2. Recruit, Select and Induct 20 July 2010 Recruitment & Selection - John Mc Donald

3. Human Resource Management What does it involve? Recruitment & Selection - John Mc Donald HR Planning Induction RecruitmentSelection TrainingRemuneration Occupational health and Safety Industrial Relations Policy & Procedures HR Research Performance Management

4. Recruit, Select and Induct Learning outcomes Define staffing needs in an enterprise or organisation Apply Equal Employment Opportunities and AA principles to all aspects of recruitment and selection Develop a recruitment strategy to legally generate a pool of appropriate candidates Design and implement a reliable and valid selection system Select a suitable candidate for a position using a range of techniques Design and develop an effective induction program Recruitment & Selection - John Mc Donald

5. Human Resource Planning involves... Recruitment & Selection - John Mc Donald Human resource planning Job analysis Job evaluations

6. Recruitment and Selection Definitions RECRUITMENT RECRUITMENT – The search for and discovery of potential applicants for actual or anticipated vacancies SELECTION SELECTION – The process of gathering information for the purpose of evaluating and deciding who should be hired JOB ANALYSIS JOB ANALYSIS – The process of describing and recording jobs Recruitment & Selection - John Mc Donald

7. Human resource planning Recruitment & Selection - John Mc Donald If surplus: stop recruiting; reduction in casuals part-time employment; Early retirement & retrenchment If shortage: Increase overtime, increase casuals & PT’s Postpone retirements; accelerate T&D Organisational objectives Human resource demand Human resource supply HR requirements: Number, skill, occupation, performance and experience HR inventory: Number, skill, occupation, performance and experience Variances Nil No Action No Action

8. Recruitment & Selection - John Mc Donald Sources of Data Job incumbent Supervisor Job analyst/expert Records/Plans/manuals HRIS Sources of Data Job incumbent Supervisor Job analyst/expert Records/Plans/manuals HRIS Job Analysis Objective The purpose of the job analysis is to collect information for: Job description Job specification Job design HR Planning etc. Job Analysis Objective The purpose of the job analysis is to collect information for: Job description Job specification Job design HR Planning etc. Types of Information What is performed? Where is it to be performed? How is it performed? Why is it performed? When is it performed? Types of Information What is performed? Where is it to be performed? How is it performed? Why is it performed? When is it performed? Methods of Data Collection observation interviews questionnaires Diaries Conferences Methods of Data Collection observation interviews questionnaires Diaries Conferences Forms of Data Qualitative Quantitative Forms of Data Qualitative Quantitative Job analysis & Job design Job analysis & Job design

9. Recruitment & Selection - John Mc Donald Job Analysis Information gathering process Job Specification qualifications experience skills knowledge abilities personality Job Specification qualifications experience skills knowledge abilities personality Job Description job title duties responsibilities relationships working conditions benefits Job Description job title duties responsibilities relationships working conditions benefits Human Resource Planning RecruitmentRecruitment SelectionSelection # of specific jobs Identify & attract Choose against criteria

10. JOB ANALYSIS The purpose of job analysis:- Job description – Define the duties and responsibilities of the job and where the job fits into the organisation Person specifications – Document what is expected of the person in the job Recruitment selection Determine the relative worth of jobs and maintain pay equity Justification for the existence of the job Basis for performance appraisal Helps to identify training needs Recruitment & Selection - John Mc Donald

11. Job Analysis Recruitment & Selection - John Mc Donald JOB ANALYSIS Training & Development Remuneration Occupational Health & Safety Recruitment & Selection Job Evaluation Performance Management

12. Information gathered by JOB ANALYSIS Work activities Machines, tools equipment & work aids used Job related tangibles & intangibles Work performance Job context Personal requirement Recruitment & Selection - John Mc Donald

13. Methods of gathering job information Observation Interviews with incumbents Conferences and job analyst Diaries kept by incumbent Structured and unstructured questionnaires Debriefing of critical incidents Mechanical devices e.g. videotape & stopwatches Recruitment & Selection - John Mc Donald

14. Checklist for Managerial Job Analysis Product, market & financial planning Co-ordination of other units & personnel Internal business control Product & services responsibilities Public and customer relations Advanced consulting Autonomy of action Recruitment & Selection - John Mc Donald

15. Checklist for managerial job analysis continued … Approval of financial statement Supervision Complexity and stress Advanced financial responsibility Broad personnel responsibility Recruitment & Selection - John Mc Donald

16. The Hay Plan How the position fits into the organisation General composition of supporting staff General nature of the technical, managerial & human relationship “know how” Nature of problem-solving skills required Nature and sources of control or freedom to act Recruitment & Selection - John Mc Donald

17. Position Analysis Questionnaire Information input Mental processes Work output Relationships with other people Job context Other job characteristics Recruitment & Selection - John Mc Donald

18. Cullen Egan Dell (CED) Job Evaluation System Most commonly used job evaluation system in the public sector An example of how this used is demonstrated through a job evaluation activity carried out by the University of South Australia University of South Australia Recruitment & Selection - John Mc Donald

19. Physical Abilities Analysis Dynamic strength Trunk strength Static strength Explosive strength Extent flexibility Dynamic flexibility Gross body equilibrium stamina Recruitment & Selection - John Mc Donald

20. Critical information in a job description Recruitment & Selection - John Mc Donald Job objectivesRegular duties and responsibilities Occasional dutiesManagerial and supervisory duties AuthorityReporting relationships Special working conditions Physical conditions

21. Summary Job analysis/evaluation forms part of the HR Planning activity There are many types of job analysis/ evaluation techniques in the market place The common denominator with all these techniques is that they all analyse jobs and enable job descriptions, specifications and evaluations to develop Recruitment & Selection - John Mc Donald