HRM IN A NUTSHELL

by Wan Sek Choon

HR OBJECTIVE
To provide and sustain an
engaged and competent
workforce to enhance the
organizational
effectiveness and
competitiveness.

What is the
CORE CONCERN
of the HR
function?
4Ps of Organization
1.PURPOSE
Vision
Mission
2.PEOPLE
Individual
Team
Organization
3.PROCESSes
Strategies
Structures
Systems
Technology
PERFORMANCE
4.
SUPPORT
ALIGN ALIGN
HR PROCESSES
6 Pillars & 3 Levels
RECRUITMENT PM & OD C&B T & D (LnD)
EMPLOYEE
RELATIONS
ADMIN
STRATEGIC
(MANAGER)
Development of Policies, Procedures and Programs
-Manpower Planning
-Interview &
Assessment
-Exit Interview
-Change Mgmt
-Engagement &
Enablement
-Competency mgmt
-Job Analysis &
Evaluation
-Job Design
- Aligning Ind, Dept
Goals with Org
goals
-Define KPIs
-Performance
Appraisal/Career
Development
-Monitoring
individuals PIP
-C & B Study
-Salary & Benefits
Structure
(Retention
Strategies)
-Collective
Bargaining
-Annual Training
Plan
-Leadership &
Managerial
Development
- Employee
Satisfaction
Survey
-Grievances
/Counselling
-Admin Cost
Control
TACTICAL
(EXECUTIVE)
- Verifying /Preparing
Jds
-Sourcing
-Organising
Roadshows
-Shortlisting
-
Onboarding/Inductio
n
-Reference Checking
-Payroll Processing
-Statutory Payment
and Liason
(EPF,Socso,IRB)
-Employee Data
-Compiling TNA
- Sourcing of
Trainers/Programs
-Conduct TES
-Internship Prgm
-Employee
Incidents
Investigations
-DI Preparation
-Employee
Recreational
Events
-Security/CCTV
-Building &
Equipment MnR
-Office Support
(ie stationeries/
Pantry/Toiletries)
TRANSCATIONAL
(EXEC/OFFICER/
CLERK)
-Filling Up Advert
-Liase with Media
-Scheduling
Candidates
-KPI compiling and
records
-Verifying
Attendance Data
-Leave Admin
-Benefits Admin
(Transport/Lodging
/
Insurance Scheme)
-Training Admin
(ie Venue Prep,
Course Materials,
Training Attd,
Certificates
-DI Admin
-Building and
Equipment MnR
Records
HR Programs-Cross Pillar
Talent Management
Retention Management
Succession Planning
Employer Branding
Wellness Program
Food for thought
Strategic HR =
from backroom
to Boardroom
HR Transformation
Ulrich's HR Roles
Ulrich's HR Competencies
Ulrichs Leadership Code
Building blocks of Ability
COMPETENCE

Knowledge


-Factual
-Procedural
-Conceptual






IQ
- Linguistic
- Numerical
- Musical
- Visual -Spatial
-Kinesthetic





Experience

-Geographical
-Temporal





EQ
-Self
-Interpersonal
-Social


Wan's HR Competencies
1. Individual psychology
2. Organization behaviour
3. Work and Ergonomics
4. Environment
Internal : Physical, Socio-cultural, Stucture
External : Industry, Business, Socio-Econo-Politico
5. Employment Related Laws n Legislation
1.No role conflict
Inter-role
Intra-role
Intra-sender
Person-role
2.No role ambiguity
3.No role strain
4.Provide challenge/
Utilise KSA
5.BCII aligned
VESSEL
Attitude
Motivation
EQ
IQ
CARGOES
Knowledge
Skill
Experience
Network
Behaviors

COMPETENT
adept
adv prac
amateur
apprentice

ENGAGED
madman
zombie
925
caveman
DEPLOY EMBEDDED
PERFORMANCE
1.Top Leadership
Vision & Mission
Core Values
CSR
2.HR 4Pillars
Fair/Tranparent
3. Immediate Superior
Recognition/appreciation
feedback
4a. Physical Evrt
Tools/Equipment/Access to info
Personal Space
Comfort:temp/vent/noise
4b. Social Evrt
Informal network
Formal network
5.Development Oppt
Definition of Engagement
Engagement: The state in which INDIVIDUALS
are emotionally and intellectually connected to
their workplace and committed to the success of
their organization or group.
Engagement is defined as employees willingness
and ability to contribute to company success, and
their desire to invest that extra discretionary effort
into their work.


Whats your answer ??
Why do you wake up
early in the morning
coming to work ?
1. Work ?? What work ? (gaji buta)
2. My boss is breathing down my neck
(punitive)
3. I am paid to do the work (do for the sake
of doing )
4. It is my responsibility (minimum required)
5. I love doing my work (passion is involved)
6. I am serving God ! (inspired as personal
mission)
How Engaged Are You?
Samples of
Human Resources
Quadrant Analysis
(HRQA)
HRQA1-Competency vs Engagement
(PATRIOT)
(MERCENARY)
(DEADWOOD)
(STAR
PERFORMER)
Remove
Retrain
Re-engaged
Reward
HQRA2- Attitude vs Energy
Re-educate
Re-energised
Remove
Reward
HQRA3- Potential vs Performance
HRQA4-Enablement vs Engagement
Org Energy Q- Intensity vs Quality
Strike a Balance
ENGAGEMENT ENABLEMENT
CAPABILITY
OPPORTUNITY
WORK-LIFE BALANCE