HR Planning and Staffing Flashcards
What is Human Resource Management
Process of designing management systems to ensure that human talent is used effectively and efficiently to accomplish organisational goals.
Three main elements of Human Resource Management
Attracting: planning, recruiting and selecting
Development: Training, learning and development, career, planning and development
Maintaining: Retention, performance review and remuneration
What is HRM management?
Process of analysing and identifying need for and availability of human resources so an organisation can meet its objectives.
- Identifying staffing requirements in organisation
- Assessing existing demand for human resources in organisation.
- Assessing future demand for human resources in organisation.
- Assessing internal and external supply of human resources
- Creating an action plan (short and long term) to adequately staff organisation.
Staffing
Focused on process of planning, acquiring, deploying and retaining a workforce of sufficient quantity and quality to impact positively on the organisation’s effectiveness.
Job design
How tasks, duties and responsibilities are performed and combined to form the job.
Job description
Describes activities in job. Identifies tasks, duties and responsibilities.
Person specifications
Required qualities, skills knowledge and capabilities required for the position.
Recruitment
Process of sourcing potential applicants and encouraging them to apply for available jobs.
Selection
Process of choosing the most suitable job applicants from a range of available information.
Hackman and Oldman’s job characteristics model
Core dimensions ——— Meaningfulness of work ————- High motivation
Autonomy ——————- Responsibility for outcomes ——- High job satisfaction
Feedback ——————- Knowledge of results —————– Low absenteeism and turnover
What are the two forms of job analysis?
Task-based analysis
Performance based analysis
Task based analysis
Identifies and describes specific tasks, duties and responsibilities to be performed in the job.
Competency-based job analysis
KSAO:
- Knowledge
- Skills
- Abilities
- Other characteristics required for the job
Things to consider for recruitment:
Does the job need to be created?
Does the job already exist?
What so employers want?
- Interpersonal and communication skills (written and oral)
- Drive and commitment
- Industry knowledge
- Critical reasoning and analytical skills/technical skills
- Calibre of academic results
- Cultural alignment/values fit
- Work experience
- Team work skills
- Emotional intelligence
- Leadership skill
- Activities (including intra and extracurricular)
Internal and external recruitment
HR managers have to decide whether people should be recruited internally or externally from the organisation
Steps of selection
- Shortlist of applicants against selection criteria
- Panel or peer interview
- Select successful candidate
Open questions
Requires more than one-word of answers
Closed questions
When you want specific information
Comparative questions
Save time and give assessment information.
Selection decision
When candidates have been chosen, the reference list must be searched and a background check must be done.
Selection method choice (practicability)
- Cost effectiveness
- Ensure selection method is appropriate for the position
Selection method choice (sensitivity)
- Ensure selection methods are based on job-related factors only
- Anti-discriminatory practices and civil rights
Selection method choice (Reliability)
Consistency in approaches
