Professional Documents
Culture Documents
• The 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.
Definitions:
Job - Consists of a group of tasks that must be performed for an organization to achieve its goals
Position - Collection of tasks and responsibilities performed by one person; there is a position for every
individual in an organization
Job analysis - systematic process of determining the skills, duties, and knowledge required for
performing jobs in an organization
Job description – document providing information regarding tasks, duties, and responsibilities of job
Selection
• Psychometric testing – assessing the personality of the applicants – will they fit in?
• In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a
disgruntled customer
• Presentation – looking for different skills as well as the ideas of the candidate
Discipline
– Informal meetings
– Formal meetings
– Verbal warnings
– Written warnings
– Grievance procedures
1. Staffing – would be haphazard if recruiter did not know qualifications needed for job
2. Training and Development – if specification lists a particular knowledge, skill, or ability, and
the person filling the position does not possess all the necessary qualifications, training
and/or development is needed
3. Compensation and Benefits – value of job must be known before dollar value can be placed
on it
4. Safety and Health – helps identify safety and health considerations
5. Employee and Labor Relations – lead to more objective human resource decisions
6. Legal Considerations – having done job analysis important for supporting legality of employment
practices
The employee
Job Description
1. Job Identification – job title, department, reporting relationship, and job number or code
2. Job Analysis Date – aids in identifying job changes that would make description obsolete
5. Job Specification – minimum qualifications person should possess to perform a particular job
6. Expanded Job Description – last duty shown, “And any other duty that may be assigned,” is
becoming THE job description
1. Questionnaires
2. Observation
3. Interviews
4. Employee recording
5. Combination of methods
6. Planning to have the right
8. right time.
Strategic Planning & Human Resources Planning
Strategic Planning
The process by which top management determines overall organizational purposes and objectives and
how they are to be achieved.
Succession Planning
Planning to have the right people on the “Bus” at the right time.
1. Employee compensation
All forms of pay or rewards going to employees and arising from their employment.
Probationary pay
Paid holidays
Salary compression
Salary compression
A salary inequity problem, generally caused by inflation, resulting in longer-term employees in a position
earning less than workers entering the firm today.
– States that if a person perceives an inequity, the person will be motivated to reduce or
eliminate the tension and perceived inequity
Forms of Equity
External equity
– How a job’s pay rate in one company compares to the job’s pay rate in other companies.
Internal equity
– How fair the job’s pay rate is, when compared to other jobs within the same company
Individual equity
– How fair an individual’s pay as compared with what his or her co-workers are earning for the
same or very similar jobs within the company.
Procedural equity
– The perceived fairness of the process and procedures to make decisions regarding the
allocation of pay.
– To help ensure that employees view the pay process as transparent and fair.
Rewards Systems
The system of pay and benefits used by the firm to reward workers
Fringe benefits
Flexibility at work
Holidays, etc.
Measuring performance:
Appraisal
– Meant to be non-judgmental