2. Selection
Human 2. The process of procuring the finest talent for the
Resources – business
All Eager Snails Can Insist To Open Cars
Chapter 4
1. Manpower planning Steps:
1. Application
Manpower planning is a top-down process. Business receives CVs etc
1. Recruitment
This means that the strategic plan of the
business will determine which skills are 2. Selection
2. Evaluate
needed to achieve the goals of the business. 3. Placement
See which candidates meet prescribed
The required skills will be acquired via 4. Induction
manpower planning and training. criteria
5. Remuneration
6. Training
3. Shortlist
7. Employee evaluation
- Job analysis Done for the first round of screening
8. Retention
Determine all tasks and
responsibilities 4. Checks
Rachael said Paul is running through each road
Background and reference check is done
- Job description
Specify job title 5. Interviews
1. Recruitment
Conducted by a panel using a set of
The main focus of the recruitment process is to
- Job specification questions
attract the most competent talent.
Interprets job description
6. Tests
Internal: transferring an existing employee to a
- Skills gap - Work sample tests
new position or by promoting an existing
Skills available - Psychometric tests (mental)
employee.
Skills needed - Medical examination (only if needed
- Morale is improved for the job like a pilot etc)
- Cost effective
7. Offer
External: recruit employees externally Candidates are ranked and the highest
ranked receives an offer
- New ideas and skills
- Insight into competition (headhunting – 8. Contract
employee from competitor works for your Signed by both parties
business) Details of employer and employee and
details regarding the position
, 3. Placement 5. Remuneration and employee benefits
The employee is usually placed in the position Permanent or temporary workers may earn salaries. A salary is a fixed amount, which is
for which he/she applied. It may emerge that paid to the employee (once a month) on pre- determined date.
the employee has a special skill, making him/her Wages are usually paid on a daily or weekly basis.
more suited to a different position in the Commission is a form of remuneration used to motivate the employee to deliver more.
business. The business may re-negotiate It is often used in sales where the employee receives a percentage of the sales as
remuneration and other benefits with the commission.
employee before engaging him/ her in this Overtime (BCEA gives regulations on this)
position. Correct placement ensures the 13th cheque
employee is optimally utilised in the best Bonus
interests of both the individual and the
business. Methods of structuring a salary:
4. Induction 1. Cost plus benefits:
Induction is not the same as training for a Paid a basic salary with additional contributions towards certain fringe benefits (pension,
specific job. Induction is training (orientation), medical aid, travel allowance, housing, meals etc)
given to all new employees to help them to
become productive role players in the business 2. Cost to company:
as soon as possible
Paid a salary with no additional contributions (no fringe benefits)
Business policy list will be given to them
Employee can structure a salary package best suited for circumstances.
Chart that identifies the various role players in
the organisation
Face to face introduction to the manager and
other staff members in the department
Tour of the workplace and instructions on how
to perform certain tasks
Induction can reduce stress of the new
employee, gives positive impression, employee
gets correct information immediately
Human 2. The process of procuring the finest talent for the
Resources – business
All Eager Snails Can Insist To Open Cars
Chapter 4
1. Manpower planning Steps:
1. Application
Manpower planning is a top-down process. Business receives CVs etc
1. Recruitment
This means that the strategic plan of the
business will determine which skills are 2. Selection
2. Evaluate
needed to achieve the goals of the business. 3. Placement
See which candidates meet prescribed
The required skills will be acquired via 4. Induction
manpower planning and training. criteria
5. Remuneration
6. Training
3. Shortlist
7. Employee evaluation
- Job analysis Done for the first round of screening
8. Retention
Determine all tasks and
responsibilities 4. Checks
Rachael said Paul is running through each road
Background and reference check is done
- Job description
Specify job title 5. Interviews
1. Recruitment
Conducted by a panel using a set of
The main focus of the recruitment process is to
- Job specification questions
attract the most competent talent.
Interprets job description
6. Tests
Internal: transferring an existing employee to a
- Skills gap - Work sample tests
new position or by promoting an existing
Skills available - Psychometric tests (mental)
employee.
Skills needed - Medical examination (only if needed
- Morale is improved for the job like a pilot etc)
- Cost effective
7. Offer
External: recruit employees externally Candidates are ranked and the highest
ranked receives an offer
- New ideas and skills
- Insight into competition (headhunting – 8. Contract
employee from competitor works for your Signed by both parties
business) Details of employer and employee and
details regarding the position
, 3. Placement 5. Remuneration and employee benefits
The employee is usually placed in the position Permanent or temporary workers may earn salaries. A salary is a fixed amount, which is
for which he/she applied. It may emerge that paid to the employee (once a month) on pre- determined date.
the employee has a special skill, making him/her Wages are usually paid on a daily or weekly basis.
more suited to a different position in the Commission is a form of remuneration used to motivate the employee to deliver more.
business. The business may re-negotiate It is often used in sales where the employee receives a percentage of the sales as
remuneration and other benefits with the commission.
employee before engaging him/ her in this Overtime (BCEA gives regulations on this)
position. Correct placement ensures the 13th cheque
employee is optimally utilised in the best Bonus
interests of both the individual and the
business. Methods of structuring a salary:
4. Induction 1. Cost plus benefits:
Induction is not the same as training for a Paid a basic salary with additional contributions towards certain fringe benefits (pension,
specific job. Induction is training (orientation), medical aid, travel allowance, housing, meals etc)
given to all new employees to help them to
become productive role players in the business 2. Cost to company:
as soon as possible
Paid a salary with no additional contributions (no fringe benefits)
Business policy list will be given to them
Employee can structure a salary package best suited for circumstances.
Chart that identifies the various role players in
the organisation
Face to face introduction to the manager and
other staff members in the department
Tour of the workplace and instructions on how
to perform certain tasks
Induction can reduce stress of the new
employee, gives positive impression, employee
gets correct information immediately
