1. Employment Cycle
Establishment Phase

2. PowerPoint on Establishment Phase Individual Work
Agenda
Admin stuff
PowerPoint on Establishment Phase
Individual Work
Meetings to discuss SAC results and goals
Also need Alexis’s Take-home exam (collected)

3. Next SAC on 17th August (2 weeks away)
Reminders:
Next SAC on 17th August (2 weeks away)
Covers Employment Cycle and Employee Relations
Holiday homework - Jake
Now for class quiz.

4. Students will be able to:
Learning Intentions
Students will be able to:
Explain the activities involved in the Establishment phase of the employment cycle

5. What is the employment cycle
The phases that both managers and employees of an organisation go through and involves three phases:
Establishment
Maintenance
Termination

6. Establishment
There are 4 key steps in the establishment phase. Whilst for the employee the establishment phase starts when they see the ad for the job, for the employers it starts before that. This step for the organisation involves:
HR Planning
Job analysis and design
Recruitment and selection processes
Employment arrangements and remuneration

7. Establishment
Video

8. 1. Hr planning
Involves forecasting the supply and demand issues of employees in the organisation.
HR Planning needs to take into account a number of factors including:
Structural changes in the labour market (macro-economic forces)
Changing work patterns
Greater level of skills and education
Labour shortage will arise due to the ageing population
Increasing demand for work/life balance

9. 2. Job analysis
Employers must ensure that they analyse each position within their company to find out what it involves, and the sort of skills/experience that candidates should have.
From here two documents are produced:
Job Description: (what the employee will do)
Tasks performed, job summary, responsibilities, position in organisational hierarchy
Job Specification: (what the employee will need)
Desired candidate’s experience, qualifications, skills etc.
The remuneration attached to the job
These two documents can help with designing job ads, interview questions and general planning for the work area.
Methods to conduct Job Analysis
Interview the past job holder or ask them to fill out a questionnaire
Observe the tasks to be undertaken

10. 3. Recruitment
Recruitment involves identifying, locating and attracting a pool of qualified applicants.
The applicants can be sourced either internally or externally.
Recruitment process involves:
Identification of HR requirements
Locating qualified pool of applicants
Selecting specific recruitment methods

11. Locating and sourcing applicants
Advantages of internal recruitment
Disadvantages of internal recruitment
No induction required (quick adjustment)
Employees may be over-promoted
Incentive for existing employees to work hard and gain career progression
No injection of new ideas (may restrict innovation)
Organisation knows the applicant
Unsuccessful applicants may become negative or infighting may occur
Applicant understands the culture etc. of the organisation
Existing poor work habits etc. will remain and may be tacitly encouraged
Advantages of External recruitment
Disadvantages of External recruitment
Larger pool of potential applicants (whole of labour market)
Attracting/appointing new employees takes time
New insights, experiences, skills and abilities brought into organisation
Induction is longer because candidate is new to organisation
New ( and potentially better) approach to work and conflict resolution
Greater element of risk as new employee may turn out to be a dud.

12. Recruitment methods Internal External Email Media advertisements
Intranet
Employment agencies
Noticeboards
Professional bodies/associations
Memos
Recruitment consultants (executive ‘headhunters’)
Newsletters
Trade Unions
Personal contacts/networks

13. Selection processes
This is choosing the most suitable applicant from the pool of applicants attracted in the recruitment process. The selection process requires: a panel to undertake the task and selection criteria development from job specifications.
There are 4 main stages of the selection process:
Screening/shortlisting applicants – ensures applicants meet selection criteria and gives the panel a chance to consider how it will process/rank applicants
Interviewing applicants – Concentrates on the suitability of applicants in terms of both job criteria and business culture
Checking the background of applicants – Usually involves contacting the applicants referees but may also include medical checks etc.
Advising applicants of the outcome – Offer to the most suitable applicant but have a second best just in case.

14. Employment arrangements
An employment contract can be established on a :
Permanent full-time basis
Permanent part-time basis
Casual basis
Fixed-term basis
Possible types of remuneration:
Wages
Salary
Packages (normally for more senior positions)
Benefits

15. ESM in the establishment phase
Honesty in recruitment:
Ethical organisations are honest in their advertisements and communication with applicants. They do not make promises that cannot be kept.
Honest communication and a reputation for ESM will help to attract excellent applicants
Concern for people (employees)
Diversity in selection:
HR managers must avoid stereotyping or discriminating.
Equal opportunity principles should be observed. Ethical organisations may aim to increase the level of under-represented groups in their staff (affirmative action)
Welcoming induction that allows for diversity
Empowerment of staff (beginning with induction)
Ethical management involves keeping staff informed about developments that affect the workplace. This is assisted by a participative management style.

16. Activities to complete now + for homework
Note so Establishment Phase
Do up in books/macbooks using this PPT, textbooks and handout
Complete the following Questions
Page 177: 1-6
Page 181: 1-4
Page 183: 1-4
Page 185: 1-5