This is how we see Human Resources Management:

>>What kind of people do you need in your organisation in order to achieve its goals?

Firstly you define the organisational culture and value system, so your people can decide whether to stay, join or move on.

All organisations have an internal culture. By deciding what that culture should be, in order to achieve your strategic mission, you can control it. By ignoring it, a culture may evolve that directly undermines the purpose of the organisation.

Establish a Code of Conduct and a set of values for the organisation, so that everybody’s clear about what can be expected of management and employees, in pursuit of the organisation’s goals.
Then you establish the right organisational structure to support the attainment of your strategic goals.

Role clarity is critical when more than one person works on a goal. When you’re managing an organisation involving many people, you need to be systematic about defining and managing role clarity in order to achieve its goals.

Design organograms to support the strategy, showing the relationships between the different functions and the jobs within those functions.

Write job descriptions and grade the jobs to reflect their relative worth to the organisation.

Decide on a compensation philosophy and policy. Conduct a salary survey to help you compare yourself to other employers competing for similarly skilled employees in your community.

Ensure the right fit between current employees and the structure, through competency assessments and career development discussions.

Will you retrain, retire, retrench, promote or transfer?

Your decisions affecting existing employees will be influenced by your organisational culture, the community and legal context in which your organisation operates.

Recruit the right people who will help the organisation achieve its goals.

Where do you look?

How do you screen?

Who decides?

What do you offer?

Signing a contract of employment.

Legal compliance.

Using expatriates vs. localising.

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