Fundamentals of

HR Management
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 HR Strategy and Business Result

Recruitment &
Selection

Training & Performance

Business Development Management Business
Strategy Result
HR
STRATEGY

Reward Career
Management Management

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 Manpower Planning

Company Strategy
Job Analysis

What staff do we What staff is • Performance

need to do the available within appraisal
job? our • Company data
organization? banks
• Training
Is there a • Employee
match? management
What is impact and
on wage and development
salary program?
If not, what type of people
do we need, and how
should we recruit them?

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 Manpower Planning

Factors in Forecasting Personnel

Requirements

Projected Quality and nature of The financial

turnover (as a your employees (in resources
result of relation to what you available to
resignation and see as the changing your
terminations) need of your organization
organization)

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 Technique to Determine Number of Recruits

Trend • Study of a firm’s past employment needs

Analysis over a period of years to predict future
needs

Ratio • A forecasting technique for determining

Analysis future staff needs by using ratios
between sales volume and number of
employees needed

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 Recruitment from External Resources

• Recruiting new staff from external sources will be influenced

by several factors, namely :

When the economic conditions are

Macro-
relatively difficult, there will usually be
Economic
an oversupply, or the number of
Conditions applicants will much higher than the
of a Nation demand. In such a case, the company
will find it relatively easier to select new
employees from the large number of
applicants.

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 Training Process

Training Training Training

Training
Need Objectives Evaluation
Delivery
Analysis

What are Objective Techniques Measure

the training should be include on- reaction,
needs for measurable the-job- learning,
this person and training, behavior,
and/or job? observable action and results
learning, etc.

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 Assessing Training Needs

Task Analysis A detailed analysis of a job to

identify the skills required, so
that an appropriate training
program can be instituted

Competency Careful study of competency level

Analysis to identify a deficiency and then
correct it with a training program, or
some other development
intervention.

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 Competency Analysis

Current Competency Required

competency Gap competency
level of the level for certain
employee position

Competency
Training and
Assessment
Development
Program

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 Competency Profile Per Position
Required Level
Position Required Competency 1 2 3 4 5
Communication Skills
Public Speaking
Training &
Leadership
Development
Manager Training Need Analysis
Material Development
Training Evaluation

Communication Skills
Interview Skills
Recruitment Analytical Thinking
Supervisor Understand Selection Tools
Teamwork
Customer Orientation

Score Required
Competency Type

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 Competency Profile Per Position
Managerial competency 1 2 3 4
Leadership Required Level
Actual Level

Achievement Orientation

Teamwork

Planning & Organizing

Functional competency 1 2 3 4
Mechanical Engineering

Mechanical Equipment Maintenance

Competency
Position Relevant Training Modules
Requirements

 Leadership I
SUPERVISOR Leadership
 Communication Skills I

 The Art of Motivating Employees

 Providing Effective Feedback

 Goal Setting Technique

Achievement
Orientation  Work Motivation

 Planning & Organizing

 Continuous Self Improevement

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 Training Matrix for Competency Development

Service Excellence

Building Productive
Motivation Training
Effective Leader 2
Effective Leader 1

Creative Problem
Communication

Seminar Series
On Becoming

On Becoming

Achievement
for Customer

Management

Professional
Productive

Teamwork
Strategic
Training Title

Solving
Series
Position Managerial Competency

Communication Skills V
Leadership V
Teamwork V
Supervisor
Achievement Orientation V
Customer Focus V
Job Functional Skills V

Communication Skills V
Leadership V
Teamwork V
Achievement Orientation V
Manager
Customer Focus V
Strategic Thinking V
Problem Solving & Decision Making V
Job Functional Skills V

V = compulsory training

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 Enhance Training Effectiveness

Make the
material
meaningful

Provide for Training

transfer to Effectiveness
learning

Motivate
the trainee

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 Performance Management Cycle

Performance Regular Feed back

Planning Review and
(Setting Monitoring
Performance
Corrective
Targets)
Action

• Training &
Development Performance
Plan Appraisal and
• Salary/Bonus Evaluation
Adjustment
• Career
Development
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 Performance Management Cycle

Defining 1. Defining the performance standards

Performance means making sure that you and your
Standard/ subordinate agree on his/her duties and
Targets targets that you expect

Appraising 2. Appraising performance means

Performance comparing your subordinate’s actual
performance to the standard/targets set
in step one.

Providing 3. Providing feedback means discussing

Feedback for plans for any development that is
Development required.

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 Problems in Performance Appraisal

Poor Poor
Lack of
feedback to measures of
standards
employee performance

Irrelevant or Failure to
Negative
subjective apply
communication
standards evaluation
data

Common Performance Evaluation Problems

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