1 IntroductionHuman Resource Management (HRM) is a planned approach to managing people effectively for performance. It aims to establish a more open, flexible and caring management style so that staff will be motivated, developed and managed in a way that they can give of their best to support departments missions.Good HRM practices are instrumental in helping achieve departmental objectives and enhance productivity. Nowadays, companies in Hong Kong are investing more money on human research resource, analyst or hiring human resource consultant to find the right people for the job position.Therefore, Job analyst, specification and selection of people become an important part in the hiring cycle. Moreover, these are now become a vital stage of company development and enhancement.2 Executive SummaryHuman resource management can be separated into different categories: Job analysis, job design, recruitment & selection, and career & succession planning.Over an over, hiring become a strategic analysis in which the overall strategy (growth, consolidation, diversification, etc), key human resources needed to achieve strategy & workforce characteristics and behaviors required of key human resources are planed & discussed ahead of time.In this report, we will discuss the different stages of hiring a new staff on board and how to make the right choice of getting the right person on-board. We will also look at how strategic human resource manager could provide useful to the board of management as to maximize company efficiency and profitability.3 Attracting the right personFrom a manager stand point, hiring is not just about finding a candidate to ill in the job vacancies, but also about how to help company to find the best person to join. As a result, this is a process to increase team efficiency & hence become more productive and leads higher profitability. In fact, it is very costly to have the wrong person in the job and to have to replace them.The critical factor in assuring manager makes the right employee selection for hiring or promotion or lateral move is the ability to accurately predict the cultural & soft skill fit of the candidates with the job and at the same time, it is the line manager role to think of the 'hard skills needed on the job', that is job analyst and it's another strategic plan for companies to attract potential talent person to join the team.Figure 1 Job analysis Relationship diagramThe line manager must clearly identify the kind of job responsibility he needs for the team and the types of person he wants to fit in the role. Also, the qualification of the candidates and the source of the applicants are also very critical decision making process for line manager as well as the human resource manager.In figure 1, it high-light the 6 categories of job analysis in which the manager and HR must take into account. When the job requirement is defined and the type of person needed is specified, it goes to the...
