Recruit, select and induct staff

Recruit, select and induct staff With Sue Cameron MBA AFAIM TAE Session 12 Reviewing performance

Agenda Session 11 • Complete session 11 from Slide no 20 • Revision on Session 11 • Group activity on induction • The Cobber or Buddy System • The Cobber or Buddy System • Reviewing performance

Revision Q&A • What is induction? • What are the 2 types of induction? • What would be the first thing you would do in an Induction program? • What sort of things should you cover in an induction program? • What are the 5 stages of screening applicants?

Revision Q&A • What are some of the drawbacks of conducting interviews? • What does the halo effect mean? • Why should you ask every candidate the same questions? • Should you decide on the suitability of a candidate within the first few minutes? • What are the benefits of conducting an induction program?

Group Activity • In small groups select a team leader • Discuss what you think are the most important items to cover in an induction • Then sort them in order of priority • Once you have at least 15 share them with the class

The Cobber or Buddy System • Definitions: • A cobber is an Australian colloquialism meaning "mate" or "friend", but not necessarily in the literal term • Buddy: isa partner, especially one of a pair or team associated under the buddy system Reference: The Free Dictionary website (November 2012) www.thefreedictionary.com/buddy

Buddy System • Buddies of cobbers are experienced workmates who assist new employees during their first few days or weeks of employment • They should be mature, organised minded people who are fully conversant with the policies, procedures and legal regulations • Also be able to answer any questions • Refer to page 362-3 in the text book

Performance Reviews • During the probationary period for the new employee conduct a review of their performance • This system is also used on a regular basis for existing staff in an effort to develop and motivate your staff • Making corrections to any performance or behaviour is best conducted immediately

Performance Reviews • To help people do a good job that most of them want to do, you need to do 5 things • You must make sure: • They know what to do • They want to do it • They know how to do it • They have a chance to do it • They are lead to do it effectively

Performance Reviews • These are called the five keys to unlock performance, productivity and gaol achievement • More information regarding these five keys are to be found on page 170 – 179 in the text book • Spend some more time getting to know your new employee so you can be more effective

Definitions • Monitor: To keep close watch over; supervise to direct, to control • Performance: The act of performing; of doing something successfully; using knowledge as distinguished from merely possessing it Reference: Princeton University Website wordnetweb.princeton.edu/perl/webwn

Definitions • Performance Standards: The level of performance sought from an individual or group which may be expressed either quantitatively or qualitatively Reference:http://training.gov.au/ (Training package Nov 12))

Definitions • Productivity: Productivity is a measure of output from a production process, per unit of input. For example, labour productivity is typically measured as a ratio of output per labour-hour, an input (Wikipedia February 2011) • Standard: A basis for comparison; a reference point against which other things can be evaluated

Definitions • Interaction Interaction is a kind of action that occurs as two or more objects or people have an effect upon one another • Minimization: The act of lowering or reducing something to its smallest value or extent

Definitions • Code of Practice: Agreed (or decreed) set of rules relating to employee behaviour/conduct with other employees, or customers • Performance Indicators: Measures against which performance outcomes are judged e.g. Key Performance Indicators (KPI) Reference: http://training.gov.au/ (Nov 2012)

Definitions • Risk Analysis: The likelihood of a negative event preventing the organisation meeting it’s objectives and the likely consequences of such an event on organisation performance Reference: http://training.gov.au/ (November 2012)

Definitions • Excellence in Performance: Regularly and consistently exceed the performance targets established while meeting the organisation’s performance standards

Definitions • Termination: Cessation of the contract of employment between an employer and an employee, at the initiative of the employer within relevant industrial agreements

Monitor or review staff performance Expected standards of Performance • Consult with & inform colleagues about expected standards of performance • Things to check are: • Productivity • Punctuality

Expected standards of Performance • Personal presentation • Level of accuracy in work • Adherence to policy and procedures

Expected standards of Performance • Customer service standards • Team interaction • Response times • Waste minimisation • Cost minimisation

Monitor ongoing performance • Provide ongoing guidance and support which may include: • Advice on training and development opportunities • Support with difficult interpersonal situations • Opportunities to discuss work challenges

Monitor ongoing performance • Confirmation of organisational objectives and key performance requirements • Ensuring adequate resources are applied • Representing staff interests in other forums

Recognise and resolve performance problems • Provide guidance and support • Indentify and investigate performance problems promptly • Use feedback and coaching to address performance problems (give out handouts) • Discuss and agree on possible solutions with the colleague in question

Recognise and resolve performance problems • Possible solutions may be: • additional training • adjustment of workload • assistance with problems outside the workplace • Reorganisation of work practises

Recognise and resolve performance problems • Follow up outcomes with informal counselling • Organise and conduct formal counselling session when needed according to the required procedures which may be: • formal notification to staff and management • invitation of appropriate people • appropriate location for counselling session

What to do instead? • Conduct daily conversations with your staff and regular meetings, not a formal annual performance appraisal • Look at tools, time and training • Use feedback and coaching to address performance problems

Next Session 13 • Revision Q&A • Please bring your text books • Conditions of Employment

Recruit, select and induct staff