ENGLISH COURSES FOR LICENCE 3 STUDENTS

IN MANAGEMENT
HUMAN RESOURCES MANAGEMENT (H.R.M)

1- DEFINITION:

What is Human Resources Management?

Human Resources Management (H.R.M or simply H.R) is a function in organizations designed to

maximize employees’ performance in service of their employer’s strategic objectives. H.R is primarily
concerned with how people are.

Human resource management is also a strategic and comprehensive approach to managing people and
the workplace culture and environment. Done well, it enables employees to contribute effectively and
productively to the overall company direction and the accomplishment of the organization's goals and
objectives.
The department members provide the knowledge, necessary tools, training, administrative
services, coaching, legal and management advice, and talent management oversight that the rest of the
organization needs for successful operation.

Human Resource Management (HRM or HR) is the strategic approach to the effective management
of people in a company or organization such that they help their business gain a competitive advantage.
It is designed to maximize employee performance in service of an employer's strategic
objectives. Human resource management is primarily concerned with the management of people within
organizations, focusing on policies and systems. HR departments are responsible for
overseeing employee-benefits design, employee recruitment, training and development, performance
appraisal, and reward management, such as managing pay and benefit systems. HR also concerns itself
with organizational change and industrial relations, or the balancing of organizational practices with
requirements arising from collective bargaining and governmental laws.

2- HISTORICAL BACKGROUND

What is the evolution of HRM?

‘Human Resources’ is one area in the field of management that changes much more quickly than most.
In the last ten years, in both the U.K (United Kingdom) and the USA (United States of America), the
vocabulary for managing the employment relationship has undergone a change. “Personnel
Management” has increasingly given way to “Human Resources Management” (HRM) or better still to
“Strategic Management”

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 3- RECRUITING, HIRING, AND ONBOARDING EMPLOYEES

What is the difference between Recruiting, Hiring and Onboarding?

 Recruiting is the act of attracting, engaging, assessing, and onboarding talent for work. At the
strategic level, it involves the identification of the skills and qualifications demanded, the
development of an employer brand, the implementation of recruiting technologies, as well as, the
establishing the hiring teams’ budgets and responsibilities.

The stages of recruiting are job analysis, sourcing talent, assessing talent, and engaging talent. Each
stage affects talent’s willingness to work for a brand.
 Job analysis is the identification of the job’s activities and attributes needed; it will determine the
job description and underline the job advertisement.
 Sourcing talent is the generation and capturing of talent’s demand through targeted recruitment
marketing and recruitment sales campaigns.
 Assessing talent consists of interviews with the hiring team, in addition to the usage of skills,
behavioral and personality assessment tests.
 To complete the recruitment engagement with talent, a company makes a job offer, talent agrees
on compensation, and onboarding begins.
 Hiring: The act of giving someone a job; an employer taking on a new employee. "After several
interviews, the CEO told me that he wanted to hire me for the management position, and that I
could start work next week."
 Onboarding is known as an organizational socialization; it refers to the mechanism through
which new employees acquire the necessary knowledge, skills and behaviors. It is the term for
the process by which new hires at a company are brought on board with that company’s
objectives.

4- THE ROLE OF RECRUITMENT AND SELECTION IN STRATEGIC MANAGEMENT

 What is Recruitment?
Recruitment is that branch of business or that term of businesses within an organization that selects and
hires a true and honest person with the required skills, knowledge and capabilities that an organization
required from the employers and for the accomplishments of targets and goals.
The selection process includes the essential steps and methodologies that are essential and compulsory
for the actual person to be selected for the organization’s HR department.

 Importance of Recruitment and Selection

The process of recruitment and selection is very much important and must be based on the proper
working as well for its success. The best recruitment process enhances the organizations improvement
and operating facilities because better will be the employees better will be the reputation of the company
according to the international standard of markets in business. The main source of the recruitment
process is to hire the best talent, best person, best mind for the best and efficient working in an
organization. Recruitment involves the process of proper searching of the employees for the
organization. There are many methods includes the proper searching methods in term of searching for
new employees for the organizations. The process of searching must be good enough that many of the
deserving candidates will approach your advertisement or job offer at a glance.
 Steps in Strategic Management

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Strategic Management involves employing selective and specific processes across all aspects of the
business, including the recruitment and selection process, to help the business achieve optimal profit and
success. Below are the different steps.
A/ Identifying Needs
Strategic Management begins with identifying the needs of your organization as they relate to current
and future labor demands. Accomplishing this task requires the ability to identify the various jobs and
roles needed within your organization to meet current and future goals related to production and growth.
Once identified, clear and concise job descriptions and duties can help ensure that recruitment remains
streamlined/ updated and aimed at efficient recruitment and hiring.

B/ Recruitment Activities

Hiring managers should focus on recruiting activities aimed at attracting the right candidates for the
job. Recruitment activities can include internal efforts, college hiring fairs, technical and vocational
events, and traditional newspaper advertisements. Based on the needs of current openings and forecasts
(= anticipation) for future needs, a hiring manager will need to direct efforts toward the best option for
recruiting the right candidates. For instance, focusing on college hiring fairs and traditional newspaper
advertisements is appropriate for entry-level positions with your company.

C/ Selection Process

Selecting the right candidate requires identifying the specific skills, knowledge and qualities you seek
and desire in an employee. This can relate to the necessary skills and knowledge for the position itself,
such as a specific degree or certification, and the desired personal qualities such as a preference to hire
employees with good moral and ethical standards. Other important parts of the selection process include
conducting any necessary aptitude tests and conducting a thorough background check to ensure the
employees meet the basic qualifications of both the position and the company.

D/ Other Considerations

Strategic Management also takes into account various ways to reduce costs while ensuring enough staff
as in place to complete all necessary job duties and responsibilities. For instance, you can eliminate the
duplication of job duties and reduce costs by consolidating job duties and restructuring your internal
workforce. Other concerns include those related to replacing an aging workforce. This requires the need
to plan ahead for the loss of essential employees to retirement.

Conclusion

The main goal of this process is to select the best candidate for the post of job you are offering. This
process is very much important for every organization because it creates the best and comfortable
atmosphere in the organization. It is important to list out the skills and capabilities of that candidate in
order to utilize it best in the organization working atmosphere.

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 TUTORIALS FOR LICENCE 3 STUDENTS
HUMAN RESOURCES MANAGEMENT (H.R.M)

SEVEN (7) STEPS FOR AN EFFECTIVE RECRUITING PROCESS

In a world where everything happens very quickly and where we r insistently try to save time, it may be
tempting to try to eliminate what we consider to be less important. And that is normal! But beware!
When it comes to an effective recruiting strategy to hire a new talent for a position within your
organization, there are steps that should not be neglected, even if some of them may seem unnecessary
to you at first.

Here are seven (7) steps for an all-inclusive selection process that will allow you to be as successful
as possible in hiring efforts!

1- …………………………………………………………………………………………………..

Word of mouth is an effective way to communicate the benefits of your company and its culture, but is
it the most appropriate way to find a suitable candidate? Maybe not.

After having properly written the job description, post it on the right platform and ask yourself who will
be receiving or forwarding your message. Consider social networking, job search sites, professional
orders, bulletin boards, universities, newspapers. The possibilities are endless!

2- ……………………………………………………………………………………………………

The initial step that eliminates the most applications is the analysis of Curriculum Vitae. In addition to
identifying candidates who have the required professional experience, your analysis will allow you to
identify the next generation of workers by giving those who have acquired their knowledge through
school a chance as well.

Take the time to read every CV and keep the interesting application at your fingertips. You may find a
certain CV to be better suited for a future job posting.

How to truly benefit from Personality Test for Hiring?

We have all heard of Personality Tests in businesses. Their popularity keeps on rising, and they are quite
the innovative way to get to know the candidates in front of you, without really knowing them. After all,
they are already interviewed to try and get to know them, but sometimes that is not enough.

3- …………………………………………………………………………………………………..

Take the time to question your candidates by asking some general questions (related to their availability,
desire, salary, etc…).

Since there is no second chance to make a good first impression, you will be one step closer to hiring
your right candidate.
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 4- …………………………………………………………………………………………………

A crucial step in your selection process is to have your candidate complete a Psychometric Test. Don’t
freak out with the “psycho” prefix. I am not saying you should submit your candidate to a Rorschach
Test, showing him symmetrical inkblots to interpret! The information revealed in a psychometric
assessment will rather identify aspects of their personality that will have an impact on their overall
performance, and with which your candidates will be more comfortable.

This step is far from being discrimination, nor is it intended to be an imperative eliminator of
applications; it is quite the contrary! It is rather to better identify strengths and elements to work on or
monitor in your next steps. Think beyond the upcoming interview; if the candidate is selected, this tool
will be as valid in a context of organizational development and will accompany him/her in their new
challenges within your organization.

Psychometric assessment will also allow you to create a reference model with pre-established job norms
for a given position. By comparing the psychometric assessments to job standards, your chances of
success are exponential. The norms specify the behaviors, personality profiles, and skills that are ideal to
maximize the performance of the individual in a given position.

5- ………………………………………………………………………………………………….

After gathering the required information about your candidate, having gathered precious information
regarding aspects of his personality, and having confirmed their expectations for the position, a meeting
is required!

If you have an interview guide, adapt it depending on the position, but also according to the candidate.
For example, if you have noticed in his psychometric results that your candidate has a tendency to be
very organized, ask a question that will challenge his skills when faced with more spontaneous
situations.

Avoid making the 5 interview mistakes:

Interview Mistake N° 1: ………………………………………………………………………………

As we all know our basic gender, age, and stereotyping biases. But are there more that we are
completely unaware they are influencing our hiring decisions? You may have heard of these biases if
you have been trained or had a formal education in HR, but it is not just HR professionals who
interview. And even if you have been exposed to the terms, you may still not be paying them enough
attention.

Take a little time before an interview to refresh your memory on the various types of recruitment bias
that commonly occur during interviews.

Interview Mistake N° 2: ………………………………………………………………………………..

There is nothing worse than asking irrelevant questions during an interview. Not only does it waste your
valuable time as the recruiter and /or immediate manager, but it is also one of the most frustrating things
a candidate can experience.

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Even though you are the one who is giving the candidate the opportunity to work for your organization,
you won’t be able to attract the best employee if your selection process affects your reputation and
brand as an employer.

Prepare for the interview beforehand and make sure you know what you are looking for in terms of
knowledge, experience, skills, and characteristics.

Interview Mistake N° 3: …………………………………………………………………………….

This common interview mistake is just as bad as asking irrelevant questions. Asking the wrong
questions wastes the recruiter, manager and candidate’s time. And yes, I know it is a cliché, but time is
money when it comes to recruitment and selection. You have a position to fill, you need to screen and
prepare for all the interviews, and you need to reserve time to actually conduct the interviews. Not only
that, but after you have found your candidate, they still need to go through orientation and training,
etc… So can you really afford to be asking the wrong questions during an interview?

Putting this much time and effort into hiring the best is completely valid, but only if you are using your
time wisely! Get to know the candidate before they come into the interview and make sure you examine
their weaknesses and not their strengths!

Say, for instance, you are looking to hiring an employee who is expected to have sales as part of his
tasks. They come into the interview and have a great energy and sociability about them that makes you
realize he would be a good salesperson. In fact, if you gave them a psychometric test, you would
probably see that they are more on the extroverted side. But then again this same psychometric test told
you that he is not much of an adaptable person. What questions would you ask during the interview in
this situation?

Would you spend time examining how capable he is of initiating contact with strangers, approaching
them, and creating new networks? Or would you rather spend time addressing this lack of adaptability?
Wouldn’t you prefer to see if he has had experiences where he had to be adaptable? Has he learned
anything from these experiences? Can he transfer that knowledge to this position?

Get to know your candidates even before they come into the interview, prepare for their arrival, and
have an interview guide handy (near your hand) that allows you to focus on the more important aspects
of the interview.

Interview Mistake N° 4: ………………………………………………………………………….

It may sound cheesy / unpleasant, but that does not make it any less true. If you don’t know what your
strengths are, how you capitalize on them? If you don’t know what your weaknesses are, how can you
make sure they don’t work against you?

You, as the interviewer, need to know yourself. Are you an inherently / naturally good listener, or
should you work on developing your active listening?

Are you too sensitive and empathetic, or are you making your candidates feel comfortable because of
your resilience / flexibility? Are you organized and structured or should you put more effort into
planning and preparing for an interview?

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Know who you are, what you are good at, and what could use a little bit of work. If you want to be a
good recruiter, getting to know yourself is the best start.

Interview Mistake N° 5: ……………………………………………………………………..

Just because a candidate was better than the one before him or her, doesn’t mean he or she is the right
candidate for you. Some candidates are just naturally better at interviewing, while it takes others more
time and effort to really display / show their natural strengths, talents and personality. And most of the
time, an hour long interview is just not enough time for these individuals to really show you what they
are all about.

Don’t rely on appearances, and don’t compare candidates. What you are seeing during an interview is
likely just one part of the iceberg of what your candidates have to offer. So once again, prepare and get
to know your candidates!

Whether you are looking to hiring an executive or fill an entry level position, the cost of a bad hire is
just not worth the risk of making common avoidable interview mistakes. Refresh your knowledge of
recruitment biases, avoid irrelevant questions, use your time efficiently by asking the right ones,
improve your self-awareness, and don’t compare candidates! Start with these tips and you will surely be
on your way to improving your selection process.

6- ……………………………………………………………………………………………….

For very specific positions, a second interview is sometimes appropriate, whether for a technical
position, for an interview with one of your partners, or a supervisor.

Make sure to review the information and answers gathered during previous steps; they will probably be
useful in this second meeting.

7- ……………………………………………………………………………………………….

Even though we try our very best to hire the best employees possible, we all know hiring mistakes can
lead to fairly high costs. So, take time to complete this reference check stage. Validate the references
provided: previous jobs, academic training, etc. For more extensive job positions, you may even want to
make sure there are no criminal records.

Obviously, depending on the position, there are steps you might want to forgo / to omit (example: the
second interview). Ask yourself which stages are really essential to meeting your needs. The important
thing is to try to learn as much as possible about the candidate(s), while still meeting expected deadlines.

But please, do not set the personality assessment aside, because it most certainly will benefit you, the
candidate, the team he/she will join, and the organization as a whole!

And above all, if you have eliminated candidates during the process, take the time to inform and thank
them. You never know who you might meet again on your professional path.

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 EXERCISES ON HUMAN RESOURCES MANAGEMENT
Read each sentence below and choose the correct answer between A, B, C, or D

1- Human resource management (HRM) is the practice of………………… an organization's

employees.
A) recruiting,
B) hiring,
C) deploying and managing
D) all of the above

2- An organization's HR department is usually responsible for ………………

A) creating, putting into effect policies governing workers
B) overseeing policies governing workers
C) the relationship of the organization with its employees
D) all of the above

3- Human Resources Management is a ………………. in organizations designed to maximize

employees’ performance.
A) person
B) something
C) function
D) none of the above

4- H.R is generally concerned with ………………………….

A) how people are and feel
B) how people work
C) how people behave
D) all of the above.

5- HRM is very important because ……………………………………………

A) it manages the people within a workplace to achieve the organization’s mission and reinforce
the culture
B) it helps recruit new professionals who have the necessary skills to further the company’s goals
C) it aids with the training and development of current employees to meet objectives.
D) all of the above

6- Recruitment refers to the process of …… suitable candidates for jobs within an organization.
A) attracting and shortlisting,
B) selecting
C) appointing
D) all of the above

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7- The recruitment process includes ………………………
A) analyzing the requirements of a job,
B) attracting employees to that job,
C) screening and selecting applicants, hiring, and integrating the new employee to the organization.
D) all of the above

8- The main purpose of recruitment and selection is …………………. the person who best meets
the requirements of the vacant job in the company
A) to onboard
B) to attract
C) to appoint
D) None of the above

9- The hiring process includes ……………………….

A) reviewing applications,
B) selecting the right candidates to interview,
C) testing candidates,
D) all of the above

10- Onboarding is known as an organizational socialization means …………….

A) creating a society in the organization
B) creating an organization in the society
C) creating the necessary conditions for employees’ integration in the organization
D) none of the above

11- Onboarding refers to the mechanism through which new employees acquire ………………..
A) the necessary knowledge,
B) the necessary skills
C) the necessary behaviors
D) all of the above

12- Human Resources Management is the same as ………………………….

A) HR
B) HRM
C) Personnel Management
D) All of the above

13- Strategic Management includes …………. to help the business achieve optimal profit and
success.
A) the recruitment process
B) the selection process
C) the recruitment and selection process
D) none of the above
14- Strategic Management involves ……………………………………

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A) Needs analysis
B) Recruitment activities
C) Selection process and other considerations
D) All of the above

15- Eliminating job duplication and replacing an aging workforce are included in ……………….
A) Needs analysis
B) Recruitment activities
C) Selection process
D) None of the above

16- For a simple recruitment process, there are ………………………………

A) five steps
B) six steps
C) seven steps
D) none of the above

17- The five interview mistakes must avoided at the level of …………………………
A) The telephone interview
B) The in-person interview
C) The second interview
D) All of the above

18- The second interview’s objective is …………………………………………….

A) to actually get to know your candidate
B) to actually have the very first “first impression” about your candidate
C) to actually clarify your candidate’s skills
D) none of the above

19- Between the different interview, the worst one is the fact of ……………………..
A) asking irrelevant questions
B) wrong questions
C) falling victim of recruitment bias / prejudice / favoritism
D) none of the above

20- A good interviewer needs to ……………………………………………..

A) know who he or she is and what he or she is good at
B) know his or her candidates even before they come into the interview
C) ask correct and relevant questions
D) all of the above

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