Introduction

5 M’s of Management:
- Men
- Money
- Material
- Method
- Machines

HRM Components
External Influences
Acquisition:
- Human Resources Planning
- Recruiting (internal, external)
- Employee Socialization
- Selection HR ROLE

Development: Transactional, or traditional, HR is concerned with the

- Employee Training day-to-day mechanics of keeping an organization
- Management Development running.
- Career Development
It involves a variety of repetitive, administrative tasks.
Motivation:
- Job Design Transactional HR incorporates all the traditional HR
- Performance Evaluations duties and is largely administrative and reactive.
- Rewards
- Job Evaluation Transactional HR incorporates all the traditional HR
- Compensation/Benefits duties and is largely administrative and reactive.
- Discipline
Transformational HR involves proactively supporting and
Maintenance: helping define the organization's strategic goals.
- Safety and Health
- Employee/Labor relations Transformational HR takes a step back from routine, and
focuses on strategies for aligning HR management with
Why is HRM Important to an Organization? an organization's goals.
Four basic functions:
- Staffing It involves expanding the traditional role of HR.
- Training and Development
- Motivation
- Maintenance

Transformational HR expands the traditional HR role into

the arena of management, so it becomes a tool to
develop business interests and growth.

The aim is to turn HR management into a force that can

help an organization reach its business objectives and
instill those objectives in employees. This enables HR
professionals to create value for the organization as a
whole.
Talent Acquisition

Talent acquisition is the process of identifying

organizational staffing needs, recruiting qualified
candidates and selecting the candidates best suited
for the available positions.

Create a winning recruitment strategy for your

organization.

The talent acquisition team is responsible for

identifying, acquiring, assessing and hiring candidates to
fill open positions within a company.

Employer branding, future resource planning,

diversifying a company’s labor force, and developing a
robust candidate pipeline are the cornerstones of talent
acquisition.
Talent Acquisition focuses on attracting and
skilled employees;
Talent Management concentrates on developing and
retaining these employees; and
HR oversees these processes while managing other
employee- related aspects.
hiring ● Onboard new hires by scheduling first-day tasks
and check-ins
● Conduct skills gap analyses and schedule
training programs
● Design their company’s organizational structure
and define each position’s responsibilities
● Prepare succession plans for future hiring needs

What is Talent Acquisition?

Talent Acquisition is the process of attracting and hiring

skilled employees to fulfill a company’s business needs.
Talent Acquisition professionals:

Build a strong employer brand to attract the right

candidates;
● Proactively build applicant pipelines to meet
current and future business needs;
● Maintain relationships with past candidates for
future opportunities; and
● Strategically source potential hires from diverse
backgrounds

Why is Talent Acquisition important?

Talent Acquisition helps companies build workplaces with

skilled employees who drive successful businesses.
With good Talent Acquisition strategies, companies:

● Transform recruiting from an as-needed function

to a proactive hiring function
● Create candidate pipelines for future staffing
needs While the recruitment process is mostly reactive and
● Recruit diverse employees by sourcing linear , talent acquisition is cyclical and strategic.
candidates from various backgrounds
● Hire people who have the agility to grow beyond Recruitment focuses on current needs, while talent
their role acquisition focuses on creating a talent pipeline in
anticipation of future needs.
What is a talent pipeline?

A talent pipeline is a pool of candidates who are ready to

fill a position. These can be employees who are prospects
for advancement or external candidates partially or fully
prequalified to take an opening.

A talent pipeline is closely related to the term talent pool.

Why is Talent Management important?

Talent Management helps companies engage employees

and prevent turnover.

With successful Talent Management strategies, Role of Recruiters in Talent Acquisition

companies: 1. Job Posting and Advertising
● Identify internal candidates to fill key positions 2. Candidate Sourcing
● Increase retention rates through employee 3. Resume Screening
career-pathing 4. Interviewing
5. Candidate Relationship Management
Talent Management teams develop new and current
employees’ skills, making sure they align with their
company’s organizational structure and overall goals.
They:
 Just like the four P's of Marketing (product, place, price
and promotion), HR can build a brand with four P's of its
own — people, pay, process, and promotion.

An HR brand is defined by the culture of the organization

and is important in attracting, engaging, developing, and
retaining a best-in-class workforce.

At its most basic, employer branding is how you market

your company to job seekers and what employees say
about your company as a workplace.

A good employer branding strategy can help you

attract better talent, cut down on hiring costs, and
reduce employee turnover.

Employer branding tends to focus on the business itself-

Challenges of Talent Acquisition:
1. Talent Competition
2. Recruitment Costs
3. SKill Gaps
4. Employer Branding
5. Diversity and Inclusion
6. Talent Retention
Tips for Effective Talent Acquisition:
1. Develop a clear job description and job posts
2. Leverage technology
3. Focus on candidate experience
4. Offer competitive compensation and benefits
5. Be transparent and communicative
6. Emphasize soft skill
7. Offer flexible word options
8. Continuously improve your process
brand recognition and reputation as well as recruiting for
top talent,
while
Employee branding builds culture from the inside and
carries the company's banner by embodying the
company's core values and even product messaging.
Employer Branding Strategies:
● Clear Company Mission and Culture
● Implementing gamification and events
● Showcase benefits and features
● Obtaining brand ambassadors
● Design of a digital strategy
● Recurrent Pulses

Importance of Talent Acquisition:

● Access to top talent
● Improved retention
● Cost savings
● Increased productivity
● Innovation
● Employer brand

Employer Branding The main benefits of employer branding:

Employer branding is the representation of a company
as an employer.
It's the image a company projects to attract and retain
talent.
This branding encompasses the company's values, work
culture, and reputation in the job market.
Employee branding is an internal and external
marketing strategy that encourages employees to
develop positive attitudes about their company,
empowering them to be more effective brand
ambassadors.
● Time to Fill - the employer branding programs
drive inbound application of candidates pipeline
● Cutting the cost of hiring - talent become more
accessible through the use of referral programs
and online channels
● Better quality of hiring - attract easier top
talented candidates who fit the company culture
● Engage employees & enhance retention -
Internal employers branding programs show
employees that they are valued. This creates
happy employees and great brand ambassadors.

The goal is to get every employee excited about being

part of your organization.