Human Resources:
Manpower Planning:
The strategic plan of the business determines the skills needed to achieve the
business goals. Refers to
- Estimating the number of employees
- Assessing the range of skills required
- Calculating the time frame
Job analysis: Determine the tasks and responsibilities associated with the job
Job description: Specify the job title, summarise the job (duties, working conditions
and degree of supervision)
Job Specification: qualifications skills and experience needed for the job, a guide
during the recruitment and selection process
Skills gap: difference between skills available and skills needed. Recruitment and
selection process (training) aims to eliminate the skills gap
Process of procuring the finest talent for the business:
Recruitment:
Attract the most competent talent this can be done through several internal and
external options for when recruiting. The recruitment agent must determine the most
effective communication channels for the recruitment message.
Internal recruitment: transferring an existing employee to a new position/ promoting
- Business may invite existing employees to apply for the job > searching
employee files (identify potential candidates) > Word of mouth – when
recommended
- Post the position on an intranet or a notice board within the business
- Current employees may be asked to recommend someone outside the
business > This is a hybrid (combination) of internal and external recruitment
Advantages: Employee morale is improved, cost effective, employees past
performance and attitude is known.
External recruitment:
- Position advertised through an employment agency
- Position advertised in newspapers, trade journals or trade shows
- Depending on qualifications needed, the business may approach schools,
colleges, universities and other educational institutions
- Looking at CV’s of casual applicants or “walk ins”
- Employees may be “head hunted” > suitable employee that works for a
competitor is identified and asked to apply for the position
, Advantages: New ideas and skills are brought into the business, gives business
the opportunity to employ more Affirmative Action Candidates to meet EE targets,
When Head hunted insight may be provided, no infighting between employees.
Selection:
Identifying the most suitable candidates to be interviewed. Selection ends with the
employee signing the employment contract and filling the vacant position.
1. The business will receive application forms, CV’s and other relevant
information. This will be checked to ensure that all information needed has
been received by the applicants
2. Evaluate all the application forms and CV’s to see which applicants met the
prescribed criteria, those not meeting the criteria are informed that their
application was unsuccessful
3. Compile a shortlist of candidates for the first round of screening > comparing
each application to a list of criteria. This process is objective
4. Background and reference check is done > verifies references and ensures
fairness, credit checks and criminal record checks occur.
5. Interviews are conducted. They are conducted by a panel using a
predetermined interview guide > ensure complete impartiality. A final interview
may be conducted after the first rounds. The process of the interview is to
obtain additional information and asses the quality and suitability of the
candidates. Allows for the applicant to ask questions about the position and
the business.
6. Candidates may be required to undergo certain tests to evaluate their
suitability such as Work Sample Tests (measure the applicants ability and
their actual performance) Psychometric Tests (mental ability and personality
checked to see if well-matched for the position) Medical Examination (certain
health aspect is an inherent requirement for the job, business pays for any
costs)
7. Candidates are ranked and the highest rated candidate who meets most of
the requirements if offered the position. If the person does not accept, the
offer may be extended to the next suitable candidate
8. Once the employment offer is accepted a contract is signed by both parties
(Employer and employee) Details in the employment contract include; full
details of the employer and the employee and details regarding the position
such as working hours, responsibilities and leave.
Recruitment activity positive but selection negative > Recruitment all allowed to
apply, Selection favours the most desirable applicant
Placement:
Employee placed in the position they applied for, it may emerge that the employee
has a special skill making them more suitable for another position in the business >
renegotiate remuneration and benefits before engaging them in the new position.
Correct placement ensures optimal utilisation in the business’ best interests.
Manpower Planning:
The strategic plan of the business determines the skills needed to achieve the
business goals. Refers to
- Estimating the number of employees
- Assessing the range of skills required
- Calculating the time frame
Job analysis: Determine the tasks and responsibilities associated with the job
Job description: Specify the job title, summarise the job (duties, working conditions
and degree of supervision)
Job Specification: qualifications skills and experience needed for the job, a guide
during the recruitment and selection process
Skills gap: difference between skills available and skills needed. Recruitment and
selection process (training) aims to eliminate the skills gap
Process of procuring the finest talent for the business:
Recruitment:
Attract the most competent talent this can be done through several internal and
external options for when recruiting. The recruitment agent must determine the most
effective communication channels for the recruitment message.
Internal recruitment: transferring an existing employee to a new position/ promoting
- Business may invite existing employees to apply for the job > searching
employee files (identify potential candidates) > Word of mouth – when
recommended
- Post the position on an intranet or a notice board within the business
- Current employees may be asked to recommend someone outside the
business > This is a hybrid (combination) of internal and external recruitment
Advantages: Employee morale is improved, cost effective, employees past
performance and attitude is known.
External recruitment:
- Position advertised through an employment agency
- Position advertised in newspapers, trade journals or trade shows
- Depending on qualifications needed, the business may approach schools,
colleges, universities and other educational institutions
- Looking at CV’s of casual applicants or “walk ins”
- Employees may be “head hunted” > suitable employee that works for a
competitor is identified and asked to apply for the position
, Advantages: New ideas and skills are brought into the business, gives business
the opportunity to employ more Affirmative Action Candidates to meet EE targets,
When Head hunted insight may be provided, no infighting between employees.
Selection:
Identifying the most suitable candidates to be interviewed. Selection ends with the
employee signing the employment contract and filling the vacant position.
1. The business will receive application forms, CV’s and other relevant
information. This will be checked to ensure that all information needed has
been received by the applicants
2. Evaluate all the application forms and CV’s to see which applicants met the
prescribed criteria, those not meeting the criteria are informed that their
application was unsuccessful
3. Compile a shortlist of candidates for the first round of screening > comparing
each application to a list of criteria. This process is objective
4. Background and reference check is done > verifies references and ensures
fairness, credit checks and criminal record checks occur.
5. Interviews are conducted. They are conducted by a panel using a
predetermined interview guide > ensure complete impartiality. A final interview
may be conducted after the first rounds. The process of the interview is to
obtain additional information and asses the quality and suitability of the
candidates. Allows for the applicant to ask questions about the position and
the business.
6. Candidates may be required to undergo certain tests to evaluate their
suitability such as Work Sample Tests (measure the applicants ability and
their actual performance) Psychometric Tests (mental ability and personality
checked to see if well-matched for the position) Medical Examination (certain
health aspect is an inherent requirement for the job, business pays for any
costs)
7. Candidates are ranked and the highest rated candidate who meets most of
the requirements if offered the position. If the person does not accept, the
offer may be extended to the next suitable candidate
8. Once the employment offer is accepted a contract is signed by both parties
(Employer and employee) Details in the employment contract include; full
details of the employer and the employee and details regarding the position
such as working hours, responsibilities and leave.
Recruitment activity positive but selection negative > Recruitment all allowed to
apply, Selection favours the most desirable applicant
Placement:
Employee placed in the position they applied for, it may emerge that the employee
has a special skill making them more suitable for another position in the business >
renegotiate remuneration and benefits before engaging them in the new position.
Correct placement ensures optimal utilisation in the business’ best interests.
