Drill 2

It is defined as the strategic approach to managing employment relations which emphasizes that leveraging people’s capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programs, and practices.

• human resource management

• strategic planning

• strategic human resource management

It is developing and managing ways of relating pay progression or bonuses to results.

• pay systems

• Performance pay systems

• Benefit schemes

It is creating a culture a system to support individual.

• Personal Development

• Education and training

• Learning Organization

It is  identifying potential and planning career development opportunities.

• Managerial development

• Career management

• Personal Development

It refers to monitoring and managing work environments, practices and culture and ensuring the protection from health hazards and accidents

• Industrial relations

• Welfare services

• Occupational health and safety

It is  managing informal and formal relationships with employee representative

• Employee communications

• Industrial relations

• Employee voice

It refers to developing and administering guidelines and systems.

• HR policies and procedures

• Compliance

• HR information systems

It is a role of HR Management that is providing services to range of internal customers

• Guidance role

• Service role

• Advisory role

The sphere in which labor is bought and sold, and in which market concepts such as supply, demand and price operate with regard to human resources.

• Labor market

• promotion program

• planning and organizing

The determination of the essential characteristics of a job

• job analysis

• job description

• job specification