a. Strategic Human Resource Management The process of developing and implementing HR
policies and practices that directly support the major objectives and competitive strategy of
b. Job Analysis The process of obtaining and documenting information about the major
responsibilities, duties, and tasks of each job in an organization, as well as the major types
of knowledge, skills, and abilities required to perform the job.
c. Legal Compliance The process of developing human resource policies and practices that
meet the requirements of local, state, and federal laws.
a. HR Forecasting The process of estimating (i.e., forecasting) labor demand and supply to
meet an organization's operating needs.
b. Employee Recruitment The process of assessing the make-up of the labor market and
developing methods for contacting and communicating with job applicants in the market.
c. Employee Selection The process of assessing the knowledge, skills, and abilities of job
applicants in order to make accurate hiring decisions.
a. Career Counseling and Planning The process of obtaining relevant information from
employees (such as personality traits, aptitudes, values, and job preferences) in order to
assist in the planning of careers within an organization.
b. Training and Development The process of enhancing the knowledge and skills of
employees in order to increase job performance and organizational effectiveness.
a. Wage and Salary Development The process of developing internally and externally
equitable wages and salaries for the jobs within an organization.
b. Employee Benefits The process of developing an effective and competitive benefits... [continues]
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