8. Human resource management. Business function
Human resource management (HRM) is the business function that focuses on the people aspects of an organisation. It ensures the efficient management of people in the business. It is responsible for ensuring that an organisation has the right people to deliver its overall business plan. In practice,in organization (so called micro-level) HRM is charged with attracting the right employees (recruiting), selecting the right employees through the selection, assesment and recruitment process. HR then onboards new hires and oversees their training and development , estimate (оценивают)staff and then rewards them accordingly. HR is involved in employee terminations - including resignations, performance-related dismissals, and redundancies. At the macro-level, HR is in charge of overseeing organizational culture, ensures compliance with employment and labor laws,e.t.c. So, in the end вы можете сказать, что HR is generally viewed as a support function to the business, helping to minimize costs and reduce risk
9. Career management. Types of career
10. Training and development
11. Human capital, investments and investors, "specific" and "general" human capital
Human capital : the knowledge the individuals embody and can contribute to an organization.
Human capital is the stock of competencies, knowledge and personality attributes embodied in the ability to perform labor so as to produce economic value.
Assets (активы, компоненты)
Health
Education
Mobility/ Migration
Specific refers to skills or knowledge that is useful only to a single employer or industry,
General human capital is useful to all employers.
12. Motivation. Motivation Theories
13. Motivation concepts. Intrinsic and extrinsic motivation
14. Employee motivation. System of motivation
Motivation – effectually influence on activity of a men or organization
Motivation – process of encouraging (forcing) someone to do any kind of activity
Structure of Mot.System
types of theories: one group^ needs analysis (Maslow(said that there are hierarchy of needs: Physiology (hunger, thirst, sleep, etc. Safety/Security/Shelter/Health Belongingness/Love/Friendship Self-esteem/Recognition/Achievement Self actualization), Herzberg: Motivators; (e.g. challenging work, recognition, responsibility) which give positive satisfaction, and Hygiene factors; (e.g. status, job security, salary and fringe benefits) that do not motivate if present, but, if absent, result in demotivation , Alderfer who expanding , created the ERG theory. According to Alderfer there are three groups of core needs — existence, relatedness, and growth. The existence group is concerned with providing our basic material existence requirements. They include the items that Maslow considered to be physiological and safety needs. The second group of needs are those of relatedness- the desire we have for maintaining important personal relationships. These social and status desires require interaction with others if they are to be satisfied, and they align with Maslow's social need and the external component of Maslow's esteem classification), the next group is about the processes that can appeared during the work and which can influence on motivation (Vroom's Expectancy theory, Adam's theory)
15. Human resources, Human resource management
Human resources is the set of individuals who make up the workforce of an organization, business sector or an economy.
Workforce is used to describe those working for a single company or industry, but can also apply to a geographic region like a city, country, state, etc.
16. Career management. Stages of Career
Career is a COURSE OR PROGRESS THROUGH LIFE OR DISTINCT PERIOD OF LIFE
Professional
Inter-organizational (inter-institutional)
Intra-organizational
Horizontal
Vertical
Latent = Hidden
Preliminary period–(age 25-28) - “Предварительный”
Formation period - (age 25-30) “Этап становления”
Promotion period – (age 30-45) “Этап продвижения”
Saving Period – (age 45-60) “Этап сохранения”
Retirement –(age 60-70) “Этап завершения”
"... the lifelong psychological and behavioral processes as well as contextual influences shaping one’s career over the life span. As such, career development involves the person’s creation of a career pattern, decision-making style, integration of life roles, values expression, and life-role self concepts."
17. Forms of payroll calculation in tariff wage system