Chapter Name: Human capacity management
Description:It focuses on the strategies and practices required to effectively manage the workforce within a franchise. This includes recruitment, training, development, performance management, and employee retention. The module emphasizes building a skilled, motivated team that contributes to the franchise's success, ensuring that human resources are aligned with the operational and strategic goals of the business.
Purpuse:The purpose of this module is to provide students with the tools and knowledge to manage and optimize human resources in a franchise environment. It helps students understand how to recruit and train staff, set clear performance expectations, and ensure continuous development. The module also emphasizes the importance of fostering a positive work culture and addressing employee needs to improve retention and overall team performance.
Rational:The rationale for this module is based on the understanding that a franchise's success is heavily dependent on the capabilities and performance of its workforce. Effective human capacity management ensures that employees are well-trained, motivated, and equipped to meet the franchise's goals. By developing the right talent and maintaining strong employee engagement, franchise managers can improve productivity, reduce turnover, and create a positive, high-performance environment that drives growth and sustainability in a competitive market.
Chapters Topics
Recruitment
It focuses on recruitment, a vital process for attracting and selecting the right candidates to fill job openings within an organization. Recruitment begins with identifying the hiring needs of the business, which involves determining the required skills, qualifications, and experience for a particular role. The next step is sourcing candidates, which can be done through various channels such as job postings, recruitment agencies, or networking. Once candidates are sourced, screening and interviewing are conducted to assess their suitability for the position, evaluating factors like experience, skills, cultural fit, and motivation. The final stages involve selecting the best candidate, offering the job, and negotiating the terms of employment
On-boarding and training
On-boarding and training covers onboarding and training, two essential processes for integrating new employees into an organization and ensuring they are equipped with the knowledge and skills needed for success. Onboarding refers to the process of welcoming new hires, familiarizing them with company culture, policies, and procedures, and providing them with the resources to succeed in their roles. It often includes orientation sessions, introductions to team members, and completion of necessary paperwork. Training, on the other hand, focuses on developing the specific skills required for the employee’s job. This can involve job-specific training, soft skills development, or technical training, depending on the role.
Employee relations
Employee relations explores employee relations, which refers to the management of the relationship between an organization and its employees. It focuses on maintaining a positive work environment, addressing employee concerns, and ensuring fair treatment to foster employee satisfaction, motivation, and productivity. Effective employee relations involve clear communication, conflict resolution, and a commitment to fair and consistent policies. Key components include employee engagement, which aims to involve employees in decision-making and increase their commitment to the organization, and dispute resolution, which provides processes for resolving conflicts or grievances. Good employee relations also promote workplace harmony, trust, and respect, reducing turnover and enhancing the overall success of the business.