4. The process by which a job vacancy
ď¨
is identified and potential employees are
notified.
The nature of the recruitment process
ď¨
is regulated and subject
to employment law.
Main forms of recruitment through advertising
ď¨
in newspapers, magazines, trade papers and
internal vacancy lists.
5. Job description â outline of the role
ď¨
of the job holder
Person specification â outline
ď¨
of the skills and qualities required
of the post holder
Applicants may demonstrate their suitability
ď¨
through application form, letter or curriculum
vitae (CV)
6.
7. The process of assessing candidates and
ď¨
appointing a post holder
Applicants short listed â
ď¨
most suitable candidates selected
Selection process â
ď¨
varies according to organisation:
8. Interview â most common method
ď¨
Psychometric testing â assessing the personality of the
ď¨
applicants â will they fit in?
Aptitude testing â assessing the skills
ď¨
of applicants
In-tray exercise â activity based around what the
ď¨
applicant will be doing, e.g. writing a letter to a
disgruntled customer
Presentation â looking for different skills
ď¨
as well as the ideas of the candidate
9.
10. Increasingly
ď¨
important aspect of
the HRM role
Wide range
ď¨
of areas for
attention
Adds to the cost of
ď¨
the business
Even in a small business, the legislation
relating to employees is important â
chemicals used in a hairdressing salon for
example have to be carefully stored and
handled to protect employees.
11. Crucial aspects
ď¨
of employment
legislation:
Race
ďĄ
ďĄ Gender
ďĄ Disability
Disability is no longer an issue for employers
to ignore, they must take reasonable steps
to accommodate and recruit disabled workers.
Copyright: Mela, http://www.sxc.hu
12.
13. Firms cannot just âsackâ workers
ď¨
Wide range of procedures and steps
ď¨
in dealing with workplace conflict
Informal meetings
ďĄ
ďĄ Formal meetings
ďĄ Verbal warnings
ďĄ Written warnings
ďĄ Grievance procedures
ďĄ Working with external agencies
14.
15. Developing the employee
ď¨
can be regarded as investing
in a valuable asset
A source of motivation
ďĄ
A source of helping the employee fulfil potential
ďĄ
16.
17. Similar to development:
ď¨
Provides new skills for the employee
ďĄ
ďĄ Keeps the employee up to date
with changes in the field
ďĄ Aims to improve efficiency
ďĄ Can be external or âin-houseâ
18.
19. The system of pay and benefits used by the
ď¨
firm to reward workers
Money not the only method
ď¨
Fringe benefits
ď¨
Flexibility at work
ď¨
Holidays, etc.
ď¨
20.
21. Importance of building relationships with
ď¨
employee representatives
Role of Trade Unions has changed
ď¨
Importance of consultation
ď¨
and negotiation and working
with trade unions
Contributes to smooth change management
ď¨
and leadership
22.
23. Measuring performance:
ď¨
How to value the workers contribution
ď¨
Difficulty in measuring some types of output â
ď¨
especially in the service industry
Appraisal
ď¨
Meant to be non-judgmental
ďĄ
ďĄ Involves the worker and a nominated appraiser
ďĄ Agreeing strengths, weaknesses and ways forward
to help both employee and organisation