Assessment 1 Human Resource management

Assessment 1 task 1

5 Stages of the Life Cycle

Step 1: PlanBefore recruitment, check the duties and responsibilities your organisation needs to have performed:

• Is the current job description really what the organisation needs?

• Do they fit with the organisation’s strategic and business plans?

• What are the legislative requirements?

• What recruitment policies and procedures need to be followed?

The you must plan how to advertise. Ads in the local paper is only one way of recruiting, other options include:

• Internal notices such as newsletters or email messages

• Notices on public noticeboards either within your organisation or in other places

• Existing networks and word of mouth advertising are cheap and effective

• Recruitment agencies can help sort out potential applicants and therefore save you time

Step 2: AttainYou need a good quality selection criteria and an informed and organised interview panel! Short listing candidates will save lots of time. Questions you ask at the interview must be consistent for all applicants and the questions must relate to the position. You can ask about existing injuries if it is relevant to the position, but be careful – obviously they have to be able to do the job however it is illegal to discriminate on the grounds of disabilities!

Step 3: IntegrateThis is really good time to get to know your staff personally, so use it as a time for them to not only get to know the organisation but for you to get to know them a bit better. It is vital you give your employee induction into OH&S policies and procedures. Other policies and procedures need to be covered but OH&S is absolutely essential! Most inductions start with the individual roles and responsibilities and work out to the big picture stuff! Appointing a buddy can help someone feel welcome and supported.

Use the probation period to identify the strengths of your new worker as well as the areas they will benefit from extra training. It is easier to train the right person for the position than change poor attitude or work habits even if the person is highly skilled! It is important to know whether the training or professional development has actually benefited the individual and the organisation. Make sure you evaluate the activities and a good way to ‘value add’ to the training or development is to ask the worker to give a brief presentation to the next team meeting.

Step 4: RetainRetaining high quality staff is important. Usually performance appraisals are done at the end of the probation period and then annually. It is important the employee feels supported during this time so make sure you have some positives as well as negatives to discuss. Break the position down into differing tasks and offer clear examples of the employees strengths and areas to be improved.

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d during this time so make sure you have some positives as well as negatives to discuss. Break the position down into differing tasks and offer clear examples of the employees strengths and areas to be improved.

Step 5: SeparationNo matter how good a boss you might be, people do need to move on. Make sure you have some strategies to retain the corporate knowledge – it could be record books, on line logs or any other record keeping strategy. Sometimes we have to move people as they are not able to perform to the required level. If you think this may be the case, make sure you have good record keeping procedures in place and follow the policies and procedures in your organisation. Is it possible for under-performers to be placed in a different role in your organisation? It would save time, money and anxiety for all involved if alternatives to losing the staff member could be found.

Questions

1.

Before recruitment, check the duties and responsibilities your organisation needs to have performed:

• Is the current job description really what the organisation needs?

• Do they fit with the organisation’s strategic and business plans?

• What are the legislative requirements?

• What recruitment policies and procedures need to be followed?

The you must plan how to advertise. Ads in the local paper is only one way of recruiting, other options include:

• Internal notices such as newsletters or email messages

• Notices on public noticeboards either within your organisation or in other places

• Existing networks and word of mouth advertising are cheap and effective

• Recruitment agencies can help sort out potential applicants and therefore save you time

Additional Staff are required because:

It provides better suitability and job description for better applicants and candidates

Better knowledge of the specific needs that the job needs

Making sure that the position is required and necessary

2.

When workers are not a good fit for the job, the cost to a business can be significant. Productivity may decline for a number of reasons and the impact in some cases may be long term. Here are just some of the ways that poor recruitment practices might impact a business financially:

Managers may have to spend more time supervising the new employee.

An employee with limited role-specific capabilities may take more time to become productive, and need extra training to build up their skills.

The performance of other workers within the team or department may be affected in the meantime.

Errors or delays may lead to client dissatisfaction.

Employee morale may be impacted.

Salary costs often represent a significant percentage of business overheads, so poor recruitment practices have the potential to make a big impact on profitability.

3.

All employees like…

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