This document outlines the key steps in the staff recruitment and retention cycle, including planning job requirements, advertising openings, selecting candidates, onboarding new hires, providing training, conducting performance reviews, and managing employee departures. The steps discussed are planning job requirements, various advertising options beyond local papers, components of job advertisements, conducting interviews, onboarding new employees with inductions and buddies, using probation periods to identify training needs, conducting performance appraisals, and strategies for retaining knowledge and managing underperformers or staff turnover.
things to consider in on boarding new employees in the organization. It includes the points to be considered while on
boarding of new employees.What best practices HR can adopt for memorable experience for new employees.
things to consider in on boarding new employees in the organization. It includes the points to be considered while on
boarding of new employees.What best practices HR can adopt for memorable experience for new employees.
Orientation Plan
It is an initial process that provides easy access to basic information, programs and services to the new hiring. To make him/ her familiar with the organization culture policies and feel comfortable with their new colleagues
Recruitment training, practice and preparation will make you a winner...
This course will increase your level of personal success increasing your recruitment competence level. In the future you will confidently build the winning team, utilize new tools and techniques to make the right decisions, based on facts rather than gut fee, spend less time doing it and increase your success rate by positively affecting your output and quality. Much of the theory and methods used is also applicable in situations like coaching, crucial conversations and appraisal interviews.
Thinking about developing an employee welcome kit? This is an attempt to support you with the latest trends and options for developing employee welcome kits and what kind of corporate gifts to include in the kit.
Gift Wrapped is one of the fastest growing corporate gifting companies in India, with the vision of helping companies create Brand Ambassadors.
Merchandise and gifts to employees create a very deep impact among the target audience and increase the tendency of them becoming your Brand Ambassadors. Most of the successful companies have used the Employee Welcome kits to boost the
Topic Covered:
Understanding of Employee Induction.
Employee Induction Process.
Why Employee Induction is necessary?
What should be on Employee Induction Check List?
Conclusion.
Learn how successful onboarding can result in high retention.
#hr #onboarding #orientationprograms #retentionstrategies #retentionmanagement #talentmanagement #talentrecognition
These slides compliment the very popular webinar delivered by Joanne Vose from The Business Springboard.
Within the webinar, Joanne discusses and answers questions relating to:
* Benefits & entitlements in probation
* What do we want to achieve?
* Probation structure
* Inductions & reviews
If you would like to view the full webinar, please email marketing@shorebird-rpo.com and we will happily email the recording immediately, or why not join our LinkedIn Webinar Network to access all our archives http://linkd.in/1acZPdh
Orientation Plan
It is an initial process that provides easy access to basic information, programs and services to the new hiring. To make him/ her familiar with the organization culture policies and feel comfortable with their new colleagues
Recruitment training, practice and preparation will make you a winner...
This course will increase your level of personal success increasing your recruitment competence level. In the future you will confidently build the winning team, utilize new tools and techniques to make the right decisions, based on facts rather than gut fee, spend less time doing it and increase your success rate by positively affecting your output and quality. Much of the theory and methods used is also applicable in situations like coaching, crucial conversations and appraisal interviews.
Thinking about developing an employee welcome kit? This is an attempt to support you with the latest trends and options for developing employee welcome kits and what kind of corporate gifts to include in the kit.
Gift Wrapped is one of the fastest growing corporate gifting companies in India, with the vision of helping companies create Brand Ambassadors.
Merchandise and gifts to employees create a very deep impact among the target audience and increase the tendency of them becoming your Brand Ambassadors. Most of the successful companies have used the Employee Welcome kits to boost the
Topic Covered:
Understanding of Employee Induction.
Employee Induction Process.
Why Employee Induction is necessary?
What should be on Employee Induction Check List?
Conclusion.
Learn how successful onboarding can result in high retention.
#hr #onboarding #orientationprograms #retentionstrategies #retentionmanagement #talentmanagement #talentrecognition
These slides compliment the very popular webinar delivered by Joanne Vose from The Business Springboard.
Within the webinar, Joanne discusses and answers questions relating to:
* Benefits & entitlements in probation
* What do we want to achieve?
* Probation structure
* Inductions & reviews
If you would like to view the full webinar, please email marketing@shorebird-rpo.com and we will happily email the recording immediately, or why not join our LinkedIn Webinar Network to access all our archives http://linkd.in/1acZPdh
How to manage recruitment and selection tells you all about what to do when considering recruitment and selection.
We can help with FREE recruitment services and business management training.
We can also offer free advice and guidance.
Please call us on: 0121 707 0550 or e-mail: info@pathwaygroup.co.uk
Vital Ingredients in Employee RecruitmentHL Lesbrown
There are pivotal tips to follow when putting together a team for excellent results. Not everyone can be part of an award winning team.
Reproduced here with permission from Gb Adolph Obasogie.
Literature ReviewThe role of a Human Resource department is ev.docxSHIVA101531
Literature Review
The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become a strong strategic partner within an organization by providing functions such as recruitment, training and development and retention. Human Resources in order to be strategic works directly with all levels of management in an effort to help with strategy and the growth of the company to meet their vision. One very important aspect is talent acquisition. Having the right people in key roles within the company is vital to the success and growth. Performing this function includes preparing a job description, recruiting, and then setting compensation. Then a crucial tool used by many HR departments is the process of job evaluations and performance reviews.
Method of Job Analysis
When a new job is created or a vacancy occurs, it is the role of a HR representative to fill that void. In order to perform this function they need to first understand what role they are trying fill and what skills and responsibilities this new role would require. By conducting a job analysis they are able to further define an important elements of any job and then search for the person or people that are a good fit for the company. As important as it is to perform a job analysis before looking for that new candidate, it is equally as important to select the correct job analysis method. Some popular job analysis methods are Observation, Individual Interview and Structured Questionnaires. Organizations choose methods based on various guidelines that are all link to the job responsibilities, company culture and size of the organization. Each organization must select which methods are the best match for their candidate search. The Observation method includes studying someone while they perform their job in an effort to better understand the tasks and duties necessary to this particular job. The advantages are, the observer can obtain first hand knowledge and information about the job being analyzed. This can provide an accurate picture of the candidate ability to do the job at hand. Other Job Analysis methods such as the interview or questionnaire only allow HR to indirectly obtain this information. With other methods there is a risk of omissions or exaggerations are introduced either by the incumbent being interviewed or by items on the questionnaire.
The next method is the Interview method; this method involves conducting interviews of the person leaving this position to gain insights into what duties they perform. Interviews can also be conducted on other employees performing the same job but in most cases start with the HR manager. The advantages are that it allows the incumbent to describe tasks and duties that are not observable. The disadvantage is the candidate can exaggerate or omit tasks and duties. The interviewer must be skilled and ask the proper questions.
The Structured Questionnaire method uses a standardized ...
Integrating Career Paths into HR PracticesSeta Wicaksana
As a result, career paths can improve the effectiveness of your organization’s recruitment and hiring processes, retention and promotion strategies, and training and development programs.
In this Presentation, we explore the application of career paths to recruitment, hiring, retention, promotion, and ongoing training and development.
That is, we explore how career paths serve as practical tools and guiding resources in attracting, developing, and retaining talent, all critical elements in maintaining your organization’s viability.
If you are a Hiring Manager then you are even more important than your CEO! The Most Comprehensive Step By Step Quick Guide for Hiring Managers for effective Recruitment.
Onboarding refers to the collective processes and activities of integrating new employees. The onboarding period begins when the new employee accepts an offer and continues through the first 90 days of employment. It includes preparing for, enabling, engaging, and supporting the new employee. The process is designed to help employees adjust to the culture, embrace the values, and establish work goals and priorities
Program Developed by Trey Scarpa
1. The
Recruitment
Cycle
Planning
Recruitment
Advertising
Selecting Staff
Induction
Identify
Training
Needs
Performance
Appraisals
Moving On
Before recruitment, check the duties and responsibilities
your organisation needs to have performed:
• Is the current job description really what the
organisation needs?
• Do they fit with the organisation’s strategic and
business plans?
• What are the legislative requirements?
• What recruitment policies and procedures need to
be followed?
Ads in the local paper is only one way of recruiting, other
options include:
• Internal notices such as newsletters or email messages
• Notices on public noticeboards either within your
organisation or in other places
• Existing networks and word of mouth advertising are
cheap and effective
• Recruitment agencies can help sort out potential
applicants and therefore save you time
Planning
Recruitment
2. What goes in an advertisement:
• Title and job description
• Job status and salary
• Required skills and knowledge
• Contact details
• Application closing dates
You must not break anti-discrimination laws and job
advertisements must be clear and truthful!
You need a good quality selection criteria and an informed
and organised interview panel!
Short listing candidates will save lots of time.
Questions you ask at the interview must be consistent for
all applicants and the questions must relate to the position.
You can ask about existing injuries if it is relevant to the
position, but be careful – obviously they have to be able
to do the job however it is illegal to discriminate on the
grounds of disabilities!
Obviously you will ask if people can do the job to the ability
they claim and its still an important process.
It is also a good time to find out what are things that
motivate your potential employee and what
de-motivates them!
This is really good time to get to know your staff personally,
so use it as a time for them to not only get to know the
organisation but for you to get to know them a bit better.
It is vital you give your employee induction into OH&S
policies and procedures. Other policies and procedures
need to be covered but OH&S is absolutely essential!
Most inductions start with the individual roles and
responsibilities and work out to the big picture stuff!
Appointing a buddy can help someone feel welcome
and supported.
Use the probation period to identify the strengths of your
new worker as well as the areas they will benefit from extra
training.
It is easier to train the right person for the position than
change poor attitude or work habits even if the person is
highly skilled!
It is important to know whether the training or professional
development has actually benefited the individual and the
organisation.
Make sure you evaluate the activities and a good way to
‘value add’ to the training or development is to ask the
worker to give a brief presentation to the next
team meeting.
Selecting
Staff
Reference
Checks
Induction
Identify
Training
Needs
Advertising
3. Usually performance appraisals are done at the end of the
probation period and then annually.
It is important the employee feels supported during this
time so make sure you have some positives as well as
negatives to discuss.
Break the position down into differing tasks and offer
clear examples of the employees strengths and areas to
be improved.
No matter how good a boss you might be, people do need
to move on. Make sure you have some strategies to retain
the corporate knowledge – it could be record books, on line
logs or any other record keeping strategy.
Sometimes we have to move people as they are not able
to perform to the required level. If you think this may be
the case, make sure you have good record keeping
procedures in place and follow the policies and procedures
in your organisation.
Is it possible for under-performers to be placed in a
different role in your organisation? It would save time,
money and anxiety for all involved if alternatives to losing
the staff member could be found.
Moving On
Performance
Appraisals