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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
Organisation Structure and Functions 1
22/05/2024
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
Organisation Structure and Functions
2
22/05/2024
1. Assess current HR capacity
2. Forecast HR Requirements
3. Develop Talent Strategies
4. Review & Evaluate
4 steps to strategic HR
planning
Luring the most
desirable of passive
candidates and
incentivising them to
apply for work with
implied and
envisioned benefits
talent
attraction
Organisation Structure and Functions
3
22/05/2024
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
Organisation Structure and Functions 4
22/05/2024
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
Organisation Structure and Functions 5
22/05/2024
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
Organisation Structure and Functions 6
22/05/2024
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
Organisation Structure and Functions
7
22/05/2024
Continuous process of improving skills, gaining
knowledge, clarifying concepts, changing attitude.
training &
development
Organisation Structure and Functions 8
22/05/2024
Is training required?
What kind of training is
required to fill the gap?
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
Organisation Structure and Functions 9
SSG-WSG | Skills Upgrade and Training, Career-Related
Programmes & Services
22/05/2024
Lifelong Learning and Skills
Development
• Jobs
• Sector
– Workforce Skills Qualification
– Skills Framework
– Industry Transformation Map
• Courses and Training Providers
• Technical and Soft Skills
22/05/2024
Organisation Structure and Functions
training &
development
things to consider for employee training & development
Organisation Structure and Functions 11
• 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
22/05/2024
training &
development
things to consider for employee training & development
Organisation Structure and Functions 12
• 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.
22/05/2024

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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 Organisation Structure and Functions 1 22/05/2024
  • 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 Organisation Structure and Functions 2 22/05/2024 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 Organisation Structure and Functions 3 22/05/2024
  • 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 Organisation Structure and Functions 4 22/05/2024
  • 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 Organisation Structure and Functions 5 22/05/2024
  • 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 Organisation Structure and Functions 6 22/05/2024
  • 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 Organisation Structure and Functions 7 22/05/2024
  • 8. Continuous process of improving skills, gaining knowledge, clarifying concepts, changing attitude. training & development Organisation Structure and Functions 8 22/05/2024 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 Organisation Structure and Functions 9 SSG-WSG | Skills Upgrade and Training, Career-Related Programmes & Services 22/05/2024
  • 10. Lifelong Learning and Skills Development • Jobs • Sector – Workforce Skills Qualification – Skills Framework – Industry Transformation Map • Courses and Training Providers • Technical and Soft Skills 22/05/2024 Organisation Structure and Functions
  • 11. training & development things to consider for employee training & development Organisation Structure and Functions 11 • 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 22/05/2024
  • 12. training & development things to consider for employee training & development Organisation Structure and Functions 12 • 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. 22/05/2024

Editor's Notes

  1. Trainer: For this 3 days CCP programme, we will cover these areas: Recruiting & Onboarding, Performance Management, Training Development, Employee Engagement & Communication.