 | This article relies largely or entirely on a single source .(October 2020) |
Workforce planning is the process of understanding what type and size of workforce are necessary to achieve the objectives of an organization such as a corporation. [1]
| | This article relies largely or entirely on a single source .(October 2020) |
Workforce planning is the process of understanding what type and size of workforce are necessary to achieve the objectives of an organization such as a corporation. [1]
Human resources is the set of the people who make up the workforce of an organization, business sector, industry, or economy. A narrower concept is human capital, the knowledge which the individuals embody. Similar terms include manpower, labour, personnel, associates or simply people.
Relocation services, employee relocation or workforce mobility include a range of internal business processes to transfer employees, their families, and/or entire departments of a business to a new location. Like other types of employee benefits, these processes are usually administered by human resources specialists within a corporation.
Human Resource Management is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives. Human resource management is primarily concerned with the management of people within organizations, focusing on policies and systems. HR departments are responsible for overseeing employee-benefits design, employee recruitment, training and development, performance appraisal, and reward management, such as managing pay and benefit systems. HR also concerns itself with organizational change and industrial relations, or the balancing of organizational practices with requirements arising from collective bargaining and governmental laws.
Employment and Social Development Canada is a department of the Government of Canada responsible for social programs and the labour market at the federal level.
Health human resources (HHR) – also known as human resources for health (HRH) or health workforce – is defined as "all people engaged in actions whose primary intent is to enhance health", according to the World Health Organization's World Health Report 2006. Human resources for health are identified as one of the core building blocks of a health system. They include physicians, nursing professionals, pharmacists, midwives, dentists, allied health professions, community health workers, social health workers and other health care providers, as well as health management and support personnel – those who may not deliver services directly but are essential to effective health system functioning, including health services managers, medical records and health information technicians, health economists, health supply chain managers, medical secretaries and others.
Allied health professions are health care professions distinct from dentistry, nursing, medicine, and pharmacy. They provide a range of diagnostic, technical, therapeutic, and support services in connection with health care.
Workforce management (WFM) is an institutional process that maximizes performance levels and competency for an organization. The process includes all the activities needed to maintain a productive workforce, such as field service management, human resource management, performance and training management, data collection, recruiting, budgeting, forecasting, scheduling and analytics.
Contingent work, casual work, or contract work, is an employment relationship with limited job security, payment on a piece work basis, typically part-time that is considered non-permanent. Although there is less job security, freelancers often report incomes higher than their former traditional jobs.
People Capability Maturity Model is a maturity framework that focuses on continuously improving the management and development of the human assets of an organization. It describes an evolutionary improvement path from ad hoc, inconsistently performed practices, to a mature, disciplined, and continuously improving development of the knowledge, skills, and motivation of the workforce that enhances strategic business performance.
A chief human resources officer (CHRO) or chief people officer (CPO) is a corporate officer who oversees all aspects of human resource management and industrial relations policies, practices and operations for an organization. Similar job titles include: chief people officer, chief personnel officer, executive vice president of human resources and senior vice president of human resources. Roles and responsibilities of a typical CHRO can be categorized as follows: workforce strategist, organizational and performance conductor, HR service delivery owner, compliance and governance regulator, and coach and adviser to the senior leadership team and the board of directors. CHROs may also be involved in board member selection and orientation, executive compensation, and succession planning. In addition, functions such as communications, facilities, public relations and related areas may fall within the scope of the CHRO role. Increasingly, CHROs report directly to chief executive officers and are members of the most senior-level committees of a company.
Talent management (TM) refers to the anticipation of required human capital for an organization and the planning to meet those needs. The field has been growing in significance and gaining interest among practitioners as well as in the scholarly debate over the past 10 years, particularly after McKinsey's 1997 research and the 2001 book on The War for Talent. Talent management in this context does not refer to the management of entertainers.
Canada's Health Care Providers, 2007 is a reference on the country's health care workforce. It looks at how the health provider landscape has evolved, examines the complexities of health human resources planning and management in the current environment and provides the latest information on supply trends for various health professions.
Staff management is the management of subordinates in an organization. Often, large organizations have many of these functions performed by a specialist department, such as personnel or human resources, but all line managers are still required to supervise and administer the activities and ensure the well-being of the staff that report to them.
The Texas Workforce Commission is a governmental agency in the U.S. state of Texas that provides unemployment benefits and services related to employment to eligible individuals and businesses.
A human resource for health information system (HRHIS), also known as human resource information system (HRIS) — is a system for collecting, processing, managing and disseminating data and information on human resource for health (HRH). Depending on the level of development of a country's health care system and the organization of its workforce, an HRHIS can be computerized or paper-based, including information on numbers and distribution of health workers and track their career information. It is usually an integral part of a comprehensive health management information system, and may be used to monitor and assess the performance of the overall health system.
Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. Ageing workers population in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective human resource planning.
Human Resources for Health is a peer-reviewed open-access public health journal publishing original research and case studies on issues of information, planning, production, management, and governance of the health workforce, and their links with health care delivery and health outcomes, particularly as related to global health. It was established in 1997 as the Human Resources Development Journal published by the Health Manpower Development Institute of the Ministry of Public Health of Thailand. Since 2003, it is published by BioMed Central in collaboration with the World Health Organization (WHO).
Qatar National Vision 2030 is a development plan launched in October 2008 by the General Secretariat for Development Planning in the State of Qatar. The aim of QNV 2030 is to "transform Qatar into an advanced society capable of achieving sustainable development" by 2030. The plan's development goals are divided into four central pillars: economic, social, human and environmental development. The government seeks to meet development goals by developing a strong bureaucratic framework and implementing strategies to address the challenges presented in human development reports.
The Human Resources University was part of the United States Office of Personnel Management which serves as the national focal point for the development and delivery of human resources training to enhance the capabilities of the Federal workforce. HRU provided services to Federal human resources contractor personnel as well. Since inception HRU had more than 50,000 registered students from across the Federal government. In April 2014 HRU received some publicity for saving the Federal government over $100 million in cost savings in training costs.
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