1. Hrm performance management
The PHR and SPHR exams will thoroughly test your knowledge of the full Human
Resources body of knowledge. The complexity of laws, regulations, employee training
and leadership programs and employee management relations can catch some candidates
off guard. You will come into the exam with the experience that you have gathering
during your time in HR but there is a lot more related to the world of HR that you must
be prepared for. To test you readiness for the exam and see what you need to focus your
study efforts on more, consider taking an assessment exam online.
The HR responsibilities cover several areas of focus. Generally, HRM responsibilities fall
into nine broad categories:
Organizational tasks - Design and structure groups and departments. Plan programs and
processes. Identify job functions, skills and competencies. Review organizational
functions and recommend improvements. Manage reorganization and change.
Resources for the organization - Determine staffing needs. Recruit, hire, develop, review
and reward staffers. Advertise positions, screen and interview applicants, test, check
references, facilitate offers and present contracts. Manage orientation, retention and
termination, whether by resignation, retirement or dismissal.
Performance management - Set performance standards and improvement objectives,
assess performance and provide feedback. Monitor, measure, evaluate and document
performance against expectations. Identify performance problems, propose solutions,
facilitate feedback, and coordinate and document disciplinary action.
Employee development - Provide career development, training and coaching. Facilitate
management succession (i.e. knowledge and skills training, experiential learning, on the
job training, internal and external training, guided reading, computer-based or e-learning,
video instruction, courses, role playing and other options). Monitor the learning process
and its results, and evaluate teaching approaches.
Reward management - Establish fair pay systems and other financial rewards, such as
profit sharing or pay based on incentives, performance, contributions, teamwork or
competency. Develop and facilitate non-financial motivational programs. Implement
bonuses, gain-sharing, flexible benefits, pensions and living allowances.
Employee relations - Work with the union, employee-supervisor mediation, negotiations,
legal issues, feedback and grievances. Build relationships with employees through
various policies, procedures and outreach (Intranet, newsletters and so on).
2. Health and safety - Provide a safe working environment. Comply with standards. This
may mean dealing with hygiene, first aid, ergonomics, accident prevention, risk
assessment, audits, safety training, removal of hazards and policies assuring health and
safety, such as risk reduction and risk minimization programs.
Employee welfare - Help with individual services such as employee assistance, leaves of
absence for long-term illnesses, family issues, issues of aging and the elderly,
employment problems, death in the employee's family and counseling. Offer group
activities, clubs, retiree events and wellness or support programs.
Administration - Manage HR policies, procedures, functions and systems. Develop,
implement and direct the processes needed to capture, track, evaluate and report data,
maintain records and comply with legal requirements.
http://performanceappraisalebooks.info/ : Over 200 ebooks, templates, forms for
performance appraisal.
