Recruit select and induct
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Recruit, Select and Induct. 20 July 2010. Human Resource Management What does it involve?. HR Planning. Recruitment. Selection. Induction. Training. Remuneration. Occupational health and Safety. Industrial Relations. Policy & Procedures. HR Research. Performance Management.

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Recruit select and induct

Recruit, Select and Induct

20 July 2010

Recruitment & Selection - John Mc Donald


Human resource management what does it involve

Human Resource ManagementWhat does it involve?

HR Planning

Recruitment

Selection

Induction

Training

Remuneration

Occupational health and Safety

Industrial Relations

Policy & Procedures

HR Research

Performance

Management

Recruitment & Selection - John Mc Donald


Recruit select and induct1

Recruit, Select and Induct

Learning outcomes

  • Define staffing needs in an enterprise or organisation

  • Apply Equal Employment Opportunities and AA principles to all aspects of recruitment and selection

  • Develop a recruitment strategy to legally generate a pool of appropriate candidates

  • Design and implement a reliable and valid selection system

  • Select a suitable candidate for a position using a range of techniques

  • Design and develop an effective induction program

Recruitment & Selection - John Mc Donald


Human resource planning involves

Human Resource Planninginvolves ...

Job analysis

Human resource

planning

Job evaluations

Recruitment & Selection - John Mc Donald


Recruitment and selection

Recruitment and Selection

Definitions

  • RECRUITMENT

    • The search for and discovery of potential applicants for actual or anticipated vacancies

  • SELECTION

    • The process of gathering information for the purpose of evaluating and deciding who should be hired

  • JOB ANALYSIS

    • The process of describing and recording jobs

Recruitment & Selection - John Mc Donald


Human resource planning

Organisational

objectives

Human resource

demand

Human resource

supply

HR requirements:

Number, skill,

occupation, performance

and experience

HR inventory:

Number, skill,

occupation, performance

and experience

If surplus:

stop recruiting; reduction

in casuals part-time

employment; Early

retirement & retrenchment

If shortage:

Increase overtime,

increase casuals & PT’s

Postpone retirements;

accelerate T&D

Human resource planning

No

Action

Nil

Variances

Recruitment & Selection - John Mc Donald


Recruit select and induct

Job analysis &

Job design

  • Job Analysis Objective

  • The purpose of the job analysis

  • is to collect information for:

  • Job description

  • Job specification

  • Job design

  • HR Planning etc.

  • Types of Information

  • What is performed?

  • Where is it to be performed?

  • How is it performed?

  • Why is it performed?

  • When is it performed?

  • Sources of Data

  • Job incumbent

  • Supervisor

  • Job analyst/expert

  • Records/Plans/manuals

  • HRIS

  • Methods of Data

  • Collection

  • observation

  • interviews

  • questionnaires

  • Diaries

  • Conferences

  • Forms of Data

  • Qualitative

  • Quantitative

Recruitment & Selection - John Mc Donald


Recruit select and induct

Job Analysis

Information gathering process

  • Job Description

  • job title

  • duties

  • responsibilities

  • relationships

  • working conditions

  • benefits

  • Job Specification

  • qualifications

  • experience

  • skills

  • knowledge

  • abilities

  • personality

# of specific jobs

Human Resource Planning

Identify & attract

Recruitment

Choose against criteria

Selection

Recruitment & Selection - John Mc Donald


Job analysis

JOB ANALYSIS

The purpose of job analysis:-

  • Job description

    • Define the duties and responsibilities of the job and where the job fits into the organisation

  • Person specifications

    • Document what is expected of the person in the job

  • Recruitment selection

  • Determine the relative worth of jobs and maintain pay equity

  • Justification for the existence of the job

  • Basis for performance appraisal

  • Helps to identify training needs

Recruitment & Selection - John Mc Donald


Job analysis1

Job Analysis

Remuneration

Job

Evaluation

Performance

Management

JOB

ANALYSIS

Recruitment &

Selection

Training &

Development

Occupational

Health &

Safety

Recruitment & Selection - John Mc Donald


Information gathered by job analysis

Information gathered byJOB ANALYSIS

  • Work activities

  • Machines, tools equipment & work aids used

  • Job related tangibles & intangibles

  • Work performance

  • Job context

  • Personal requirement

Recruitment & Selection - John Mc Donald


Methods of gathering job information

Methods of gatheringjob information

  • Observation

  • Interviews with incumbents

  • Conferences and job analyst

  • Diaries kept by incumbent

  • Structured and unstructured questionnaires

  • Debriefing of critical incidents

  • Mechanical devices e.g. videotape & stopwatches

Recruitment & Selection - John Mc Donald


Checklist for managerial job analysis

Checklist for Managerial Job Analysis

  • Product, market & financial planning

  • Co-ordination of other units & personnel

  • Internal business control

  • Product & services responsibilities

  • Public and customer relations

  • Advanced consulting

  • Autonomy of action

Recruitment & Selection - John Mc Donald


Checklist for managerial job analysis continued

Checklist for managerialjob analysis continued …

  • Approval of financial statement

  • Supervision

  • Complexity and stress

  • Advanced financial responsibility

  • Broad personnel responsibility

Recruitment & Selection - John Mc Donald


The hay plan

The Hay Plan

  • How the position fits into the organisation

  • General composition of supporting staff

  • General nature of the technical, managerial & human relationship “know how”

  • Nature of problem-solving skills required

  • Nature and sources of control or freedom to act

Recruitment & Selection - John Mc Donald


Position analysis questionnaire

Position Analysis Questionnaire

  • Information input

  • Mental processes

  • Work output

  • Relationships with other people

  • Job context

  • Other job characteristics

Recruitment & Selection - John Mc Donald


Cullen egan dell ced job evaluation system

Cullen Egan Dell (CED) Job Evaluation System

  • Most commonly used job evaluation system in the public sector

  • An example of how this used is demonstrated through a job evaluation activity carried out by the University of South Australia

Recruitment & Selection - John Mc Donald


Physical abilities analysis

Physical Abilities Analysis

  • Dynamic strength

  • Trunk strength

  • Static strength

  • Explosive strength

  • Extent flexibility

  • Dynamic flexibility

  • Gross body equilibrium

  • stamina

Recruitment & Selection - John Mc Donald


Critical information in a job description

Critical information in a job description

Recruitment & Selection - John Mc Donald


Summary

Summary

  • Job analysis/evaluation forms part of the HR Planning activity

  • There are many types of job analysis/ evaluation techniques in the market place

  • The common denominator with all these techniques is that they all analyse jobs and enable job descriptions, specifications and evaluations to develop

Recruitment & Selection - John Mc Donald


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