Employee Resourcing and Worker Motivation

HRODC Postgraduate Training Institute
In Kuala Lumpur (Malaysia), Dubai (United Arab Emirates), Manila (Philippines) and 4 other venues

£ 6,000 - (Rs 4,92,701)
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Important information


Suitable for: Human Resource Professionals. Human Resource Managers. Human Resource Specialists who need to expand their knowledge and expertise in all aspects of human resources management. Executives. Directors. Managers who need current, specialized knowledge Supervisors. Experienced managers who are new to the HR field. Other mid-level managers pursuing a career change or promotion. Business consultants. MBA students. Entrepreneurs who want to learn about human resource management. Small business owners who do not have in-house professional Human -Resource Management expertise

Important information

Where and when

Starts Location
Astana, Kazakshtan
Arka Street, 010 000, Kazahstan, Kazakhstan
Champolion, 12421, Egypt, Egypt
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Coral Deira Hotel, Muraqabat Street, Deria, Dubai, 82999,, 82999, Dubai, United Arab Emirates
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Oxford Road, 2132, Johannesburg, South Africa
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Kuala Lumpur
Jalan Ampang Hilir, 68, Malaysia, Malaysia
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Course programme

Course Contents, Concepts and Issues

  • Staff turnover and negative and positive impact on the organisation
  • Levels of Individual Commitment of potential and new recruits
  • Moral Commitment -
  • Remunerative Commitment -
  • Calculative Commitment;
  • Recruitment and Selection as a resourcing activity
  • Training, Education, Development as facilities for new recruits
  • The importance of Human resource Forecasts
  • Methods of Forecasting human Resource needs of the Organisation
  • Strategic Operational Review’ (SOR) as prerequisite for Human Resource Forecasting
  • The legal bases of Recruitment and Selection
  • Job Design
  • Types of Job Design
  • Mechanistic Job Design
  • Biological Job Design
  • Motivational Job Design.
  • Perceptual Job Design
  • Importance of Human Resource Audit
  • Conducting Human Resource Audit
  • Periodic and Exit Interviews
  • Systematic Recruitment and Selection Process
  • Conducting Job Analysis
  • Designing Job Description
  • Designing Personnel Specification
  • Market Targeting
  • Designing and Placing Advertisement
  • Weighting and Using Candidate Assessment Form (CAF)
  • Non-conventional Personnel Selection
  • The value of Staff Induction
  • Organising an induction programme
  • Running an induction Programme
  • Short listing candidates
  • Conducting Selection Interviews
  • The value of and problems of e-recruitment
  • The different types and levels of e-recruitment
  • Conducting periodic interviews
  • Conducting exit interviews
  • Directing Or Leading
  • The Concept of Motivation
  • Theories of Motivation
  • Content Theories & Some of Their Contributors
  • Maslow’s Hierarchy of Needs
  • Analysis of Maslow’s Claims
  • McClelland's Studies
  • Taylor: Money & Motivation
  • Motivator-Hygiene Factor: Herzberg’s Contribution
  • Process Theories
  • Equity Theory
  • Goal-Setting Theory
  • Expectancy Theory
  • Equitable Reward Systems
  • Reinforcement Theories
  • Reinforcement Theory
  • Motivation & Contingency Theory
  • Designing An Effective Motivation Strategy
  • The collectivist vs the individualist perspective of motivation
  • Common trends in Motivation theories
  • Intrinsic and extrinsic values of motivation
  • Motivation and worker behaviour
  • The extent to which salary or wages inducement motivate workers
  • Performance Related Pay (PRP)
  • Productivity Bonuses
  • Efficiency Gains
  • Profit Share
  • The contingency approach to motivation
  • Social differentiation in motivation
  • Culture differentiation in motivation
  • Wealth as a factor in motivation
  • Class as an issue in Motivation
  • Individual expectation and motivation
  • Individual preferences as a motivating factor

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