1 / 17

Topic 2 Human Resources

Topic 2 Human Resources. Human Resource Planning. Learning Objectives. Evaluate strategies for developing future human resources Discuss different methods of recruitment, training, appraisal and dismissal Describe reasons for and consequences of changing work patterns and practices

quinto
Télécharger la présentation

Topic 2 Human Resources

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Topic 2Human Resources Human Resource Planning

  2. Learning Objectives • Evaluate strategies for developing future human resources • Discuss different methods of recruitment, training, appraisal and dismissal • Describe reasons for and consequences of changing work patterns and practices • HL – Analyse the impact on business of legal employment rights • HL – Examine how recruitment, training and appraisal can help achieve workforce planning targets • HL – Analyse the consequences of changing work patterns and practices on business • HL – Apply Handy’s Shamrock organisation theory

  3. Recruitment

  4. Forbes • http://www.forbes.com/sites/kateharrison/2013/05/18/how-to-hire-great-employees/

  5. Recruitment • Identify a job vacancy and notify potential employees. • Regulated by employment law. • Recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

  6. Recruitment Process – Part 1 Define the skills & qualifications that are required for the job, and the rewards $$ Do a job analysis Job description: title, role, duties, responsibilities Personspecification: qualifications, skills, experiencerequired Write a job description & person specification Advertise the vacant post The advertisement must be: truthful, relevant, accurate, positive, short. Screen applications, make a short-list The HR manager compares the applications with the job description and person specification. Interviewing is time-consuming and therefore expensive. Interview the short-listed candidates

  7. Interviewing candidates • Plan your interviews well • Use a checklist of questions to ask the candidates • Different types of interviews • Face-to-face • Video-conferencing interviews • Panel interviews • Interviews are time-consuming  expensive. • Interview structures • Alec Rodgers seven-point plan • Munro-Fraser’s five-fold grading system

  8. When you are being interviewed… Which of these things should you DO or NOT DO? • Arrive late • Dress smartly (appropriately) • Be critical of your previous employers • Prepare by researching the organisation and industry • Be prepared to answer questions about your resume The interviewers will ask you: • Behaviour based questions to assess your behaviour • Situation based questions to assess your judgmental ability

  9. Recruitment Process – Part 2 Psychometric testing of your personality, Aptitude testing of your skills and abilities, Intelligence tests of numeracy and literacy, Trade tests of specific skills. Test the aptitude of candidates Check candidate’s references Check the strengths and weaknesses of the applicant. Check that they are telling the truth! Offer the job to the best candidate Send the contract of employment to the candidate. Sign contract of employment Give induction training Teach the new employee about the procedures of the company.

  10. Recruitment • Job description • Job title, job functions, management responsibility, reporting to • Person specification • Describes skills and qualities required for job • Applicant sends application form, letter or curriculum vitae (CV, resume)

  11. Internal Recruitment Hiringpeoplefrominsidethecompany • Itscheaper • Lessdown-time sincethepersonknowsthecompany • Lessrisksinceweknowhowthepersonworks • Motivationalforallemployees But • Fewerapplicants • Time consuming • Don’tget a freshoutsider’sperspectivefromtheperson • Internalpolitics, resentmentfromothers

  12. External Recruitment Hiring employees from outside the business • Newspaper advertisements • Specialist trade publications • Internet advertising • Commercial employment agencies • Job centres are non-profit organisations • Headhunting • University visits • Direct contacts through personal recommendations

  13. External Recruitment Advantages • New blood and fresh ideas! • Wider range of experiences • Larger number of applicants But the disadvantages • Time consuming • Expensive • A greater degree of uncertainty about candidates

  14. Job descriptions / Person specs • Which companies will have long and thorough documents and why?

  15. Task • Create an advert, job description and a person specification for a job role in the technology industry

More Related