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PART I: THE SHRM STRATEGIC CONTEXT 1. Human Resource Management's Strategic Pressures 2. Using a SHRM-Balanced Scorecard as a Strategic Framework PART II: DESIGNING CUSTOMER FOCUSED JOBS 3. Defining Competencies and Critical Requirements for a Job 4. Engaging Employees in More Productive Ways of Working 5. Workforce Forecasting and Planning PART III: ALIGNING STAFFING AND PERFORMANCE MANAGEMENT PROCESSES 6. Recruiting a Diverse Workforce 7. Aligning Selection Strategies 8. Encouraging Employee Development in Reviewing Performance PART IV: DEVELOPING AND ENGAGING EMPLOYEES 9. Encouraging Individually-directed Career Development 10. Encouraging Competency-based Training and Development 11. Reducing Stress and Improving Workplace Health and Safety 12. Negotiating a Collective Agreement Using Positional and Interest-based Processes 13. Developing a Positive Labour Relations Climate PART V: COMPENSATING AND REWARDING PEOPLE 14. Designing Compensation Systems to Respond to Equity Requirements 15. Constructing Retirement and Benefits Plans 16. Paying for Performance and Recognizing Employees.
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