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Strategic HRM This discipline covers the concepts and practices that guide and align Human Resource Management philosophy, tactical planning and practice with the strategic and long term goals of the organization, with a particular focus on human capital.
It deals with the macro-concerns of the...Read More This discipline covers the concepts and practices that guide and align Human Resource Management philosophy, tactical planning and practice with the strategic and long term goals of the organization, with a particular focus on human capital.
It deals with the macro-concerns of the organization regarding structure, quality, culture, values, commitment, matching resources to future needs and other longer term people issues. Strategic HRM gives direction on how to build the foundation for strategic advantage by creating an effective organizational structure and design, culture, employee value proposition, systems thinking, an appropriate communication strategy and preparing an organization for a changing landscape, which includes downturns and mergers & acquisitions.
Sustainability and corporate social responsibility come within the ambit of this discipline, especially with reference to organizational values and their expression in business decision making. Strategic HRM emphasizes organizational codes of ethics, managing the societal impact of business decisions, philanthropy and the role of the human resource professional in improving the quality of life of employees, their families and the community at large.Read Less |
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Talent Acquisition and People Flows This discipline covers the concepts, strategies and practices an organization uses in strategic talent planning and attracting the best talent to meet its short and long term business needs. It highlights the key considerations in developing, implementing and evaluating the effectiveness of a...Read More This discipline covers the concepts, strategies and practices an organization uses in strategic talent planning and attracting the best talent to meet its short and long term business needs. It highlights the key considerations in developing, implementing and evaluating the effectiveness of a talent acquisition framework. The recruitment process including building the right attraction strategy, job specification, best practices and techniques of sourcing potential candidates, outsourcing and flexible staffing options are also covered within this discipline. Talent Acquisition and People Flows provides insights into selection processes including competency based, psychometric and other tools of assessment for recruitment. In addition, this discipline provides guidance and best practices on employment contracts, on-boarding, induction, transfer and relocations.Read Less |
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Performance Management A well-developed performance management system is an essential talent management tool for high-performing organizations. This discipline covers the aspects of creating a high performance culture which enables an organization to sustain competitive strategic advantage and exceed the expectations...Read More A well-developed performance management system is an essential talent management tool for high-performing organizations. This discipline covers the aspects of creating a high performance culture which enables an organization to sustain competitive strategic advantage and exceed the expectations of all stakeholders. It provides techniques for creating an effective performance management system that clearly defines expectations, helps align employee behavior with business needs and organizational culture, while bringing visible value addition to the organization. In addition, this discipline delineates performance assessment methodology, balance scorecard, and employee performance review mechanisms including performance review formats, assessment processes and techniques as also performance tracking. Performance Management delves further into the actions that need to be taken as a direct consequence of a performance review, especially performance coaching, recognition and managing poor performance, which includes the exit of poor performers. However, this discipline does not cover training and development which has been assigned to the Learning and Development discipline. Other outcomes of performance reviews, which include compensation, reward, promotion and incentives, come under the discipline of Compensation and Reward.Read Less |
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Learning and Development (Including Knowledge Management) This discipline covers the overall arrangement of the organization in terms of its long and short term plans for development of its human resources. It includes systematic and planned interventions for enhancing organizational effectiveness and development of its employees; training need...Read More This discipline covers the overall arrangement of the organization in terms of its long and short term plans for development of its human resources. It includes systematic and planned interventions for enhancing organizational effectiveness and development of its employees; training need identification, learning design and providing its people with the necessary skills to meet current and future job demands. Learning and Development also incorporates matters that focus on technology, metrics and other methods of evaluating effectiveness of learning initiatives. This discipline provides further focus on knowledge management and latest trends in training and effective development practices.
Talent assessment and development, leadership development and succession planning are encompassed in the Talent Development, Engagement and Retention discipline.Read Less |
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Compensation, Reward and Recognition This discipline covers the various forms of direct compensation—i.e. employee’s pay including variable pay, short and long term incentives, company stock awards, as well as promotions and pay increases. It also deals with indirect compensation such as paid leave, insurance, retirement income and...Read More This discipline covers the various forms of direct compensation—i.e. employee’s pay including variable pay, short and long term incentives, company stock awards, as well as promotions and pay increases. It also deals with indirect compensation such as paid leave, insurance, retirement income and various employee services, commonly referred to as “benefits” that employers use to attract, recognize, retain and motivate employees to contribute to the organization’s strategic objectives.
The Compensation and Reward discipline includes designing and administering compensation philosophy, strategy and systems, compensation benchmarking, executive compensation and other competency or function based compensation practices.
In addition, it explores flexible work arrangements, such as telecommuting and flextime that employees may perceive as benefits and covers the mechanism of rewards which encourage superior performance from employees, like sales incentives.
This discipline also includes matters that focus on compensation-related careers, communication, legal and regulatory issues, technology, metrics and outsourcing, as well as effective compensation practices and global compensation issues.Read Less |
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Talent Development, Engagement and Retention This discipline covers the management of ‘Talent’ – high performing, high potential employees of the organization - which includes strategies, key elements of talent and leadership development and best practices in this domain.
Strategies and practices of building talent capital to meet...Read More This discipline covers the management of ‘Talent’ – high performing, high potential employees of the organization - which includes strategies, key elements of talent and leadership development and best practices in this domain.
Strategies and practices of building talent capital to meet long term needs of the organization come within the ambit of this discipline. It delineates the process of talent profiling, talent assessment techniques, planned development interventions including mentoring and coaching, enhanced motivation and retention of talent. It further delves into matters that focus on succession planning and promotions within the organization.
Matters such as general training needs analysis, learning design, learning evaluation and knowledge management, which are extended to all employees, are encompassed in the Learning and Development discipline.Read Less |
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Employee Advocacy and Relations (Includes Employee Engagement) This discipline covers the overall approach an organization uses to maintain a positive, productive and cohesive work environment within its particular business model and corporate culture. It includes developing, implementing, administering the processes of analyzing the employer-employee...Read More This discipline covers the overall approach an organization uses to maintain a positive, productive and cohesive work environment within its particular business model and corporate culture. It includes developing, implementing, administering the processes of analyzing the employer-employee relationship; performing ongoing evaluation of employee satisfaction and engagement. It also includes matters that focus on employee communication, motivation and engagement enhancement practices.
Aspects of employee advocacy including consistency in the treatment of employees, effective employee communication, complaint resolution processes, and “best employment practices” fall within the ambit of this discipline.
Employee Advocacy and Relations also covers employee conduct and work place behavior and etiquette.
Matters involving union organization, union elections, collective bargaining and ongoing union-management relations, and resolution of disputes are encompassed in the Industrial Relations Discipline.Read Less |
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Industrial Relations This discipline covers the relationship of employees with the organization and with each other. Industrial relations is concerned with anticipating, addressing and diffusing workplace issues that may interfere with an organization’s business objectives, as also with resolving disputes between...Read More This discipline covers the relationship of employees with the organization and with each other. Industrial relations is concerned with anticipating, addressing and diffusing workplace issues that may interfere with an organization’s business objectives, as also with resolving disputes between and among management and employees. It includes the processes of analyzing the employer-employee relationship; ensuring that relations with employees comply with applicable central and local laws and regulations; and resolving workplace disputes.
It also includes matters involving union issues, collective bargaining and ongoing union-management relations. The practice of counseling, disciplining and terminating employees falls within the domain of this discipline.Read Less |
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HR and Social Media Social Media has emerged as a powerful business and HR tool. This discipline deals with selecting appropriate Social Media sites and formats from the myriad options available and leveraging the same to create value for the organization. This requires an in-depth understanding of the key benefits...Read More Social Media has emerged as a powerful business and HR tool. This discipline deals with selecting appropriate Social Media sites and formats from the myriad options available and leveraging the same to create value for the organization. This requires an in-depth understanding of the key benefits and pitfalls of Social Media and managing these effectively in the organization’s context.
This discipline emphasizes harnessing social media for effective Human Resource Management, which includes recruitment, collaboration and engagement. It also explores the non financial impact as well as the approaches for measuring the return on investment in Social Media. In addition, it outlines the future trends and implications of Social Media for HR professionals.Read Less |
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Diversity This discipline deals with the definition and multiple dimensions contributing to diversity including age, gender, socio-economic status and beliefs. The business case for managing diversity in the workplace is outlined from creating greater inclusiveness to harnessing the potential of diverse...Read More This discipline deals with the definition and multiple dimensions contributing to diversity including age, gender, socio-economic status and beliefs. The business case for managing diversity in the workplace is outlined from creating greater inclusiveness to harnessing the potential of diverse cultures to drive innovation, flexibility and effectively manage change.
Specific challenges related to managing diversity are highlighted in this discipline, including stereotyping, prejudices and reverse discrimination. Interventions to actively support diversity and inclusion are outlined along with key success factors for designing, promoting and implementing effective diversity initiatives.
The Diversity discipline stresses on measuring the bottom line impact and return on investment of such initiatives as also elaborates the Diversity function and the role of the Diversity Practitioner. The discipline also covers the trends and implications for managing diversity in the future.
This discipline does not cover Workplace Flexibility which comes under the discipline of Employee Advocacy.Read Less |
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Executive Coaching and Leadership Leadership relates to providing direction and influencing people to achieve the organization’s vision, mission and goals. This discipline focuses on developing leaders through coaching and developmental activities as well as rewarding and motivating them. The underlying theories, including trait...Read More Leadership relates to providing direction and influencing people to achieve the organization’s vision, mission and goals. This discipline focuses on developing leaders through coaching and developmental activities as well as rewarding and motivating them. The underlying theories, including trait, behavioral and situational, that make for effective leadership are detailed under this discipline, as are Leadership competencies, models and developmental strategies. It also explores specific issues affecting Leadership styles including gender and cross cultural differences and generational characteristics.
Executive Coaching is increasingly being recognized as a high impact approach to helping senior managers master the fundamental principles and practices for achieving extraordinary results and empowering people success. This discipline explores the effectiveness and use of external and internal coaches, defines the building blocks for an effective coaching process and examines the various coaching tools and approaches.
Finally, the discipline outlines the future and implications of Leadership Development in general and Executive Coaching in particular.
This discipline does not cover aspects such as Career Development and Mentoring which are included under Talent Development, Engagement and Retention.Read Less |
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Human Capital Standards and Analytics As we move to the intelligence age, organizations are realizing the need to measure the return on human capital, leading to the emergence of the new discipline of Human Capital Standards and Analytics. This discipline deals with developing standards for measurement of human capital to enable...Read More As we move to the intelligence age, organizations are realizing the need to measure the return on human capital, leading to the emergence of the new discipline of Human Capital Standards and Analytics. This discipline deals with developing standards for measurement of human capital to enable organizations to build the foundation for strategic advantage, using predictive or leading business indicators that can inform the business leaders’ strategic planning and decisions.
This discipline emphasizes creating minimum but effective HR Standards and Human Capital Analytics that all organizations and HR professionals can use to measure the value of an organization’s people and also take measures to improve them, for the purpose of enhancing organizational performance. The focus is on effective Human Capital Management, linking it to organization performance, workforce effectiveness, productivity and measures that have a wider impact on the organization and help link Human Capital Performance to organizational performance.Read Less |
