Understanding Organisational Context 2e

1. Slides by Claire Capon Chapter 7 Human resource management Workplace legislation Employee recruitment process Understanding Organisational Context 2e

2. Contract of Employment Act 1963 Industrial Relations Act 1971 Employment Acts 1980, 1982 1988 & 1990 Trade Union Act 1984 Employment legislation

3. Factories Act 1961 Offices, Shops & Railways Act 1963 Fire Precautions Act 1971 Health & Safety at Work Act 1974 Health & Safety legislation

4. Equal Opportunities Commission Equal Pay Act 1970 Sex Discrimination Act 1975 Commission for Racial Equality Race Relations Act 1976 Disability Rights Commission Disability Rights Commission Act 1999 Discrimination commissions

5. Table 7.2 Employee recruitment process

6. Stage 1 Job analysis Job description Assessment of the job

7. Collect information on the: - tasks and activities of the job - responsibilities of the job - conditions under which the job is done Job analysis

8. Examine current job description Speak to: - the current job holder - their manager - their peers and subordinates Job analysis

9. Update the job description Identification of the job Summary of the job Content of the job Working conditions Performance standards Job description

10. Stage 2 Person specification Key results areas Assessment of type of applicant

11. Review updated job description (this outlines the job) Translate job tasks and activities into required skills and abilities Update personnel specification (this outlines the person) Person specification

12. Apply Rodger’s 7 point plan by: - drawing up a set of criteria to assess all applicants - deciding which criteria will be essential and which desirable Person specification

13. Table 7.5 Rodger’s seven-point plan Source: Torrington, D and Hill L (1995) Personnel Management: HRM in Action (3rd edn), Harlow: Prentice Hall.

14. Physical make-up required for effective performance of the job includes: - appearance, health, fitness, manner and voice Person specification

15. Attainment - deals with education and previous employment Covers qualifications, and type and amount of work experience required Person specification

16. General intelligence is assessed, as jobs requiring complex work patterns require a different level of general intelligence to those which are repetitive and routine Person specification

17. Special aptitudes cover: - already-acquired knowledge or skills needed for effective performance in the job - ability of applicants to adapt existing skills and knowledge Person specification

18. Interests covers: - relevant out-of-work activities which support the application for employment Person specification

19. Disposition covers relevant personal characteristics, such as an ability to: - meet tight deadlines - work well in a team - work on own initiative Person specification

20. Circumstances covers those which will have to be met by the successful applicant on a regular basis e.g. shift work, working away from home or being on call Person specification

21. Key results areas provide the job holder with the: - expected goals, outputs and outcomes of the job - basis for his/her appraisal Key results areas

22. Stage 3 Placement of the advertisement The advertisement Attracting applicants

23. Internal advertising, vacancy sheet, vacancy list on premises Technical or industry press: e.g. New Scientist The Bookseller Placement of advert

24. National press: e.g. Independent, Guardian, The Times, Daily Telegraph, Financial Times Sunday Times, Observer, Independent on Sunday Placement of advert

25. Local press in South Yorkshire: Sheffield Star Yorkshire Post Barnsley Chronicle Placement of advert

26. Job centres Employment agencies Management selection consultancy University careers service School careers service Placement of advert

27. The advert should contain brief details on the: - organisation and its line of business - job and duties, summarised from the job description The advert

28. - key requirements for the job, summarised from the person specification - salary or salary scale and how people can apply for the vacancy The advert (cont.)

29. Stage 4 Assessment of application forms Assessment of applicants Assessing applicants

30. Does the applicant meet the essential criteria covering the following key areas? - qualifications - work experience - aptitudes Assessment of application forms

31. Does the applicant meet any of the desirable criteria? Reject applicants who meet none or few of the essential criteria Proceed to the interview stage with applicants who meet the essential and desirable criteria Assessment of application forms

32. Table 7.9 Interview structure

33. Carry out first interviews Select candidates for second interviews Aptitude tests Carry out second interviews Assessment of applicants

34. A good interviewer will: - choose an appropriate environment (private and quiet) - seek to relax the applicant Assessment of applicants

35. - set the scene by recapping on the job and type of person sought - structure the interview around the application or person specification Assessment of applicants

36. - ensure relevant questions are asked - relevant questions will give enough information to assess if the applicant meets the criteria on the person specification Assessment of applicants

37. - ask open-ended questions - this allows the applicant to explain his/her answers - allow the applicant to ask questions - the interview is a two-way communication process Assessment of applicants

38. - close the interview by telling the candidate when and how they will know the outcome of the interview, and thank the candidate for coming Assessment of applicants

39. Finally, the interviewer(s): - select the successful applicant - check references - confirm appointment Assessment of applicants