1. Which resource is the most valuable to an organisation?

2. Management of People aka Human Resource Management

3. What are you going to learn?
Stages of the Recruitment Process
Methods of Training
Ways to Motivate Staff
Current Employment Legislation

4. Why do people go to work? to earn money to interact with colleagues
they enjoy their job
to achieve success

5. Changes in the Pattern of Employment.
There have been changes due to:
Increase in number of women in the workplace
Decrease in employment in the primary and secondary sectors
Increase in migrant workers
Ageing workforce

6. The Stages in the Recruitment Process:
Identify the job vacancy
Carry out a job analysis
Prepare a job description
Prepare a person specification
Advertise the job
Send out applications

7. Identify the Job Vacancy
Step 1
Identify the Job Vacancy
Vacancy may exist due to an employee:
who has been promoted,
who has retired
who has left due to ill health
who is going on maternity leave
who has found another job

8. Step 2
Job Analysis
You must analyse the job and find out what the new recruit will do:-
The tasks
Knowledge and skills required
Technology required
Inter-personal skill required
Responsibility of the job

9. Step 3
Job Description
The information from the Job Analysis is used to complete a Job Description. This gives the applicant a detailed account of the job and includes:
Job Title and Department
Tasks/duties to be carried out
Responsibility/authority
Pay awarded
Working hours
Holiday entitlement
Benefits and pension arrangements

10. Person Specification Step 4
The Person Specification outlines details about the type of person the business is looking for and will include:
Skills
Qualities
Qualifications eg Nationals, Highers,
HNC, HND, Degree etc
Experience
Personality

11. Advertising the Vacancy
Step 5
Advertising the Vacancy
A vacancy can be advertised Internally or Externally
Internal Recruitment
External Recruitment
Staff Noticeboard
Job Centre
Intranet
Newspaper or Journal
ed to staff
Business Website
Recruitment Agency
Social Networking Site

12. Advantages: INTERNAL Promotion It is quick to recruit
No induction necessary
Employer know their strengths
EXTERNAL
No job left to fill
Bring new skills
Bring more experience
New ideas/people into the business

13. Applications and CVs Step 6
This is the final stage of the Recruitment Process. Candidates will be asked to complete an Application Form (on paper or on-line) alternatively they may be asked for a CV. The Employer will want the following information:
personal details (eg name and address)
qualifications
experience
skills
references

14. Choosing the best applicant for the job
The Selection Process
Choosing the best applicant
for the job

15. Who is on the Short-List?
Step 1
Who is on the Short-List?
The Employer will look carefully at the Application Forms/CVs and compare them to the person specification criteria. They will then select those applicants who have the necessary skills, qualifications and experience – this is known as short-listing.

16. Interview Step 2 The interview is still the most
common method of selecting
new employees. It gives an
opportunity to :
Meet candidates
Ask questions/interact
Assess the quality of answers
See character/sense of humour

17. Step 3
Testing
Some organisations will test applicants as part of the selection process. This can be used to assess specific skills or personality. Types of testing include:
Personality or Aptitude
Psychological
Intelligence
Group
Team Building
Some examples:
BBC Science | Human Body and Mind | Psychology Tests & Surveys

18. Selecting the Best Person
Step 4
Selecting the Best Person
Once all the interviews and tests have been conducted the employer must choose the most suitable candidate for the job. The candidate will be offered the job and they will arrange a start date. Unsuccessful candidates should be notified by letter/ /telephone.

19. YOUR TASK You are going to be: (a) the interviewer
(b) the candidate for a Retail Assistant in HMV
INTERVIEWERS – come up with some questions
CANDIDATES – prepare yourself for the interview
GOOD LUCK TO YOU ALL!!!

20. Contract of Employment
This is a legal entitlement. The Document contains the main Terms and Conditions of the job and should be given to the employee within 2 months of starting work. It contains:
Name of employer
Name of employee
Date of starting work
Job Title
Duties of job
Salary
Hours of work
Period of Notice
Holiday entitlement
Place of work

21. Training Training benefits both the employer and the employee.
It gives employees new skills to allow them to carry out their job effectively, which increases their work rate. It also motivates staff.

22. Training must: benefit the business (more productive workers)
benefit the employee
(more skills and confidence)
promote safety in the workplace
prepare employees for promotion
always be available and of good quality

23. It is important
to ensure staff are
well motivated in
their job.
Types of Training
Induction Training – this is offered to new employees when they start their new post
On-the-job Training – carried out in the workplace.
Off-the-job Training – carried out at a college, training centre away from the usual workplace.
Find out about each of these
types of training including costs and benefits

24. Methods of Training
Lectures – often used for off-the-job training to reach a large audience
Role Play – enables employees to react in a realistic way to solving customer problems
Job Rotation – employees move through a series of jobs to give them an understanding of what is carried out
Apprenticeships – development of skills eg plumber, joiner, mechanic
Multimedia – DVDs, Powerpoints, computer simulations

25. Appraisal
Appraisal evaluates an employee’s performance and can be used to:
identify employee strengths and weaknesses
identify training requirements
identify performance targets
improve communication, etc

26. Appraisal During the appraisal targets will be set eg:
improved attendance rates/activity rates
training to be completed
Successful staff appraisal:
sets targets
recognises achievements
creates two-way communication between employees and employers

27. Appraisal ADVANTAGES positive feedback increases motivation
identifies training needs
negative feedback paths
builds on strengths
DISADVANTAGES
job could be altered and workload increased
negative feedback
discouraging to workers

28. Retaining and Motivating Staff
It is important to retain staff because without them business would not be able to operate. Staff also need to be motivated to do their job well.
If staff are motivated this has benefits for the business eg:
Staff turnover is low
Quality of production is high
Good customer service is provided
Reputation of the business is improved

29. Financial Incentives
Staff expect to be paid fairly for the work they carry out. There are a variety of payment systems:
Salary
Time rate
Overtime
Piece rate
Bonus
Commission
Write a definition for each

30. Financial Incentives
Staff expect to be paid fairly for the work they carry out. There are a variety of payment systems:
Salary – fixed amount paid in 12 instalments
Time rate – paying staff per hour worked
Overtime - working over the minimum hours, usually paid at 1 ½ times the normal rate
Piece rate – paying staff for each item produced – encourages productivity
Bonus – an additional payment on top of salary or time rate
Commission – a percentage received based on sales

31. Non-Financial Incentives
Training and Appraisal are seen are ways to motivate staff. In addition the following may motivate staff:
Flexible working practices
Additional responsibilities
Providing promotion opportunities
Praise and recognition for a job well done
Team work and team building
Providing training opportunities

32. Working Practices
Businesses offer a range of working practices to satisfy the needs of their employees and to develop good employee relations:
Part-time working
Temporary contracts
Homeworking
Teleworking
Flexitime
Job Share
Condensed hours

33. Employee Relations
Creating and maintaining good employee relationships is important. Without this motivation could be lower and the quality of work poorer. Good working relationship can be promoted by:
Consulting with employees on matters they are affected by
Involving employees in decisions
Annual appraisals giving employees the opportunity to discuss issues with their manager

34. What is a Trade Union?
A Trade Union is an organisation which represents the interests of its members. It will:
negotiate with employers over conditions of working including pay and hours
give legal advice to its members about issues such as unfair dismissal
offer additional benefits such as financial services eg insurance

35. Industrial Action
This can take place when employees are unhappy with their terms of employment and working conditions. If no agreement can be reached between the employer and employee then the following may happen:
Overtime ban
Work to rule
Go slow
Boycott
Sit-in
Strike

36. Legislation Write a description about each of the following:
Equality Act
Health and Safety at Work Act
Employment Acts
National Minimum Wage
Data Protection Act

37. Employment Legislation
You should know about the following Acts:
Equality Act – this ensures the no employees are discriminated against because of their gender, age, disability, religion or sexual orientation
Health and Safety at Work Act – this lists the duties of both the employer and the employee to ensure a safe working environment for staff and the general public
Employment Acts – these state the rights and conditions an employee must have including working hours, breaks, maternity and paternity leave
National Minimum Wage – this sets the minimum amount and employee should be paid

38. Data Protection Act
This is concerned with the way a business collects, stores, processes and distributes information. In the Human Resources Department personal information will be kept about all the employees eg name, date of birth, pay scale etc.

39. Data Protection Act
The act is based on 8 principles. Data gathered must:
be obtained fairly and lawfully
be used for the registered purpose only
not be used or given to any other person without permission
be relevant, adequate and not excessive for the required purpose
be kept accurate and up-to-date
be available to the person who it relates to
be kept secure
Data cannot be transferred outside the EU

40. SUMMARY
Identify vacancy Job Analysis Job Description Person Specification Advertise CV’s and Application Forms Testing Interview Appointment Training Appraisal Motivation Legislation
Recruitment
Selection