Human Resources Activities
• Planning the need for employees STEP 3: EMPLOYMENT CONTRACTS STEP 5: PLACEMENT AND INDUCTION
• Finding, screening and recruiting job applicants A written legal agreement that lays down the terms and Placement: to fill a vacancy with the ide
• Training and developing the workforce conditions under which a person is employed to do a certain appointing an existing member of the s
• Dealing with salary matters and administering employee-benefit programs job in return for an agreed salary. Includes: position
• Dealing with staff discipline • Personal details of employer and employee • Allows talented employees to obtain
• Dealing with resignations, retrenchment and dismissals • Job description experience
• Promoting skills development • Salary and benefits • Motivates employees
• Leave
STEP 1: RECRUITMENT • Working hours and overtime Induction: the process of introducing a
The process of finding applicants to fill vacancies in a business who have the • Possible probation period the job, the other employees and the o
necessary skills, personality and experience • Conditions under which the contract can be terminated business
1. Identify a vacancy in the organization Aims to help new employee to:
2. Draw up a job description STEP 4: SALARIES AND BENEFITS • Become familiar with other employe
3. Write the specifications for the job Salaries: money earned by an employee according to the • Find their way around the premises
4. Evaluate the job for salary purposes employment contract and paid monthly into a bank account • Settle in quickly and become produc
5. Advertise the position (wages are paid weekly) • Become familiar with company proc
6. Draw up a shortlist of suitable candidates • Understand the company rules and
Factors that influence salaries: • Know the safety regulations
STEP 2: INTERVIEWING AND SELECTION • Educational qualifications
Candidates undergo: • Experience on the job STEP 6: SKILLS DEVELOPMENT
• Screening and reference checks • Skill level
• Testing (health, attitudes, ability to communicate, skills) • Level of the position in the business
• Psychometric tests Profit sharing: a scheme in which the e
• Shortage of workers with a particular skill percentage of the profits of the busine
• Specific talents
Interview process: Gross salary: the total amount that an
• Risks of the job
1. Make sure the interviewers prepare for the interview employee before personal tax, pension
• Agreements made by trade unions and the Dept of
2. Introduce the selection panel provident funds, medical scheme contr
Labour contributions.
3. Question the candidate
4. Allow the candidate to ask questions Time-related salaries: employees are paid a salary for a time Net salary: the salary remaining after t
5. Write notes period worked been made
Piece rates: paid for piece of work according to the amount Personal income tax: a compulsory pay
Selection process: the process by which an employer evaluates information of work done or number of items completed in a certain state by the people in the country who
about the applicants gained during the interview process time period Benefits: additional advantages receive
6. HR dept contacts the successful applicant Commission: a percentage of the value of the sales made as part of a remuneration package (pen
7. Applicant may want to negotiate conditions of employment Bonus: a special payment for achieving a target in Statutory benefits: those benefits that
8. HR dept draws up an employment contract and it is signed by both parties production receives according to the law (COIDA, U
9. HR dept informs all other candidates about result
• Planning the need for employees STEP 3: EMPLOYMENT CONTRACTS STEP 5: PLACEMENT AND INDUCTION
• Finding, screening and recruiting job applicants A written legal agreement that lays down the terms and Placement: to fill a vacancy with the ide
• Training and developing the workforce conditions under which a person is employed to do a certain appointing an existing member of the s
• Dealing with salary matters and administering employee-benefit programs job in return for an agreed salary. Includes: position
• Dealing with staff discipline • Personal details of employer and employee • Allows talented employees to obtain
• Dealing with resignations, retrenchment and dismissals • Job description experience
• Promoting skills development • Salary and benefits • Motivates employees
• Leave
STEP 1: RECRUITMENT • Working hours and overtime Induction: the process of introducing a
The process of finding applicants to fill vacancies in a business who have the • Possible probation period the job, the other employees and the o
necessary skills, personality and experience • Conditions under which the contract can be terminated business
1. Identify a vacancy in the organization Aims to help new employee to:
2. Draw up a job description STEP 4: SALARIES AND BENEFITS • Become familiar with other employe
3. Write the specifications for the job Salaries: money earned by an employee according to the • Find their way around the premises
4. Evaluate the job for salary purposes employment contract and paid monthly into a bank account • Settle in quickly and become produc
5. Advertise the position (wages are paid weekly) • Become familiar with company proc
6. Draw up a shortlist of suitable candidates • Understand the company rules and
Factors that influence salaries: • Know the safety regulations
STEP 2: INTERVIEWING AND SELECTION • Educational qualifications
Candidates undergo: • Experience on the job STEP 6: SKILLS DEVELOPMENT
• Screening and reference checks • Skill level
• Testing (health, attitudes, ability to communicate, skills) • Level of the position in the business
• Psychometric tests Profit sharing: a scheme in which the e
• Shortage of workers with a particular skill percentage of the profits of the busine
• Specific talents
Interview process: Gross salary: the total amount that an
• Risks of the job
1. Make sure the interviewers prepare for the interview employee before personal tax, pension
• Agreements made by trade unions and the Dept of
2. Introduce the selection panel provident funds, medical scheme contr
Labour contributions.
3. Question the candidate
4. Allow the candidate to ask questions Time-related salaries: employees are paid a salary for a time Net salary: the salary remaining after t
5. Write notes period worked been made
Piece rates: paid for piece of work according to the amount Personal income tax: a compulsory pay
Selection process: the process by which an employer evaluates information of work done or number of items completed in a certain state by the people in the country who
about the applicants gained during the interview process time period Benefits: additional advantages receive
6. HR dept contacts the successful applicant Commission: a percentage of the value of the sales made as part of a remuneration package (pen
7. Applicant may want to negotiate conditions of employment Bonus: a special payment for achieving a target in Statutory benefits: those benefits that
8. HR dept draws up an employment contract and it is signed by both parties production receives according to the law (COIDA, U
9. HR dept informs all other candidates about result
