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 HR recruits promising applicants, & line managers select people to fill positions.  During your career you will be interviewed, & as a manager you.

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Presentation on theme: " HR recruits promising applicants, & line managers select people to fill positions.  During your career you will be interviewed, & as a manager you."— Presentation transcript:


2  HR recruits promising applicants, & line managers select people to fill positions.  During your career you will be interviewed, & as a manager you will likely conduct job interviews.

3  Recruiting:  The process of attracting qualified candidates to apply for job openings.  It can be expensive, & to attract more candidates, more firms are offering flexible work schedules & better work-life balance.  For an organization to fill an opening, possible candidates must be made aware that the organization is seeking employees.  They must then be persuaded to apply for the jobs.

4  Internal Recruiting:  Involves filling job openings with current employees or personal referrals.  Promotions from within & employee referrals are 2 common types of internal recruiting.

5  External Recruiting:  The following are external recruiting sources:  Walk-ins.  Educational institutions.  Agencies.  Advertising.

6  Selection Process:  The process of choosing the most qualified applicant recruited for a job.  Selection is a crucial activity because bad hiring decisions haunt an organization for years.  The selection process ban be thought of as a series of hurdles that the applicant must overcome to be offered the job.

7  Selection Process:  Application Form.  Screening Interview.  Testing.  Background & Reference Checks.  Interviewing.  Hiring.

8  Heavily weighted in most selection processes.

9  Choosing the type of Interview:  The 3 types of interviews are based on structure: 1. Structured interviews: Use a list of prepared questions to ask all candidates. 2. Unstructured interviews. Don’t use preplanned questions or preplanned sequence of topics.

10 3. Semistructured interviews: Ask questions from a prepared list but also ask unplanned questions. Depart from prepared questions when they believe it is appropriate.  HR prefer semistructured interviews – prevent discrimination & allow flexibility in pursuing lines of questioning & conversation, giving accurate assessment of candidates’ motivation & attitudes.

11  Formulating Questions:  Interviewers use 4 types of questions: 1. Closed-ended questions:  Yes or no answers. 2. Open-ended questions:  Unlimited response. 3. Hypothetical questions:  Describe what they would do & say in a given situation.

12 4. Probing questions:  Clarify aspects of their background or aspect brought up by interviewer & help understand an issue or point.

13  Preparing for the Interview:  Going through the formalized procedure will help you improve your interviewing skills: 1. Review job description & specifications. 2. Plan realistic job preview. 3. Plan type of interview. 4. Develop questions for all candidates. 5. Develop a form. 6. Develop questions for each candidate.

14  Conducting the Interview:  Following the steps will help make you an effective interviewer: 1. Open the interview. 2. Give realistic job preview. 3. Ask your questions. 4. Introduce top candidates to co-workers. 5. Close the interview.

15  Avoiding Problems When Selecting:  Tips for the selection process:  Don’t rush.  Don’t stereotype.  Don’t look for employees who are copies of you.  Don’t look for halos & horns.  Don’t jump prematurely.

16  Organization must develop employees through orienting & training them.

17  Orientation:  Introduces new employees to the organization, its culture, & their job.  There are 5 elements used in effective orientation programs: 1. Explain what the organization does & department functions that new person will be part of. 2. Explain what the new employee’s job task & responsibilities are.

18 3. Go over standing plans that need to be followed to get the job done. 4. New employee given a tour of facilities. 5. Introduce to coworkers.

19  Training & Development:  Training is about acquiring the skills necessary to perform a job.  Development is ongoing education that improves skills for present & future jobs.

20  Training Cycle:  Ensure that training is systematic and effective by following the following steps: 1. Conduct a needs assessment. 2. Set objectives. 3. Prepare training. 4. Conduct training. 5. Measure & evaluate training results.

21  Training Methods:  List of various training methods available:  Written material  Lecture  Video  Question & Answers  Discussion  Programmed Learning  Demonstration

22  Job rotation  Projects  Role-Playing  Cases  Interactive Video

23  Ongoing process of evaluating employee performance.  The performance appraisal process:  Step 1 – Job analysis  Step 2 – Develop standards & measurement methods  Step 3 – Informal performance appraisal – coaching & discipline.  Step 4 – Prepare for & conduct the formal performance appraisal.

24  There are numerous strategies for retaining employees.  The following are 3 areas that affect employee retention:  Compensation  Health & safety  Labour relations

25  What is an entrepreneur? An ordinary individual who does extraordinary things which other ordinary individuals hesitate to do.  The act of doing is a distinctive element of the entrepreneur.

26  Example: Two individuals speculate about the possibility of introducing an electric car into a specific market.  Individual A keeps on speculating while individual B does, in fact, introduce the electric car into the market.  Individual B qualifies as an entrepreneur by introducing a product into the market for the first time.  On the other hand, individual A failed to act and therefore failed to qualify as an entrepreneur.

27  The word “entrepreneurship” is derived from “entreprendre” which means to ‘undertake, to pursue opportunities; to fulfil the needs and wants through innovation and starting businesses’.  An entrepreneur is a person who initiates an enterprise, organizes it, and acquires capital to finance it, taking into consideration the risk and reward that accompanies it.

28  The primary inputs of the entrepreneur into the enterprise are initiative, talent, ideas, knowledge and, often equity.  Entrepreneurs are, people who innovate, and innovation is the distinctive element of entrepreneurship.  The entrepreneur redirects resources from areas of low productivity and low return to areas of higher productivity and return.

29  Although risk is involved, the true entrepreneur should not exceed the boundaries of “calculated risk”.

30  5 Tasks of Entrepreneurs: 1. Introduces a new product or service into the market, or implements a new approach to existing problems. 2. Develops or implements new technology which could curb costs and improve efficiency. 3. Exploits a new market by launching products, services or technologies which did not previously exist in the market.

31 4. Discovers a new source of supply for a scarce resource or discovers methods to make the supply of existing resources more effective. 5. Reorganise an existing enterprise, whether private or public, by innovative management.

32  The history of capitalism (or free enterprise system), can be attributed to the activities of entrepreneurs. Capitalism is thus the product of entrepreneurial action, & the entrepreneur is not the product of capitalism as is often claimed.  It appears that the lesser the interference of the state in regulating the free enterprise system, the greater the possibility of achieving an entrepreneurial culture in a country.

33  Roles of Government:  Remove legal obstacles to starting and running enterprises.  Implement support structures for potential entrepreneurs with regard to training, consultation and financing.  Encourage entrepreneurial awareness through education and the media.  Curb government expenditure.  Introduce favourable tax incentives for small businesses.

34  Considering the:  level of unemployment,  shortage of housing,  uneven distribution of wealth & income,  low level of education &  high population growth rate in SA,  it appears only a miracle can solve these formidable problems.

35  Entrepreneurs:  Identify need of unemployment & housing.  Seek solutions to these problems.  Realise that the solution of one problem (housing) can solve unemployment problem.  To build a house:  Need to combine land, labour & capital.  Labour includes – skilled, semi-skilled & unskilled workers.  Done economically efficient & profitable manner.  Involves planning, organising, leading & controlling (POLC).

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