Module 2 - LO3 Human Resources Roles and Functions

1. Human Resources
Human Resource
Planning
Talent Attraction
Talent Management &
Succession Planning
Recruiting &
Onboarding
Compensation &
Benefits
Performance
Management
Training
Development
HR Operations &
Technology
Organisation
Culture
Employee Value
Proposition
Employee Engagement
& Communication
Internationalisation
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2. human
resource
planning
Ensures adequate staffing to meet your
organization’s operational goals, matching the
right people with the right skills at the right
time
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1. Assess current HR capacity
2. Forecast HR Requirements
3. Develop Talent Strategies
4. Review & Evaluate
4 steps to strategic HR
planning

3. Luring the most
desirable of passive
candidates and
incentivising them to
apply for work with
implied and
envisioned benefits
talent
attraction
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4. recruiting &
onboarding
Recruiting is the process of identifying, attracting, interviewing, selecting, hiring
and onboarding employees
Steps:
• New employee Recruitment
⚬ Missions, values, culture, and people
• First Office Visits
⚬ Provide a transparent glimpse of a day in the life at your
office
• Sending an Offer Letter
⚬ Convey your appreciation and delight that your rock-star
candidate picked you
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5. recruiting &
onboarding
An employee onboarding process is the systematic and purposeful transformation
of promising candidates into top-performing employees.
Steps:
• Job Description
⚬ New employees should have a clear knowledge of what is
expected of their role
• Staff Orientation
⚬ An office tour, show them where they will be working, what
equipment they will be using etc.
• Employee Handbook
⚬ To include mission and vision, HR information (rights &
obligations), company expectations and policies
• Staff Development Plan
⚬ Set KPI and goal settings
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6. compensation
and benefits
Paid leave for vacation
Paid leave for sick days
Disability insurance
To attract and retain talent
Cash compensation
Employer contributions to
retirement plans
Employer-paid health/life
insurance
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7. performance
management
Increase employee
engagement
and commitment levels
Gives employees clarity on their role, the performance
required of them, the contribution they make, and the
ways in which they can develop.
Increase motivation
employees
BOOST BUSINESS PERFORMANCE
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8. Continuous process of improving skills, gaining
knowledge, clarifying concepts, changing attitude.
training &
development
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Is training required?
What kind of training is
required to fill the gap?

9. training &
development
things to consider for employee training & development
SkillsFuture National Initiative
Workforce Skills Qualification
ensure employees are assessed for Knowledge, Skills
and Attitude in relevance to tasks
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SSG-WSG | Skills Upgrade and Training, Career-Related
Programmes & Services
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10. Lifelong Learning and Skills
Development
• Jobs
• Sector
– Workforce Skills Qualification
– Skills Framework
– Industry Transformation Map
• Courses and Training Providers
• Technical and Soft Skills
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11. training &
development
things to consider for employee training & development
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• The Skills Framework is an integral component of the Industry
Transformation Maps and it is co-created by Employers, Industry
Associations, Education Institutions, Unions and Government for the
Singapore workforce.
• The Skills Framework provides key information on sector, career
pathways, occupations/job roles, as well as existing and emerging
skills required for the occupations/job roles. It also provides a list of
training programmes for skills upgrading and mastery.
• The Skills Framework aims to create a common skills language for
individuals, employers and training providers.
• This further helps to facilitate skills recognition and support the design
of training programmes for skills and career development.
• The Skills Framework is also developed with the objectives to build
deep skills for a lean workforce, enhance business competitiveness
and support employment and employability.
WSQ Skills Framework
https://www.skillsfuture.gov.sg/skills-framework
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12. training &
development
things to consider for employee training & development
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• The Singapore Workforce Skills Qualifications (WSQ) is a
national credential system that trains, develops, assesses and
certifies skills and competencies for the workforce. As a
continuing education and training (CET) system, WSQ
supports the SkillsFuture movement to:
• Promote recognition of skills and competencies to
facilitate progression, mastery and mobility;
• Promote holistic development of the workforce through
technical and generic skills and competencies;
• Support economic development by professionalising
skills and competencies to drive industry transformation,
productivity and innovation efforts; and
• Encourage lifelong learning.
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13. HR operations &
technology
Software and associated hardware for automating
the human resources function in organisation.
Functions
• Payroll and compensation
• Talent acquisition and management
• Work analytics
• Performance management
• Benefits administration
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14. organisation
culture
Company culture is constantly evolving.
• New leadership
• Shifting demographics,
• Other internal and external factors
It’s HR’s responsibility to guide that evolution.
In areas like recruitment, strategic plans with
executives, employee development.
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