Human Resource Planning and Development

Valuing workforce diversity entails managing in a way designed to fully realise the potential benefit that differences can bring It means being aware of behaviour, leveraging strengths, acknowledging biases/prejudices, avoiding assumptions, and focusing on job performance and conduct.

Understanding the various types of organisational culture is important. By identifying and understanding the different types of organisational culture, leaders can effectively manage their teams and promote a positive work environment.

Management development is a long-term educational process utilising a systematic and organised procedure by which managerial personnel get conceptual and theoretical knowledge. It refers not to technical knowledge and educational concepts, but rather to technical knowledge and operational skills. It involves a broader education approach aimed at fostering long-term development.

Employee empowerment refers to the enlargement of an employee’s job responsibility by giving him the authority of decision-making about his job without the approval of his immediate supervisor. It is the degree of authority and responsibility given to an employee.

Career planning is an important process that seeks to guide individuals in making informed decisions about their professional pathways. By establishing clear objectives of career planning, individuals can effectively navigate the ever-evolving job market and achieve success in their lives.

HR metrics refer to a system of data that is used to measure HR and its relationship and impacts on the company. HR metrics can focus on a variety of different specifics and can be used to help uncover areas that the HR department or other departments are excelling at or those areas that they need improvement in.