Human Resource Management and Personnel Administration
HR cycle
Human resource management covers workforce planning, job analysis, recruitment, selection, onboarding, performance management, learning and development, compensation, employee relations and separation. Personnel administration applies these rules fairly and consistently.
- Job analysis yields a job description (duties) and person specification (qualifications and competencies).
- Recruitment attracts candidates; selection chooses using valid, job-related criteria.
- Performance appraisal should use observable standards and documented evidence; common rating errors include halo, leniency and recency.
- Training fixes current skill gaps; development prepares for future roles.
- Discipline requires lawful grounds, notice, a fair hearing and a proportionate penalty.
Worked example: A vacancy for a records officer exists. The supervisor writes a person specification first, then advertises, shortlists against essential criteria, uses a structured interview and a practical filing test, and records scores. This is stronger than hiring a relative because it links selection to job requirements and creates an audit trail. If a candidate claims bias, the scoring record is the evidence.
Traps
Skipping job analysis and writing the advert from a previous post; using 'experience' as a proxy for ability without criteria; treating a performance appraisal as a disciplinary hearing; promising confidentiality in a grievance without checking policy.