1. 7.1 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Understanding Organisational Context 2e Slides by Claire Capon Chapter 7 Human resource management Workplace legislation Employee recruitment process

2. 7.2 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Employment legislation Contract of Employment Act 1963 Industrial Relations Act 1971 Employment Acts 1980, 1982 1988 & 1990 Trade Union Act 1984

3. 7.3 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Health & Safety legislation Factories Act 1961 Offices, Shops & Railways Act 1963 Fire Precautions Act 1971 Health & Safety at Work Act 1974

4. 7.4 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Discrimination commissions Equal Opportunities Commission –Equal Pay Act 1970 –Sex Discrimination Act 1975 Commission for Racial Equality –Race Relations Act 1976 Disability Rights Commission –Disability Rights Commission Act 1999

5. 7.5 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Table 7.2 Employee recruitment process

6. 7.6 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of the job Stage 1 Job analysis Job description

7. 7.7 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Job analysis Collect information on the: - tasks and activities of the job -responsibilities of the job -conditions under which the job is done

8. 7.8 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Job analysis Examine current job description Speak to: - the current job holder - their manager - their peers and subordinates

9. 7.9 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Job description Update the job description Identification of the job Summary of the job Content of the job Working conditions Performance standards

10. 7.10 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of type of applicant Stage 2 Person specification Key results areas

11. 7.11 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Person specification Review updated job description (this outlines the job) Translate job tasks and activities into required skills and abilities Update personnel specification (this outlines the person)

12. 7.12 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Person specification Apply Rodger’s 7 point plan by: -drawing up a set of criteria to assess all applicants -deciding which criteria will be essential and which desirable

13. 7.13 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Table 7.5 Rodger’s seven-point plan Source: Torrington, D and Hill L (1995) Personnel Management: HRM in Action (3rd edn), Harlow: Prentice Hall.

14. 7.14 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Person specification Physical make-up required for effective performance of the job includes: -appearance, health, fitness, manner and voice

15. 7.15 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Person specification Attainment - deals with education and previous employment Covers qualifications, and type and amount of work experience required

16. 7.16 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Person specification General intelligence is assessed, as jobs requiring complex work patterns require a different level of general intelligence to those which are repetitive and routine

17. 7.17 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Person specification Special aptitudes cover: -already-acquired knowledge or skills needed for effective performance in the job -ability of applicants to adapt existing skills and knowledge

18. 7.18 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Person specification Interests covers: -relevant out-of-work activities which support the application for employment

19. 7.19 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Person specification Disposition covers relevant personal characteristics, such as an ability to: -meet tight deadlines -work well in a team -work on own initiative

20. 7.20 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Person specification Circumstances covers those which will have to be met by the successful applicant on a regular basis e.g. shift work, working away from home or being on call

21. 7.21 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Key results areas Key results areas provide the job holder with the: -expected goals, outputs and outcomes of the job -basis for his/her appraisal

22. 7.22 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Attracting applicants Stage 3 Placement of the advertisement The advertisement

23. 7.23 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Placement of advert Internal advertising, vacancy sheet, vacancy list on premises Technical or industry press: e.g.New Scientist The Bookseller

24. 7.24 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Placement of advert National press: e.g. Independent, Guardian, The Times, Daily Telegraph, Financial Times Sunday Times, Observer, Independent on Sunday

25. 7.25 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Placement of advert Local press in South Yorkshire: Sheffield Star Yorkshire Post Barnsley Chronicle

26. 7.26 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Placement of advert Job centres Employment agencies Management selection consultancy University careers service School careers service

27. 7.27 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 The advert The advert should contain brief details on the: -organisation and its line of business -job and duties, summarised from the job description

28. 7.28 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 The advert (cont.) - key requirements for the job, summarised from the person specification -salary or salary scale and how people can apply for the vacancy

29. 7.29 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessing applicants Stage 4 Assessment of application forms Assessment of applicants

30. 7.30 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of application forms Does the applicant meet the essential criteria covering the following key areas? -qualifications -work experience -aptitudes

31. 7.31 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of application forms Does the applicant meet any of the desirable criteria? Reject applicants who meet none or few of the essential criteria Proceed to the interview stage with applicants who meet the essential and desirable criteria

32. 7.32 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Table 7.9 Interview structure

33. 7.33 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of applicants Carry out first interviews Select candidates for second interviews Aptitude tests Carry out second interviews

34. 7.34 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of applicants A good interviewer will: -choose an appropriate environment (private and quiet) -seek to relax the applicant

35. 7.35 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of applicants -set the scene by recapping on the job and type of person sought -structure the interview around the application or person specification

36. 7.36 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of applicants -ensure relevant questions are asked - relevant questions will give enough information to assess if the applicant meets the criteria on the person specification

37. 7.37 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of applicants -ask open-ended questions - this allows the applicant to explain his/her answers -allow the applicant to ask questions - the interview is a two-way communication process

38. 7.38 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of applicants -close the interview by telling the candidate when and how they will know the outcome of the interview, and thank the candidate for coming

39. 7.39 Capon: Understanding Organisational Context 2nd edition © Pearson Education 2004 Assessment of applicants Finally, the interviewer(s): -select the successful applicant -check references -confirm appointment