H U M A N :)
R E S O U R C E S
Definitions
CV → Brief summary of a persons education, qualifications, experience, skills, previous jobs and personality traits
Employment Contract → Legally binding agreement between employer and the employee which outlines the terms +
conditions of employment
Recruitement → Process of identifying open positions with B and attracting suitable candidates for position
External Recruitement → Process of sourcing potential candidates for open positions from outside B
Internal Recruitement → Process of sourcing potential candidates for open positions from within B
Fringe Benefits → Additional benefits provided by B to employees beyond regular salary
Induction → Introduces new workers to B's goods + services, operations, management etc
Interview → formal meeting where into is exchanged between interviewer & interviewee
Interviewer → Individual responsible for asking questions + conducting interview
Preliminary Interview → A short form of interviewing potential candidates to determine which candidates meet
specific criteria for further consideration
Job Analysis → A tool used by the human resources function to gather and analyze information about the workforce.
Job Description → Describes the duties and responsibilities associated with a specific job.
Job Specification → Describes the minimum acceptable personal qualities, skills, and qualifications needed for the
job.
Placement → The process of positioning selected candidates in roles where they can function optimally and add
value to the business. .
Selection → The process of choosing the most qualified candidate for an available post based on the
requirements from job analysis.
Selection Procedure → The formal process that needs to be followed before making an appointment.
Unilaterally → Actions performed by one party without the agreement of the other party
, Recruitement & Selection
Recruitement
• Recruitment is the process of identifying vacancies in a business + attracting suitable candidates.
• B can use either internal/external recruitment (depending on the vacancy’s nature + requirements)
• Recruitment is an ongoing process due to employee turnover, promotions, retirements, and
evolving skill demands.
• It involves actively finding candidates and integrating them into the business ✓
Recruitement Procedure
① Preparation of job analysis: HRM (Human Resource Manager) prepares job analysis: includes specifying
job description and specifications
② Job description is prepared by HR manager (HRM) to ID recruitment needs of B
③ HRM specifies requirements & key performance areas of vacancy → attract suitable candidates
④ HRM decides on method of recruitment that ensures most suitable candidate is found for position
⑤ Business decides on either internal or external recruitement (Eg: Agencies; Newspaper; Social Media)
⑥ If internal recruitement isn't successful → HRM will prepare to recruit through external recruitement
⑦ Appropriate recruitment sources are determined for external recruitement
⑧ Advert prepared for selected media to ensure suitable candidates apply for vacancy
* Example: Seriti, a major South African mining company is currently
looking for a senior VOHE officer. Seriti first used the internal
recruitment system first as the advertised the position to
employees inside their company. Seriti then used the external
recruitment system where they hired a recruitement agency and
advertised the position
online.
* Examples: Escom new Ceo: Dan Marokane rejoined Eskom as the
new CEO and external recruitement was used as he was previous
the interim CEO of Tongant Hulett
R E S O U R C E S
Definitions
CV → Brief summary of a persons education, qualifications, experience, skills, previous jobs and personality traits
Employment Contract → Legally binding agreement between employer and the employee which outlines the terms +
conditions of employment
Recruitement → Process of identifying open positions with B and attracting suitable candidates for position
External Recruitement → Process of sourcing potential candidates for open positions from outside B
Internal Recruitement → Process of sourcing potential candidates for open positions from within B
Fringe Benefits → Additional benefits provided by B to employees beyond regular salary
Induction → Introduces new workers to B's goods + services, operations, management etc
Interview → formal meeting where into is exchanged between interviewer & interviewee
Interviewer → Individual responsible for asking questions + conducting interview
Preliminary Interview → A short form of interviewing potential candidates to determine which candidates meet
specific criteria for further consideration
Job Analysis → A tool used by the human resources function to gather and analyze information about the workforce.
Job Description → Describes the duties and responsibilities associated with a specific job.
Job Specification → Describes the minimum acceptable personal qualities, skills, and qualifications needed for the
job.
Placement → The process of positioning selected candidates in roles where they can function optimally and add
value to the business. .
Selection → The process of choosing the most qualified candidate for an available post based on the
requirements from job analysis.
Selection Procedure → The formal process that needs to be followed before making an appointment.
Unilaterally → Actions performed by one party without the agreement of the other party
, Recruitement & Selection
Recruitement
• Recruitment is the process of identifying vacancies in a business + attracting suitable candidates.
• B can use either internal/external recruitment (depending on the vacancy’s nature + requirements)
• Recruitment is an ongoing process due to employee turnover, promotions, retirements, and
evolving skill demands.
• It involves actively finding candidates and integrating them into the business ✓
Recruitement Procedure
① Preparation of job analysis: HRM (Human Resource Manager) prepares job analysis: includes specifying
job description and specifications
② Job description is prepared by HR manager (HRM) to ID recruitment needs of B
③ HRM specifies requirements & key performance areas of vacancy → attract suitable candidates
④ HRM decides on method of recruitment that ensures most suitable candidate is found for position
⑤ Business decides on either internal or external recruitement (Eg: Agencies; Newspaper; Social Media)
⑥ If internal recruitement isn't successful → HRM will prepare to recruit through external recruitement
⑦ Appropriate recruitment sources are determined for external recruitement
⑧ Advert prepared for selected media to ensure suitable candidates apply for vacancy
* Example: Seriti, a major South African mining company is currently
looking for a senior VOHE officer. Seriti first used the internal
recruitment system first as the advertised the position to
employees inside their company. Seriti then used the external
recruitment system where they hired a recruitement agency and
advertised the position
online.
* Examples: Escom new Ceo: Dan Marokane rejoined Eskom as the
new CEO and external recruitement was used as he was previous
the interim CEO of Tongant Hulett
