Human Resource Development and Management

2.

Talent Acquisition and Onboarding

2.1.

Human Resource Planning and Forecasting

2.1.1.

Strategic Workforce Planning

2.1.1.1.

Workforce Planning Process

2.1.1.2.

Environmental Scanning

2.1.1.3.

Strategic Alignment

2.1.2.

Analyzing Current Workforce

2.1.2.1.

Workforce Inventory

2.1.2.2.

Skills Assessment

2.1.2.3.

Demographic Analysis

2.1.2.4.

Performance Analysis

2.1.3.

Forecasting Future Labor Needs

2.1.3.1.

Demand Forecasting Techniques

2.1.3.2.

Supply Forecasting Methods

2.1.3.3.

Scenario Planning

2.1.4.

2.1.4.1.

Identifying Workforce Gaps

2.1.4.2.

Quantitative Gap Analysis

2.1.4.3.

Qualitative Gap Analysis

2.1.5.

Succession Planning

2.1.5.1.

Succession Planning Process

2.1.5.2.

Identifying Key Positions

2.1.5.3.

Developing Successor Pools

2.1.5.4.

Succession Planning Tools

2.2.

Job Analysis and Design

2.2.1.

Purpose and Importance of Job Analysis

2.2.2.

Job Analysis Process

2.2.3.

Methods of Job Analysis

2.2.3.1.

2.2.3.2.

Questionnaires and Surveys

2.2.3.3.

2.2.3.4.

2.2.3.5.

Critical Incident Technique

2.2.3.6.

Functional Job Analysis

2.2.4.

Job Descriptions

2.2.4.1.

Components of Job Descriptions

2.2.4.2.

Writing Effective Job Descriptions

2.2.4.3.

Legal Considerations

2.2.5.

Job Specifications

2.2.5.1.

Knowledge, Skills, and Abilities

2.2.5.2.

Education and Experience Requirements

2.2.5.3.

Physical Requirements

2.2.6.

Job Design Approaches

2.2.6.1.

Job Enlargement

2.2.6.2.

2.2.6.3.

2.2.6.4.

Job Simplification

2.2.6.5.

Team-Based Job Design

2.2.6.6.

Flexible Job Design

2.3.

Sourcing and Recruitment

2.3.1.

Recruitment Strategy Development

2.3.2.

Sourcing Strategies

2.3.2.1.

Internal Sourcing Methods

2.3.2.1.1.

2.3.2.1.2.

2.3.2.1.3.

Employee Referrals

2.3.2.1.4.

Internal Job Postings

2.3.2.2.

External Sourcing Methods

2.3.2.2.1.

Job Boards and Career Sites

2.3.2.2.2.

Social Media Recruiting

2.3.2.2.3.

Recruitment Agencies

2.3.2.2.4.

Executive Search Firms

2.3.2.2.5.

Campus Recruitment

2.3.2.2.6.

Job Fairs and Career Events

2.3.2.2.7.

Professional Associations

2.3.3.

Recruitment Channels

2.3.3.1.

Online Job Boards

2.3.3.2.

Company Career Websites

2.3.3.3.

Professional Networks

2.3.3.4.

Employee Referral Programs

2.3.3.5.

University and College Relations

2.3.3.6.

Recruitment Events

2.3.3.7.

Direct Sourcing

2.3.4.

Employer Branding

2.3.4.1.

Employer Value Proposition

2.3.4.2.

Brand Development and Management

2.3.4.3.

Social Media Presence

2.3.4.4.

Candidate Experience Management

2.3.4.5.

Reputation Management

2.4.

Selection and Hiring

2.4.1.

Selection Process Overview

2.4.1.1.

Selection Strategy

2.4.1.2.

Selection Criteria Development

2.4.1.3.

Multi-Stage Selection Process

2.4.2.

Application Screening Techniques

2.4.2.1.

Resume and Application Review

2.4.2.2.

Automated Screening Tools

2.4.2.3.

Initial Phone Screening

2.4.3.

Interviewing Methods

2.4.3.1.

Structured Interviews

2.4.3.2.

Unstructured Interviews

2.4.3.3.

Behavioral Interviews

2.4.3.4.

Situational Interviews

2.4.3.5.

Panel Interviews

2.4.3.6.

Group Interviews

2.4.3.7.

Video Interviews

2.4.4.

Assessment Methods

2.4.4.1.

Skills and Knowledge Tests

2.4.4.2.

Personality Assessments

2.4.4.3.

Cognitive Ability Tests

2.4.4.4.

Work Samples and Simulations

2.4.4.5.

Assessment Centers

2.4.4.6.

Psychometric Testing

2.4.5.

Background and Reference Checks

2.4.5.1.

Employment Verification

2.4.5.2.

Criminal Background Checks

2.4.5.3.

Reference Checks

2.4.5.4.

Credential Verification

2.4.5.5.

Social Media Screening

2.4.6.

Making the Hiring Decision

2.4.6.1.

Selection Criteria Application

2.4.6.2.

Decision-Making Tools and Matrices

2.4.6.3.

Consensus Building

2.4.6.4.

Legal Considerations

2.4.7.

Job Offer Process

2.4.7.1.

Offer Letter Components

2.4.7.2.

Negotiation Process

2.4.7.3.

Pre-Employment Screening

2.4.7.4.

Offer Acceptance and Rejection

2.5.

Employee Onboarding and Orientation

2.5.1.

Objectives and Benefits of Onboarding

2.5.2.

Onboarding vs. Orientation

2.5.3.

Stages of Onboarding

2.5.3.1.

Pre-Arrival Preparation

2.5.3.2.

First Day Activities

2.5.3.3.

First Week Integration

2.5.3.4.

First Month Milestones

2.5.3.5.

Ongoing Integration

2.5.4.

Designing Onboarding Programs

2.5.4.1.

Content and Structure

2.5.4.2.

Customization by Role

2.5.4.3.

Technology Integration

2.5.4.4.

Resource Development

2.5.5.

Stakeholder Roles in Onboarding

2.5.5.1.

HR Department Role

2.5.5.2.

Manager Responsibilities

2.5.5.3.

2.5.5.4.

Team Integration

2.5.6.

Socialization and Cultural Assimilation

2.5.6.1.

Organizational Culture Introduction

2.5.6.2.

Values and Norms Communication

2.5.6.3.

Social Integration Activities

2.5.7.

Measuring Onboarding Effectiveness

2.5.7.1.

Feedback Mechanisms

2.5.7.2.

Key Performance Indicators

2.5.7.3.

Continuous Improvement

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3. Compensation and Benefits Administration