Presentation on theme: "Something to think about!"— Presentation transcript:
1 Something to think about! Selecting the right person for a job is critical for the organisation. Businesses use application forms, online tests, interviews, personality testing and in-tray exercises. Discuss the role of evidence, logic and intuition when choosing between candidates.
2 Learning Objectives TOPIC: Topic 2: Human Resources LESSON TITLE: The R&S Process (Recruitment, Appraisal, Training, Dismissal)COMPETENCY FOCUS:Research (I1): you will develop your skills in research as throughout this topic, you will need to research the role of human resource in HRM, the different job roles that exist within an organisation and also the recruitment & selection documentation that the organisation uses to help recruit the right people for their vacant job roles.[IB Learner Profile Development: Thinker]Learning ObjectivesBy the end of the lesson, you should be able to…LO1) Describe the recruitment and retention process LO2) Explain methods of recruitment, appraisal, training and dismissal, using specific examples LO3) Evaluate methods of recruitment, appraisal and training in finding the right person for the job..SMSC: You will assess the organisational culture of businesses in terms of fundamental structure, purpose and strategy development.CRITICAL THINKING KEY:Knowledge Application Analysis Evaluation
3 Recruitment & Selection Process Job DescriptionStage One:Define RequirementsPerson SpecificationStage Two:Attract Potential EmployeesJob AdvertisingShortlistingStage Three:Select the Right Person for the Job!Job InterviewAbility Testing
4 What is a job description? The managers of the company decide they need to hire a new person to fill a vacancy. The job description is then put together by management and describes what skills, qualifications and details the job requires. The job description is usually handed out to applicants when they express an interest in the job or request an application form.
5 What is a Person Specification? The person specification is produced alongside the job description. It is a profile of the type of person needed to do the job including their skills, personality traits and previous knowledge and experience. It shows essential and desirable skills and how these skills are tested.
6 Recruitment & Selection Process Job DescriptionStage One:Define RequirementsPerson SpecificationStage Two:Attract Potential EmployeesJob AdvertisingShortlistingStage Three:Select the Right Person for the Job!Job InterviewAbility Testing
7 Ways to Recruit New Staff Traditional MethodsInternet-based MethodsNewspaper AdOnline application formCVOnline CVLetter of applicationWord of MouthWeb AdApplication FormWeb page pop-up i.e.Careers Fair
8 Recruitment & Retention Recruitment: Taking on employees Retention: Keeping employees in the workplace for as long as possible, keeping knowledge in the organisation. Measuring staff turnover: No of staff leaving in a year Average no of staff employed in that year
9 Recruitment & Selection Process Job DescriptionStage One:Define RequirementsPerson SpecificationStage Two:Attract Potential EmployeesJob AdvertisingShortlistingStage Three:Select the Right Person for the Job!Job InterviewAbility Testing
10 What is a Job Interview? It is the most common form of selection The job interview allows an employee to see if the candidate is the right person for the jobInterview questions are cross-referenced against the person specification and job descriptionPresent: the person being interviewed (interviewee), and the employers (interviewers). There can be more than one interviewer on the interview panel.
11 Structure of a Job Interview Start:Interviewer welcomes the candidate and introduces themselvesInterviewers state the purpose of the interview and describe how it is to be conducted.Middle:Questions are asked. Some are open-ended and encourage discussion, some questions are closed questions. Some questions might need the interviewee to give examplesThe questions will refer to the person specification & job description.E.g. Name a situation where you have demonstrated good interpersonal skills or where you have had to work as a team.At the end of the interview:Interviewer asks the candidate if they have any questions about the job or the company.
12 Benefits of a job interview For the Employer:Information that cannot be obtained on paper from a CV or application formConversational ability - often known as people skillsIdentify personal qualitiesSee how applicant reacts under pressureQueries or extra details missing from CV or application formFor the Candidate:Whether job or business is right for themWhat the culture of company is likeExact details of job
13 Independent Research Now, independently research: Training (on-the-job/off-the-job)Staff AppraisalRedundanciesContract of Employment[40mins research time]
14 Employment Practices & Work Patterns Peripheral WorkersTemporary/P-Time/Self-employedCore WorkersFull-time/Permanent