Your SlideShare is downloading. ×
Planning to Hire a New Employee
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Planning to Hire a New Employee

1,588

Published on

Planning to Hire a New Employee. From our Human Resources section. Paper 17-01.

Planning to Hire a New Employee. From our Human Resources section. Paper 17-01.

Published in: Business, Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
1,588
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
40
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. HUMAN RESOURCES
    Planning To Hire A New Employee
  • 2. Giving someone a job is never easy
    Define what you want
    Plan for it
    A business cannot survive on fixed assets alone
    Another very important resource – “people”
    Staff turnover rates cause high costs
    www.lewistaxation.com.au
    1. Planning Employment
  • 3. The reason for hiring:
    A position become vacant
    Planning for increased business
    A new position has been created
    Positions shouldn’t be created just because someone is available for employment
    www.lewistaxation.com.au
    2. Is A New Position Needed?
  • 4. Re-evaluate every task:
    Is the position necessary?
    Can the work be absorbed?
    Can a lower paid employee perform the work?
    Productivity from this position?
    Will the position be value added?
    www.lewistaxation.com.au
    3. Have You Reassessed Present Jobs?
  • 5. What sort of person are you looking for?
    www.lewistaxation.com.au
    4. What Is Required In The Job?
  • 6. Should be written for every position
    Summary of the tasks and responsibilities
    www.lewistaxation.com.au
    5. Job Description/Specification
  • 7. “Person specification”
    “Person skills”?
    Specific qualifications
    www.lewistaxation.com.au
    6. What Sort Of Person Are You After? - What Is The Selection Criteria?
  • 8. Advertising in newspapers and magazines
    Referrals from other staff members
    Referrals from relatives
    TAFE Colleges
    Employment Agencies
    www.lewistaxation.com.au
    7. How Will You Seek Out a New Employee?
  • 9. What has to be achieved?
    Where will the employee work?
    How will the employee’s performance be assessed?
    What are the benchmarks?
    Assessments made?
    www.lewistaxation.com.au
    8. What Are The Objectives Of The Position?
  • 10. You should be prepared for this question
    www.lewistaxation.com.au
    9. Why Is There A Vacancy?
  • 11. Immediate prospects?
    Fit into the overall organisation?
    Next logical move
    Improve themselves or a “dead end” job?
    Career training
    www.lewistaxation.com.au
    10. What Are The Short Term/Long Term Career Paths For This Position?
  • 12. This question could be asked by the applicant
    The employer needs to have an answer prepared
    www.lewistaxation.com.au
    11. Where Does The Position Fit In The Business’ Corporate Structure?
  • 13. Judging the employee
    Efficiency measures
    How often are performance criteria measured?
    Will the employee be informed?
    What are the benchmarks?
    When will the employee be expected to have achieved the required level of performance?
    www.lewistaxation.com.au
    12. What Performance Criteria Measurement System Will Be Utilised For This Position?
  • 14. List of qualifications
    Certificate of Competency
    www.lewistaxation.com.au
    13. What Qualifications Does An Applicant Require?
  • 15. Already worked in a similar position?
    General business experience enough?
    Are you prepared to train the applicant?
    www.lewistaxation.com.au
    14. Is Specific Experience Necessary?
  • 16. Is the supervisor involved in the employment process?
    www.lewistaxation.com.au
    15. To Whom Will This Position Report?
  • 17. What induction programme will be necessary?
    An induction process should be conducted for every position
    Are there any specific requirements in the induction process for this position?
    www.lewistaxation.com.au
    16. What Induction Programme Will Be Necessary?
  • 18. Specific training for this position
    www.lewistaxation.com.au
    17. What Training Programme Will Be Necessary?
  • 19. Base salary
    Bonus or incentive
    Fringe benefit
    Motor vehicle supplied
    Value of the total package
    www.lewistaxation.com.au
    18. What Will Be The Remuneration Package?
  • 20. Do you have a policy?
    www.lewistaxation.com.au
    19. Union Or Non Union?
  • 21. Summary of normal working hours
    Shifts
    Overtime required to be worked?
    Is there a Christmas shut-down?
    Are there times during the year in which holidays cannot be taken?
    www.lewistaxation.com.au
    20. Are There Any Unusual Conditions Relating To Working Hours, Overtime Or When Holidays Can Be Taken?
  • 22. Good points about your organisation?
    Vision of your organisation?
    Where is it headed?
    Unique competitive advantage?
    www.lewistaxation.com.au
    21. What Are The Unique Benefits Of Working For Your Organisation?
  • 23. Make sure someone is available
    Remember top class applicants do have a choice
    www.lewistaxation.com.au
    22. Who Will Conduct The Interviews?
  • 24. Use a questionnaire for the job interview
    Every applicant should be asked the same questions
    Answers should be recorded
    Have the questionnaire sheets ready prior to commencement of the interview
    www.lewistaxation.com.au
    23. Questionnaire
  • 25. Consultant can save considerable time
    www.lewistaxation.com.au
    24. Advertise Or Retain A Consultant?
  • 26. Appoint a liaison person
    Follow up with the Consultant re:
    advertisement
    applications received
    short list of applicants
    interviews
    www.lewistaxation.com.au
    25. Liaise With Consultant
  • 27. Preparation of advertisement
    Selection of media
    Appropriate days
    www.lewistaxation.com.au
    26. Who Will Organise The Advertisement?
  • 28. That commence from the time an advertisement has been placed
    www.lewistaxation.com.au
    27. Be Aware Of Legal Obligations Re Employment
  • 29. Who will make the final decision?
    Decide on the "decision maker" prior to the commencement of the interview process
    Ensure the decision maker is available for the interviews
    www.lewistaxation.com.au
    28. Who Will Make The Final Decision?
  • 30. Don't allow delays to creep in to the employment process
    If you are after first class employees - you must give them first class responses
    Remember.... outstanding applicants do have a choice
    www.lewistaxation.com.au
    28. Who Will Make The Final Decision? cont'd....
  • 31. Part of a deliberate plan
    Ensure that the business attracts the highest standard of person
    www.lewistaxation.com.au
    29. Planning For Employment Is Important

×