Topic 2Human 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• 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

Recruitment

Forbes

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

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.

Recruitment Process – Part 1

Do a job analysisDefine the skills & qualifications that are required for the job, and the rewards $$

Write a job description &

person specification

Advertise the vacant post

Job description: title, role, duties, responsibilities

Person specification: qualifications, skills, experience required

Screen applications, make

a short-list

Interview the short-listed candidates

The advertisement must be: truthful, relevant, accurate, positive, short.

The HR manager compares the applications with the job description and person specification.

Interviewing is time-consuming and therefore expensive.

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

When you are being interviewed…

Which of these things should you DO or NOT DO?Arrive lateDress smartly (appropriately)Be critical of your previous employersPrepare by researching the organisation and industryBe 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

Recruitment Process – Part 2 Test the aptitude

of candidates

Check candidate’s references

Offer the job to the best candidate

Sign contract of employment

Give induction training

Psychometric testing of your personality, Aptitude testing of your skills and abilities, Intelligence tests of numeracy and literacy, Trade tests of specific skills.

Check the strengths and weaknesses of the applicant. Check that they are telling the truth!

Send the contract of employment to the candidate.

Teach the new employee about the procedures of the company.

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)

Internal RecruitmentHiring people from inside the company• Its cheaper• Less down-time since the person knows the company• Less risk since we know how the person works• Motivational for all employeesBut• Fewer applicants• Time consuming• Don’t get a fresh outsider’s perspective from the person• Internal politics, resentment from others

External RecruitmentHiring 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

External RecruitmentAdvantages• 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

Job descriptions / Person specs

• Which companies will have long and thorough documents and why?

Task

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