From hiring new employees and planning workforce needs to managing performance, developing talent and addressing workplace concerns, HR professionals handle many processes that shape an organisation’s workforce.
For students considering a career in HR, knowing what the role involves can help you understand whether the field matches your interests and career plans.
What Is HRM and What Does an HR Professional Do?
Human Resource Management (HRM) is the set of practices organisations use to manage and develop their workforce. These include recruitment and selection, training and development, performance management, compensation and benefits, and employee relations.
An HR professional helps organisations carry out these processes. Their work can involve supporting employees, coordinating people-related activities, addressing workplace concerns and helping the organisation meet its workforce and employment requirements.
8 Core Roles and Responsibilities of an HR Professional
1. Workforce Planning and Strategy
HR professionals help organisations assess workforce needs and plan for the people and skills required to meet organisational objectives. Their responsibilities can include developing HR policies and supporting efforts to attract and retain employees.
2. Recruitment and Selection
Recruitment involves identifying staffing requirements and helping organisations find suitable candidates for available positions. HR professionals may support activities such as job advertising, candidate screening, selection and onboarding.
3. Training and Development
HR professionals help employees build the knowledge and skills required for their roles and future career growth. This can include identifying learning needs and coordinating human resources training and development programmes.
4. Payroll and Documentation
HR professionals also manage important administrative processes. These may include maintaining personnel records, managing payroll information, tracking attendance and keeping employment documentation accurate and up to date.
5. Performance and Reward Management
HR professionals support organisations in managing employee performance through performance assessments, feedback and development planning. They also help administer compensation and benefits and support reward practices that recognise employee contributions.
6. Employee Relations
Employee relations focuses on managing relationships between employees and the organisation and addressing workplace concerns. HR professionals may handle employee complaints, support communication between employees and management, and help resolve workplace issues.
7. Career and Succession Planning
HR can help employees plan their career development by identifying progression opportunities and the skills needed for future roles. Succession planning also helps organisations prepare employees to take on key positions.
8. Talent Management
Talent management focuses on identifying, developing, and retaining talent whose skills are essential to the organisation’s long-term success. HR professionals support this by identifying high-potential employees and providing development opportunities that help build and retain talent.
HR vs Talent Management: Which Career Path Could Suit You?
Human Resources and Talent Management often overlap, but they focus on different areas. Human resources management takes a broader approach to managing employees and workplace needs, including recruitment, employee relations, performance management and HR administration. Talent management focuses more on attracting, developing and retaining talent while preparing employees for future organisational needs.
For students who want to pursue a career in HR, the two areas offer different types of work. Those interested in managing a wide range of employee and workplace matters may explore human resources roles. In contrast, those interested in developing employees, supporting career progression and preparing talent for future roles may explore talent management.
What Skills Do You Need to Become an HR Professional?
1. Communication Skills
Strong written and verbal communication skills help them explain HR policies and processes clearly, share information accurately and handle workplace discussions professionally.
2. Interpersonal Skills
Interpersonal skills help them build professional relationships, understand different perspectives and respond appropriately to employees’ concerns. Empathy, active listening and the ability to work effectively with people from different backgrounds can be particularly useful in HR roles.
3. Problem-Solving
Problem-solving skills help them assess a situation, understand the issues involved and determine an appropriate course of action. These skills help them address employee concerns, resolve workplace issues, and respond to workforce challenges.
4. Organisation
Strong organisational skills help them prioritise tasks, manage deadlines and keep HR information accurate and well organised.
5. Data and Analytical Skills
Data and analytical skills help them interpret HR information, identify patterns and use evidence to inform workforce planning.
6. Confidentiality and Professionalism
They should handle personal and confidential information responsibly, exercise sound judgment, and maintain integrity when dealing with employees and workplace issues.
7. Business Awareness
Business awareness helps them consider factors such as organisational priorities, financial performance and workforce needs when making HR decisions.
Why Study Human Resource Management After SPM?
After SPM, what you choose to study can shape your future career. If you’re interested in recruitment, employee development, workplace relations, and managing people, a human resource management course can give you the knowledge and skills to start building a career in HR.
The field also involves more than handling recruitment or employee paperwork. HR professionals need to communicate with employees and managers, work with teams, solve workplace problems and make decisions responsibly.
Studying human resource management can help students understand how these different areas fit together. Instead of viewing HR as a single function, they can explore how organisations recruit employees, provide training, manage performance and build effective workplace relationships.
Diploma vs Bachelor’s Degree in Human Resource Management
| Diploma | Bachelor’s Degree |
|---|---|
| Duration: 2-3 years | Duration: 3-4 years |
| Focuses on developing practical knowledge of the main areas of HR management. | Covers HRM in detail, including theory, research and broader organisational issues. |
| Common areas include recruitment and selection, employee relations, training and development, compensation, performance management and employment law. | Builds on core HR areas and can extend into strategic HRM, organisational development, HR analytics, research and international HRM. |
| Emphasises applying knowledge to practical workplace situations. | Combines theory with research, analysis, projects and applications to more complex organisational situations. |
| Can provide a route into entry-level HR roles after graduation. | Can support progression into HR roles where a bachelor’s degree is required or preferred. |
| Can also serve as a route to further study, such as a bachelor’s degree. | Can provide a pathway to postgraduate study, such as a master’s degree. |
Start Building Your HR Career with the Right Qualification from LSBF MY
The right educational qualification shapes your career journey over the long haul. Whether you want to begin with a Diploma or pursue a bachelor’s degree in human resource management and development, LSBF Malaysia offers both pathways.
The Diploma in Human Resource Management can be a starting point for students who want to build practical knowledge across key HR functions. The programme covers areas such as recruitment, employee relations, performance management, training, compensation and employment law.
For students who want to pursue a degree, the BA (Hons) in Human Resource Management and Development, delivered in collaboration with the University of Greenwich, covers talent acquisition, employee relations, learning and development, organisational behaviour, leadership and strategic workforce planning.
This blog is written by Godwin Fernandez
Frequently Asked Questions About Becoming an HR Professional
Yes, a diploma in human resource management can prepare you for a range of HR roles after graduation, such as Human Resources Assistant, Recruitment Coordinator, Training and Development Coordinator, HR Administrator, Payroll Specialist and Employee Relations Specialist.
It depends on your academic goals and your career path in HRM. A diploma in human resource management can be a suitable starting point if you want to build core HR knowledge, enter the workforce or continue to a bachelor’s degree. A bachelor’s degree may be a suitable choice if you want to study HRM in depth.
No, recruitment is only one part of the role of HR. HR professionals can also handle employee relations, performance management, training and development, compensation, employment law and workforce planning.
HR professionals can work in industries such as financial services, manufacturing, healthcare, education, information and communication, retail, hospitality, professional services and administrative support.
HR professionals in Malaysia can expect different starting salaries depending on their role and employer. For early-career positions such as Human Resources Assistant, the average salary is around RM 2,601 per month.
