This document discusses key aspects of human resource management including recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, productivity, and appraisal. It describes the recruitment and selection process, highlights important areas of employment legislation like discrimination, outlines discipline procedures, and explains the purpose of employee development, training, and rewards systems. It also discusses the role of trade unions and challenges in measuring employee productivity.
4. Recruitment
The process by which a job vacancy
is identified and potential employees are notified.
The nature of the recruitment process
is regulated and subject
to employment law.
Main forms of recruitment through advertising in
newspapers, magazines, trade papers and internal
vacancy lists.
5. Recruitment
Job description – outline of the role
of the job holder.
Person specification – outline
of the skills and qualities required
of the post holder.
Applicants may demonstrate their suitability through
application form, letter or curriculum vitae (CV)
7. Selection
The process of assessing candidates and appointing a post holder.
Applicants short listed – most suitable candidates selected.
Selection process – varies according to organisation:
8. Selection
Interview – most common method.
Psychometric testing – assessing the personality of the
applicants – will they fit in?
Aptitude testing – assessing the skills
of applicants.
In-tray exercise – activity based around what the applicant will be
doing, e.g. writing a letter to a disgruntled customer.
Presentation – looking for different skills
as well as the ideas of the candidate.
10. Employment Legislation
ncreasingly important
aspect of the HRM role
ide range
of areas for attention
dds to the cost of the
business
Even in a small business, the legislation
relating to employees is important –
chemicals used in a hairdressing salon for
example have to be carefully stored and
handled to protect employees.
11. Discrimination
Crucial aspects
of employment legislation:
Race
Gender
Disability
Disability is no longer an issue for employers
to ignore, they must take reasonable steps
to accommodate and recruit disabled workers.
13. Discipline
Firms cannot just ‘sack’ workers
Wide range of procedures and steps
in dealing with workplace conflict
1. Informal meetings.
2. Formal meetings.
3. Verbal warnings.
4. Written warnings.
5. Grievance procedures.
6. Working with external agencies.
15. Development
Developing the employee
can be regarded as investing
in a valuable asset.
A source of motivation.
A source of helping the employee fulfil potential.
17. Training
Similar to development:
Provides new skills for the employee.
Keeps the employee up to date with changes in the field.
Aims to improve efficiency.
Can be external or ‘in-house’.
19. Rewards Systems
The system of pay and benefits used by the firm to reward workers.
Money not the only method.
Fringe benefits.
Flexibility at work.
Holidays, etc.
21. Trade Unions
Importance of building relationships with employee
representatives.
Role of Trade Unions has changed.
Importance of consultation and negotiation and
working.
with trade unions.
Contributes to smooth change management and
leadership.
23. Productivity
Measuring performance:
1. How to value the workers contribution
2. Difficulty in measuring some types of output – especially
in the service industry
3. Appraisal
Meant to be non-judgmental.
Involves the worker and a nominated appraiser.
Agreeing strengths, weaknesses and ways forward
to help both employee and organisation.
