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2.1 Recruitment and Selection
Transitioning from strategy to execution, recruitment and selection form the bedrock of HRM by securing talent that drives organisational success. Beyond merely filling vacancies, this function involves crafting compelling employer branding campaigns to attract diverse candidates.
For example, tech giants like Google employ data analytics to eliminate bias in hiring , ensuring teams reflect global demographics. Structured interviews and skills-based assessments further verify candidates’ alignment with role requirements and cultural values.
By prioritising inclusivity, such as partnering with platforms like LinkedIn to reach underrepresented groups, HR transforms recruitment into a strategic tool for long-term growth.
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2.2 Training and Development
Having recruited the right talent, HRM shifts focus to nurturing potential through targeted training and development. This function addresses skill gaps while fostering loyalty and innovation. Onboarding programmes acclimatise new hires, while leadership workshops prepare high-potential employees for managerial roles. Salesforce, for instance, allocates 1% of its revenue to employee development, integrating platforms like Trailhead for personalised learning paths. Such investments not only enhance productivity but also reduce turnover, as employees value organisations committed to their growth.
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2.3 Performance Management
Building on employee development, performance management ensures continuous alignment between individual contributions and organisational goals. Moving beyond outdated annual HR appraisals, modern HR adopts tools like 360-degree feedback and OKRs (Objectives and Key Results) to facilitate regular, constructive dialogues. Adobe’s “Check-In” system, for example, replaced rigid reviews with ongoing manager-employee conversations, boosting engagement by 30%. By setting clear expectations and addressing challenges proactively, HR fosters a culture of accountability and adaptability.
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2.4 Compensation and Benefits
Complementing performance strategies, compensation and benefits are pivotal in retaining top talent. Competitive salaries alone no longer suffice; employees seek holistic packages encompassing flexible hours, mental health support, and equity incentives.
A 2023 Willis Towers Watson studyrevealed that firms offering comprehensive benefits, such as Netflix’s unlimited parental leave, experience 56% lower attrition. HR curates these packages while balancing budget constraints, ensuring remuneration reflects market trends and employee needs.
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2.5 Employee Relations
In tandem with fair compensation, employee relations cultivate trust and cohesion within the workplace. HR mediates conflicts impartially, promotes work-life balance through policies like remote working, and ensures equitable treatment.
Unilever’s “Speak Up” initiative, which anonymises employee feedback, exemplifies how transparency reinforces ethical standards. By addressing grievances promptly and fostering open communication, HR mitigates risks of disengagement and builds resilient, inclusive cultures.
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2.6 Compliance with Labour Laws
Underpinning all HR activities, compliance safeguards organisations from legal risks while upholding ethical practices. HR teams stay abreast of evolving legislation, such as Singapore’s Employment Act, which mandates fair wages and safe working conditions. Regular audits, anti-discrimination training, and adherence to tripartite guidelines — like those promoting age-inclusive hiring—ensure alignment with national standards. This function not only avoids penalties but also enhances the employer's reputation as a responsible entity.
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2.7 Strategic HR Planning
Looking to the future, strategic HR planning aligns workforce capabilities with long-term business objectives. Through workforce forecasting, succession planning, and organisational design, HR anticipates challenges like skill shortages or market shifts. During the pandemic, DBS Bank leveraged this function to transition 90% of its workforce to remote operations within weeks, minimising disruption. By aligning talent pipelines with emerging trends, such as AI integration, HR positions organisations to thrive in dynamic environments.
