Which resource is the most valuable to an organisation?

Which resource is the most valuable to an organisation?

Management of Peopleaka Human Resource Management

What are you going to learn? • Stages of the Recruitment Process • Methods of Training • Ways to Motivate Staff • Current Employment Legislation

Why do people go to work? • to earn money • to interact with colleagues • they enjoy their job • to achieve success

Changes in the Pattern of Employment. There have been changes due to: • Increase in number of women in the workplace • Decrease in employment in the primary and secondary sectors • Increase in migrant workers • Ageing workforce

The Stages in the Recruitment Process: Identify the job vacancy Carry out a job analysis Prepare a job description Prepare a person specification Advertise the job Send out applications

Step 1 Identify the Job Vacancy Vacancy may exist due to an employee: • who has been promoted, • who has retired • who has left due to ill health • who is going on maternity leave • who has found another job

Step 2 Job Analysis You must analyse the job and find out what the new recruit will do:- • The tasks • Knowledge and skills required • Technology required • Inter-personal skill required • Responsibility of the job

Step 3 Job Description • The information from the Job Analysis is used to complete a Job Description. This gives the applicant a detailed account of the job and includes: • Job Title and Department • Tasks/duties to be carried out • Responsibility/authority • Pay awarded • Working hours • Holiday entitlement • Benefits and pension arrangements

Step 4 Person Specification • The Person Specification outlines details about the type of person the business is looking for and will include: • Skills • Qualities • Qualifications eg Nationals, Highers, • HNC, HND, Degree etc • Experience • Personality

Step 5 Advertising the Vacancy A vacancy can be advertised Internally or Externally

Advantages: INTERNAL • Promotion • It is quick to recruit • No induction necessary • Employer know their strengths EXTERNAL • No job left to fill • Bring new skills • Bring more experience • New ideas/people into the business

Step 6 Applications and CVs This is the final stage of the Recruitment Process. Candidates will be asked to complete an Application Form (on paper or on-line) alternatively they may be asked for a CV. The Employer will want the following information: • personal details (eg name and address) • qualifications • experience • skills • references

The Selection Process Choosing the best applicant for the job

Step 1 Who is on the Short-List? The Employer will look carefully at the Application Forms/CVs and compare them to the person specification criteria. They will then select those applicants who have the necessary skills, qualifications and experience – this is known as short-listing.

Step 2 Interview The interview is still the most common method of selecting new employees. It gives an opportunity to : • Meet candidates • Ask questions/interact • Assess the quality of answers • See character/sense of humour

Step 3 Testing • Some organisations will test applicants as part of the selection process. This can be used to assess specific skills or personality. Types of testing include: • Personality or Aptitude • Psychological • Intelligence • Group • Team Building • Some examples: • BBC Science | Human Body and Mind | Psychology Tests & Surveys

Step 4 Selecting the Best Person Once all the interviews and tests have been conducted the employer must choose the most suitable candidate for the job. The candidate will be offered the job and they will arrange a start date. Unsuccessful candidates should be notified by letter/email/telephone.

YOUR TASK You are going to be: (a) the interviewer (b) the candidate for a Retail Assistant in HMV • INTERVIEWERS – come up with some questions • CANDIDATES – prepare yourself for the interview • GOOD LUCK TO YOU ALL!!!

Contract of Employment This is a legal entitlement. The Document contains the main Terms and Conditions of the job and should be given to the employee within 2 months of starting work. It contains:

Training Training benefits both the employer and the employee. It gives employees new skills to allow them to carry out their job effectively, which increases their work rate. It also motivates staff.

Training must: • benefit the business (more productive workers) • benefit the employee (more skills and confidence) • promote safety in the workplace • prepare employees for promotion • always be available and of good quality

It is important to ensure staff are well motivated in their job. Types of Training • Induction Training – this is offered to new employees when they start their new post • On-the-job Training – carried out in the workplace. • Off-the-job Training – carried out at a college, training centre away from the usual workplace. Find out about each of these types of training including costs and benefits

Methods of Training • Lectures – often used for off-the-job training to reach a large audience • Role Play – enables employees to react in a realistic way to solving customer problems • Job Rotation – employees move through a series of jobs to give them an understanding of what is carried out • Apprenticeships – development of skills eg plumber, joiner, mechanic • Multimedia – DVDs, Powerpoints, computer simulations

Appraisal Appraisal evaluates an employee’s performance and can be used to: • identify employee strengths and weaknesses • identify training requirements • identify performance targets • improve communication, etc

Appraisal During the appraisal targets will be set eg: • improved attendance rates/activity rates • training to be completed Successful staff appraisal: • sets targets • recognises achievements • creates two-way communication between employees and employers

Appraisal ADVANTAGES • positive feedback • increases motivation • identifies training needs • negative feedback paths • builds on strengths DISADVANTAGES • job could be altered and workload increased • negative feedback • discouraging to workers

Retaining and Motivating Staff It is important to retain staff because without them business would not be able to operate. Staff also need to be motivated to do their job well. If staff are motivated this has benefits for the business eg: • Staff turnover is low • Quality of production is high • Good customer service is provided • Reputation of the business is improved

Financial Incentives Staff expect to be paid fairly for the work they carry out. There are a variety of payment systems: • Salary • Time rate • Overtime • Piece rate • Bonus • Commission Write a definition for each

Financial Incentives Staff expect to be paid fairly for the work they carry out. There are a variety of payment systems: • Salary – fixed amount paid in 12 instalments • Time rate – paying staff per hour worked • Overtime - working over the minimum hours, usually paid at 1 ½ times the normal rate • Piece rate – paying staff for each item produced – encourages productivity • Bonus – an additional payment on top of salary or time rate • Commission – a percentage received based on sales

Non-Financial Incentives Training and Appraisal are seen are ways to motivate staff. In addition the following may motivate staff: • Flexible working practices • Additional responsibilities • Providing promotion opportunities • Praise and recognition for a job well done • Team work and team building • Providing training opportunities

Working Practices Businesses offer a range of working practices to satisfy the needs of their employees and to develop good employee relations: • Part-time working • Temporary contracts • Homeworking • Teleworking • Flexitime • Job Share • Condensed hours

Employee Relations Creating and maintaining good employee relationships is important. Without this motivation could be lower and the quality of work poorer. Good working relationship can be promoted by: • Consulting with employees on matters they are affected by • Involving employees in decisions • Annual appraisals giving employees the opportunity to discuss issues with their manager

What is a Trade Union? A Trade Union is an organisation which represents the interests of its members. It will: • negotiate with employers over conditions of working including pay and hours • give legal advice to its members about issues such as unfair dismissal • offer additional benefits such as financial services eg insurance

Industrial Action This can take place when employees are unhappy with their terms of employment and working conditions. If no agreement can be reached between the employer and employee then the following may happen: • Overtime ban • Work to rule • Go slow • Boycott • Sit-in • Strike

Legislation Write a description about each of the following: • Equality Act • Health and Safety at Work Act • Employment Acts • National Minimum Wage • Data Protection Act

Employment Legislation You should know about the following Acts: • Equality Act – this ensures the no employees are discriminated against because of their gender, age, disability, religion or sexual orientation • Health and Safety at Work Act – this lists the duties of both the employer and the employee to ensure a safe working environment for staff and the general public • Employment Acts – these state the rights and conditions an employee must have including working hours, breaks, maternity and paternity leave • National Minimum Wage – this sets the minimum amount and employee should be paid

Data Protection Act This is concerned with the way a business collects, stores, processes and distributes information. In the Human Resources Department personal information will be kept about all the employees eg name, date of birth, pay scale etc.

Data Protection Act The act is based on 8 principles. Data gathered must: • be obtained fairly and lawfully • be used for the registered purpose only • not be used or given to any other person without permission • be relevant, adequate and not excessive for the required purpose • be kept accurate and up-to-date • be available to the person who it relates to • be kept secure • Data cannot be transferred outside the EU

Recruitment Selection SUMMARY Identify vacancy Job Analysis Job Description Person Specification Advertise CV’s and Application Forms Testing Interview Appointment Training Appraisal Motivation Legislation

Which resource is the most valuable to an organisation?