HUMAN RESOURCE MANAGEMENT REVIEWER

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

●​ STAFFING - Oversee the job and employee lifecycle function from ( JOB
DEVELOPMENT TO EMPLOYEE SEPARATION )
●​ LEARNING AND DEVELOPMENT - Incorporate socialization, training, performance
management, and development
●​ COMPENSATION AND BENEFITS - Covers employee compensation and benefits
management by designing salary and wage structure, incentives and bonus, retirement
plans, health insurance, etc.
●​ ADMINISTRATION - Management of regulatory compliance and employee rations

HRM ROLE:
-​ Ensure the organization is equipped with the necessary talent to achieve its strategic
objective
-​ Development and implement effective structures, policies, and procedures related to
human resources.

LEARNING AND DEVELOPMENT AS HR FUNCTION

●​ TRAINING PROGRAMS - designing and delivering training sessions , workshops, and
seminars that focus on developing specific skills or knowledge areas relevant to the
organization
●​ CAREER DEVELOPMENT - Providing resources and opportunities for employees to
advance their career through mentorship, coaching, and personalized development
plans
●​ SKILL ASSESSMENT - evaluating the current skill level of employees to identify gaps
and determine the necessary training interventions to address those gaps
●​ E-LEARNING AND DEVELOPMENT - Utilizing online courses, webinars, and digital
tools to provide flexible and accessible learning opportunities for employees
●​ PERFORMANCE IMPROVEMENT - Aligning learning initiatives with performance
management process to ensure that training efforts directly contribute to improving job
performances and achieving organizational goals

JOB ANALYSIS AND DESIGN ( definition, process, and strategies)

●​ JOB ANALYSIS - The process of gathering, documenting, and analyzing information
about job responsibilities and requirements
●​ JOB DESIGN - The process of organizing tasks, duties, and responsibilities into a
productive unit of work

JOB ANALYSIS PROCESS:

-​ Job analysis involves systematically identifying a job’s task, responsibilities, and
requirements through data collection methods like interviews and observations.
-​ The process results in creating or updating job description and ensures alignment with
organizational goals to support recruitment and performance management
HUMAN RESOURCE MANAGEMENT REVIEWER

JOB ANALYSIS PROCESS

●​ PREPARATION AND PLANNING
-​ Clearly define the purpose of the job analysis
-​ Decide which jobs will be analyzed and the extent of the analysis this could range
from entry-level positions to management roles
●​ DATA COLLECTION METHODS
-​ Interviews and Questionnaire
-​ Observation and Endorsements
-​ Document review and research
●​ TASK IDENTIFICATION
-​ Job description and specifications
-​ Salary structure and competency
-​ Work environment and tools
●​ SKILL AND QUALIFICATIONS REQUIREMENTS
-​ Skills Identification
-​ Knowledge Requirements
-​ Qualifications and experience level
-​ Competency mapping
●​ VALIDATION AND DOCUMENTATION
-​ Review the collected data for accuracy and completeness
-​ Use the validated data to create or update job descriptions that clearly outline
tasks, responsibilities, skills and qualifications
●​ IMPLEMENTATION AND REVIEW
-​ Use the job analysis results to inform recruitment, training, performance
management, and succession planning

JOB DESIGN STRATEGIES

-​ JOB ENRICHMENT:
●​ Add meaningful tasks to increase motivation and engagement
●​ Provide employees with more control over their work processes
●​ Foster opportunities for personal growth and skill development
-​ JOB ROTATION
●​ Rotate employees through different tasks to broaden their skills
●​ Alleviate job monotony and increase job satisfaction
●​ Enhance employees’ understanding of various organizational roles
-​ FLEXIBLE WORK ARRANGEMENTS
●​ Allow flexibility in work schedules and locations, such as telecommuting
●​ Improve work-life balance to increase employee satisfaction
●​ Adapt to diverse employee needs to boost overall productivity
HUMAN RESOURCE MANAGEMENT REVIEWER

JOB DEVELOPMENT ( definition, importance and techniques )

JOB DEVELOPMENT :
●​ The process of enhancing employee roles and skills to meet organizational needs
●​ Focuses on expanding job responsibilities and capabilities for growth
IMPORTANCE:
●​ Facilitates employee career advancement and satisfaction
●​ Helps retain talent by providing clear growth opportunities

TECHNIQUES FOR JOB DEVELOPMENT

-​ TRAINING AND DEVELOPMENT PROGRAMS
●​ Offer structured learning opportunities to build competencies
●​ Focus on both technical skills and soft skills enhancement
-​ MENTORSHIP AND COACHING
●​ Pair employees with experienced mentors for guidance and support
●​ Provide personalized coaching to develop specific skills and knowledge
-​ CAREER PATH AND SUCCESSION PLANNING
●​ Define clear paths to guide employee progression
●​ Plan for future leadership needs to ensure organizational continuity

RECRUITMENT ( Definition, Types, Benefits, and challenges)

RECRUITMENT :
●​ The process of attracting and selecting candidates for employment
●​ Aims to find the best fit for organizational roles and culture

RECRUITMENT TYPES:
-​ INTERNAL RECRUITMENT
●​ The process of filling job openings within a company by considering its existing
employees rather than hiring externally
-​ EXTERNAL RECRUITMENT
●​ The process of filling job vacancies by hiring individuals who are not currently
employed by the organization
INTERNAL RECRUITMENT BENEFITS
●​ Cost effective
●​ Faster process
●​ Boost employee morale
INTERNAL RECRUITMENT CHALLENGES
●​ Limited pool
●​ Potential Resentment
HUMAN RESOURCE MANAGEMENT REVIEWER

EXTERNAL RECRUITMENT BENEFITS

●​ Fresh perspectives
●​ Larger talent pool
●​ Specialized skills
EXTERNAL RECRUITMENT CHALLENGES
●​ Higher cost
●​ Longer integration
●​ Risk of mismatches

SOURCING CANDIDATES EXTERNALLY (job postings strategy)

1.​ Job boards and company website
2.​ Social media platforms (LinkedIn, facebook, etc)
3.​ Recruitment agencies or headhunters
4.​ Networking events and career fairs

SCREENING AND SHORTLISTING

●​ APPLICATION REVIEW - Evaluate resumes and cover letters to identify candidates who
meet the basic requirements
●​ INITIAL SCREENING - conduct phone or video interviews to assess candidates’
interest, availability, and basic qualification
●​ SHORTLISTING - Select a group of candidates who best match the job criteria for
further evaluation

INTERVIEW PROCESS:
●​ INTERVIEW FORMAT - Decide on the format ( e.g , one on one, panel, virtual) and
structure of the interviews.
●​ INTERVIEW QUESTIONS - Prepare questions that assess technical skills, cultural fit,
and behavioral traits.
●​ ASSESSMENT TESTS - Use tests or assignments to evaluate specific skills or
competencies relevant to the role

EVALUATING AND SELECTING CANDIDATES

●​ FEEDBACK COLLECTION - Gather feedback from all interviewers and assessors
●​ COMPARISON - COmpare candidates based on their performance in interviews and
assessments
●​ REFERENCE CHECKS - Contact references provided by the candidate to verify their
work history and qualifications

MAKING AN OFFER
●​ JOB OFFER - Extend a formal job offer to the selected candidate including details about
salary, benefits, and other terms of employment
●​ NEGOTIATION - Be prepared to negotiate terms if the candidate has counteroffers or
request adjustments
HUMAN RESOURCE MANAGEMENT REVIEWER

STAFFING: ONBOARDING AND EMPLOYEE SEPARATION

EMPLOYEE ONBOARDING (Definition, Process, and strategies)

EMPLOYEE ONBOARDING :
●​ The structured process of integrating new employees into an organization.
●​ Crucial for acclimating employees to their roles and the company culture, ultimately
impacting retention and productivity.

PURPOSE OF EMPLOYEE ONBOARDING

●​ ROLE ORIENTATION - Helps new employees understand their roles and
responsibilities.
●​ CULTURAL INTEGRATION - Facilitates quicker integration into the company culture.
●​ EMPLOYEE ENGAGEMENT - Enhances job satisfaction and reduces turnover rates.
●​ INCREASE PRODUCTIVITY - Increases productivity by providing necessary tools and
resources early on.

ONBOARDING COMPONENTS
1.​ PRE-BOARDING - Initiate contact with new hires before their start date to handle
paperwork and provide a warm welcome.
2.​ ORIENTATION - Introduce company culture, values, and policies. Provide a tour of the
facilities and an overview of the organization’s history and mission.
3.​ TRAINING AND DEVELOPMENT - Offer role-specific training and resources to ensure
employees have the skills and knowledge needed to succeed.
4.​ SOCIALIZATION TECHNIQUES - Implement mentorship or buddy systems, organize
team-building activities, and encourage open communication to help new hires integrate
socially.

PRE-BOARDING:
-​ COMMUNICATION
●​ Reach out to new hires before their start date with welcome messages and
information about their first day to create a positive first impression.
-​ PAPERWORK
●​ Complete necessary administrative tasks, such as signing contracts and setting
up payroll, to ensure a smooth start.

ORIENTATION:
-​ INTRODUCTION TO THE COMPANY
●​ Provide an overview of the organization’s history, mission, and values.
●​ Introduce key policies and procedures to align new hires with company culture.

-​ FACILITY TOUR
●​ Familiarize new hires with the workplace, including their workstations, common
areas, and emergency exits.
HUMAN RESOURCE MANAGEMENT REVIEWER

ROLE-SPECIFIC TRAINING
-​ JOB RESPONSIBILITIES
●​ Clearly outline the roles and responsibilities of the new employee.
●​ Provide any necessary training or resources to help them succeed in their
position.
-​ TOOLS AND SYSTEMS
●​ Offer training on the tools, software, and systems they will use in their daily work.
SOCIAL INTEGRATION
-​ TEAM INTRODUCTION
●​ Introduce new hires to their team members and key stakeholders.
●​ Encourage team-building activities to foster relationships and collaboration.
-​ MENTORSHIP
●​ Assign a mentor or buddy to guide the new employee through their initial weeks
and answer any questions they may have.
ONGOING SUPPORT AND FEEDBACK
-​ REGULAR CHECK-INS
●​ Schedule regular meetings to discuss progress, address concerns, and provide
feedback to ensure continuous improvement and satisfaction.
-​ CONTINUOUS DEVELOPMENT
●​ Offer opportunities for further learning and development to support career growth
and advancement.
EVALUATION AND ADJUSTMENT
-​ FEEDBACK COLLECTION
●​ Gather feedback from new hires about their onboarding experience to identify
areas for improvement.
-​ PROCESS REFINEMENT
●​ Adjust and refine the onboarding process based on feedback and changing
organizational needs to enhance its effectiveness.

MANAGING EMPLOYEE SEPARATION AND TURNOVER ( definition, process, and

strategies)

EMPLOYEE SEPARATION:
●​ Employee separation refers to the process by which an employee leaves an
organization.
●​ Employee separation can be voluntary(resignation) or involuntary (termination,
layoffs).
●​ Effective management of these processes is essential to minimize disruption and
maintain morale.

TYPES OF EMPLOYEE SEPARATION

●​ VOLUNTARY SEPARATION
HUMAN RESOURCE MANAGEMENT REVIEWER

1.​ RESIGNATION - When an employee chooses to leave the organization on their

own accord, often for personal reasons, career advancement, or dissatisfaction.
2.​ RETIREMENT - When an employee leaves the workforce after reaching a certain
age or fulfilling specific service requirements.
●​ INVOLUNTARY SEPARATION
1.​ TERMINATION - When an organization ends an employee's contract due to
performance issues, misconduct, or violation of company policies.
2.​ LAYOFFS/REDUNDANCIES - When an organization ends an employee's
contract due to performance issues, misconduct, or violation of company policies.

IMPORTANCE OF MANAGING EMPLOYEE SEPARATION

●​ LEGAL COMPLIANCE - Ensuring that all separations comply with employment laws to
avoid wrongful termination claims and other legal issues.
●​ REPUTATION MANAGEMENT - Handling separations professionally and ethically to
maintain the organization’s reputation as a fair employer.
●​ KNOWLEDGE TRANSFER - Facilitating the transfer of knowledge and responsibilities
to minimize disruptions in operations.
●​ EMPLOYEE MORALE - Maintaining transparency and fairness in the separation
process to preserve morale among remaining employees.

LEARNING AND DEVELOPMENT: PERFORMANCE APPRAISAL METHODS AND

FEEDBACK

OBJECTIVES OF PERFORMANCE APPRAISALS

1.​ PERFORMANCE ASSESSMENT - Evaluating an employee's job performance against
established standards and goals.
2.​ FEEDBACK PROVISION - Offering constructive feedback to employees about their
performance, helping them understand their strengths and areas for improvement.
3.​ GOAL SETTING - Collaboratively setting future performance goals and expectations,
ensuring alignment with organizational objectives.
4.​ DEVELOPMENT AND GROWTH - Identifying training and development needs to
enhance skills and competencies.
5.​ COMPENSATION AND BENEFITS - Informing decisions related to promotions, salary
adjustments, and rewards based on performance.

COMMON PERFORMANCE APPRAISAL METHODS

●​ SELF-ASSESSMENT - Employees evaluate their own performance, often using a
structured format or criteria.
●​ RATING SCALES - Employees are evaluated on a predefined scale for various
performance traits or behaviors.
HUMAN RESOURCE MANAGEMENT REVIEWER

●​ BEHAVIORALLY ANCHORED RATING SCALES (BARS) - Combines elements of

traditional rating scales with critical incidents to evaluate performance based on specific,
observable behaviors.
●​ 360-DEGREE FEEDBACK - Combines elements of traditional rating scales with critical
incidents to evaluate performance based on specific, observable behaviors.
●​ MANAGEMENT BY OBJECTIVES - Involves setting specific, measurable objectives
collaboratively between managers and employees.

SELF-ASSESSMENT:
-​ ADVANTAGE:
●​ Promotes self-reflection and ownership of performance.
●​ Encourages employees to identify their strengths and areas for improvement.
●​ Can complement other appraisal methods for a balanced view.
-​ DISADVANTAGE:
●​ Risk of overly positive self-ratings, leading to discrepancies.
●​ Requires guidance and training to ensure objectivity.
●​ May not be suitable as a standalone method
SELF-ASSESSMENT SAMPLE FORM

.
RATING SCALE
-​ ADVANTAGES
●​ Simple to administer and understand.
●​ Allows for easy comparison across employees.
●​ Provides a structured format for evaluations.
-​ DISADVANTAGES
●​ May not capture the full scope of an employee's performance.
HUMAN RESOURCE MANAGEMENT REVIEWER

●​ Subject to rater biases and inconsistencies.

●​ Can be overly simplistic, ignoring context and nuances.

RATING SCALE SAMPLE FORM

BEHAVIORALLY ANCHORED RATING SCALES (BARS)

-​ ADVANTAGES
●​ Reduces ambiguity by focusing on concrete behaviors.
●​ Provides clear examples of performance expectations.
●​ Enhances objectivity and consistency in evaluations.
-​ DISADVANTAGES
HUMAN RESOURCE MANAGEMENT REVIEWER

●​ Complex and time-consuming to develop and implement.

●​ Requires significant investment in training for raters.
●​ May not be flexible enough to accommodate all job roles.

BARS SAMPLE FORM

360-DEGREE FEEDBACK
-​ ADVANTAGES
●​ Comprehensive feedback that captures diverse viewpoints.
●​ Encourages self-awareness and personal development.
●​ Reduces bias by incorporating multiple sources of feedback.
-​ DISADVANTAGES
●​ Can be time-consuming to gather and analyze feedback.
HUMAN RESOURCE MANAGEMENT REVIEWER

●​ Potential for biased or inaccurate feedback if not managed properly.

●​ Requires a culture of trust and openness to be effective.

360-DEGREE FEEDBACK SAMPLE FORM

MANAGEMENT BY OBJECTIVES
-​ ADVANTAGES
●​ Aligns individual objectives with organizational goals.
●​ Encourages employee participation and accountability.
●​ Encourages employee participation and accountability.
-​ DISADVANTAGES
●​ Time-intensive process for setting and reviewing objectives.
●​ May focus too narrowly on quantifiable outcomes, overlooking qualitative
performance aspects.
●​ Requires regular follow-up and adjustments to remain relevant.

MBO SAMPLE FORM

HUMAN RESOURCE MANAGEMENT REVIEWER

BEST PRACTICES FOR PROVIDING FEEDBACK

●​ BE SPECIFIC
-​ Focus on specific behaviors and outcomes rather than general traits or
personality. This helps employees understand exactly what they need to improve.
●​ ENCOURAGE DIALOUGUE
-​ Create an open environment where employees feel comfortable discussing their
performance and asking questions. Active listening is key.
●​ BALANCE POSITIVE AND CONSTRUCTIVE FEEDBACK
-​ Highlight strengths and achievements while also addressing areas for
improvement. This balanced approach fosters motivation and development.
●​ SET CLEAR, ACTIONABLE GOALS
-​ Provide guidance on how employees can improve,setting clear and achievable
goals for future performance.

CHALLENGES IN PERFORMANCE APPRAISALS

●​ RATER BIAS - Personal biases and subjectivity can affect the fairness and accuracy of
appraisals. Training and standardized criteria can help mitigate this.
●​ RESISTANCE TO FEEDBACK - Employees may be resistant to feedback, especially if
it's perceived as negative. Building a culture of trust and openness is essential.
●​ INADEQUATE TRAINING - Managers may lack the skills needed to conduct effective
appraisals and provide constructive feedback. Training is crucial to address this gap.