[ADMINISTRATION]

By

ACKNOWLEDGEMENT

I would take this opportunity to thank my research supervisor, family and friends for their support and guidance without which this research would not have been possible.

DECLARATION

I, [type your full first names and surname here], declare that the contents of this dissertation/thesis represent my own unaided work, and that the dissertation/thesis has not previously been submitted for academic examination towards any qualification. Furthermore, it represents my own opinions and not necessarily those of the University.

Signed __________________ Date _________________

ACKNOWLEDGEMENTIII

DECLARATIONIV

WORK PLAN 1: INTELLECTUAL FRAMEWORK FOR THE OPTIMAL USES OF HUMAN RESOURCES1

HRM as a universally agreed concept1

Optimal Framework of Human Resource3

Recruitment and Selection3

Internal recruitment4

Advantages and Disadvantages of internal recruiting5

External Recruitment6

Ways to External Recruitment6

Advantages and disadvantages of External Recruitment7

Recruitment and selection method7

Short Listing8

Tests and Interviews9

Selection10

Significance of Selection10

Training and Development10

Purpose of Training and Development11

How to Use Training and Development11

When to Use Training and Development11

Rewards13

How to Use Reward13

When to Use Reward?15

Employee Wellness16

Compensation Package19

Performance Management21

Compliance with the Legislative Framework22

PLAN 2: PROBLEM MANAGEMENT AND HUMAN RESOURCE SITE (INITIAL LABORATORY TRAINING)24

Three Aspects of Training30

The Basic Orientation and Training Process30

Traditional Training Techniques32

Free Training Alternatives33

PLAN 3: THE BASIC MODEL OF HUMAN BEHAVIOR AND THE PLANNING AND DEVELOPMENT OF HUMAN RESOURCES34

THEORY OF PLANNED BEHAVIOR36

Behavioral beliefs36

Normative beliefs37

Control beliefs37

Actual behavioral control37

Usage of the theory of planned behavior37

Advantages of the theory of planned behavior38

Critical analysis for the theory of planned behavior38

Self-efficiency or self-efficacy39

Goal commitment39

Types of goals40

Principles of goal setting40

Advantages of the goal setting theory41

Applications of the goal setting theory41

Critical analysis for the goal setting theory41

PLAN 4: THE CONCEPT AND IMPORTANCE OF HUMAN RESOURCES DEVELOPMENT & HUMAN RESOURCES DEVELOPMENT PROCESS42

HR as a Strategic Business Partner43

HUMAN RESOURCE ROLES44

Strategic HR - Principles & Theory45

To become a Strategic Partner45

Developing Employee Competence46

To Identify Strategic Functions46

EMPHASIS ON RESULTS47

KEY ROLES OF HRM TO BECOME A STRATEGIC PARTNER47

STRATEGIC FIT AND ORGANIZATIONAL COMPETITIVENESS49

STRATEGIC CHALLENGES AND OPPORTUNITIES50

Strategic Alignment50

Workplace Diversity51

Technological Change53

Talent Retention54

PLAN 5: THE ROLE OF INCENTIVES IN MANAGEMENT PERFORMANCE56

INCENTIVE PROGRAM56

EMPLOYEE RECOGNITION AND REWARD PROGRAMS57

ROLE OF INCENTIVE PLAN IN THE DEVELOPMENT OF ORGANIZATION57

INCENTIVES PROGRAM DESIGN CONSIDERATIONS58

TYPES OF REWARDS58

Monetary rewards59

Non-monetary rewards59

STEPS TO DEVELOP EMPLOYEE INCENTIVE PROGRAM60

PLAN 6: INCENTIVES AND ADMINISTRATIVE SCHOOLS OF THOUGHT62

1. Factors that led to the introduction of incentives62

Motivation62

Retention of Employees63

Employee Recognition63

Employee Engagement63

2 - The movement of scientific management64

3 - Human Relations Movement65

CHAPTER 2: TYPES OF MATERIAL INCENTIVES66

1. Payroll66

Forms of Pay66

Base Pay67

Performance Pay68

Indirect Pay69

2. Periodic Increase and Bonuses69

3. Promotions71

4. Non-Periodic Bonuses71

CHAPTER 3: MORAL AND TYPES OF INCENTIVES73

1. Self-Esteem73

Components of self-esteem73

2. Participation in Decision Making74

Organization and Co-workers74

4. Sense of Stability75

Assumptions of employee stability theory76

REFERENCES77

CHAPTER 1 INTRODUCTION

WORK PLAN 1: Intellectual framework for the optimal uses of human resources

The world of business is changing with an enormous speed at an extraordinary rate (Swanson & Holton, 2001). This is the reason that companies and individuals are striving for the best not only in terms of operations but also in terms of human capital (Swanson & Holton, 2001). The main focus of human resource management in an organization is to develop a superior and talented workforce. In this way, organization and individuals both are able to accomplish their objectives and goals. The adaption of human resource management practices provides motivation and ...