1. Management of the Human Resources Function
Part 2 – The Employment Cycle

2. Introduction
Part Two: Management and Related Policy Development of Key Phases of the Employment Cycle:
Establishment,
Maintenance and
Termination
Establishment
human resource planning related to business strategy
job analysis and job design
recruitment and selection
employment arrangements (such as part-time, casual), packages, agreements and contracts
Maintenance
induction, training and development
recognition and reward
performance management
termination management including entitlement and transition issues

3. Establishment
The ‘old’ personnel managers were mainly concerned with the hiring of staff.
Today’s HRM is more concerned with the whole processes of establishing and employing staff.
In order to meet business objectives the HRM needs to consider the following:
Analysis to determine business needs in relation to staffing
creating the job descriptions
developing the job specifications
Recruitment
communicating the vacancy to potential applicants
making initial contact
Selection
Screening and short listing
Interviewing applicants
Developing the correct employment arrangements to meet the needs of the organisation and the staff
Family friendly
Diversity Management
Checking the background of applicants
Advising applicants of the outcome

4. Maintenance
Once you have established your staffing needs and then met them it is important to maintain the staff (avoiding staff absenteeism and staff turnover) so that productivity can be met.
Maintenance includes:
Induction
Training and development
Performance management and reviews
Reward management
Managing employee relations
Managing motivation and employee expectations
The exam questions will focus on the “relationship between maintenance and meeting business objectives”.

5. Maintenance Induction: Training and Development
Make a list of the things new employees need to know about their new workplace.
Training and Development
Why do employees need training?
Why is training good for the organisation?
Why would development help with HR planning?

6. Termination
Termination is also known as separation and signals the end of the employee relationship. Although the relationship is being ‘terminated’ a large responsibility still exists for the HR function/department.
Whether the relationship is terminated by management (involuntary termination - dismissal and retrenchment) or the employee (voluntary termination - retirement and resignation), it is the responsibility of the HR function to ensure that any legal, or ethical, considerations are taken into account and that the transition is as smooth as possible.
The changes in labour market trends and employment arrangements mean that the issue of termination occurs more frequently today than in the past.