People enable businesses to be successful. Therefore, it’s not surprising employees are an organisation’s most important and prized asset. Consequently, effective human resource management (HRM) is perhaps the most significant (and sometimes underutilised) business specialism that should be mastered to achieve business performance targets.

There are various elements of HRM that should be carefully considered, planned and executed.  For example:

• Job and person specification – identifying the main duties and responsibilities of the post holder will help to create a candidate profile that will identify the skills, knowledge and level of experience of the ideal candidate. If this element of the HRM process is not executed properly, the remaining functions are likely to be ineffective.
• Recruitment – this element concerns how potential candidates are attracted and thus it’s important to make sure the right mediums are used, and the messaging is appropriate.
• Selection – this facet incorporates screening, evaluation, and final selection, and will include factors such as self-selection questions; psychological, technical, and personality questions; shortlisting criteria; interview process (e.g. via phone, in person); medical examination; right to work check; ID checks; security clearance; referencing; and final selection.
• Induction – also known as onboarding, this process involves the company helping the selected candidate to become familiar with the organisation, its facilities, its goals, its values, its policies and people, quickly.
• Learning & Development – this HRM function (also known as training and development) is focused on helping employees to achieve their SMART objectives (identified through appraisals and line management dialogue) that are in line with the organisation’s goals and strategies. Subsequently, cost effective training providers are sourced to provide training (in-house or externally) to individuals or teams.
• Talent acquisition and retention – talent acquisition has a medium to long term goal of selecting future leaders and managers, and it sometimes involves acquiring talent through head hunting. However, to attract the desired individuals, the company will need to ensure, among other things, that its:
  • employer branding has been refined;
  • work culture is appealing;
  • financial success (short and long term) is sustainable; and
  • work incentives are commensurate.

Retaining talent comprises of implementing several different tactics supported by research, such as: employee empowerment; personal and professional self-development opportunities; effective mentorship; competitive remuneration package; and providing safe, healthy, comfortable and fair work environments.

The above are just some of the areas of HRM that can help with attracting, motivating and engaging employees successfully. In the end, the success of the organisation will largely depend on how its leadership team views its people and business in general. Is it focused purely on the financials, on its clients, its impact on the community and environment or winning the ‘infinite game’?

If you need help in establishing or cultivating a high-performance culture or recruiting talent or any of the administrative elements of HRM, contact one of our HRM specialists for a free initial consultation.

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