If you’re interested in becoming a better HR professional, then check out our HR Certification Courses here: https://hr.university/hr-certification-online/

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An HR executive performs the basic functions of the HR department, handling areas such as personnel management, social welfare, and the maintenance of HR records. An HR executive is a key member of the HR department, often playing an instrumental role in many HR functions, and leading a team of HR staff for various projects.

HR executives also need to be proactive and propose changes that will bolster the business’ work environment. As such, an HR executive must focus on retention and constant improvement. In this video, we’ll explore their role in depth.

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If you’re interested in becoming a great HR Executive, then check out our HR Certification Courses here: https://hr.university/hr-certification-online/

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An HR executive’s role is a strategic role, they must hold strong strategic skills to develop effective strategies for the betterment of the HR department as well as the whole organization. Having social responsibility for an HR executive is a must since they have to care for the betterment of employees to ensure they play their role for society, environmental welfare, and the company’s economic growth.

An HR executive is responsible for bringing all employees under one roof and keeping them connected to ensure a better, healthy, and work-friendly environment. All of this requires some strong environment handling skills to make it all happen and keep the work positivity maintained in the air. Now that you understand the position, let’s jump into the list of interview questions.

To learn more, watch the video.
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At the height of its success, J.Crew and its sister company Madewell were operating in over 100 countries and had over 500 stores. Seen on celebrities, politicians, and working professionals around the world, J.Crew was considered at the top of the retail food chain. In the midst of the coronavirus pandemic in 2020, the company filed for bankruptcy. However, the brand faced a lot of challenges before the pandemic ever came to be. This is the rise and fall of J.Crew.

MORE RISE AND FALL:
The Rise And Fall of USPS

The Rise And Fall Of Toms

The Rise And Fall Of Juicy Couture

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#JCrew #Madewell #BusinessInsider

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The Rise And Fall Of J.Crew
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#HumanResources #HR #HRBP

Thank you so much for stopping by! If you enjoy my content, be sure to SUBSCRIBE to my channel. I upload new videos every Tuesday, Friday, and Sunday at 4 PM ET. Make sure your post notifications are turned on so you never miss a new upload! xo.

Another HR video! In today’s video, I share pros and cons about working in Human Resources. I’ve held several titles at lots of different companies–my pros and cons are generic. I hope that you all enjoy this video and that it helps you along your journey! xo.

My most sincere prayers go out to all of our front line workers and to everyone who has been personally impacted by Covid-19. Better days are ahead. Stay safe! xo.

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Staf HR (human resource atau Sumber Manusia) seringkali di anggap sebagai “pengawas” ataupun tali barut bos atau pihak pengurusan. Kenapa? Betul kah persepsi ini?

Siapa yang biasanya menjadi HR? Apakah cabaran yang dihadapi oleh seorang HR? Apa tanggungjawab HR? Senang ke kerja HR? Betul ke kalau pandai bodek HR, cepat naik pangkat?

Dalam episod kali ini, saya akan membedah atau review sebuah buku yang ditulis sendiri oleh seorang HR, saudara Izman Pauzi bertajuk Cerita Orang HR.

Video-video ini mungkin tidak sempurna, sepuluh jari saya susun memohon kemaafan. Saya masih sedang belajar.

Saya alu-alukan sebarang komen, maklum balas, cadangan dll sama ada melalui PM atau email di admin@bajetbest.com

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Human Resource Development (HRD) is a practice that combines training, organization development, and career development efforts to encourage improvement of individual, group, and organizational performance. Please visit www.eAdultEducation.org for more information on human resource development and information on adult learning theories and research in relation to practice in the field of human resource development.

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Made with http://biteable.com
This video is about job analysis in Human Resource Management
prepared by:
1) Yusra Syarina Binti Yushisham (198219)
2) Che Nurul Akashah Binti Che Mazlan (195983)

Reference:
Maimunah Aminuddin(2013), Job Analysis, Human Resource Management in the Hospitality Industry, pg 45-50

Made with http://biteable.com

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HR analytics can help save you money, cut down on wasted time, and hire talent for the right skills.

►► To access the full list of tools, click here: https://grow.ac/HR-analytics

As a recruiter or HR manager, you know that HR departments collect vast amounts of HR data. Unfortunately, this data remains unused.

Keeping records is insufficient to add strategic value in both hiring and performance.

But how do you get started?

Growth Tribe’s Jayla Cosentino takes us through the 3 most important metrics to track through the hiring cycle. Ranging from tools teams can use to track these metrics to initiatives that support build a fantastic team!

First things first – HR analytics.

While there are hundreds of things you can track, we will focus on three important ones to get you started.

First is reducing the time to hire

Every vacancy has an average time to hire, but tracking this metric can help you identify the pain points in the recruitment funnel.

Second is sourcing statistics.

There are different analytics you can look into when it comes to sourcing.

However, there is no point in looking at the other analytics if you don’t know which channel brings you the highest quality of candidates.

Finally, there’s the recruitment funnel effectiveness.

We can cover every step of the funnel, but instead, let’s talk about the critical metrics of your website-to applicant conversion rate.

That’s the top of funnel!

HR analytics can be overwhelming, but it does not have to be!

Begin with what you believe is your most important metrics and then start collecting the data!

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#hranalytics #peopleanalytics #hrtools #howtohire #peoplemanagement
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Understand the evolution of Analytics in Human Resource industry. The way company hires have drastically changed. Part of a Full Stack course, this video gives preview into how the Human Resource industry has changed.

Find more about the course here –
https://www.jigsawacademy.com/hr-analytics-courses/

Ranked number 1, Jigsaw Academy is an award-winning online analytics training institute that aims to meet the growing demand for talent in the field of analytics by providing industry-relevant training to develop business-ready professionals. Jigsaw Academy has been acknowledged by blue chip companies for quality training.

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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs.

Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes.

Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management.

Human resource planning includes figuring out where you are, where you want to go, and how to get there.

Using this process, you will develop the core elements of a human resource plan – strategy, goals, and actions. Strategy is an extension of an organization’s mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals.

Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? – to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.

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The planning stage of human resource management involves: conducting a job analysis, forecasting the supply and demand of labor, and matching the supply of labor with consumer demand. In this brief video, I’ll describe each of these elements and explain the process of planning in the area of human resources.
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HR Basics is a series of short lessons, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore Job Descriptions, we’ll highlight the three simple elements of job documentation that human resource professionals and people managers need to know.

A job description is a useful, plain-language tool that describes the essential functions and specifications of a position. Job documentation provides the foundation for many activities of human resource management and provide the foundation for compliance.

CHECK OUT THESE GREGG LEARNING VIDEOS:
HR Basics: Job Analysis | https://youtu.be/qy09Ls6NqEo
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Hear from some of the foremost authoritative experts on what HR managers do and why they do it.

HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define human resource management with a simple model.

Before we explore the model, lets define human resource management. Human Resource Management comprise the formal systems designed to manage people in an organization. To best understand human resource management, we will look at a brief history, understand the roles human resource management plays in organizations and review a model to best organize the functional areas of human resource management.

What is now called human resource management has evolved a great deal since its beginnings around the year 1900. Personnel departments, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned technical functions. What began as a primarily clerical operation in larger companies concerned with payroll and employee records began to face changes with the social legislation of the 1960s. HRM developed in response to the increase in competitive business organizations experienced by the late 1970s as a result of deregulation and rapid technological change. In the 1990s, globalization and competition required human resource departments to become more concerned with costs, planning, and the implications of various HR strategies for both organizations and their employees.

The role of human resource management professionals has dramatically evolved over the years. If an organization has a formal HR group (perhaps a department) there are typically three different roles that group might play in the organization.

The strategic role links human resource stagey with organizational mission and the work of people in the organization. The operational role manages functional human resource activities and serving an ‘employee champion.’ And the administrative role provides recordkeeping, process administration and compliance efforts.

The pinwheel human resource management model suggest that the management of human resources in an organization centers eight key functional areas. These functions are a collection of specialized human resource management work. For each functional area, Human Resource Professionals are responsible for key activities.

This human resource model should give you context to understand and apply the important role human resource management plays in today’s organizations.
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