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Recruitment and Selection

This document outlines 7 HR basics: recruitment and selection, performance management, learning and development, succession planning, compensation and benefits, HR information systems, and HR data and analytics. It provides details on how companies implement performance management through annual reviews, feedback, and processes for underperformers. Learning and development ensures employees can adapt to changes through reskilling and upskilling. Succession planning prepares for replacing key employees. Compensation and benefits include fair pay to attract and retain top talent. HR systems support recruitment, performance reviews, learning management, and payroll. HR analytics uses data on workforce needs, turnover, and customer satisfaction.

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PRANAV RATHI
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89 views

Recruitment and Selection

This document outlines 7 HR basics: recruitment and selection, performance management, learning and development, succession planning, compensation and benefits, HR information systems, and HR data and analytics. It provides details on how companies implement performance management through annual reviews, feedback, and processes for underperformers. Learning and development ensures employees can adapt to changes through reskilling and upskilling. Succession planning prepares for replacing key employees. Compensation and benefits include fair pay to attract and retain top talent. HR systems support recruitment, performance reviews, learning management, and payroll. HR analytics uses data on workforce needs, turnover, and customer satisfaction.

Uploaded by

PRANAV RATHI
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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7 HR BASICS

• RECRUITMENT AND SELECTION

• PERFORMANCE MANAGEMENT

• LEARNING AND DEVELOPMENT

• SUCCESSION PLANNING

• COMPENSATION AND BENEFITS

• HR INFORMATION SYSTEM

• HR DATA AND ANALYTICS


RECRUITMENT AND 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.
PERFORMANCE MANAGEMENT
Performance management is the second HR basic. It involves
helping people to become their best selves at work, boosting the
company’s bottom line.
HOW DO COMPANIES MANAGE PERFORMANCE
MANAGEMENT :-

• An annual performance
management cycle

• One on one performance reviews/


360 degree feedback

• A shared responsibility between HR


and management

• Underperforming employees
have to be let go
LEARNING AND DEVELOPMENT
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.


Learning & Development (L&D) is led by HR and good policies can
be very helpful in advancing the organization towards its long-term
goals.
SUCCESSION PLANNING
S
Succession planning is the process of planning contingencies in case of key employees
leaving the company. If, for example, a crucial senior manager quits his/her job, having a
replacement ready will guarantee continuity and can save the company significant money.
COMPENSATIONS 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.

PRIMARY COMPENSATION SECONDARY COMPENSATION


HUMAN RESOURCE INFORMATION SYSTEM
The last two HR basics are not HR practices but tools to do HR better.
An HRIS supports all the cornerstones we discussed above.

Recruitment & selection Performance management

Learning Management System payroll system


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.

Workforce needs Employee turnover


Customer satisfaction
intention

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