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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

slide7
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

slide8
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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