HRM201 Human Resource Management course is an online course that will teach you the basics of HR management. The course covers topics such as recruiting, hiring, and training employees. Additionally, the course will also teach you how to manage employee benefits and compensation.

The HRM201 Human Resource Management course is a great way to learn the basics of HR management and get started in your career in human resources. Enrolling in the course today will help you build the skills you need to be successful in your career in human resources.

Access Perfectly Written SUSS HRM201 Human Resource Management Assignment Answers in Singapore

We’ll start by discussing some tasks. These are:

Assignment Task 1: Illustrate the human resource management flow.

The human resource management flow typically consists of five main phases: recruitment, selection, onboarding, performance management, and offboarding. Within each of these phases, there are a number of activities that need to be completed in order to effectively manage the company’s human resources.

Recruitment is the first phase of the human resource management flow and it is responsible for attracting and sourcing potential candidates for open positions within the company. The activities associated with recruitment include job postings, screening resumes, conducting interviews, and extending job offers.

Selection is the second phase of the human resource management flow and it is responsible for choosing the most qualified candidate for an open position. The activities associated with selection include administering aptitude tests, conducting reference checks, and extending job offers.

Onboarding is the third phase of the human resource management flow and it is responsible for orienting and training new employees on the company’s policies and procedures. The activities associated with onboarding include orientations, onboarding meetings, training sessions, and social events.

Performance management is the fourth phase of the human resource management flow and it is responsible for setting goals and measuring progress toward those goals. The activities associated with performance management include setting objectives, tracking progress, providing feedback, and issuing rewards.

Offboarding is the fifth and final phase of the human resource management flow and it is responsible for terminating the employment of employees who are no longer with the company. The activities associated with offboarding include exit interviews, final paychecks, and severance packages.

Assignment Task 2: Describe strategic objectives for human resource management.

There are a few key strategic objectives that human resource management should aim to achieve in order to be effective. These objectives include:

• Attracting and retaining the best talent
• Developing and implementing policies and procedures that support the company’s overall strategy
• Ensuring that employees are properly trained and equipped to do their jobs effectively
• Providing a system for assessing employee performance and providing feedback
• Managing employee compensation and benefits
• Ensuring compliance with all relevant laws and regulations

Assignment Task 3: Discuss the outcomes of recruitment and selection issues for strategic fit.

Recruitment and selection are critical tools for organizations seeking to create a strategic fit between their workforce and their business goals. When done correctly, recruitment and selection can help organizations find and onboard employees who possess the skills and attributes needed to support the organization’s long-term success. However, when done poorly, recruitment and selection can lead to organizations making bad hiring decisions that can ultimately detract from their ability to achieve their objectives.

There are a number of factors that need to be considered when recruiting outperforming including specifying the position requirements, identifying potential sources of talent, designing an effective screening process, conducting interviews, assessing candidate qualifications, selecting the best candidate, and extending an offer of employment. recruiting diverse candidates and making sure that the organization’s recruitment and selection practices are in compliance with all relevant laws and regulations.

Assignment Task 4: Contrast strategic fit with equal employment opportunity.

There are a number of ways to contrast strategic fit with equal employment opportunity. One way to think about it is that strategic fit is concerned with whether a candidate is a good “fit” for the organization in terms of skills, abilities, and experience, while equal employment opportunity is concerned with making sure that everyone has an equal chance to apply for and receive job offers without regard to characteristics like race, ethnicity, gender, or age.

Another way to view the difference is that strategic fit looks at how well a candidate’s individual strengths match up with the organization’s needs and goals, while equal employment opportunity strives to create a level playing field where all individuals have a fair shot at getting hired. So, if an organization is looking for someone who meets all of the qualifications for a particular job and who also has the potential to contribute to the organization’s success in the long run, then they would be focused on finding a candidate with a strategic fit.

If, on the other hand, an organization is simply trying to make sure that their hiring practices don’t discriminate against any particular group of people, then they would be more concerned with equal employment opportunity.

Assignment Task 5: Explain the strategic training and career development for succession planning.

Strategic training and development for succession planning is a process whereby an organization identifies the key positions that are critical to its success and then develops a plan for ensuring that there are individuals in place who have the necessary skills and experience to fill those positions. This process often includes providing training and development opportunities for employees so that they can acquire the skills needed to eventually move into key positions.

One of the advantages of succession planning is that it can help organizations avoid disruptions in their operations due to the departure of key personnel. Additionally, succession planning can also help to ensure that an organization has a pipeline of talent that is prepared to take on leadership roles in the future.

Some of the challenges associated with succession planning include the fact that it can be difficult to accurately predict which positions will become vacant in the future and it can also be challenging to find individuals who are both willing and able to take on leadership roles. Additionally, succession planning can be a time-consuming and expensive process.

Assignment Task 6: Comment on the concept of the psychological contract in relation to the retention of high performers and talents.

The psychological contract is a term used in human resources to describe the unwritten agreement between an employee and an employer. It’s based on the idea that employees do not leave their jobs solely for economic reasons, but because of a sense of betrayal or broken promises on the part of the employer.

High performers and talented employees are looking for employers who will live up to their end of the bargain by providing them with opportunities for growth and development, a positive workplace culture, job satisfaction, and a fair salary. When employers fail to meet these expectations, it can lead to high turnover rates and lost talent.

One of the challenges associated with the psychological contract is that it can be difficult to identify and quantify. Additionally, the psychological contract can vary from individual to individual, which makes it even more challenging to manage. Despite these challenges, however, the psychological contract is an important concept for employers to be aware of as it can have a significant impact on employee retention.

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