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HR lesson 2

HR lesson 2. Learning Outcomes. Discuss  different methods of recruitment,  training, a appraisal  and dismissal. Recruitment.

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HR lesson 2

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  1. HR lesson 2

  2. Learning Outcomes • Discuss different methods of recruitment, training, a appraisal and dismissal

  3. Recruitment • Recruitment: The process of identifying the need for a new employee, defining the job to be filled and the type of person needed to fill it, attracting suitable candidates for the job and selecting the best one.

  4. Internal and external Recruitment Internal External

  5. 5 steps in the recruitment and selection process:   • Establish the exact nature of the job vacancy and draw up a job description • Draw up a person specification • Prepare a job advertisement reflecting the requirements of the job and the personal qualities looked for • Draw up a short list of applicants • Conduct interviews

  6. Research Vocabulary job description person specification  job advertisement  Short list interviews

  7. Key Vocabulary Job description: A detailed list of the key points about the job to be filled, stating the key tasks and responsibilities of it. Person specification: A detailed list of the qualities, skills and qualifications that a successful applicant will need to have.

  8. Job description example 1: Job Description - SNP Co Ltd Title: Sales and Marketing Executive Reports to: Sales and Marketing Director, Newtown. Based at: Sparkly New Products Co Ltd, Technology House, Newtown. Job purpose: To plan and carry out direct marketing and sales activities, so as to maintain and develop sales of SNP's ABC machinery range to UK major accounts and specifiers, in accordance with agreed business plans. Key responsibilities and accountabilities: Maintain and develop a computerised customer and prospect database. Plan and carry out direct marketing activities (principally direct mail) to agreed budgets, sales volumes, values, product mix and timescales. Develop ideas and create offers for direct mail and marketing to major accounts by main market sector and SNP's ABC products. Respond to and follow up sales enquiries by post, telephone, and personal visits. Maintain and develop existing and new customers through planned individual account support, and liaison with internal order-processing staff. Monitor and report on activities and provide relevant management information. Carry out market research, competitor and customer surveys. Maintain and report on equipment and software suitability for direct marketing and sales reporting purposes. Liaise and attend meetings with other company functions necessary to perform duties and aid business and organisational development. Manage the external marketing agency activities of telemarketing and research. Attend training and to develop relevant knowledge and skills. Scale and territory indicators: Core product range of four ABC machines price range £50 to £250. Target sectors: All major multiple-site organisations having more than 1,000 staff. Prospect database c.10,000 head offices of large organisations. Customer base of c.150 large organisations. Typical account value £20-50k pa. Total personal revenue accountability potentially £4.5m. Territory: UK.

  9. Create Job Description for a teacher!

  10. Personal Specifications - Example Qualifications: Essential: Qualified to SCQF Level 5 e.g. Standard Grades at Credit or Intermediate 2 or NC/NPA and/or Some experience in the role of Administrative Assistant/Office Junior with another company. Desirable: An SVQ2 in Administration would be beneficial. Knowledge and skills: ƒKnowledge and understanding of basic office procedures and

  11. Create a Personal Specification

  12. Training • There are three main types of training you should be familiar with:         Induction training is given to all new recruits. It has the objective of introducing them to the people that they will be working with most closely, explaining the internal organisational structure, outlining the layout of the premises and making clear essential health and safety issues. • On-the-job training involves instruction at the place of work. It is often conducted either by the HR managers or departmental training officers. Watching or working closely with existing experienced members of staff is a frequent component of this form of training. It ischeaper than sending recruits on external training courses and the content is controlled by the business itself. • Off-the-job training entails any course of instruction away from the place of work. This could be a specialist training centre belonging to the firm itself or a course organised by an outside body, such as a university or computer manufacturer, tom introduce new ideas that no one in the firm currently has knowledge of. These courses can be expensive, yet they may be indispensable if the firm lacks anyone with this degree of technical knowledge.

  13. Give examples On the job training Off the job training 1. 2. 3. 1. 2. 3.

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