HUMAN RESOURCES Planning To Hire A New Employee
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
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?
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?
What sort of person are you looking for? www.lewistaxation.com.au 4. What Is Required In The Job?
Should be written for every position Summary of the tasks and responsibilities www.lewistaxation.com.au 5. Job Description/Specification
“Person specification” “Person skills”? Specific qualifications www.lewistaxation.com.au 6. What Sort Of Person Are You After? - What Is The Selection Criteria?
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?
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?
You should be prepared for this question www.lewistaxation.com.au 9. Why Is There A Vacancy?
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?
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?
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?
List of qualifications Certificate of Competency www.lewistaxation.com.au 13. What Qualifications Does An Applicant Require?
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?
Is the supervisor involved in the employment process? www.lewistaxation.com.au 15. To Whom Will This Position Report?
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?
Specific training for this position www.lewistaxation.com.au 17. What Training Programme Will Be Necessary?
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?
Do you have a policy? www.lewistaxation.com.au 19. Union Or Non Union?
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?
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?
Make sure someone is available Remember top class applicants do have a choice www.lewistaxation.com.au 22. Who Will Conduct The Interviews?
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
Consultant can save considerable time www.lewistaxation.com.au 24. Advertise Or Retain A Consultant?
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
Preparation of advertisement Selection of media Appropriate days www.lewistaxation.com.au 26. Who Will Organise The Advertisement?
That commence from the time an advertisement has been placed www.lewistaxation.com.au 27. Be Aware Of Legal Obligations Re Employment
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?
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....
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