unless is exempted or has credits.

This course is aimed at persons who wish to qualify and work or practice as corporate secretaries, policy formulators, and consultants in governance, governance and compliance auditors and administrators at county and national levels and in the private sector.

Course Content

1 Introduction to human resource management (HRM)
1.1 Meaning and importance of HRM 1.2 Scope of HRM 1.3 Features of HRM 1.4 Evolution of HRM 1.5 Roles and responsibilities of HR practitioners 1.6 Structure and functions of the HR department 1.7 Personnel management versus human resource management 1.8 Strategic human resources management; development of human resources strategy and human Resource business partnering. 1.9 The role of line Managers in Human Resources Management 1.10 Basics of Employment Law

  • Lesson 1
  • Lesson 2
  • Lesson 3

2. Theories of human resource management

2.1 Foundational theories of HRM
2.1.1 Organisational behaviour 2.1.2 Motivation 2.1.3 Ability, motivation and opportunity (AMO) 2.4.4 Resource-based 2.1.5 Institutional theory 2.1.6 Human capital 2.1.7 Agency 2.1.8 Contingency

2.2 Motivation Theories and practice of HRM
2.2.1.1 Abraham Maslow's Hierarchy of Needs 2.2.1.2 Douglas McGregor- Theory X and Theory Y 2.2.1.3 Frederick Herzberg's - Two factor theory

2.2 Motivation Theories and practice of HRM
2.2.1.1 Abraham Maslow's Hierarchy of Needs 2.2.1.2 Douglas McGregor- Theory X and Theory Y 2.2.1.3 Frederick Herzberg's - Two factor theory

2.3 Other motivation theories
2.3.1 Vroom’s Expectancy theory 2.3.2 Equity theory 2.3.3 Goal theory

2.4 Motivation in the work place
2.4.1 Importance of motivation 2.4.2 Team motivation 2.4.3 Features of a good motivation system

3. Employee resourcing
3.1 Meaning of employee resourcing 3.2 Human resources planning 3.3 The labour market 3.4 Job analysis 3.5 Job design 3.6 Recruitment 3.7 Resourcing assessment tests 3.8 Selection 3.9 Placement and on boarding 3.10 Employee engagement and retention

4. Performance management
4.1 Performance management Models 4.2 The performance management process 4.3 Techniques for appraising performance 4.4 Strategies for performance management 4.5 Characteristics of performance management 4.6 The performance appraisal process 4.7 Team performance evaluation 4.8 Impact of performance management to human resources 4.9 Challenges of performance management 4.10 Performance contracting

5. Reward management
5.1 Meaning of reward management 5.2 Characteristics of reward strategies 5.3 Developing an effective reward strategy 5.4 Market compensation rates analysis 5.5 Pay structures and wage systems 5.6 Performance related pay 5.7 Non - financial rewards and benefits 5.8 Salary administration policy 5.9 Team rewards

6. Training and development
6.1 Objectives of training and Development 6.2 The learning organisation 6.3 Types of training 6.4 Training needs assessment 6.5 Training design 6.6 Implementing a training programme 6.1 Objectives of training and Development 6.2 The learning organisation 6.3 Types of training 6.4 Training needs assessment 6.5 Training design 6.6 Implementing a training programme

7. Human resources administration
7.1 Employment contracts 7.2 Human resources records management 7.3 Human resources management information systems 7.4 Employee welfare services 7.5 Health and safety policies and procedures 7.6 Basics of payroll management 7.7 Employee discipline

8. Labour relations and employee bargaining
8.1 The labour movement 8.2 Role of trade unions 8.3 The collective bargaining process 8.4 Negotiation 8.5 Dealing with disputes and grievances 8.6 Employee participation and empowerment

9. Separation strategy
9.1 Forms of employee separation: Redundancies, dismissals and discharge, retirement, Resignation 9.2 The separation process 9.3 Terminal benefits 9.4 Outplacement 9.5 Legal provisions on employee separation 9.6 Exit interviews 9.7 Effects of employee separation

10. Contemporary issues in human resources management
10.1 Succession planning 10.2 Human resources innovation and technology 10.3 Global HRM 10.4 Managing equality and diversity 10.5 Ethics in Human Resources 10.6 Work life balance 10.7 Virtual working 10.8 Outsourcing 10.9 Employee counselling

11. Case studies in human resource management

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