Human Resources
Pg 246-261
1. Human Resources Activities
Recruitment
● The process is used by businesses to identify vacancies in the business and attract
suitable candidates for it.
● Aims at finding candidates who have the necessary knowledge/experience/
qualification to fill the vacancy
● HR function must find the right employees with the right qualifications, skills, abilities
and experience to fill identified posts in the business
Recruitment procedure
1. The human resource manager determines the job needs in the business/identify
vacancies
2. Prepare the Job description and Job specification.
3. Determine the key performance areas of the job.
4. Choose the recruitment method e.g. internal or external method of recruitment
5. Vacancies can be internally advertised via internal email/word of mouth/ posters/staff
notices.
6. If internal recruitment was unsuccessful, consider external recruitment.
7. The advertisement should be prepared with the relevant information, e.g. the name of
the company, contact details, contact person, etc.
8. Place the advertisement in the appropriate media that will ensure that the best
candidates apply
Job Analysis
A job analysis must be done to identify the specific positions/skills needed in the business.
● Job description: includes the title of the job, a summary of what the job involves as
well as the requirements. Job requirements are the duties and responsibilities linked
to the position
● Job specifications: description of the requirements of an employee who would be
suitable for the job. Includes qualifications, skills, abilities and experience that the
employee needs to be able to perform the job successfully
, Difference between job specification and job description
Job description Job specification
Describes duties/responsibilities of a Specifies the minimum acceptable personal
specific job/summary of the job qualities/skills/qualifications
Written description of the job and its Written description of specific
requirements qualifications/skills/experience needed for
the job
Describes key performance areas and tasks Describes key requirements of the person
for a specific job (job title, working who will fill the position. ( formal
conditions/relationship) qualifications/willingness to travel/work
unusual hours)
Methods of recruitment: Internal & external
Internal Recruitment
- when the business looks at existing employees within the business to fill available
jobs (promotion or transfer)
- Refers to the use of internal sources to advertise vacancies inside the business.
Sources:
● Word of mouth
● Business newsletters
● internal / management referrals
● Noticeboard of the business
● Headhunting within the business/organisational database
● emails/ website for staff
● Internet bulletins
Impact:
Positive / Advantages Negative / Disadvantages
Cheaper/Quicker to fill the post. The promotion of an employee could cause
resentment among other employees.
Placement is easy, as management knows The number of applicants from which to
the employees' choose is limited to existing staff only.
skills/personality/experience/strengths.
Provides opportunities for career paths It may close the door to new ideas from
within the business. outsiders.
The employee already understands how the The business must spend more money on
business operates. training / developing existing employees in
the new position.
Pg 246-261
1. Human Resources Activities
Recruitment
● The process is used by businesses to identify vacancies in the business and attract
suitable candidates for it.
● Aims at finding candidates who have the necessary knowledge/experience/
qualification to fill the vacancy
● HR function must find the right employees with the right qualifications, skills, abilities
and experience to fill identified posts in the business
Recruitment procedure
1. The human resource manager determines the job needs in the business/identify
vacancies
2. Prepare the Job description and Job specification.
3. Determine the key performance areas of the job.
4. Choose the recruitment method e.g. internal or external method of recruitment
5. Vacancies can be internally advertised via internal email/word of mouth/ posters/staff
notices.
6. If internal recruitment was unsuccessful, consider external recruitment.
7. The advertisement should be prepared with the relevant information, e.g. the name of
the company, contact details, contact person, etc.
8. Place the advertisement in the appropriate media that will ensure that the best
candidates apply
Job Analysis
A job analysis must be done to identify the specific positions/skills needed in the business.
● Job description: includes the title of the job, a summary of what the job involves as
well as the requirements. Job requirements are the duties and responsibilities linked
to the position
● Job specifications: description of the requirements of an employee who would be
suitable for the job. Includes qualifications, skills, abilities and experience that the
employee needs to be able to perform the job successfully
, Difference between job specification and job description
Job description Job specification
Describes duties/responsibilities of a Specifies the minimum acceptable personal
specific job/summary of the job qualities/skills/qualifications
Written description of the job and its Written description of specific
requirements qualifications/skills/experience needed for
the job
Describes key performance areas and tasks Describes key requirements of the person
for a specific job (job title, working who will fill the position. ( formal
conditions/relationship) qualifications/willingness to travel/work
unusual hours)
Methods of recruitment: Internal & external
Internal Recruitment
- when the business looks at existing employees within the business to fill available
jobs (promotion or transfer)
- Refers to the use of internal sources to advertise vacancies inside the business.
Sources:
● Word of mouth
● Business newsletters
● internal / management referrals
● Noticeboard of the business
● Headhunting within the business/organisational database
● emails/ website for staff
● Internet bulletins
Impact:
Positive / Advantages Negative / Disadvantages
Cheaper/Quicker to fill the post. The promotion of an employee could cause
resentment among other employees.
Placement is easy, as management knows The number of applicants from which to
the employees' choose is limited to existing staff only.
skills/personality/experience/strengths.
Provides opportunities for career paths It may close the door to new ideas from
within the business. outsiders.
The employee already understands how the The business must spend more money on
business operates. training / developing existing employees in
the new position.
