Human Resource Management KASNEB Notes

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CS PART 3 SECTION 5

COURSE OUTLINE

GENERAL OBJECTIVE

This paper is intended to equip the candidate with the knowledge, skills and attitudes that will enable him/her to prepare and manage meetings in both public and private sectors.

LEARNING OUTCOMES

A candidate who passes this paper should be able to:

  • Demonstrate an understanding of the law and procedure of meetings
  • Plan and manage meetings in various environments including at county levels
  • Support the Chairman undertake his/her responsibilities during the meeting
  • Relate with various stakeholders during meetings.

Introduction to human resource management (HRM)

  • Meaning and importance of HRM
  • Scope of HRM
  • Features of HRM
  • Evolution of HRM
  • Roles and responsibilities of HR practitioners
  • Structure and functions of the HR department
  • Personnel management versus human resource management

Theories of human resource management

Foundational theories of HRM

  • Commitment
  • Organisational behaviour
  • Motivation
  • AMO
  • Resource dependence
  • Resource-based
  • Institutional
  • Transaction costs
  • Human capital
  • Agency
  • Contingency

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Motivation Theories of HRM

  • Abraham Maslow’s Hierarchy of Needs
  • Douglas McGregor- Theory X and Theory Y
  • Frederick Herzberg’s – Two factor theory
  • Expectancy theory
  • Equity theory
  • Goal theory
  • Reinforcement theory

Employee resourcing strategy

  • Meaning of employee resourcing
  • Human resources planning
  • The labour market
  • Job analysis and design
  • Recruitment
  • Selection
  • Placement and induction
  • Managing employee retention and engagement

Performance management

  • The performance management process
  • Techniques for appraising performance
  • Strategies for performance management
  • Characteristics of performance management
  • The performance appraisal process
  • Impact of performance management to human resources
  • Challenges of performance management
  • Performance contracting

Reward management

  • Meaning of reward management
  • Characteristics of reward strategies
  • Developing an effective reward strategy
  • Market compensation rates analysis
  • Pay structures and wage systems
  • Performance related pay
  • Non – financial rewards and benefits

Training and development strategy

  • Objectives of training and Development
  • The learning organisation
  • Training needs assessment
  • Training design
  • Implementing a training programme
  • Evaluation of training and development
  • Knowledge management
  • Talent management

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Human resources administration

  • Employment contracts
  • Human resources records management
  • Human resources management information systems
  • Employee welfare services
  • Health and safety policies and procedures

Labour relations and employee bargaining

  • The labour ,movement
  • Role of trade unions
  • The collective bargaining process
  • Negotiation
  • Dealing with disputes and grievances
  • Employee discipline
  • Employee participation and empowerment

Separation strategy

  • The separation process
  • Redundancies
  • Dismissals and discharge
  • Retirement
  • Resignation
  • Terminal benefits

Contemporary issues in human resources management

  • Succession planning
  • Human resources innovation and technology
  • Global HRM
  • Managing equality and diversity
  • Ethics, employee relations and fair treatment at work.
  • Work life balance
  • Virtual working
  • Outsourcing
  • Employee counselling

Case studies in human resource management

Emerging issues and trends

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