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ELITE BUSINESS STUDIES NOTES on human capital $5.79   Add to cart

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ELITE BUSINESS STUDIES NOTES on human capital

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Amazing handwritten notes from an A grade. They have many extra ideas which can be linked in paper 2 essay style. Very neat and easy to understand on human capital, an insanely long and detailed section - but made easy.

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  • July 12, 2021
  • 14
  • 2021/2022
  • Interview
  • Unknown
  • Unknown
  • 200
avatar-seller
HUMAN CAPITAL
*
Changed :
Employees are not regarded just as a resource and to only 9 performance

]
of bus Now
regarded as asset it
→ an owl edge
Human capital function
☒ attitudes
experience ,

characteristics

*
Responsibility : ensure all requirements ( labour legislation ) are met .




differentiation
for -

pµµqµ⑧Tn¥%q;ya
performance appraisals
recruitment 3)
-




" ☒☒ ☒ ⑥ ☒ E- ⑧ ☒ delphi technique
balance



→ a top-down process -


strategic planning ot bus .
to determine which skills are needed to achieve
the goal of bus .




↳ skills will be aquired via manpower planning +
training

refers to process of :


estimating no of employees .
.




assessing skill range required needed to operate




permenant
KEY
.
-




Calculating time frame of employment needs for bus



.





to do accurate MP .
each job must be analysed t described +
specified

Job analysis determines : all tasks + responsibilities associated Ñ
job
↳ Job description to specify
.




title summary of job duties working conditions
-
• : → + +



( Job specification
associated ñ supervision required
job . 13 degree of

qualification + skills + experience necessary for employee
> •
:
.




used as a guide during the recruitment 31 selection process .




↳ Once
categories 13 specific skills have been identified HCF has to decide if skill
skills available
gap is evident -
\ skills
v5
needed
-




] recruitment + selection + training
process will aim to bridge skills gap .




"
""

☒ ⑥ ⑧ ⑧⑧$ ⑥ 8- ⑧④ ☒☒ ☒ ⑧ F-☒ * µÉ
?
a%Ñ%ne°ian apply
REAR UINTA ¢µp :-/
- * aim : attract most competent talent .




→ task of recruitment agent -

determine most

effective communication channels used for

recruitment messages ¥mÉEa ?

micro

/
INTERNAL RECRUITMENT :


-

transferring an existing employee to a new position or promoting an existing employee
searching employee files : identify potential

invite current employee hi suitable characteristics to
apply
/
candidates based on skill , qualifications - experience



sourcing internal staff tiles -


post position on notice board + invite staff to
apply

ask current employees to recommend someone outside ( hybrid recruitment ) + .




A loyalty
Ad f bus
wine ☐ IS ADV : demo " " ""
/
• A
employee morale if aware of Opp .
for promo .

conflict /tension choices
limited
→ training cost
= traditional thinking

more cost effective in recruitment costs

d diversity
past performance 13 behaviour is known seen cheap


as

, EXTERNAL RECRUITMENT :
internet


position advertised via an employment agency .
= Link din


advertise in newspapers trade , journals are trade shows
" " +


approach schools , colleges ,
universities ,
etc .
-


Fate
"
"

casual applicants or walk -

ins =
for senior positions

Head hunted -




employee current I n ri comp . is identified 13 asked for vacant position

Adv :
Dis adv :

new ideas + skills •
costly

Opp to
employ Affirmative Action candidates •
time consuming


.




to divers its
meet EEA targets change

-




benchmarking
insight comp -


on
.


.




considered as neg .




SELECTION :-/ 85%1 .fm#F
→• identifying the most suitable candidates to interview for position .




-
consists of steps 31 ends in employee signing contracts 31 filling vacant position
1.
response to advert ( ( vs ; applicant forms ; other relevant into ) -

is necked to ensure all
2. pertinent info has been supplied informed
applicant will
.




if not be "
"
-




"
3. CUKOR
%
evaluate all applicants forms 31 if they hear no resp once by date criteria
required
To !
.




4. Compile a shortlist of potential candidates for first round of screening
/
.




pre defined -
list of questions verifies the applicant 's references proof
5.
-




background and reference check ← could
criminal records require 1-
credit checks bosses
predetermined interview guide → complete impartially
.




6. interviews are conducted = maybe a second round
additional information lasses qualities /sustainability
← purpose : a tain
allow applicant to ask questions
7. applicant to undergo tests -

sustainability
tills

performance ]
ability
-
real life

Work sample tests 1- practical .
-
match
diversity
if requires cer tain health -

only

medical examinations 1-
eye test - driver




8. candidate are ranked →
highest ranked applicant gets position _sF¥aÑe .




9 Once otter details in employee contract
employee accepts → contract is signed by both parties :
-

.





full details of employer fun name

full details of /
#aQ%ress
employee


contact no
-
-

etc .




date

Details of position #III.


working hours
e,




:*!!! !!! !! Ionisation
retirement ase .




prep colleagues
Placement I
.




employee placed in a position may have a special skill making them more suitable for a
→ -




diff .
position in bus .
→ bus .
will re negotiate remuneration $ other benefits before in their position
-




individual
↳ correct placement ensures
if done badly
employee is fully utilised in best interest of 1- bus .




HR → bus culture waste time / resources
=





important good

INDUCTION :# employee
needs to be
loyalty
-



productive


- ☒
Training ( orientation ) given to all new employees to help become productive role
players ASAP .




"

size fits all
"
-
no one → standard info in an effective induction program :

hardcopy
written copy of bus policies 31 procedures 1- electronic








Organo gram / organisational chart to identify role players in bus .




face to face intro to manager 13 staff in dept

- -

. .






tour of facilities §a¥n"¥ "

unique requirements ,

certain tasks /
tasks clarified
percise instructions on how staff should perform


new
questions

buddy / mentor system uncertainty

tent in otstatt
-
ADV : Are
É ④caring
impression on bus .





d stress + anxiety / part of team

a miscommunication

Starts of hi correct info
-

learns correct procedures

d wasting time / resources ( money) /
immediately



quickly become aware of bus . culture / adapt to bus processes

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