1. Selection and development of personnel

2. Human resources development The process by which management stimulates the motivation of employees to perform productively. Functions include job analysis,organizational development,staffing,employee relations,and evaluation. Personnel processes :  recruitment.  Selection  Orientation  performance evaluation.  counseling and coaching.  retention and productivity.  staff development.  labor relations.

3. Workforce planning A management process involving: Forecasting workforce requirements for an organization to execute its business plan Forecasting human resources available for meeting these needs and doing a scan of the internal and external environments of the organization Identifying the gaps between what will be needed and what will be available and developing the necessary action plans Implementing and monitoring these action plans

4. Main purpose of workforce planning: To identify future HR requirements and to develop action plans to eliminate any discrepancies between the demand and supply of labour that may be foreseen

5. Job redesign Job analysis Job evaluation Job design Job simplification:Stipulate the minimum acceptable characteristics a jobholder must possess as a requisite to be able to perform the job repetitive,specialization, simple.

6. Job rotation: reduce fatigue,expands job duties, Job enrichment:Focuses on increasing job depth by giving employees more discretion, autonomy, responsibility and control over their work,limited by technology.

7. Job specification Job specification :Stipulate the minimum acceptable characteristics a jobholder must possess as a requisite to be able to perform the job Describes the attributes that an employee requires to carry out the job · Knowledge · Skills · Level of education · Experience · Abilities

8. work design  Work/job design : The way in which work is structured into the different tasks and responsibilities required to execute a particular job.  Core job characteristics  · Skill variety  · Task identity  · Task significance.  · Autonomy  · Feedback

10. Job Analysis It is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. To determine what knowledge skill, aptitude, and personal characteristics are needed to perform certain responsibilities successfully. It determines minimum requirements and sets standards.

11. Methods of gathering job information Questionnaires. Observation. Interviews. Employee recording. Combination of methods.

12. Reasons of gathering job information Staffing. Training and development. Compensation of benefits. Safety and health. Legal considerations.

13. Job description Job description: specifications that are requirement of the job.  Job description has 4 elements:  Identification information.  Job summary.  Job duties and responsibility.  Job specifications and minimum qualifications.

14. Content of a job description Job title Job identification details Name of the current jobholder Reporting lines Main purpose of the job Tasks and responsibilities (KPAs) Context Relation to other positions

15. Subordinate positions Financial and statistical data required to do the job Working conditions Knowledge, skills and experience required Competencies Other relevant information Signature & date

16. Job design: specifies what the job requires,job methods,and the relationships among organizational,social,and personal needs.(JOB CONTENT). job enrichment:uses a fuller range of abilities and skills of the personnel

18. Recruitment and selection Recruitment and selection allow management to determine and gradually modify the behavioral characteristics and competences of the workforce they are critical elements of effective human resource management.

19. Types of recruitment Formal recruiting: This can only be achieved through public and open recruitment. Informal recruiting : Word-of-mouth applicants are likely to stay longer and may be more suitable than recruits obtained by advertising. Targeting : Competition for the 'best'

20. The main sources of recruitment are: Internal promotion and internal introductions (at times desirable for morale purposes) Careers officers (and careers masters at schools) University appointment boards Agencies for the unemployed Advertising (often via agents for specialist posts) or the use of other local media (e.g. commercial radio)

21. Modes of reqruitment: Empoloyee recommendations Word of mouth advertisement Newsletters Bulletins Posters Careerdays

22. Researching Candidates  Application letters and CVs/resumes  Application forms (blanks)  Qualifications  Biodata  References

23. Interviewing The interview is a social ritual which is expected by all participants, including applicants. It is such a 'normal' feature of filling vacancies that candidates for a job would be extremely surprised not to be interviewed at least once. Informal Interviews Formal Interviews

24. Staff development To provide and assistance to employees to learn in greater depth and to translate the knowledge,skills,and abilities learned previously into practice. Staff development activities are: orientation,in-service,Competency testing,and promoting lifelong learning

25. Professional development in health care involves developing workers’ knowledge, skills and attitudes in order to ensure that they can work confidently and effectively. This includes providing training, mentoring and supervision opportunities, as well as creating and maintaining organizational structures which support both individual and team performance.health care

26. Training and development In organizational development, the related field of training and development (T & D) deals with the design and delivery of learning to improve performance, skills, or knowledge within organizations.organizational development learning

27. Induction training Induction training is a type of training given as an initial preparation upon taking up a post. Its goal is to help new employees reach the level of performance expected from an experienced worker.training

28. Orientation It ’ s the familiarization with and adaptation to an environment An adjustment or adaptation to a new environment, situation, custom, or set of ideas. New employee orientation is the process you use for welcoming a new employee into your organization. generally contains information about safety, the work environment, the new job description, benefits and eligibility, culture, organization history, the organization chart,vision,purpose,structure,working hours,vacatio,sick leave,performance standards and evaluation.

29. Continuous Education means by which members of professional associations maintain, improve and broaden their knowledge and skills and develop the personal qualities required in their professional lives.

30. Coaching is a method of directing, instructing and training a person or group of people, with the aim to achieve some goal or develop specific skills.

31. Core competency  Application of knowledge and skills at the level required for practice.  Demonstration of responsibility and accountability  Restriction of practice

32. PRECEPTOR: TEACHER OR INSTRUCTOR

33. Mentorship Mentorship refers to a developmental relationship between a more experienced mentor and a less experienced partner referred to as a mentee