Unit 4 A.O.S. 1b Flashcards
Explain the activity of recruitment in the establishment phase.
Recruitment is the process of attracting qualified job applicants from which to select the most appropriate person for a specific job. This is done through the use of both internal and external recruitment.
Explain the activity of employment arrangements and remuneration.
The activity of employment arrangements and remuneration involves deciding on the type of employment contract, pay and working conditions an employee has. Employee arrangements and remuneration involves everything from full, part time or casual contracts all the way through wage and salary.
Explain the activity of induction in the maintenance phase.
Induction is the process of acquainting new employees with the organisation and the jobs they will perform. New employees need to learn about culture and responsibilities in the work place and these are therefore things that need to be part of an induction.
Explain some benefits of training.
Training is beneficial to both the employee and employer in different aspects. For the employee these aspects include increased self esteem and happiness due to improved performance, greater job security and an increased opportunity for promotion. For the employer these aspects include increased productivity and increased likeliness to achieve organisational objectives due to the increased employee performance.
Define the employment cycle.
The employment cycle involves an organisation determining its employment needs in line with its business strategy. The employment cycle has three phases of establishment, maintenance and termination.
Explain Human Resource Planning.
Human resource planning involves preparing for positions that will eventually become vacant through employees either retiring, resigning or being promoted. HR planning is in the establishment phase of the employment cycle and is essentially defined as the development of strategies to meet future organisational human resource needs. An example of Human resource planning is if human resource planning forecast a greater supply of employees to be greater than demand and what is actually necessary, HR must plan for a reduction of the workforce. For human resource planning and the whole organisation for that matter, to be successful a number of things must be constantly planned for and monitored:
- the number of employees required.
- what do these employees bring to the table in terms of qualifications, skills and knowledge.
- When and where will the employees be needed.
These things are monitored and planned for though the use of job analysis and job design which are covered in the next slides.
What is Job analysis?
In Human resource planning the next step is to conduct a job analysis. Before hiring an employee or even beginning the recruitment process the organisation must determine the exact nature of the job, these is done through the use of a job analysis. A job analysis is a systematic study of each employee’s duties, tasks and work environment.
What are the 2 parts of job analysis? Define and explain each.
The first part of a job analysis is called a job description which is a written statement describing the the employee’s, duties, and tasks and responsibilities associated with the job. The second part is called job specification which is a list of key qualifications needed to perform a specific job in terms of education, skills and experience.
What is job design?
Unlike job analysis which focuses on the work required for a job to be completed, a job design details the number, kind and variety of of tasks that individual employees perform in their jobs. Jobs may be designed so they include a variety of tasks that keep employees motivated.
What is the link between human resource planning and business strategy?
As the pace of today’s technology and global economy is extremely fast, organisations must respond to change faster than ever. If an organisation has not and does not plan in line with business strategy, it will make the wrong decisions and ultimately not be successful.
Explain internal recruitment.
Internal recruitment from within the organisation involves considering present employees as applicants for available positions. Internal recruitment happens when an employee is promoted and provides great intrinsic motivation for other employees. Internal recruitment is often successful because it is obviously low in cost and allows the organisation to select an employee who is already familiar with operation.
External external recruitment.
External recruitment (from outside of the organisation). An organisation will use external recruitment when it is looking for people with new or different ideas and attitudes. Different types of external recruitment include: recruitment agencies, advertisements in the media and public employment agencies.
What criteria is used by an organisation when selecting a recruitment method?
The recruitment method chosen will depend on, the size of the organisation, the type of position available.
What are employment agencies?
Temporary or casual employment agencies place people in positions for a short period. These agencies are used most often when an employee is sick or on leave. Many organisations use private agencies or recruitment companies, in this case the agency does the preliminary screening of candidates and then presents potential employees who fit the organisations job specification. Another method of recruitment is to hire the services of a headhunter. A headhunter will seek out a candidate to apply for a job, head hunters are usually used to seek out senior management and executive positions.
Explain employee selection.
Employee selection involves gathering information on each applicant and using it to select the best and most appropriate applicant for that position. The disadvantage of any selection process is how expensive it can be not only in terms of time and effort but also in terms of the costs associated with inappropriate selection. These include:
- training costs, if poorly qualified staff are selected.
- high staff turnover, if the employee selected is not right for the job.
Explain selection options.
When selecting a candidate the employer must choose an appropriate way to screen the candidate. These include:
- application forms: resume tailored to the organisation.
- interviews: the most common selection option. Interviews must be well organised and structured, and common questions must be used in each interview to ensure a consistent basis for selection.
- background checks: the employer will verifies the given information on an applicant with referees or agencies for information about an applicants previous experience.
What is a selection interview?
A selection interview is the most commonly used selection technique and provides and provides an opportunity for the job seeker and the organisation to learn more about each other.
Explain discrimination in the selection process.
Discrimination occurs in selection when a candidate is not selected purely based upon a physical characteristic that not related to the position.
State the steps in a typical selection process.
- Applications received.
- Screen applicants.
- Short list candidates.
- Interviews.
- Referee checks.
- Offer job to candidate.
Explain full time employment.
Full time employment is the traditional method of employment and involves the employee working between 35-38 hours a week, and are entitled to a set of 10 national employment standards.
