Weekly Recap

Human Resources
Bootcamp
Enni Safia S

Week 1
Definition
Human resource management (HRM) is the process of employing
people, onboard them, compensating them, create strategy
& policy to develop & retain them, until offboard them when
they exit the company.

HRM = SETTING PEOPLE TO SUCCESS

2
HRM
Process
 HRM Roles (1)
01. HR Business Partner • work closely with business leaders to build people capability, manage talent
& develop approaches that achieve organizational objectives

• Includes identifying training gaps and developing employee training

02. Training Development
programs that are aligned with the overall business strategy

03. Employer Branding • Building a strong reputation as a desirable employer above competitors. To
attract prospective employee

04. Organizational • Helps organizations build their capacity and achieve greater effectiveness by
Development developing, and reinforcing strategies, structures, and processes.
4 Presentation title 20XX
 HRM Roles (2)
05. HR Analytics • Collect, compile, and analyze HR data metrics/statistics, and
apply the data to make recommendations related to HR process.

06. Talent Acquisition • Involves the identification, screening, selection and hiring of qualified
candidates for available job positions

07. HR Generalist • Handling various areas of responsibilities, basically ensuring all HR duties
and day-to-day affairs are successfully implemented.

• Ensure effective delivery of core HR processes and legal compliance with

04. HR Legal
company guidelines, employment laws, policies and practices
5 Presentation title 20XX
 HRM Scope (1)
Description Activities HR Role
• Research
• Organizational development
Strategy and Planning • Analysis
• HR Analyst
• Identify and manage current and future needs • Planning
• HRBP
• Achieve company goal • Effectiveness
• HR Technology
• Metrics
• Research • Industrial relation
Law and Compliance
• Audit • HRBP
• Develop & ensure that HR Policy & procedure
• Compliance • Compben
aligns with legal & regulatory aspects
• Checking • HR Generalist
• Branding
• Sourcing
• HR recruitment/Talent
Staffing and Retaining • Shortlisting
Acquisition
• End to end process that include attract, • Interviewing
• Performance Management
recruit, motivate and retaining employee • Selecting
• Employer Branding
• Talent Mapping
6
 HRM Scope (2)
Description Activities
• Training need analysis
Training and Development • Create & implementation
• Process of identify & creating training so training
employee further develop skills, • Development and career
performance and their career training
• Succession planning
• Appraisal
Performance Management • KPI Analysis & Evaluation
• Process of ensuring that both of • Appreciation
performance and attitide • Intervantion
• Improvment
HR Role
• People development
• Talent Management
• HR Training
• HR Consultant
• Performance Management
• Organization Development
• People Develoment

Weekly Recap HR
7 2023
Bootcamp
 HRM Scope (3)
Description Activities HR Role
• Policy & Rules
Employee / Labor Relation • Investigation • Industrial relations
• Focus on relation between employee • Discussion • HRBP
with organization & with each other • Employee Right • HR Manager
• Labor Courts
• Salary Survey
• Compensation & Benefit
Compensation & Benefit • Salary Structures
staffs
• Financial & Non financial aspects used to • Choosing Benefits
• Payroll staff
attract, motivate and retain employee • Incentive
• HR Admin
• Compliance with rules

Weekly recap HR
8 2023
Bootcamp
 HR METRICS
Human resource
employees track HR
metrics to improve their
efficiency and then
report their findings to
upper management

Weekly Recap HR
9 2023
Bootcamp
 Differentiation of Culture and Values

• Definition : A company's, department's, or business unit's work environment is

Company built by a collection of the company's beliefs and values.
Culture • Impact : It is significantly driven by leadership, therefore its performance is
greatly determined by how leaders can exhibit the same commitment to
attaining goals based on business values.

• Definition : Instructions on the values and beliefs that influence decisions,

Company actions, commitments, priority setting, and team behaviour.
• Impact : Very important on decision making for all company activities, hence it
Value influences the company's credibility in the eyes of consumers and competitors
(creating a business image).

Weekly Recap HR
10 2023
Bootcamp
 Type of Organizational Culture

Takuma Hayashi Flora Berggren Rajesh Santoshi

President Chief Operations Officer VP Marketing

Weekly Recap HR
11 2023
Bootcamp
How HR can Lead Organizational Culture Change

Become a Align Use metrics

strategic policies & to measure
partner in
driving processes workplace
culture
change

Bring Help
purpose & employees
value to life learn the
skills required
 Organizational Structure
Hierarchical Structure
• Clarify power and
accountability levels.
• Displays the reporting system
and discussion path clearly.
• Provide staff with clear career
routes and possibilities for
advancement to motivate them.
• Allow each employee to
specialize.
• Foster camaraderie among
colleagues in the same
department.
Functional Structure
• Make it easier for staff to
concentrate on their jobs.
• Increase the specialization
of personnel competencies.
• Simple to adopt in a variety
of business sizes.
Divisional Structure Horizontal Structure
• Increase employee
• Assists businesses in being accountability.
more adaptable.
• Promote more open
• Improve responsiveness to
communication.
customer needs.
• Improve coordination and speed
• Promote freedom, in putting new ideas into action.
autonomy, and a
personalized approach.
 How HR can Perform a Functional Job Analysis

Define the Collect the Put your

purpose of data functional
the analysis job analysis
to work

Select the Collect and

jobs to be validate the
reviewed information
Thank you
Enni Safia
enniesafia@gmail.com