Upon successful completion of the learning experience, students will be able to: appreciate the importance of Human Resource Management, line and staff functions of Human Resource Management and trends influencing Human Resource Management; establish the relationship between organization’s corporate level strategy and strategic human resource management strategy; discuss the importance of workforce analytics and data mining in identifying and resolving actual human resource management problems and improving organizational effectiveness; describe the use of different methods in collecting job analysis information and produce a job description from the job analysis; identify and describe the purpose of different sections in a job specification form; identify the human resources needs of an organization or department and be able to describe the different methods of workforce planning and forecasting; evaluate the methods and sources of forecasting the supply of inside candidates as well as outside candidates; describe the importance of assessing the reliability and validity of employee selection tests; describe the different types of tests and job types for which a given test is suitable; differentiate between the unstructured and structured interview; describe the different types of interview, discuss the errors that are likely to undermine an interviews usefulness and the techniques to conduct effective interviews; describe the purpose of employee orientation training; evaluate the usefulness of different types of training programs and steps that can be taken to assess training effectiveness; explain how to use the alternation ranking method, paired comparison method, forced distribution method and behaviorally anchored rating scale; assess the pros and cons of four performance appraisal tools; and discuss the problems that can arise during performance appraisal process and steps that can be taken to overcome these problems.