Rhc Hrm

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Rhc Hrm

  1. 1. The role of HRM in the Horticultural enterprise Staff recruitment and selection 11/09/2008 D.Wallbankl Recruitment and Selection
  2. 2. Lesson objectives 1. Staff recruitment and selection. 2. Job descriptions/Personal specifications 3. Recruiting applicants 4. Short listing. 5. Interviewing 6. Contracts 7. Induction 11/09/2008 D.Wallbankl Recruitment and Selection
  3. 3. Job description A list of the general tasks, or functions, and responsibilities of a position. It also includes to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job. 11/09/2008 D.Wallbankl Recruitment and Selection
  4. 4. Job description – contents: 1. Job title 2. Job summary 3. Job duties 4. Roles and responsibilities Job specifications or qualifications 5. General guidelines 6. Key role interactions 7. Professional skills 8. Interpersonal skills - Defines the 'softer' skills and talents which make for a well-rounded and efficient employee, as well as effective worker: Personal Attributes, General Business Skills, Leadership Skills. 11/09/2008 D.Wallbankl Recruitment and Selection
  5. 5. Other duties' as as required clause: 11/09/2008 D.Wallbankl Recruitment and Selection
  6. 6. Student activity Produce a job description for a manager of a garden centre. Set out: The main purpose of the job. Tasks needed to be carried out Position of the potholder within the organisation. 11/09/2008 D.Wallbankl Recruitment and Selection
  7. 7. Personal/Job specification The person specification is an extension of the job description. It handles mental and physical attributes. It is a profile of the type of person needed to do a job and is produced along with a job description following a job analysis. The kind of person you want. Attributes or qualities that the person should have Some organisations might use rating. 11/09/2008 D.Wallbankl Recruitment and Selection
  8. 8. Person Specification Which particular individual will fulfil the requirements of the job. 1. Attainments – experience/qualifications 2. Physical attributes – general health 3. Intelligence 4. Special aptitudes – speed, dexterity. 5. Personal Interests 6. Disposition – friendly. 11/09/2008 D.Wallbankl Recruitment and Selection
  9. 9. Job profile process: Job Analysis Job Description Job specification 11/09/2008 D.Wallbankl Recruitment and Selection
  10. 10. Methods of recruitment Internal Motivates people to stay in the company. Person already familiar with the company/products Knowledgeable about the company More knowledge about applicant. Saves recruitment expenses 11/09/2008 D.Wallbankl Recruitment and Selection
  11. 11. Recruitment Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid- and large-size organizations generally retain professional recruiters. 11/09/2008 D.Wallbankl Recruitment and Selection
  12. 12. Internal But: Can cause resentment Accusation of favouritism. Working for someone who was previously a colleague. No “new blood” Equality and Diversity. 11/09/2008 D.Wallbankl Recruitment and Selection
  13. 13. External: Ask within the trade sector – suppliers, customers, trade associations. Head hunting. Advertise in the local press – job centres, trade journals, magazines Job centres Recruitment agency On line websites Milk round at Universities Job fairs 11/09/2008 D.Wallbankl Recruitment and Selection
  14. 14. Selection Having advertised and received applicants for the post, the next stage is to make a selection. Short-list – candidates application forms and CV’s will be compared against the job description and personal specification. The most favourable will be invited for interview. 11/09/2008 D.Wallbankl Recruitment and Selection
  15. 15. Interview Group – number of people are interviewed together. Individual – face-to-face or over the telephone Team/panel interviews. Interview in stages. Interview assessment 11/09/2008 D.Wallbankl Recruitment and Selection
  16. 16. Questions Open – gives the candidate the opportunity to give an extended answer. “What is your biggest strength” Closed – Allows a candidate only to give a factual or yes or no answer. “Did you take a job last summer” 11/09/2008 D.Wallbankl Recruitment and Selection
  17. 17. Open/closed Imagine you have been asked to interview candidates for the post of sales assistant in a garden centre. The sales assistant is responsible for customer service, taking money, dealing with the till, and filling shelves Produce three open, and three closed questions. 11/09/2008 D.Wallbankl Recruitment and Selection
  18. 18. Appointment When an employee joins a company he/she has a right to a contract of employment within 8 weeks. This sets out the conditions under which a person is employed. The focus of most employment contracts is wages for work. 11/09/2008 D.Wallbankl Recruitment and Selection
  19. 19. Terms and conditions of employment Notice periods in the event of dismissal, holiday pay rights, the place of work and pension schemes. In terms of pay, the employee may be compensated through wages, a salary, or by commission. The employment contract often specifies a fringe benefit package, - a retirement plan, employee stock options, holiday entitlement, hours of work, and health insurance benefits. Contracts provide for termination of employment, by either party, and include associated matters such as notice period, compensation arrangements and, sometimes, garden leave. 11/09/2008 D.Wallbankl Recruitment and Selection
  20. 20. Induction The process used within many businesses to welcome new employees to the company and prepare them for their new role Helping new staff fit in. Usually have a formal induction programme Enhance loyalty to the company 11/09/2008 D.Wallbankl Recruitment and Selection
  21. 21. Induction training: May include: Talks by managers or supervisors. Written information on Health and safety Videos giving company history. Visits to other parts of the business Tour round the work place. Group discussions. 11/09/2008 D.Wallbankl Recruitment and Selection
  22. 22. Induction programme. As a manager of a Garden centre, you have been asked to devise a one day induction programme for a new member full time sales assistant. Your programme should include activities and games, not just a series of lecturers. The programme should help them to: Get to know other employees Get to know the Garden Centre Find out about Garden Centre policy 11/09/2008 D.Wallbankl Recruitment and Selection
  23. 23. 11/09/2008 D.Wallbankl Recruitment and Selection

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