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Slides by Claire Capon Chapter 7 Human resource management Workplace legislation Employee recruitment process. Understanding Organisational Context 2e. Contract of Employment Act 1963 Industrial Relations Act 1971 Employment Acts 1980, 1982 1988 & 1990 Trade Union Act 1984.
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Slides by Claire Capon Chapter 7 Human resource management Workplace legislation Employee recruitment process Understanding Organisational Context 2e
Contract of Employment Act 1963 Industrial Relations Act 1971 Employment Acts 1980, 1982 1988 & 1990 Trade Union Act 1984 Employment legislation
Factories Act 1961 Offices, Shops & Railways Act 1963 Fire Precautions Act 1971 Health & Safety at Work Act 1974 Health & Safety legislation
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 Discrimination commissions
Stage 1 Job analysis Job description Assessment of the job
Collect information on the: - tasks and activities of the job - responsibilities of the job - conditions under which the job is done Job analysis
Examine current job description Speak to: - the current job holder - their manager - their peers and subordinates Job analysis
Update the job description Identification of the job Summary of the job Content of the job Working conditions Performance standards Job description
Stage 2 Person specification Key results areas Assessment of type of applicant
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) 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 Person specification
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.
Physical make-up required for effective performance of the job includes: - appearance, health, fitness, manner and voice Person specification
Attainment - deals with education and previous employment Covers qualifications, and type and amount of work experience required 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 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 Person specification
Interests covers: - relevant out-of-work activities which support the application for employment Person specification
Disposition covers relevant personal characteristics, such as an ability to: - meet tight deadlines - work well in a team - work on own initiative 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 Person specification
Key results areas provide the job holder with the: - expected goals, outputs and outcomes of the job - basis for his/her appraisal Key results areas
Stage 3 Placement of the advertisement The advertisement Attracting applicants
Internal advertising, vacancy sheet, vacancy list on premises Technical or industry press: e.g. New Scientist The Bookseller Placement of advert
National press: e.g. Independent, Guardian, The Times, Daily Telegraph, Financial Times Sunday Times, Observer, Independent on Sunday Placement of advert
Local press in South Yorkshire: Sheffield Star Yorkshire Post Barnsley Chronicle Placement of advert
Job centres Employment agencies Management selection consultancy University careers service School careers service Placement of advert
The advert should contain brief details on the: - organisation and its line of business - job and duties, summarised from the job description The advert
- key requirements for the job, summarised from the person specification - salary or salary scale and how people can apply for the vacancy The advert (cont.)
Stage 4 Assessment of application forms Assessment of applicants Assessing applicants
Does the applicant meet the essential criteria covering the following key areas? - qualifications - work experience - aptitudes 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 Assessment of application forms
Carry out first interviews Select candidates for second interviews Aptitude tests Carry out second interviews Assessment of applicants
A good interviewer will: - choose an appropriate environment (private and quiet) - seek to relax the applicant 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 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 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 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 Assessment of applicants
Finally, the interviewer(s): - select the successful applicant - check references - confirm appointment Assessment of applicants