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.
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
-
• : → + +
-
•
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
" " +
•
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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