4 RecruitmentThe process by which a job vacancy is identified and potential employees are notified.The nature of the recruitment process is regulated and subject to employment law.Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.
5 Recruitment Job description – outline of the role of the job holder Person specification – outline of the skills and qualities required of the post holderApplicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)
7 SelectionThe process of assessing candidates and appointing a post holderApplicants short listed – most suitable candidates selectedSelection process – varies according to organisation:
8 Selection Interview – most common method Psychometric testing – assessing the personality of the applicants – will they fit in?Aptitude testing – assessing the skills of applicantsIn-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customerPresentation – looking for different skills as well as the ideas of the candidate
10 Employment Legislation Increasingly important aspect of the HRM roleWide range of areas for attentionAdds to the cost of the businessEven in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.
11 Discrimination Crucial aspects of employment legislation: Race Gender DisabilityDisability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.Copyright: Mela,
13 Discipline Firms cannot just ‘sack’ workers Wide range of procedures and steps in dealing with workplace conflictInformal meetingsFormal meetingsVerbal warningsWritten warningsGrievance proceduresWorking with external agencies
21 Trade UnionsImportance of building relationships with employee representativesRole of Trade Unions has changedImportance of consultation and negotiation and working with trade unionsContributes to smooth change management and leadership
23 Productivity Measuring performance: How to value the workers contributionDifficulty in measuring some types of output – especially in the service industryAppraisalMeant to be non-judgmentalInvolves the worker and a nominated appraiserAgreeing strengths, weaknesses and ways forward to help both employee and organisation
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