KH5005HRM – Managing Human Resources

Lecture 3: HRM Functions

By: Dr. Nour El Akkad
 The Basic Functions of HRM

1) Planning;
2) Selecting & Recruitment;
3) Training & Development;
4) Performance Management.

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 Planning

This function involves planning for different things – from the

recruitment process to training and development programs.

Planning also acts as a foundation for other functions of HRM – like

hiring needs of the organization, planning job requirements, training
and development activities, compensations etc.

To suitably plan, we need to perform proper “job analysis”.

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 Job Analysis

Job analysis is the

process of gathering and
analyzing information
about the content and the
human requirements of
jobs, as well as, the
context in which jobs are
performed, which helps
the organization perform
the planning processes
properly.

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Purpose

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Process

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Input

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Methods

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Output

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 From Planning to Selection

The planning function allows the organization to have a clear vision

of where it stands now, what the objectives are, the future needs
required to achieve those objectives and how to acquire them.

In terms of selection, when executed properly, planning provides

detailed information on the hiring needs, the requirements for each
vacancy and the exact job specifications. It should also cover several
points including but not limited to:

- How we will announce for the vacant jobs;

- Whether this will be an internal or an external hire;
- How we will conduct the interviews etc..

Which should all make the selection process smoother and easier.

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 Selection

Once you have a pool of applicants,

the next step is to select the best
candidates for the job.

This usually means filtering the

applicant pool by using various
screening tools: tests, assessment
centers and background and
reference checks.
Selection
Selection
 Selection

Why are these methods important while performing the selection of

new team members?

- Nowadays, organizations focus more on skill-based selection,

which is why they need to use tests and tools that can help them
find the best fit for the position in terms of both skill and talent.

What do you think is the difference between the skill-based hiring

and the regular hiring process?
Selection
 Selection – One step Further

Some organizations also use a “talent-based” approach to selection

and hiring, which is slightly different than skill-based.

What do you think is the difference between skill & talent? And
which do you think is more important?
 Selection – One step Further
As per their names, skill-based is focused more on the skill, while
talent-based is focused more on the talent.

It is clear through the points above that both talent and skill go
hand in hand. A skill can be easily learned through dedication and
hard work.

One can learn to do a skill however, if this task is done without

talent, your task will not be unique and as a result, you will continue
to live in mediocrity.
 Recruitment

Employee recruiting: attracting applicants for the vacant positions.

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 Recruitment

1. Recruitment should be aligned with the company’s strategic plans;

2. Recruitment success depends greatly on several issues and policies;
3. Good recruiting preferably requires simultaneously prescreening
employees – by providing a realistic preview of the job in the ad, and
during the initial call or contact;
4. The firm’s image affects its recruiting results. For instance, the
better the image and reputation of a company, the more it will attract
candidates;
5. Once recruitment takes place, you will need to provide the
employee with sufficient orientation (on-boarding) to make sure
he/she is off to a good start.

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 Recruitment

Why do you think orientation is important for employees (and for

the organization)?

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 Planning, Selection, Recruitment & The Organization

What do you think the impact of proper planning, selection and

recruitment would be on organizational performance?

Among the benefits of proper selection and recruitment are:

- It can lead to an increased efficiency in other HRM functions;

- Hiring people who fit the organizational culture can help dimmish
disciplinary problems and costs associated with high turnover;

- It can help the organization in improving its overall performance and

achieving its objectives.

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Announcements

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 Attendance Reminder

Please be reminded that, starting this week, you are required to self-
register your attendance (either through face-recognition or ID swap).

Please note that your attendance will not be counted unless this step is
complete and that this will be your full responsibility.

If you have any problems with your ID activation or face-recognition

steps, please see IT for assistance.

Finally, please note that any manual attendance taken in class will only be
used as backup in case the system fails to function on any given day for
any reason. Therefore, it cannot be referred to otherwise.

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 Assignment Two

A) Write about the different models of HRM.

(500-750 words – 10%)

B) Write about the planning function of HRM, how it relates to

selection and recruitment, whether it can affect the performance of
the organization and how. (750-1000 words – 15%)

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 Assignment Two

General guidelines:

- This assignment is worth 25% of your final grade; 10% for the first
question and 15% for the second one;
- It should be answered in essay format, not Q&A;
- The deadline for the first draft is 11 pm on Monday March 6;
- Make sure to use at least one academic source in each question to
support your answer;
- Include proper in-text citation and referencing;
- Your submission has to be made through Moodle’s submission point;
- Make sure to generate a Turn it in report;
- Plagiarism percentage should not exceed 15%.

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Thank you!

Questions?

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