: HR Competencies Defined: Professional Practice                             :
: (c) Irina Ghazazyan                                                        :

: Publisher ....: Udemy                                                      :
: Link .........: http://is.gd/cdbCkB                                        :
: Level ........: all level                                                  :
: Runtime ......: 2 hours                                                    :
: Language .....: English                                                    :
: Release Type .: Retail                                                     :
: Release Format: ISO                                                        :
: Store Date ...: 2015.04.12                                                 :
: Release Date .: 2015.04.16                                                 :
: ISO Size .....: 1,222,422,528                                              :
: ISO Checksum .: 611B2F7E                                                   :
: Disk Count ...: 25 * 50MB                                                  :
: Disk Name ....: comprised_uhrcdpp                                          :

: HR Competencies Defined: Professional Practice course focuses on HR        :
:  Competencies, which are presented as statements, that define the work of  :
:  a Certified Human Resources Professional (CHRP).                          :

: The Certified Human Resources Professional (CHRP) designation is a         :
:  ?nationally recognized designation positioning those who attain it at the :
:  leading edge of the HR profession in Canada. Having a CHRP designation    :
:  provides advantages as you practice your profession and advance your      :
:  career" (Human Resources Professionals Association, HRPA).                :

: What is the value of this course?                                          :

: The Required Professional Capabilities (RPCs) form the test specifications :
:  for the national examinations CKE/NKE.                                    :

: The course focuses on defining HR competencies which are the required      :
:  competencies for the Professional Practice section of CKE (former NKE)    :
:  exam.                                                                     :

: The course enables you to maximize your time while preparing for the exam. :
:  Beside the required academic coursework, preparation for CKE/NKE takes 4  :
:  to 6 months of full-time study (6 hours/day).                             :

: The content of this course provides competitive advantage and enables you  :
:  to accelerate the achievement of your professional goals ? obtaining a    :
:  Certified Human Resource Professional (CHRP) designation.                 :

: The course is based on thorough review of HR Guide, HRwrx and other        :
:  CKE/NKE related study materials and provides the most valuable knowledge  :
:  in the most concise manner to ensure your success at the exam.            :

: How you should proceed with the course:                                    :

: 1. Do your best to remember the concepts provided throughout the course.   :
: 2. Try to recall the concepts after each video lecture.                    :
: 3. Ask yourself ? ?Is this the best I can do?" and do your best to         :
:  maximize the retention of the content.                                    :

: The CKE/NKE tests competencies, not academic principles. Therefore, even   :
:  if you were successful in an academic HR program, you should not rely on  :
:  your text books only. Those that use a variety of study resources will    :
:  have a higher degree of success.                                          :

: COURSE OUTLINE                                                             :

: Lecture - 1                                                                :

: 1. Definition of HRM                                                       :
: 2. Goals of HRM                                                            :
: 3. Philosophy of HRM                                                       :
: 4. Theories underpinning HRM                                               :

: Lecture - 2                                                                :

: 1. Human Capital Theory                                                    :
: 2. The resource-based view                                                 :
: 3. Contingency theory                                                      :
: 4. Human Capital management                                                :

: Lecture - 3                                                                :

: 1. Strategy & Strategic Planning                                           :
: 2. Strategic Planning and Operational Effectiveness                        :
: 3. Proactive versus Reactive HRM                                           :
: 4. The aims of Strategic HRM                                               :

: Lecture - 4                                                                :

: 1. The characteristics of strategy                                         :
: 2. The importance of strategic HRM                                         :
: 3. HRM best practices                                                      :
: 4. 'Best practice' and 'best fit' approach                                 :

: Lecture - 5                                                                :

: 1. Planning and Implementing HR Strategies                                 :
: 2. Strategic plan and HRP                                                  :
: 3. Aligning HRP with the strategic plan                                    :
: 4. 5 HR Core competencies                                                  :

: Lecture - 6                                                                :

: 1. HRM Programs that Link Process to Strategy                              :
: 2. Aspects of linking HR practices to strategy                             :
: 3. Strategic HRM Final Notes                                               :

: Lecture - 7                                                                :

: 1. HR strategies                                                           :
: 2. General HR strategies                                                   :
: 3. Specific HR strategies                                                  :

: Lecture - 8                                                                :

: 1. The importance of understanding strategy                                :
: 2. Criteria for an effective HR strategy                                   :
: 3. Issues in developing HR strategies                                      :
: 4. Metrics and HR accounting                                               :
: 5. The importance of metrics for HR professionals                          :

: Lecture - 9                                                                :

: 1. How do competencies, metrics and strategy link together?                :
: 2. The 5 categories of HRM metrics                                         :
: 3. Two key issues to be addressed in developing HR strategies              :
: 4. Horizontal fit - factors to consider                                    :
: 5. Vertical fit - factors to consider                                      :

: Lecture - 10                                                               :

: 1. Written HR strategy - areas to cover                                    :
: 2. Barriers to the implementation of Hr strategies                         :
: 3. Factors contributing to the gap between HR strategy and its             :
:  implementation                                                            :
: 4. Approaches to HR strategy implementation                                :

: Lecture - 11                                                               :

: 1. The Balanced Scorecard (BSC)                                            :
: 2. What is an HR (balanced) scorecard?                                     :
: 3. HR as business acumen                                                   :
: 4. PEST analysis                                                           :

: Lecture - 12                                                               :

: 1. Understanding strategy and finance are key to measuring HR's impact     :
: 2. General Finance and HR accounting                                       :
: 3. Other HR responsibilities                                               :
: 4. HRM compliance with legislation                                         :
: 5. Human Resource Management software (HRMS)                               :
: 6. LMS, ERP, CRM, SaaS                                                     :
: 7. Using technology to increase HRM value                                  :

: Lecture - 13                                                               :

: 1. Advantages & disadvantages of web-based HRMS                            :
: 2. Human capital management                                                :
: 3. The constituents of human capital                                       :
: 4. Human capital theory                                                    :
: 5. Human capital theory based approach to HRM                              :

: Lecture - 14                                                               :

: 1. Human capital measurement approaches                                    :
: 2. Critical success factors                                                :
: 3. Budgeting types                                                         :

: Lecture - 15                                                               :

: 1. The HR function                                                         :
: 2. The activities of the HR function                                       :
: 3. The organization of the HR function                                     :
: 4. Human Resource Information Systems (HRIS)                               :
: 5. Evaluating the HR function                                              :

: Lecture - 16                                                               :

: 1. Service level agreement, outsourcing, & HR shared service centres       :
: 2. Outsourcing HR activities                                               :
: 3. Reasons for outsourcing                                                 :
: 4. RFP - a vital link in outsourcing                                       :
: 5. Selecting and using consultants                                         :
: 6. HR professional's goal in negotiations                                  :

: Lecture - 17                                                               :

: 1. The roles of HR practitioners                                           :
: 2. HR practitioners as business partners                                   :
: 3. The strategic role of HR specialists                                    :

: Lecture - 18                                                               :

: 1. HR specialists as change agents                                         :
: 2. Services delivered by HR specialists                                    :
: 3. HR professionals as champions of competitiveness                        :
: 4. Professional conduct & ethics                                           :
: 5. HRPA Code of Ethics                                                     :
: 6. Conflicts in the HR contribution                                        :
: 7. HR key competency areas                                                 :

: Lecture - 19                                                               :

: Required Professional Capabilities (RPC's) Professional Practice section   :

: 1. RPC ? 3 Contributes to the development of an environment that fosters   :
:  effective working relationships                                           :
: 2. RPC -5 Keep current with emerging HR trends.                            :
: 3. RPC-8 Provide the information necessary for the organization to         :
:  effectively manage its people practices                                   :

: Lecture - 20                                                               :

: 1. RPC- 11 Gathers, analysis and reports relevant business and industry    :
:  information (including global trends) to influence the development of     :
:  strategic business HR plans.                                              :
: 2. RPC ? 14 Uses communication strategies to advance organizational        :
:  objectives.                                                               :
: 3. RPC-16 Provides the organization with timely and accurate HR            :
:  information.                                                              :

: Lecture - 21                                                               :

: 1. RPC-16 Provides the organization with timely and accurate HR            :
:  information (cont'd).                                                     :
: 2. RPC- 17 Ensures compliance with legislated and contractual requirements :
:  for information management.                                               :
: 3. RPC ? 18 Contributes to development of specifications for the           :
:  acquisition and/or development of HR information management systems and   :
:  for their implementation.                                                 :
: 4. RPC- 19 Evaluates alternatives for meeting current and future           :
:  information management needs.                                             :

: Lecture - 22                                                               :

: 1. RPC- 20 Contributes to the development of information management        :
:  systems.                                                                  :
: 2. RPC ? 21 Ensures the availability of information needed to support the  :
:  management decision-making processes.                                     :
: 3. RPC - 22 Ensures HR administrative requirements conform to              :
:  organizational policies as well as best practices, balancing              :
:  confidentiality and operational requirements.                             :
: 4. RPC- 25 Applies principles of project management to HR activities.      :

: Lecture - 23                                                               :

: 1. RPC-29 Identifies and masters legislation and jurisprudence relevant to :
:  HR functions.                                                             :
: 2. RPC-30 Advises on the status of dependent/independent contractors and   :
:  determinants of employee status.                                          :

: Lecture - 24                                                               :

: 1. RPC-31 Ensures the organization's HR policies and practices align with  :
:  human rights legislation.                                                 :
: 2. RPC- 33 Developing and maintaining trust and support of collaborators   :
:  including immediate supervisor, subordinates and internal clients.        :
: 3. RPC 35 Understands and adheres to the Canadian council of Human         :
:  Resources Association's code of ethics and applicable                     :
:  provincial/territorial HR association codes.                              :

: Lecture - 25                                                               :

: 1. RPC-37 Fosters and promotes advancement of the profession.              :
: 2. RPC ? 41 Assess requests for HR information in light of corporate       :
:  policy, freedom of information, legislation, evidentiary privileges, ad   :
:  contractual or other releases.                                            :

: "No news is good news..."                                                  :

: Some hardworking groups, and maybe you?                                    :

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