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Planning to Hire a New Employee
 

Planning to Hire a New Employee

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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.

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    Planning to Hire a New Employee Planning to Hire a New Employee Presentation Transcript

    • 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