FREE HRM NOTES FROM IIBF ABM EXAM 2022 SYLLABUS | FUNDAMENTALS OF HRM, ABM STUDY MATERIAL BY LEARNING SESSIONS
IMPORTANT CAIIB ABM Notes on Fundamentals of HRM from CAIIB Latest Syllabus 2022 & part of CAIIB Study Material 2022
One of IIBF’s most popular courses is CAIIB (Certified Associate of India Institute of Bankers) (INDIAN INSTITUTE OF BANKING & FINANCE). CAIIB helps bankers make better risk, balance sheet, and credit management decisions, as well as economic analysis and other areas.
In June and December of each year, the CAIIB EXAM is held.
We would give all of you human resources management notes, making it simple for you to study and comprehend HRM for CAIIB 2022. These notes will help you cover the complete syllabus of CAIIB EXAM 2022 in a short amount of time and will make the topics very clear. After giving you an introduction to HRM foundations, there is a quick synopsis of ABM IIBF learning Center that would not only benefit you but would also benefit others.
Following a brief explanation of HRM principles, there is a quick summary of ABM learning sessions, which will give you not just notes but also video lectures and answer all of your questions.
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FUNDAMENTALS OF HRM
Human resource management is a field that deals with how a company’s human capital is managed. Human resource management’s key goals are to increase an organization’s profitability, success, and longevity.
The following are the fundamentals of HRM:
- Management of recruitment
- Management of performance
Employee recruitment is an essential aspect of talent management. HR professionals market available positions and recruit top candidates after doing a job analysis and establishing a job description for a vacancy. Depending on the post, there may be many candidates to choose from. The human resources department sorts through the applicant pool using information technology to discover the most suitable candidates. Candidates of CAIIB 2022 may be required to complete various exams to measure their job-related skills, and they may also be required to do reference checks to verify particular facts. To summarise, they are finding suitable candidates for available positions.
Employee performance should be evaluated regularly so that HR personnel may determine which employees are the best fit for their positions. The critical performance management tool is the annual performance review cycle. Employees are classified into the top and low performers, as well as high and low potential, in the performance review cycle. Performance reviews aid in identifying and correcting employee performance issues ranging from project management to employee relations concerns.
A habitually poor performer who does not improve their behavior may be fired. Low-performing individuals are less likely to be managed, negatively impacting business culture and employee engagement.
Proper human resource management involves regularly offering career development opportunities for employees. Career development opportunities include mentorships, coaching, or even a book club. Many companies set aside cash for learning and development projects, and these funds are distributed depending on employee performance and potential. Human resource experts that are genuinely engaged in individual employee development as well as looking for ways to increase employee performance are an essential resource to the firm.
This is a procedure for preparing backups if crucial staff leave. For example, if a key manager leaves, having a replacement on hand would not only ensure continuity. Still, it will also save the organization a significant amount of money and the stress of that employee’s departure. The majority of succession planning is based on performance ratings. As a result, a talent pipeline is formed. This pipeline must be kept in good working order.
Another HR fundamental is compensation and benefits. Pay equity is critical for motivating employees. One of the basics of human resource management is ensuring fairness and fair remuneration. Making the most acceptable offer is a crucial part of attracting the best candidates. Budget and profit margins should be considered. HR maintains track of salaries and determines merit. HR can also perform a pay audit at any time. Compensation is divided into two categories: primary and secondary. Money is paid directly for work, which is usually a monthly wage, and sometimes performance-based pay is the most basic type of remuneration. Secondary benefits are non-monetary incentives. Additional vacation days, flexible work hours, daycare, a company car, a laptop, and other perks. The goal is to appreciate people in ways that inspire them to be better.
The human resource department makes extensive use of computer systems. Many software programs exist to make business administration duties such as employee payroll and time monitoring easier. A learning management system (LMS) is an excellent software for HR managers because it helps with numerous career development activities. The LMS is part of a much more extensive set of human resource data.
The final of the HR essentials is data and analytics. HR has come a long way in the last five years to become more data-driven. The information in the systems can make more informed and better judgments. HR metrics are a simple approach to keeping track of data. These are precise metrics that reveal how well a company is performing. This is referred to as HR reporting. This study focuses on the organization’s current and previous situation. HR can generate forecasts using analytics. Workforce demands, employee turnover intentions, the influence of the (recruitment) candidate experience on customer satisfaction, and so on are just a few examples. HR may make more data-driven decisions by actively measuring. These judgments are frequently objective, making management easier to locate.
ABM STUDY MATERIAL BY LEARNING SESSIONS
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