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The Seven HR Basics: 1. Recruitment & Selection

The seven key elements of effective human resource management are: 1) recruitment and selection to find the best candidates, 2) performance management to provide feedback and help employees improve, 3) learning and development to help employees gain new skills, 4) succession planning to ensure replacements are ready if key employees leave, 5) compensation and benefits to attract and retain talent through fair pay, 6) human resource information systems to track HR data, and 7) analyzing HR data to make more objective, data-driven decisions. These seven fundamentals work together to build a strong workforce.

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324 views3 pages

The Seven HR Basics: 1. Recruitment & Selection

The seven key elements of effective human resource management are: 1) recruitment and selection to find the best candidates, 2) performance management to provide feedback and help employees improve, 3) learning and development to help employees gain new skills, 4) succession planning to ensure replacements are ready if key employees leave, 5) compensation and benefits to attract and retain talent through fair pay, 6) human resource information systems to track HR data, and 7) analyzing HR data to make more objective, data-driven decisions. These seven fundamentals work together to build a strong workforce.

Uploaded by

phuong trang
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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The seven HR basics

When we talk about Human Resource Management, several elements are


considered cornerstones for effective HRM policies. These cornerstones are:
1. Recruitment & selection
2. Performance management
3. Learning & development
4. Succession planning
5. Compensation and benefits
6. Human Resources Information Systems
7. HR data and analytics

1. Recruitment & selection


Recruitment and selection are arguably the most visible elements of HR.

Recruiting candidates and selecting the best ones to come and work for the
company is a key HR responsibility. People are the lifeblood of the organization and
finding the best fits is a key task.

 In this process, HR can use different selection instruments to find the best person to do
the work. These include interviews, different assessments, reference checks, and
other recruitment methods

2. Performance management
Once employees are on board, performance management becomes important.. It involves helping
people to become their best selves at work, boosting the company’s bottom line. 
Usually, employees have a defined set of responsibilities that they need to take care of.
Performance management is a structure that enables employees to get feedback on their
performance – to reach their best performance. 

3. Learning & development


the country and era they grow up in, and a range of cultural influences. Within HR, learning and
development ensure that employees adapt to changes in processes, technology, and societal or
legal shifts. 
Learning and development helps employees to reskill and upskill.

 
UPSKILL
Boost your career by gaining the skills to turn HR data into visually intuitive dashboards that
drive key decision-making

4. Succession planning
Succession planning is the process of planning contingencies in case of key employees leaving
the company. For example, a crucial senior manager quits his/her job, having a replacement
ready will guarantee continuity and can save the company significant money.

Succession planning is often based on performance ratings and L&D efforts. This results in the
creation of a talent pipeline. This is a pool of candidates who are qualified and ready to fill
(senior) positions in case of someone leaving. Building and nurturing this pipeline is key to good
people management.

5. Compensation and benefits


Fair compensation is key in motivating and retaining employees. One of the fundamentals of
human resource management concerning pay is ensuring equity and fairness.
Making the right offer of pay is a key part of attracting the best talent. This must be balanced
with the budget and profit margins of the company. HR should monitor pay increases, and set
standards of merit. HR may also carry out a pay audit on occasions. 

The goal here is to reward people in ways that motivate them.

6. Human Resource Information System


An HRIS supports all the cornerstones we discussed above.
For example, for recruitment and selection, HR professionals often use an Applicant Tracking
System to keep track of applicants and hires.
For performance management, a performance management system is used to keep track of
individual goals and put in performance ratings.

7. HR data and analytics


The last of the HR fundamentals revolves around data and analytics. In the last half-decade, HR
has made a major leap towards becoming more data-driven.

The Human Resource Information Systems we just discussed is essentially a data-entry system.
The data in these systems can be used to make better and more informed decisions.
By actively measuring and looking at this data, HR can make more data-driven decisions. These
decisions are often more objective, which makes it easier to find management support for these
decisions.

Conclusion
You now know the 7 Human Resource Management basics. None of these HR fundamentals are
isolated. They all interact and affect each other. Think of these 7 basics as building blocks –
strong management of each fundamental element contributes to the strength of the next.
Collectively, these HR fundamentals enable a workforce not only to perform better but to
perform at its very best. 

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