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1. Principles of
HR Management

2. TopicsTopics
1.1. HR Management : An OverviewHR Management : An Overview
2.2. HR Planning and RecruitmentHR Planning and Recruitment
3.3. Employee SelectionEmployee Selection
4.4. Training and DevelopmentTraining and Development
5.5. Performance ManagementPerformance Management
6.6. Career ManagementCareer Management

3. Human ResourceHuman Resource
Management : An OverviewManagement : An Overview

4. HR Management CycleHR Management Cycle
Recruitment &
Selection
Training &
Development
Performance
Management
Reward
Management
Career
Management

5. HR Strategy and Business ResultHR Strategy and Business Result
Recruitment &
Selection
Training &
Development
Performance
Management
Reward
Management
Career
Management
HR
STRATEGY
BusinessBusiness
StrategyStrategy
BusinessBusiness
ResultResult

6. Manpower Planning &
Employee Recruitment

7. Manpower PlanningManpower Planning
Company StrategyCompany Strategy
What staff do we
need to do the
job?
What staff is
available within
our
organization?
Is there a
match?
If not, what type of people
do we need, and how
should we recruit them?
Job Analysis
• Performance
appraisal
• Company data
banks
• Training
• Employee
management and
developmentWhat is impact
on wage and
salary program?

8. Manpower PlanningManpower Planning
The financialThe financial
resourcesresources
available toavailable to
youryour
organizationorganization
Factors in Forecasting PersonnelFactors in Forecasting Personnel
RequirementsRequirements
ProjectedProjected
turnover (as aturnover (as a
result ofresult of
resignation andresignation and
terminations)terminations)
Quality and nature ofQuality and nature of
your employees (inyour employees (in
relation to what yourelation to what you
see as the changingsee as the changing
need of yourneed of your
organization)organization)

9. Technique to Determine Number of RecruitsTechnique to Determine Number of Recruits
• Study of a firm’s past employment needs
over a period of years to predict future
needs
Trend
Analysis
Ratio
Analysis
• A forecasting technique for
determining future staff needs by using
ratios between sales volume and
number of employees needed

10. Recruitment from External ResourcesRecruitment from External Resources
• Recruiting new staff from external sources will be influenced
by several factors, namely :
When the economic conditions are
relatively difficult, there will usually be
an oversupply, or the number of
applicants will much higher than the
demand. In such a case, the company
will find it relatively easier to select new
employees from the large number of
applicants.
Macro-
Economic
Conditions
of a Nation

11. When the sector is one that is
considered a ‘rare’ sector, the company
will have more difficulty in recruiting
staff for this sector. For example,
computer technology, or cellular
engineering.
Availability
of Manpower
in Desired
Sectors
Recruitment from External ResourcesRecruitment from External Resources

12. It will tend to be easier for a company
to find and recruit the best people if
the company has a good reputation,
therefore the best fresh graduates will
flock to apply to the company.
Example : Google, McKinsey or
Microsoft.
Company
Reputation
Recruitment from External ResourcesRecruitment from External Resources

13. • Some employers use a recruiting yield pyramid to
determine the number of applicants they must generate
to hire the required number of new employees.
• Example of Recruitment Curve:
• 1200 - Leads generated
• 200 - Candidates invited
• 150 - Candidates interviewed
• 100 - Offers made
• 50 - New hires
Recruitment Yield PyramidRecruitment Yield Pyramid

14. Recruitment SourcesRecruitment Sources
Advertising (newspaper,
magazine, internet)
College
Recruitment
Recruitment Agent
(headhunter)
RecruitmentRecruitment
SourcesSources