Recruit, Select and Induct

1. Recruit, Select and Induct 20 July 2010 Recruitment & Selection - John Mc Donald

2. Human Resource ManagementWhat does it involve? HR Planning Recruitment Selection Induction Training Remuneration Occupational health and Safety Industrial Relations Policy & Procedures HR Research Performance Management Recruitment & Selection - John Mc Donald

3. Recruit, Select and Induct Learning outcomes • Define staffing needs in an enterprise or organisation • Apply Equal Employment Opportunities and AA principles to all aspects of recruitment and selection • Develop a recruitment strategy to legally generate a pool of appropriate candidates • Design and implement a reliable and valid selection system • Select a suitable candidate for a position using a range of techniques • Design and develop an effective induction program Recruitment & Selection - John Mc Donald

4. Human Resource Planninginvolves ... Job analysis Human resource planning Job evaluations Recruitment & Selection - John Mc Donald

5. Recruitment and Selection Definitions • RECRUITMENT • The search for and discovery of potential applicants for actual or anticipated vacancies • SELECTION • The process of gathering information for the purpose of evaluating and deciding who should be hired • JOB ANALYSIS • The process of describing and recording jobs Recruitment & Selection - John Mc Donald

6. Organisational objectives Human resource demand Human resource supply HR requirements: Number, skill, occupation, performance and experience HR inventory: Number, skill, occupation, performance and experience If surplus: stop recruiting; reduction in casuals part-time employment; Early retirement & retrenchment If shortage: Increase overtime, increase casuals & PT’s Postpone retirements; accelerate T&D Human resource planning No Action Nil Variances Recruitment & Selection - John Mc Donald

7. Job analysis & Job design • Job Analysis Objective • The purpose of the job analysis • is to collect information for: • Job description • Job specification • Job design • HR Planning etc. • Types of Information • What is performed? • Where is it to be performed? • How is it performed? • Why is it performed? • When is it performed? • Sources of Data • Job incumbent • Supervisor • Job analyst/expert • Records/Plans/manuals • HRIS • Methods of Data • Collection • observation • interviews • questionnaires • Diaries • Conferences • Forms of Data • Qualitative • Quantitative Recruitment & Selection - John Mc Donald

8. Job Analysis Information gathering process • Job Description • job title • duties • responsibilities • relationships • working conditions • benefits • Job Specification • qualifications • experience • skills • knowledge • abilities • personality # of specific jobs Human Resource Planning Identify & attract Recruitment Choose against criteria Selection Recruitment & Selection - John Mc Donald

9. JOB ANALYSIS The purpose of job analysis:- • Job description • Define the duties and responsibilities of the job and where the job fits into the organisation • Person specifications • Document what is expected of the person in the job • Recruitment selection • Determine the relative worth of jobs and maintain pay equity • Justification for the existence of the job • Basis for performance appraisal • Helps to identify training needs Recruitment & Selection - John Mc Donald

10. Job Analysis Remuneration Job Evaluation Performance Management JOB ANALYSIS Recruitment & Selection Training & Development Occupational Health & Safety Recruitment & Selection - John Mc Donald

11. Information gathered byJOB ANALYSIS • Work activities • Machines, tools equipment & work aids used • Job related tangibles & intangibles • Work performance • Job context • Personal requirement Recruitment & Selection - John Mc Donald

12. Methods of gatheringjob information • Observation • Interviews with incumbents • Conferences and job analyst • Diaries kept by incumbent • Structured and unstructured questionnaires • Debriefing of critical incidents • Mechanical devices e.g. videotape & stopwatches Recruitment & Selection - John Mc Donald

13. Checklist for Managerial Job Analysis • Product, market & financial planning • Co-ordination of other units & personnel • Internal business control • Product & services responsibilities • Public and customer relations • Advanced consulting • Autonomy of action Recruitment & Selection - John Mc Donald

14. Checklist for managerialjob analysis continued … • Approval of financial statement • Supervision • Complexity and stress • Advanced financial responsibility • Broad personnel responsibility Recruitment & Selection - John Mc Donald

15. The Hay Plan • How the position fits into the organisation • General composition of supporting staff • General nature of the technical, managerial & human relationship “know how” • Nature of problem-solving skills required • Nature and sources of control or freedom to act Recruitment & Selection - John Mc Donald

16. Position Analysis Questionnaire • Information input • Mental processes • Work output • Relationships with other people • Job context • Other job characteristics Recruitment & Selection - John Mc Donald

17. Cullen Egan Dell (CED) Job Evaluation System • Most commonly used job evaluation system in the public sector • An example of how this used is demonstrated through a job evaluation activity carried out by the University of South Australia Recruitment & Selection - John Mc Donald

18. Physical Abilities Analysis • Dynamic strength • Trunk strength • Static strength • Explosive strength • Extent flexibility • Dynamic flexibility • Gross body equilibrium • stamina Recruitment & Selection - John Mc Donald

19. Critical information in a job description Recruitment & Selection - John Mc Donald

20. Summary • Job analysis/evaluation forms part of the HR Planning activity • There are many types of job analysis/ evaluation techniques in the market place • The common denominator with all these techniques is that they all analyse jobs and enable job descriptions, specifications and evaluations to develop Recruitment & Selection - John Mc Donald