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Published byAmie Mosley Modified over 9 years ago
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THE EMPLOYMENT CYCLE SAC 1b (Monday 13 August)
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Learning objectives To identify and explain the key phases of the employment cycle To explain the significance of the employment cycle for human resource management
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The importance of the employment cycle One of the key responsibilities of HRM is managing the employment cycle The employment cycle is the stages a worker progresses through - from the start to the end of their employment with an organisation It is a ‘cycle’ because the pattern repeats itself as new workers are recruited, trained, etc, to replace the workers who are leaving Broadly, we can categorise the actions and steps that HRM need to take as establishment, maintenance and termination
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Phase one: Establishment HR planning Job analysis and job design Recruitment Employment arrangements and pay
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Human Resource Planning HR planning is the most important part of the employment cycle It involves predicting the future staffing needs of the organisation – therefore, HR managers need to know and relate this to the strategic plans of the organisation HR managers need to consider: will more or less staff be needed? Which areas of the organisation will grow? Are specific skills or expertise needed? If poorly planned, an organisation may have too many or not enough employees in key areas creating problems for productivity and cost
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Job analysis, design and description Job analysis is finding out all the information about a job If it is an existing position, then a study is conducted to examine in detail what is done in that position on a daily basis Job design is the process of creating new positions or adapting existing positions. When designing a new job, mangers need to ensure it attracts the right candidates and meets the organisation’s needs (as determined through HR planning) Job description is an outline of all aspects of a particular position, including the duties & responsibilities and work conditions) and combines all the information gathered in the job analysis
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Selection Criteria A list of what the organisation is looking for in the applicants for a new position Often includes requirements for qualifications/experience, skills, and personal qualities It is expected that applicants should address the selection criteria in their job application
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Recruitment Recruitment is sourcing employees for a position It can be internal (from inside the organisation) or external (outside the organisation) Recruitment methods include newspapers, internet sites, business websites, recruitment agencies, word of mouth
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Selection Selection is choosing the best candidate for the available position The selection process may include, screening out the unsuitable applicants; writing a short list of potential candidates; contacting them for interviews; holding sometimes several rounds of interviews (individual or group); testing; checking referees; notifying the successful candidate and the unsuccessful ones
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Employment arrangements & remuneration (pay & entitlements) The process of deciding pay and other entitlements associated with a position may be determined before the job is advertised or negotiated with the successful candidate Factors affecting the type of remuneration include whether the person is covered by an agreement, whether it is a management position, previous remuneration of the person, and their priorities. Packages include pay rates, super, use of facilities such as cars, phones, laptops The type of employment arrangement is linked to the remuneration (full or part-time cf casual staff & contractors)
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