ICHRM

(Institute of Chartered Human Resource Management) ICHRM



Table of Contents

Introduction3

Literature Review4

Institute of Chartered Human resources planning, recruitment, and selection4

Compensation and benefits5

Safety and Health5

Employee and labour relations6

Primary function7

ICHRM role can be optimized7

The main issues8

Current and/or future applications8

Potential impact to future9

Critical Analysis10

Personnel Recruitment Program11

Concept of Recruitment12

The selection and decision process13

The Process of Empowerment of Human Resources14

Assessment of Merit14

Performance Evaluation15

Performance Assessment has the following characteristics15

Employee Benefit Plan16

Safety and Health17

Discretionary benefits17

Medical Insurance17

Dental Insurance18

Term life insurance group18

The short-term disability insurance18

The long-term disability insurance18

Conclusion19

References21

Institute of Chartered Human Resource Management

Introduction

The primary function of Institute of Chartered Human Resource Management (ICHRM) is to increase the effectiveness and contribution of employees in the attainment of organizational goals and objectives. This basis starting from the planning and selection, training and incentives, and evaluation and all things related to the human element (Keating, 2004, 28). This is achieved, by introducing policies and processes that ensure that people are valued and rewarded for what they do, and achieve, and the levels of capability they reach.

The concept that all people should have equal opportunities to access the market to work, and should not be discriminated against on grounds of sex, race, age or religious beliefs. Many countries have enacted laws that punish the denying a job to a person for any of the foregoing reasons. Some organizations go even further and advocate a policy of positive discrimination such as that deduced to promote employment of ethnic minorities.

In recent years there have been increased efforts to reduce workplace discrimination because of age, certain physical disabilities or sexual orientation itself. The term affirmative action refers to those positive actions to reduce or ideally eliminate discriminatory practices against historically excluded sectors such as women or ethnic groups, sexual preference or race. It then aims to increase the representation of these, through a preferential treatment for themselves and selection mechanisms designed expressly and positively to these purposes.

Thus, there is a bias selection based precisely that motivate the characters, or rather that traditionally have led to the discrimination. That is, using instruments of reverse discrimination which is intended to operate as a compensation mechanism for these groups. Examples are scholarships with quotas for certain social groups, laws that favour the woman in cases of gender violence, admission policies of schools and colleges to promote diversity, subsidies or tax breaks to disadvantaged sectors, among other measures (Lado, 2008, 699).

Literature Review

Institute of Chartered Human resources planning, recruitment, and selection

Recruitment is the set of techniques and procedures aimed at attracting qualified candidates potentially able to occupy positions within the organization. Recruiter vacancies are identified by human resource planning or at the request of management. The process begins when you started the search, that is, when the procedure initiates when attempting to explain workers or the general public the existence of a vacancy in the company, according to environmental variables and company policies. To recruit people within the organization, there are certain factors to be considered as the influence of these can be somewhat restrict recruitment; these may be caused ...