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Recruit, Select and Induct

Recruit, Select and Induct. 20 July 2010. Human Resource Management What does it involve?. HR Planning. Recruitment. Selection. Induction. Training. Remuneration. Occupational health and Safety. Industrial Relations. Policy & Procedures. HR Research. Performance Management.

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Recruit, Select and Induct

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  1. Recruit, Select and Induct 20 July 2010 Recruitment & Selection - John Mc Donald

  2. Human Resource ManagementWhat does it involve? HR Planning Recruitment Selection Induction Training Remuneration Occupational health and Safety Industrial Relations Policy & Procedures HR Research Performance Management Recruitment & Selection - John Mc Donald

  3. Recruit, Select and Induct Learning outcomes • Define staffing needs in an enterprise or organisation • Apply Equal Employment Opportunities and AA principles to all aspects of recruitment and selection • Develop a recruitment strategy to legally generate a pool of appropriate candidates • Design and implement a reliable and valid selection system • Select a suitable candidate for a position using a range of techniques • Design and develop an effective induction program Recruitment & Selection - John Mc Donald

  4. Human Resource Planninginvolves ... Job analysis Human resource planning Job evaluations Recruitment & Selection - John Mc Donald

  5. Recruitment and Selection Definitions • RECRUITMENT • The search for and discovery of potential applicants for actual or anticipated vacancies • SELECTION • The process of gathering information for the purpose of evaluating and deciding who should be hired • JOB ANALYSIS • The process of describing and recording jobs Recruitment & Selection - John Mc Donald

  6. Organisational objectives Human resource demand Human resource supply HR requirements: Number, skill, occupation, performance and experience HR inventory: Number, skill, occupation, performance and experience If surplus: stop recruiting; reduction in casuals part-time employment; Early retirement & retrenchment If shortage: Increase overtime, increase casuals & PT’s Postpone retirements; accelerate T&D Human resource planning No Action Nil Variances Recruitment & Selection - John Mc Donald

  7. Job analysis & Job design • Job Analysis Objective • The purpose of the job analysis • is to collect information for: • Job description • Job specification • Job design • HR Planning etc. • Types of Information • What is performed? • Where is it to be performed? • How is it performed? • Why is it performed? • When is it performed? • Sources of Data • Job incumbent • Supervisor • Job analyst/expert • Records/Plans/manuals • HRIS • Methods of Data • Collection • observation • interviews • questionnaires • Diaries • Conferences • Forms of Data • Qualitative • Quantitative Recruitment & Selection - John Mc Donald

  8. Job Analysis Information gathering process • Job Description • job title • duties • responsibilities • relationships • working conditions • benefits • Job Specification • qualifications • experience • skills • knowledge • abilities • personality # of specific jobs Human Resource Planning Identify & attract Recruitment Choose against criteria Selection Recruitment & Selection - John Mc Donald

  9. JOB ANALYSIS The purpose of job analysis:- • Job description • Define the duties and responsibilities of the job and where the job fits into the organisation • Person specifications • Document what is expected of the person in the job • Recruitment selection • Determine the relative worth of jobs and maintain pay equity • Justification for the existence of the job • Basis for performance appraisal • Helps to identify training needs Recruitment & Selection - John Mc Donald

  10. Job Analysis Remuneration Job Evaluation Performance Management JOB ANALYSIS Recruitment & Selection Training & Development Occupational Health & Safety Recruitment & Selection - John Mc Donald

  11. Information gathered byJOB ANALYSIS • Work activities • Machines, tools equipment & work aids used • Job related tangibles & intangibles • Work performance • Job context • Personal requirement Recruitment & Selection - John Mc Donald

  12. Methods of gatheringjob information • Observation • Interviews with incumbents • Conferences and job analyst • Diaries kept by incumbent • Structured and unstructured questionnaires • Debriefing of critical incidents • Mechanical devices e.g. videotape & stopwatches Recruitment & Selection - John Mc Donald

  13. Checklist for Managerial Job Analysis • Product, market & financial planning • Co-ordination of other units & personnel • Internal business control • Product & services responsibilities • Public and customer relations • Advanced consulting • Autonomy of action Recruitment & Selection - John Mc Donald

  14. Checklist for managerialjob analysis continued … • Approval of financial statement • Supervision • Complexity and stress • Advanced financial responsibility • Broad personnel responsibility Recruitment & Selection - John Mc Donald

  15. The Hay Plan • How the position fits into the organisation • General composition of supporting staff • General nature of the technical, managerial & human relationship “know how” • Nature of problem-solving skills required • Nature and sources of control or freedom to act Recruitment & Selection - John Mc Donald

  16. Position Analysis Questionnaire • Information input • Mental processes • Work output • Relationships with other people • Job context • Other job characteristics Recruitment & Selection - John Mc Donald

  17. Cullen Egan Dell (CED) Job Evaluation System • Most commonly used job evaluation system in the public sector • An example of how this used is demonstrated through a job evaluation activity carried out by the University of South Australia Recruitment & Selection - John Mc Donald

  18. Physical Abilities Analysis • Dynamic strength • Trunk strength • Static strength • Explosive strength • Extent flexibility • Dynamic flexibility • Gross body equilibrium • stamina Recruitment & Selection - John Mc Donald

  19. Critical information in a job description Recruitment & Selection - John Mc Donald

  20. Summary • Job analysis/evaluation forms part of the HR Planning activity • There are many types of job analysis/ evaluation techniques in the market place • The common denominator with all these techniques is that they all analyse jobs and enable job descriptions, specifications and evaluations to develop Recruitment & Selection - John Mc Donald

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