Human Capital Management in CCJK Community
Human Capital Management in CCJK
Human Capital Management in CCJK Community is the initiative HR knowledge-based Program, which focused on the professional human capital management and human strategic management issues.
The following links take you to pages which list all HR topics, by which you can get a full understanding of how HR function role is well running in the CCJK Community. If you have any inquires concerning these topics, please follow your comments or send your articles by to email@example.com; or firstname.lastname@example.org.
1. HR Function Role
This is to discuss HR’s role in building organisational capability, HR leadership, improving the HR function, HR transformation, managing the HR department, HR audits and benchmarking, HR planning, shared services and HR outsourcing, HR competencies, HR managers, HR directors, HR brand and HR consultants, topics includes:
1a. Absence management
1b. Business partnering
1c. Employment law
1d. Flexible working
1e. HR audits and benchmarking
1f. HR policies
1g. HR records
1h. Learning and development
1i. Reward management
1j. Strategic HR
1k. Talent management
2. Recruitment and Staffing
Recruitment and Staffing is the process of attracting the right person, in the right place, at the right time and it is critical to ccjk’s performance. You’ll find here information on the recruitment process, recruitment law, policy and
methods, online recruitment, costs of recruitment, recruitment advertising, recruitment agencies, consultants and executive search, graduate recruitment, competency-based recruitment, application forms, Resume, and internal recruitment.
2a. Pre-recruitment Checks
2b. Defining the role
◦ 2b1 Job analysis
◦ 2b2 Job description
◦ 2b3 Job Profile
◦ 2b4 Personspecification
2c. Attracting applications
◦ 2c1 Internal career progression
◦ 2c2 Employee referral Schemes
◦ 2c3 External Recruitment
◦ 2c4 HR outsourcing services
2d.Managing the application and selection process
◦ 2d1 Application forms download
◦ 2d2 CVS
◦ 2d3 How do we deal with applications
◦ 2d4 The Candidate experience assessment
◦ 2d5 How do we selecting candidates
2e. Making the appointment.
◦ 2e1 Pre-employment Checks
◦ 2e2 References
◦ 2e3 Medical Examinations
◦ 2e4 Official Job offer Letters
◦ 2e5 Contracts of employment
◦ 2e6 Joining the CCJK Community Ceremony
◦ 2e71Personal Data Protection
◦ 2e72 Retention of HR records
3. Learning and Development
CCJK Community is dedicating to building an knowledge-based learning organization, You’ll find here information on how the human resource and employee development works in CCJK, these programs and initiatives includes workplace learning, the learning and development function, the learning culture, learning styles,
action learning and apprenticeships.
3a. Management and Leadership
3b. Coaching and Mentoring in CCJK Community
3c. Training Strategy in CCJK Community
◦ 3c1. Training needs
◦ 3c2. Training budgets
◦ 3c3. Training design and delivery
◦ 3c4. Training certificate in CCJK Community
◦ 3c5. Training evaluation and feedback
◦ 3c6. E-learning Course in CCJK Community
4. Reward Management
This program is to make clear the aims of various reward elements, integrate all these elements coherently and let the all CCJKers full understand what we can expect to receive and why. You’ll find here information on reward strategy and remuneration in CCJK Community, Pay Structures, Pay Policy and Practices, Salary and Payroll
A reward strategy needs to make clear the aims of the various reward elements, integrate them coherently and tell employees what they can expect to receive and why. You’ll find here information on reward strategy and remuneration, pay structures, pay policy and practices, salary and payroll administration, total reward,
minimum wage, executive pay and team reward.
4a. Reward Strategy and Remuneration in CCJK Community
4b. Pay Policy and Practices
4c. Market pricing and job evaluation
4d. Pay Structures
4e.Bonuses and incentives
4g. Equal pay
4i.Performance related pay
4j. Salary Surveys and Adjustment in CCJK Community
4k. Rewards Committee in CCJK Community
5. Performance Management
Performance management in CCJK Community is about dedicating to create a performance-based culture that encourages the continuous improvement of business processes and of CCJKer’ skills, behavior and contributions. You’ll find here information on managing performance, performance measurement, poor performance, performance indicators, objective setting, SMART objectives,
performance improvement, performance reviews, performance appraisal, feedback, self appraisal, team
appraisal and appraisal training.
Performance management has a significant role to play in enhancing ccjk’s performance, by ensuring that all CCJKers understand their expected contribution to ccjk’s business objectives and are equipped with the skills and support to achieve this. The process drives engagement by ensuring effective communication throughout the CCJK Community and the linking of objectives, as well as enhancing the individual CCJKer/ manager relationship by encouraging line managers to build positive relationships with individuals based on trust and empowerment.
Central to the successful introduction and application of performance management is clarity over what is meant by performance and an understanding of where the ccjk needs to be in its performance culture – including a focus on how individual CCJKer can play their part, and benefit, in the process. Line managers play a key role in the implementation of performance management; hence its success will depend largely on their ability to learn this program effectively.
Before getting to know the performance-based culture in CCJK Community, it is crucial to get a full understanding of pre-performance engagement in Performance Management Learning for line managers.
These are practical tools which include:
5a. Performance Management Learning for line managers
◦5a1. Using HR metrics for maximum impact
◦5a2. Engagement for sustainable organization performance
◦5a3. Achieving alignment, shared purpose and agility
◦5a4. Building capability and talent to meet short-and long-term priorities
5b. Performance Management Overview in CCJK Community
◦ 5b1. What’s Performance management in CCJK
◦ 5b2. Performance appraisal
◦ 5 b3. 360 degree feedback
◦ 5b4. Performance Learning and Development also see (5a.Performance Management learning for line managers)
◦ 5b5.Objectives and performance standards
◦ 5b6. How do we measure the performance?
5b7. Performance-related pay
◦ 5b71. A guide to the pay review process
◦ 5b8. Competencies Module in CCJK Community also sees (3c1.Training needs)
6. Talent Management
Talent management is an essential management practice in CCJK Community; you’ll find here information on career management and development, career planning, human resource planning, promotion and secondment, succession planning, talent audits, talent for competitive, advantage, talent pools and war for talent.
6a. Talent Management Strategy
HR specialists in CCJK have an important role to play in providing support and guidance in the design and development of approaches to talent management that will fit the needs of the CCJK. They need to have a proper understanding of the key challenges facing the CCJK in attracting, recruiting, developing and retaining highly-talented people to meet immediate and future strategic objectives and business needs.
Participants in formal talent programmes or pools, are the highest-performing employees across the business, tend to be keen to continue to meet and network beyond the program. In CCJK Community, the HR should develop ways to manage this and to get the most out of groups that have participated in talent programmes.
Whatever the economic backdrop, it is likely that organisations will continue to prioritize recruiting and identifying, developing and managing those talented and high-potential employees who are key drivers of continuing business success.
6a1. Guide for Talent management——–Alignment to CCJK’s strategy
6a2. Integrating talent management and diversity
6a3. Involving the right people : participants, managers and HR function
6a4. Focusing on the talent management loop
6a41. Attract Talent
6a42. Developing talent
6a43. Managing talent
6a44. Tracking and evaluating talent management
6a45 Talent management in a difficult economic climate
6b. Succession Planning in CCJK Community
6c. Retention and turnover
6d.Human Capital Management processes
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