Presentation on theme: "Business Management - National 5"— Presentation transcript:
1 Business Management - National 5 Management of peopleBusiness Management - National 5
2 Learning Outcomes 1.1 – Stages of the Recruitment Process 1.2 – Methods of Staff Training and Costs & Benefits1.3 – Methods of Motivating Staff and Costs & Benefits1.4 – Current Employment Legislation
3 Contents Human Resources Department Activities Methods of Recruitment Methods of SelectionMethods of TrainingTraining Costs and BenefitsMethods of MotivationCosts and Benefits of MotivationWorking PracticesEmployee RelationsIndustrial ActionEmployment LegislationEquality ActMinimum Wage ActFreedom of Information ActData ProtectionHealth and Safety
4 Human Resources Department The Human Resources Department deals with the current and future employees of an organisation.The roles that they have include:Recruitment and SelectionTrainingMotivationEmployee RelationsEmployment Legislation
6 Recruitment and Selection In order to attract the best staff possible an organisation will go through a number of steps that will allow them to choose the best person for the job.Recruitment – the process followed to allow people to apply for the jobSelection – the process of choosing the best applicant for the job.
7 Stages of Recruitment and Selection We are going to go through 8 stages of recruitment and selection.
8 Stage 1Job AnalysisEstablishing whether a vacancy actually exists by analysing the jobs main features.This could be done through observing the current employee or asking a manager.
9 Stage 2Job DescriptionThis is a document that allows all applicants to see what the job will involve. This will form the basis of any advertisement of the job.This will include items such as:Job TitleMain Tasks and ResponsibilitiesWorking ConditionsLocation
10 Stage 3 Person Specification Identify the type of person you want to do the job. This will include essential and desirable characteristicsThis will include:SkillsQualificationsExperienceQualities
11 Stage 4AdvertisementThis is how the organisation lets potential applicants know that a job exists.An organisation can choose to advertise Internally or Externally.
12 Internal AdvertisingThis is advertising to potential applicants within the organisation.It can take the following methods:Company IntranetStaff MemoNotice BoardsNewsletterReasons why:Allows employees to develop skillsEmployees are already familiar with the businessEmployees strengths and weaknesses are knownIt is an inexpensive form of recruitmentIt can improve staff morale
13 External AdvertisingThis is advertising to people outwith the company.It can take the form of:NewspapersProfessional JournalsJob CentreRecruitment AgencyCompany WebsiteReasons why:Brings in people with new ideas and ways of workingWider choice of candidate to choose from
14 Stage 5 Applications Application Form CV Give applicants the same questions and opportunities to describe themselves. Making it easier to compare information from a large number of candidates.CVThese are individual and personalised documents prepared by the applicant and will give a summary of their skills and experiences.
15 Stage 6InterviewThis is the most common method of selection and can take various forms:One-on-OnePanelGroupCandidates may also be asked back for a second interview at a later stage in the process.
16 Successful Interview Tell candidates how it will be conducted Asking the same questionsPut the candidates at easeGive the candidate the opportunity to add anything further and ask follow up questions
17 Stage 7TestingThis allows the organisation to compare candidates in a range of situationsTypes of testing include:Aptitude – skills based testingPsychometric – attitudes/characteristicsPersonality – roles the candidate is suited to
18 Stage 8 Making the Appointment After the various forms of selection the successful and unsuccessful candidates are informed.ReferenceUse to confirm the person applying for the job is who they say they are. Usually written statements from previous employers or other reliable person.
20 TrainingTraining carried out will vary to meet the needs of the individual. It may be used for:Induction trainingRetrainingUpgrading skills
21 Methods of Training Induction Training This is training that is carried out before the employee starts their job.This allows the employee to familiarise themselves with their workplace; learn rules and regulations (health and safety); get introduced to their colleagues.
22 Methods of Training In-House Training (On the Job) This is training that is carried out within the organisation.This may simply occur in the form of another colleague (peer) showing another worker how to do a job or supervising them.
23 Methods of Training Off the Job Training This is training that occurs away from the workplace. This may happen at a:CollegeTraining Centre
24 Training Increased productivity Increased motivation BenefitsCostsIncreased productivityIncreased motivationWork towards organisation goalsIncreased flexibilityFinancial coststravel, provider costProductivityreduced output, increase in staff to coverStaff may leave once trainedStaff resistance
26 Methods of Motivation Non Financial Quality Circles – groups of staff involved in problem solving and decision making processAppraisal – Managers and employees meet to discuss performance and set targetsJob enlargement – increase number of tasks that an employee takes onJob enrichment – workers choose how to complete the tasks they have been givenPromotion opportunitiesImproved working conditionsTeam building activities
27 Methods of Motivation Financial OvertimePiece-rateTime-ratePerformance-relatedProfit-sharingBonusCommissionShare schemes
28 Motivation – Working Practices Core workersThese are those workers that are employed by the firm and are involved in the core activities of the business. They can be:Full-timePart-timeCasual workersHired and released by the company when they are needed.Contractual workersEmployed on a fixed-term contract usually for one or two years.
29 Motivation – Working Practices Flexi-TimeWorkers only need to be at work place at certain core times in the day. They can decide when they start and finish.Home/Tele-WorkingEmployees working from home making use of ICT.Job-ShareTwo or more employees share the duties associated with one job.
30 Motivation – Employee Relations Employee relations covers how employers deal and interact with their employees as individuals or a group.Good employee relations leads to a motivated, flexible workforce.Poor employee relations can lead to less co-operation, industrial action and a poor image for the company.
31 Motivation – Employee Relations Groups Trade UnionsSet up to protect and stand up for the rights of employees.They will take part in collective bargaining which involves them negotiating on behalf of employees for things such as pay and conditions.Advisory, Conciliation and Arbitration Service (ACAS)Employee relations experts who aim to help employers and employees work together effectively.They will offer advice and provide ways to settle disputes
32 Motivation – Industrial Action Industrial Action – this is the last resort that employees will take in order to have their views heard. It can take a variety of forms:Strikeworkers withdraw their labour and refuse to work. This can also involve picketing.Sit-inWorkers occupy their workplace in an attempt to stop any work from taking place.Work-to-ruleWork strictly to the terms and conditions of their contract.Overtime banworkers refuse to do any overtime work.
35 Employment Legislation The Human Resources Department needs to keep up with and make sure all employees are aware of relevant employment legislation.There are a number of pieces of legislation that affect organisations, and new legislation is continually being introduced and updated.
36 Equality Act 2010 age disability gender reassignment This act was introduced to simplify the numerous pieces of anti-discrimination legislation that existed.Its primary purpose is to protect people from discrimination in employment on the grounds of their:agedisabilitygender reassignmentmarriage and civil partnershippregnancy and maternityracereligion or beliefsexsexual orientation
37 National Minimum Wage Act 1998 The National Minimum Wage Act creates a minimum wage for all workers across the United KingdomAs of 1st October 2013 the wage rates are:21+ £6.31£5.03Under 18 £3.72Apprentice £2.68
38 Freedom of Information Act 2000 Introduced with the premise of information being made public unless it falls into specified excepted cases.Gives everyone two specific separate rights:the right to know whether information existsthe right to access that information (subject to exemptions).
39 Data Protection Act 1998 Obtain and process data fairly and lawfully Aims to protect the rights of the individual by governing the collection, storage and use of information that is held.There are 8 basic principles that organisations must follow:Obtain and process data fairly and lawfullyRegister the purpose for which the information is heldDo not disclose the information in any way that is different from the purposeGive individuals copies of the information held about themselves if requestedOnly hold information that is adequate, relevant and not excessiveOnly hold accurate information and keep it up to dateDo not hold information any longer than necessaryTake appropriate security measures to keep the information safe
40 Health and Safety at Work Act 1974 The aim is to raise the standard of health and safety for all individuals at work.The act covers duties of both the employer and employee to abide by the legislation:Employers must take every step to ensure the working environment is safe and non-hazardous.Employees are expected to behave in a reasonable manner at work and must take responsibility for their own actions.
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