Human Resource Management What is it all about?

Topics 1 Workforce planning Motivation theories 3 Recruitment Process 4 Training Employee Relations Appraisal 7 Legislation affecting the workplace

RECRUITMENT AND SELECTION * There is a difference between recruitment and selection

Task 1 Location – anywhere! Core Skill – HR/Training Click Search Go to http://www.s1jobs.com Search for a - Human Resource Manager Write down the job title Write down at least 4 things they have responsibility for Location – anywhere! Core Skill – HR/Training Click Search

CARRY OUT A JOB ANALYSIS RECRUITMENT PROCESS There are 4 steps in the recruitment process CARRY OUT A JOB ANALYSIS PREPARE A JOB DESCRIPTION PREPARE A PERSON SPECIFICATION ADVERTISE THE VACANCY

WHAT IS A JOB ANALYSIS? A job analysis is simply finding out what tasks and duties are involved in a job.

PREPARE A JOB DESCRIPTION After the job has been analysed a job description will be prepared. It will include details such as: Job title Purpose of the job Duties to be undertaken Who you are accountable to and/or responsible for Working conditions Entitlements eg holidays, pay, bonuses…

PREPARE A PERSON SPECIFICATION After a Job Description has been prepared a person PERSON SPECIFICATION will be drawn up. The person specification, gives details about the type of person that is wanted and will include such details as - educational qualifications needed previous experience desired skills needed personal qualities required Think of examples of skills Think of examples of personal qualities Often the details are divided into what is ESSENTIAL (must have) and what is DESIRABLE (should have)

Task 2 Go to http://www.s1jobs.com Search for one job in each of these categories: ‘Marketing/PR’ and ‘Any’ ‘Production/Operation’ and ‘Quality Control’ Write down the 3 things that would be examples of person specification Write down 3 things that would be examples of job description You have 15 minutes maximum to do this…

CARRY OUT A JOB ANALYSIS RECRUITMENT PROCESS There are 4 steps in the recruitment process CARRY OUT A JOB ANALYSIS PREPARE A JOB DESCRIPTION PREPARE A PERSON SPECIFICATION ADVERTISE THE VACANCY

QUESTION What is a Job Analysis? Why would a Job Analysis be created? What is a Job Description and what does it include? What is a Person Specification and what does it include?

(from outside the organisation) or INTERNALLY Employees can be recruited either EXTERNALLY (from outside the organisation) or INTERNALLY (from inside the organisation) In your groups, write down as many methods by which a business can recruit employees. From the business point of view - write down one advantage

INTERNAL RECRUITMENT Advantages of Internal Recruitment - Strengths and weaknesses of applicants known - less chance of making a bad appointment Inexpensive as adverts and/or employment agencies do not have to be paid for No need for induction training, as the employee already knows about the business Disadvantages of Internal Recruitment - Fewer people to choose from Another vacancy will be created Employees may feel rejected if not selected

Methods of External Recruitment Employment Agencies Radio Internet Methods of External Recruitment Newspapers Job Centres

NEWSPAPERS/MAGAZINES Different magazines and papers have different readerships. Examples?.... The type of paper used will depend on the what the type of job vacancy – targeted approach is used. Less likely now due to declining readership as a result of Internet.

JOB CENTRES Provide a service to employers and workers as they advertise jobs. Services are free to businesses and those seeking jobs. Each centre keeps a database of those seeking work.

Recruitment using the INTERNET The internet is becoming an increasingly popular method of advertising job vacancies Relatively nexpensive method of advertising Applicants can upload CVs online and apply much quicker. Often used by recruitment agencies – eg Stafffinders Agencies may specialise in particular occupations.

RADIO Different radio stations have different audiences Different radio programmes have different audiences Mostly used to advertise local job vacancies Radio stations charge for their services

RECRUITMENT AGENCY These agencies charge for their services Hold a database of suitably qualified workers Tend to specialise in different types of worker eg office staff, hotel and catering.

EXTERNAL RECRUITMENT “External recruitment is when businesses attract and hire workers from outside their organisations.” Advantages of External Recruitment More candidates to choose from therefore there is a better chance of finding a good candidate New ideas and fresh perspective is brought in If recruitment is performed by an employment agency then the business is relieved of some of the work involved Another vacancy will not arise in the business

“External recruitment is when businesses attract and hire workers from outside their organisations.” Disadvantages of External Recruitment Can be expensive - costs of advertising and/or using recruitment agencies New employees need induction training Less is known about external candidates. New employee will take time to settle in.

QUESTIONS Name 3 ways of Recruiting staff and give an advantage and disadvantage of each. (6 marks) Compare the use of internal sources with external sources of recruitment. (4 marks)

Recruitment Agency – can alleviate the extra work necessary from the organisation but can be expensive Newspapers – can be targeted towards a given audience but may not be seen by potential applicants Internet – can be seen by a huge pool of potential applicants but often jobs are already filled and are not always removed from the sites

SELECTION Recruitment is about finding suitable people who are willing to work for a business. The name given to those people is candidates. Selection is about choosing the best candidate to fill the vacancy. The selection process can be split into 3 main steps APPLICATIONS RECEIVED INTERVIEWS HELD and/or TESTS undertaken CANDIDATE SELECTED

METHODS OF APPLICATION Written applications for jobs are in the form of a letter and/or an application form. Sometimes a Curriculum Vitae will be used. LETTER OF APPLICATION A letter of application should contain information about the candidate, such as their qualifications and experience and reasons for applying.

Application Form A typical application form will ask for the same information as shown on the right. Referees are those people who know the candidate well from work and can comment on their suitability to do a job.

CURRICULUM VITAE (CV) A curriculum vitae gives information about a candidate’s personal qualities, qualifications, skills, experience and hobbies. It is often sent with an application form or letter of application. A business will use the information in a CV to assess a candidate’s suitability for a vacancy.

To help me choose the best person for the job, I may ask for a reference. A reference is a statement by someone who knows the candidate well and can give a worthwhile opinion on that person’s suitability for a job. Human Resources Manager

Someone who gives a reference is called a referee We give information about a candidate’s character, attendance, attitude to work, abilities and behaviour. I too can can give information about a candidate’s character, attendance, attitude to work, abilities and behaviour. Someone who gives a reference is called a referee Examples of suitable referees are - Candidate’s Employer/ Manager Teacher

Human Resources Manager I will also ask for REFERENCES, to help me assess who the best candidate is. After looking at all the applications I will prepare a SHORT LIST/LEET of the best candidates. I will then invite the best candidates for an interview Human Resources Manager

DIFFERENT TYPES OF INTERVIEWS ONE-TO-ONE INTERVIEWS

DIFFERENT TYPES OF INTERVIEWS “Need shades for his blue trousers!” “This guys body language is very negative.” “This is so boring!” PANEL INTERVIEWS

DIFFERENT TYPES OF INTERVIEWS ONE-TO-ONE INTERVIEWS “Good morning, I like how you have come dressed in same colour as the table….” ONE-TO-ONE INTERVIEWS

assess the suitability of a candidate INTERVIEWS assess the suitability of a candidate see the physical appearance of a candidate assess the suitability of a candidate’s personality assess the verbal skills of a candidate allow candidates to ask questions “Good morning, please take a seat. You will see I am colour co-ordinated with my chair. My, what big hands you have!”

Methods of Selection - TESTS Psychometric tests Intelligence Tests Thinking, reasoning, logic, attitudes, personality Numeracy, literacy, problem solving Aptitude Tests Attainment test Skills specific to the job. Demonstrating a particular skill against a target Suggest and explain what methods of selection would be most appropriate for the job you used.

Selection Task – Work in pairs/groups Go to s1Jobs.com Choose a few jobs you are interested in Read the Job Description and Person Specification Then make up four questions you could ask that person in an interview Think of possible tests you could give to applicants

STEPS IN THE RECRUITMENT AND SELECTION PROCESS CARRY OUT A JOB ANALYSIS PREPARE A JOB DESCRIPTION PREPARE A PERSON SPECIFICATION ADVERTISE THE VACANCY APPLICATIONS RECEIVED SHORTLIST PREPARED INTERVIEWS HELD CANDIDATE SELECTED CANDIDATES INFORMED

QUESTIONS Describe the Selection methods used to appoint new employees. (4 marks) Describe and justify 3 methods of testing that would be used when selecting staff. (A different justification must be used each time). (6 marks)

QUESTIONS Setting up a call centre will create hundreds of jobs. Describe a suitable recruitment and selection process the business might use. 7 marks

Job vacancy is identified. A job analysis is prepared which identifies the tasks, duties, skills and responsibilities of the job. A job description is prepared which states the job title, location, tasks, duties and responsibilities. Working conditions may be included. A person specification is prepared which describes the qualities, qualifications, experience and interests which the desired candidate will possess. Advertise the job vacancy, internally or externally. Application forms, and CVs are received and checked. Short list drawn up. Interviews held. Testing may occur – aptitude to check if employees have good communication/ICT skills, psychometric to check if they can work under pressure, etc.