Globalisation and International Business is a lecture which is covered during International Business Module for bachelor/master level students. LECTURE OVERVIEW Globalization has become a major socioeconomic force and topic of debate in the twenty-first century. Chapter One examines the forces that are driving this phenomenon, as well as the often-passionate criticisms of the process. It reviews the objectives that firms pursue when they engage in international business activities and describes the various modes of entry that may be used. It also notes the terminology that has come into existence as new types of organizations have evolved. The chapter concludes with a discussion of the ways in which international business differs from domestic business. Lecture Learning Objectives: • Define globalization and international business and show how they affect each other • Grasp why companies engage in international business and why international business growth has accelerated • Discuss globalization’s future and the major criticisms of it • Illustrate the different ways in which a company can accomplish its global objectives • Recognize the need to apply social science disciplines to understanding the differences between international and domestic business In this file you will find: 1 Globalization and International Business Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 100 different questions and full answer to them with the descriptions and explanations 3 Interesting Exercises 8 Interesting Discussion Questions and answers to them 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge 1 folder with useful pictures Once you will purchase this resource please leave a comment!

Managing Human Resources in Small and Entrepreneurial Firms – Human Resource is a lecture which is covered during Human Resource Management Module. The main purpose of this lecture is to help you apply what you know about human resource management to running a small business. The main topics we’ll address include the small business challenge; using Internet and government tools to support the HR effort; leveraging small size with familiarity, flexibility, fairness, and informality; using professional employer organizations; and managing HR systems, procedures, and paperwork. Interesting Issues: City Garage is an expanding auto servicing company in Texas. One way they distinguish themselves is with a strategy based on letting customers interact directly with City Garage’s mechanics in what it calls its “open service area” – as they say, “We are all about customers.” But fast growth and hiring sociable employees require effective hiring. We’ll see what they did. Learning Objectives: Explain why HRM is important to small businesses and how small business HRM is different from that in large businesses. Give four examples of how entrepreneurs can use Internet and government tools to support the HR effort. List five ways entrepreneurs can use their small size to improve their HR processes. Discuss how you would choose and deal with a professional employee organization. Describe how you would create a start-up human resource system for a new small business. In this file you will find: 1 Managing Human Resources in Small and Entrepreneurial Firms Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Managing Global Human Resources – Human Resource is a lecture which is covered during Human Resource Management Module. The purpose of this lecture is to improve your effectiveness at applying your human resource knowledge and skills when global challenges are involved. The topics we’ll discuss include the manager’s global challenge, adapting human resources activities to intercountry differences, staffing the global organization, training and maintaining employees abroad, employee engagement globally, and managing HR locally: how to implement a global HR system. Interesting Issues: A few years ago the Japanese industrial giant Hitachi embarked on a strategy to streamline its business into six market-based but integrated groups around the world, and to meld these into what is called “One Hitachi.” Its HR group needed a new human resource strategy to support this. We’ll see what they did. Learning Objects: List the HR challenges of international business. Illustrate with examples how intercountry differences affect HRM. List and briefly describe the main methods for staffing global organizations. Discuss some important issues to keep in mind in training, appraising, and compensating international employees. Discuss similarities and differences in employee engagement around the globe. Explain with examples how to implement a global human resource management program. In this file you will find: 1 Managing Global Human Resources Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Safety, Health, and Risk Management – Human Resource is a lecture which is covered during Human Resource Management Module. The main purpose of this lecture is to provide you with knowledge managers need to reduce workplace safety and health problems. The main topics we discuss are safety and the manager; manager’s briefing on occupational safety law; what causes accidents; how to prevent accidents; employee engagement-based safety programs; workplace health hazards – problems and remedies; and occupational security and risk management. Interesting Issues: When it comes to safety strategy, the explosion and fire on British Petroleum’s (BP’s) Deepwater Horizon rig in the Gulf of Mexico back in 2010 still stands out for what can go wrong. The blast took the lives of 11 workers. Reports from the scene said a malfunctioning blowout preventer failed to activate, causing the disaster. Past critics of BP’s safety practices weren’t so sure. Learning Objectives: Explain the supervisor’s role in safety. Explain the basic facts about safety law and OSHA. Answer the question, “What causes accidents?” List and explain five ways to prevent accidents at work. Describe how one company uses employee engagement to improve workplace safety. List five workplace health hazards and how to deal with them. Discuss the prerequisites for a security plan and how to set up a basic security program. In this file you will find: 1 Safety, Health, and Risk Management Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Labor Relations and Collective Bargaining – Human Resource is a lecture which is covered during Human Resource Management Module. The main purpose of this lecture is to help you deal effectively with unions and grievances. After briefly discussing the history of the American labor movement, we describe the basic law, including unfair labor practices. We explain labor negotiations, including the union actions you can expect during the union campaign and election. And we explain what you can expect during the actual bargaining sessions, and how to handle grievances. Interesting Issues: Some people call Costco “The Anti-Walmart,” because Costco treats its workers and unions so well. Whereas Walmart is known for difficult labor relations (it said, for instance, it was eliminating health insurance for future employees working under 24 hours per week), Costco actually keeps profits up in part with positive labor relations policies. We’ll see how they do it. Learning Objectives: Give a brief history of the American labor movement. Discuss the main features of at least three major pieces of labor legislation. Present examples of what to expect during the union drive and election. Illustrate with examples of bargaining that is not in good faith. Develop a grievance procedure. Describe a strategy for cooperative labor relations. In this file you will find: 1 Labor Relations and Collective Bargaining Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Benefits and Services – Human Resource is a lecture which is covered during Human Resource Management Module. The main purpose of this lecture is to explain the third major pay component: employee benefits. The main topics we discuss are pay for time not worked benefits, insurance benefits, retirement benefits, and using benefits to improve engagement and performance. This chapter will complete our discussion on employee compensation. **Interesting Issues: ** About 25 years ago, Gary Erickson was biking through California and got an idea that changed his life—to create tastier and healthier bars than those then available. That was the beginning of Clif Bar, a company Erickson started as a small bakery and then grew into one with hundreds of employees selling healthy foods and drinks. He wanted an employee benefits plan for his employees that highlighted Clif Bar’s healthy/sustainable focus; we’ll see what he did. Learning Objectives: Name and define each of the main pay for time not worked benefits. Describe each of the main insurance benefits. Discuss the main retirement benefits. Outline the main employees’ services benefits. Explain the main flexible benefit programs. Explain how to use benefits to improve engagement, productivity, and performance. In this file you will find: 1 Benefits and Services Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Building Positive Employee Relations – Human Resource is a lecture which is covered during Human Resource Management Module. The main purpose of this lecture is to explain the building blocks of positive employee relations. Our topics include what is employee relations, managing employee relations, using human resources management tools to promote ethics and fair treatment, managing employee discipline, and developing employee engagement and great places to work for. **Interesting Issues: ** After a worker uprising over pay and work rules at Apple Inc.’s Foxconn IPhone assembly plant in Shenzhen, China, Apple asked the plant’s owner to have the Fair Labor Association (FLA) survey the plant’s workers. The FLA found “tons of issues.” We’ll see what they found and what Foxconn’s management did to improve the situation. Learning Objectives: Define employee relations. Discuss at least four methods for managing employee relations. Explain what is meant by ethical behavior. Explain what is meant by fair disciplinary practices. Answer the question: “How do companies become “Best Companies to Work For?" In this file you will find: 1 Building Positive Employee Relations Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Pay for Performance and Financial Incentives – Human Resource is a lecture which is covered during Human Resource Management Module. The main purpose of this lecture is to explain how managers use incentives to motivate employees. The main topics we’ll discuss are money’s role in motivation, individual employee incentive and recognition programs, incentives for salespeople, incentives for managers and executives, team and organization-wide incentive plans and incentives, and employee engagement. **Interesting Issues: ** The owners of a 21-store fast-food franchise in the Midwest knew that their stores’ performance and profits depended on their employees’ performance. They hoped a new employee incentive program could boost their employees’ and their stores’ performance. We will see that they did. Learning Objectives: Explain how you would apply four motivation theories in formulating an incentive plan. Discuss the main incentives for individual employees. Discuss the pros and cons of commissions versus straight pay for salespeople. Describe the main incentives for managers and executives. Name and describe the most popular organization-wide incentive plans. Explain how to use incentives to improve employee engagement. In this file you will find: 1 Pay for Performance and Financial Incentives Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge **Once you will purchase this resource please leave a comment!

Establishing Strategic Pay Plans – Human Resource is a lecture which is covered during Human Resource Management Module. The main purpose of this lecture is to show you how to establish a pay plan. The main topics we cover are basic factors in determining pay rates; job evaluation methods; how to create a market competitive pay plan; pricing managerial and professional jobs; and contemporary topics in compensation. **Interesting Issues: ** In the grocery business, when Walmart opens a store, the other stores’ usual reaction is to cut costs, particularly wages and benefits. So as Wegmans Food Markets, Inc., adds more stores and increasingly competes with Walmart, its management needs to decide this: Should we cut pay to better compete based on cost, or pursue a different compensation policy? We’ll see how Wegmans boosted profits by raising pay. Learning Objectives: List the basic factors determining pay rates. Define and give an example of how to conduct a job evaluation. Explain in detail how to establish a market-competitive pay plan. Explain how to price managerial and professional jobs. Explain the difference between competency-based and traditional pay plans. Describe the importance of total rewards for improving employee engagement. In this file you will find: 1 Establishing Strategic Pay Plans Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Managing Careers and Retention – Human Resource is a lecture which is covered during Human Resource Management Module. The main purpose of this Lecture is to explain how to support your employees’ career development needs and improve employee retention. The main topics we’ll address are career management, improving employee engagement through career development, managing employee turnover and retention, employee life-cycle management, and managing dismissals. **Interesting Issues: ** Cognizant Corporation creates products for things like managing huge volumes of images and other content in computer systems. Creating such products requires creative and engaged employees. Cognizant therefore takes talent development very seriously, and its managers consciously consider the talent development implications of each of their strategic decisions. We will see how they do this. Learning Objectives: Discuss what employers and supervisors can do to support employees’ career development needs. Explain why career development can improve employee engagement. Describe a comprehensive approach to retaining employees. List and briefly explain the main decisions employers should address in reaching promotion and other employee life-cycle career decisions. Explain each of the main grounds for dismissal. In this file you will find: 1 Managing Careers and Retention Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Performance Management and Appraisal - HR is a lecture which is covered during Human Resource Management Module. The purpose of this Lecture is to show you how to appraise employee’s performance. The main topics we cover include the basics of performance appraisal, tools for appraising performance, dealing with rater error appraisal problems, the appraisal interview, employee engagement guide for managers, and performance management. **Interesting Issues: ** TRW supplies automotive steering, braking, and safety and electronic equipment to customers worldwide. Several years ago, TRW was deeply in debt. With over 100,000 employees on five continents, TRW management knew it had to base its new strategy on improving competitiveness and performance. At the time, most of the firm’s far-flung departments used their own paper-based performance appraisal systems. Top management decided it needed a new company-wide performance management system to help bring what TRW’s employees were doing into synch with the firm’s new strategic goals. We will see what they did. Learning Objectives: Describe the performance appraisal process. Define the pros and cons of at least eight performance appraisal methods. Give examples of potential appraisal problems and how to deal with them. List steps to take in the appraisal interview. Explain key points in how to use the appraisal interview to boost employee engagement. Explain how you would take a performance management approach to appraisal. In this file you will find: 1 Performance Management and Appraisal Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge **Once you will purchase this resource please leave a comment!

Interviewing Candidates - HR is a lecture which is covered during Human Resource Management Module. The main topics we’ll cover in this lecture include types of interviews, things that undermine interviewing, things that undermine interviewing’s usefulness, designing and conducting effective selection interviews, using a total selection process to improve employee engagement, and making the offer. **Interesting Issues: ** When it comes to hiring, Urban Outfitters knows just what it’s looking for. The lifestyle retailer, with over 200 stores in the United States, Canada, and Europe, built its strategy around fostering a culture of creativity and individuality within its stores. That means that maintaining its unique store environment requires employees that match its core values of community, pride, creativity, and respect. The question is, how do you find and attract such applicants, while controlling hiring costs in the competitive retail industry? Learning Objectives: List and give examples of the main types of selection interviews. List and explain the main errors that can undermine an interview’s usefulness. Define a structured situational interview and explain how to design and conduct effective selection interviews. Discuss how to use employee selection methods to improve employee engagement. List the main points to know about developing and extending the actual job offer. In this file you will find: 1 Interviewing Candidates Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Training and Developing Employees - HR is a lecture which is covered during Human Resource Management Module. The purpose of this lecture is to increase your effectiveness in training employees. The main topics we will cover include orientating employees, designing onboarding to improve employee engagement, the training process, analyzing training needs, implementing training and development programs, and evaluating the training efforts. **Interesting Issues: ** For about 6 years after buying May Department Stores Co., Macy’s Inc. emphasized consolidation. First it focused on integrating the regional department stores under one Macy’s umbrella. Then the recession hit and Macy’s turned to cutting costs. Meanwhile, Macy’s customer service suffered. Many sales associates failed to provide the service level that customers wanted. With deteriorating service cutting into its sales and profits, the question was, what should Macy’s do about it now? We will see what it did. Learning Objectives: Summarize the purpose and process of employee orientation. Give an example of how to design on boarding to improve employee engagement. List and briefly explain each of the steps in the training process. Explain how to use five training techniques. List and briefly discuss four management development methods. List and briefly discuss the importance of the steps in leading organizational change. Explain why a controlled study may be superior for evaluating the training program’s effect. In this file you will find: 1 Training and Developing Employees Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Employee Testing and Selection is a lecture which is covered during Human Resource Management Module. The purpose of this Lecture is to explain how to use various tools to select the best candidate for the job. The main topics we’ll cover include the selection process, basic testing techniques, backgound and reference checks, ethical and legal questions in testing, types of tests, and work samples and simulations. Interesting Issues: Google job candidates used to have a dozen or more grueling interviews. But, with Google hiring thousands of people annually, this selection process proved too slow. Now Google uses just four to five interviews, but lets all its employees express opinions on each candidate by email, using what it calls “crowdsourcing.” The changes speed up hiring and bring Google’s hiring policies more in line with its fast-growth strategy. Learning Objectives: Answer the question: Why is it important to test and select employees? Explain what is meant by reliability and validity. List and briefly describe the basic categories of selection tests, with examples. Explain how to use two work simulations for selection. Describe four ways to improve an employer’s background checking process. In this file you will find: 1 Employee Testing and Selection Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Personnel Planning and Recruiting is a lecture which is covered during Human Resource Module. The purpose of this Lesson is to improve your effectiveness in recruiting candidates. The topics we discuss include personnel planning, forecasting, recruiting job candidates, and developing and using application forms. **Interesting Issues: ** Like most luxury hotel businesses, Four Seasons builds its strategy around offering superior customer service, and doing that requires staffing its hotels with highly motivated and high-morale employees. Therefore, in thinking through how to recruit employees, Four Seasons managers sought a way to use recruitment to encourage the employee motivation and morale that would lead to improved customer service. We will see what they did. Learning Objectives: Explain the main techniques used in employment planning and forecasting. Explain and give examples for the need for effective recruiting. Name and describe the main internal sources of candidates. Discuss a workforce planning method you would use to improve employee engagement. List and discuss the main outside sources of candidates. Explain how to recruit a more diverse workforce. Discuss practical guidelines for obtaining application information. In this file you will find: 1 Personnel Planning and Recruiting Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Job Analysis and the Talent Management Process is a lecture which is covered during Business Communication Module. The main purpose of this lecture is to show you how to analyze jobs and write job descriptions. We discuss several techniques for analyzing jobs, and explain how to write job descriptions and job specifications. The main topics we address include the talent management process, the basics of job analysis, methods of collecting job analysis information, writing job descriptions, writing job specifications, employee engagement and job analysis, and using models and profiles in talent management. **Interesting Issues: ** When Daimler opened its Mercedes-Benz assembly plant in Alabama, its managers had a dilemma. Their strategy was to create a high-performance plant, one Daimler could then extend to its other plants in America, South Africa, Brazil, and Germany. The dilemma was that plant managers could not hire, train, or pay their employees unless they knew what each employee was expected to do. But in this plant, self-managing teams would assemble the vehicles, so team-members’ jobs might change every day. How do you hire-people when their job duties are always changing? We’ll see what they did. Learning Objectives: Define talent management and explain why it is important. Discuss the process of job analysis, including why it is important. Explain how to use at least three methods of collecting job analysis information, including interviews, questionnaires, and observation. Explain how you would write a job description. Explain how to write a job specification. List some human traits and behaviors you would want an employee to bring to a job if employee engagement is important to doing the job well. Explain competency-based job analysis, including what it means and how it’s done in practice. In this file you will find: 1 Job Analysis and the Talent Management Process Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 Interesting Exercise 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge Once you will purchase this resource please leave a comment!

Human Resource Management Strategy and Analysis is a lecture which is covered during Human Resource Management Module. The main purpose of this lecture is to explain how managers formulate human resource strategies for their companies. We’ll address the strategic management process, types of strategies, strategic human resources management, HR metrics and benchmarking, high-performance work systems, and employee engagement. **Interesting Issues: ** When the Ritz-Carlton Company took over managing the Portman Hotel in Shanghai, China, the hotel already had a good reputation among business travelers. However, many luxury hotels were opening there. To stay competitive, the Portman’s new managers decided to reposition the hotel with a new strategy, one that emphasized outstanding customer service. But they knew that improving the service would require new employee behaviors, and therefore new selection, training, and pay policies and practices. We will see what they did. Learning Objectives: Explain with examples each of the seven steps in the strategic management process. List with examples the main types of strategies. Define strategic human resource management and give an example of strategic human resource management in practice. Give at least five examples of HR metrics. Give five examples of what employers can do to have high-performance systems. Describe how you would execute a program to improve employee engagement. In this file you will find: 1 Human Resource Management Strategy and Analysis Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 4 Case Studies with all answers to them 11 Interesting Discussion Questions and answers to them 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge **Once you will purchase this resource please leave a comment!

Equal Opportunity and the Law is a lecture which is covered during Human Resource Management Module. The purpose of this lecture is to provide you with the knowledge to deal effectively with equal employment questions on the job. The main topics we cover are equal opportunity laws enacted from 1964 to 1991, the laws enacted from 1991 to the present, defenses against discrimination allegations, illustrative discriminatory employment practices, the EEOC enforcement process, and diversity management. **Interesting Issues: ** A university recently fired its career services director after years of good evaluations. This happened about a year after his new boss gave him his first poor evaluation while peppering him with questions like “When are you going to retire?” The dismissed employee soon sued for age discrimination. We will see how to avoid such problems. Learning Objectives: Explain the importance of and list the basic features of Title VII of the 1964 Civil Rights Act and at least five other equal employment laws. Describe post-1990 employment laws including the Americans with Disabilities Act and how to avoid accusations of sexual harassment at work. Illustrate two defenses you can use in the event of discriminatory practice allegations, and cite specific discriminatory personnel management practices in recruitment, selection, promotion, transfer, layoffs, and benefits. List the steps in the EEOC enforcement process. Discuss why diversity management is important and how to install a diversity management program. In this file you will find: 1 Equal Opportunity and the Law Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 110 different questions with full answer description and explanation 3 Case Studies with all answers to them 10 Interesting Discussion Questions and answers to them 1 additional reading file about the lecture topic in order to enhance Lecturer/Teacher/Student knowledge **Once you will purchase this resource please leave a comment!

Introduction to Human Resource Management is a lecture which is covered during Human Resource Management module/course. The purpose of this Lecture explains what Human Resource Management is, and why it’s important to all managers. We’ll see that human resource management activities such as hiring, training, appraising, compensation, and developing employees are part of every manager’s job. We’ll see that human resource management is also a separate function. The main topics we’ll cover will include what is human resource management, the trends shaping human resource management, human resource management today, the new human resource manager. Learning Objectives: Explain what human resource management is and how it relates to the management process. Briefly discuss and illustrate each of the important trends influencing human resource management. List and briefly describe “distributed HR” and other important aspects of human management today. List at least four important human resource manager competencies. In this file you will find: 1 Introduction to Human Resource Management Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 File for Lecturer/Teacher/Student addition Reading about Introduction to Human Resource Management in order to enlarge personal knowledge 1 Test Bank with 110 different questions with full answer description and explanation 1 File with Exercises and all answers to them 2 Case Studies with all answers to them Once you will purchase this resource please leave a comment!

Building Careers and Writing Résumés is a lecture which is covered during Business Communication Module. This Lecture offers a variety of creative tips on finding opportunities in today’s job market, followed by comprehensive advice for crafting an effective résumé for specific job openings. Learning Objectives: List eight key steps to finding the ideal opportunity in today’s job market. Explain the process of planning your résumé, including how to choose the best résumé organization. Describe the tasks involved in writing your résumé, and list the sections to consider including in your résumé. Characterize the completing step for résumés, including the six most common formats in which you can produce a résumé. Identify nine tips for creating a successful LinkedIn profile. In this file you will find: 1 Building Careers and Writing Résumés Lecture Power Point Presentation 1 Guide file how to conduct Lecture 1 Test Bank with 100 different questions with full answer description and explanation 1 Folder with relevant pictures Once you will purchase this resource please leave a comment!