Human Resource Management: Core Functions and Strategies

Core HR Functions

The primary functions of Human Resources include:

• Staffing: Recruitment and selection.
• Performance Objectives: Training and development, appraisal and reward, employee relations, learning and development, employee well-being, and health and safety.
• Change Management: Analysis of the business environment, innovation, and acting as a change agent.
• Administration: Employment law, documentation, and payroll.

Evolving HR Roles

The concept of HR has shifted toward several key roles:

• Employment Advocate: Focuses on employee needs, including pay, rewards, and leave.
• Human Capital Developer: Focuses on the development of employee skills and capabilities.
• Functional: Manages administrative tasks.
• Strategic Partner: Acts as a business expert, change agent, strategic planner, and internal consultant.
• HR Leader: Coordinates functions and enhances strategic thinking.

Personality and Behavioral Models

Big Five Personality Factors

• Openness: Explorer vs. Preserver
• Conscientiousness: Focused vs. Flexible
• Extraversion: Extravert vs. Introvert
• Agreeableness: Adapter vs. Challenger
• Neuroticism: Reactive vs. Resilient

Learning Styles

The VARK model identifies learning preferences: Visual, Aural, Read/Write, and Kinaesthetic.

HR Theories and Strategies

• Strategic HR: Focuses on the 'Best Fit' between HR strategy and business strategy.
• Descriptive: Adopts a systems approach.
• Normative: The 'One Best Way' approach, establishing best practices.
• Contingency: Strategies based on specific situations.
• Resource-Based: Competitive advantage through the VRIN framework.
• AMO Theory: Ability, Motivation, and Opportunity.
• Porter’s Generic Strategies: Innovation, Quality Enhancement, and Cost Reduction.

Recruitment and Selection

Rodger’s 7-Point Plan

1. Physical Characteristics: Eyesight, general health, height.
2. Attainments: Qualifications and experience.
3. Intelligence: General level, power of reasoning, analytical ability.
4. Special Aptitudes: Skills, presentation skills, self-motivation.
5. Interests: Job-related interests.
6. Personal Disposition: Personality and loyalty.
7. Circumstances: Special requirements.

Types of Assessments

• Ability Tests: Measures current skills.
• Aptitude Tests: Measures potential and reasoning.
• Trainability Tests: Assesses capacity to learn.
• Personality Tests: Evaluates behavioral characteristics.
• Work Samples: Practical task-based assessment.

Training and Motivation

Systematic Training Model

The process involves: Identifying training needs and objectives, designing activities, implementation, and evaluation.

Kirkpatrick’s Evaluation Model

1. Reaction
2. Learning
3. Behaviour
4. Results

Motivation Theories

• Maslow’s Hierarchy: Self-actualisation, Self-esteem, Love and belonging, Safety, and Physiological needs.
• Herzberg’s Two-Factor Theory:
  • Hygiene Factors (prevent dissatisfaction): Job security, personal life, pay, conditions, supervision, and relationships.
  • Motivational Factors: Achievement, personal growth, job interest, and responsibility.