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Summary Menslike hulpbronne
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This is a whole summarized document of Menslike hulpbronne' for matric business students
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Menslike HulpbronWerwing en Keuring..............................................................................................................................3
Posontleding......................................................................................................................................3
Posbeskrywing...............................................................................................................................3
Posspesifikasies..............................................................................................................................3
Verskil tussen posbeskrywing en possesifikasie.............................................................................3
Werwing............................................................................................................................................3
Werwingsprosedure......................................................................................................................4
Keuring...............................................................................................................................................4
Keuringsprosedures.......................................................................................................................4
Sifting as deel van die keuringsprosedure......................................................................................5
Doel van onderhoud......................................................................................................................5
Rol van die onderhoudvoerder en die ondervraagde GEDURENDE die onderhoud.......................5
Dienskontrakte..................................................................................................................................6
Betekenis van ‘n dienskontrak.......................................................................................................7
Aspekte wat by ‘n dienskontrak ingesluit moet word....................................................................7
Wettige vereistes van die dienskontrak.........................................................................................7
Redes vir die beёindiging van ‘n dienskontrak...............................................................................7
Plasing en induksie................................................................................................................................8
Induksie.............................................................................................................................................8
Betekenis van induksie..................................................................................................................8
Doel van induksie...........................................................................................................................8
Aspekte wat in ‘n induksieprogram ingesluit moet word..............................................................8
Voordele van induksie...................................................................................................................9
Plasing................................................................................................................................................9
Betekenins van plasing................................................................................................................10
Plasingsprosedure........................................................................................................................10
Die belangrikheid van opleiding / vaardigheidsontwikkeling in Menslikse Hulpbron..................10
Salarisse...........................................................................................................................................10
Werknemersvoordele......................................................................................................................10
Voorbeelde..................................................................................................................................10
Vaardigheidsontwikkeling................................................................................................................11
Vaardigheidsontwikkeling prosedures.........................................................................................12
Prosedures wat met werwing, keuring en onderhoudvoering verband..............................................12
Plek van werwing.........................................................................................................................12
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, Interne werwing (binne onderneming)........................................................................................12
Eksterne werwing (buite onderneming)......................................................................................13
Metodes van werwing.................................................................................................................14
Prosedures wat met keuring en onderhoudvoering verband hou...............................................14
Wetgewing...................................................................................................................................15
WAV prosedures tydens arbeidsoptredes.......................................................................................15
Wetlikhede en dienskontrate..........................................................................................................15
Prosedures vir sifting en plasing......................................................................................................15
Onderhoudvoering, keuring en induksie..........................................................................................16
Salarisvasstellings............................................................................................................................16
Stukloonstelsel.............................................................................................................................16
Tydverwante stelsel.....................................................................................................................17
Salarisbepaling / vasstelling metodes onderskei tussen stukwerk en tydsverwante salaris
bepaling / vasstelling...................................................................................................................17
Skakel tussen salarisbepaling en die WBVD.................................................................................17
Persoonlike belasting.......................................................................................................................17
Wet op Vaardigheidsontwikkeling...................................................................................................17
Verband met SOOO’s, leerlingskap en vaardigheidsprogramme.................................................17
Verband met Nasionale Kwalifikasieraamwerk, kwalifikasies en SAKO.......................................18
Byvoorbeelde.......................................................................................................................................18
Vorbeelde van byvoorbeelde in die werkplek..................................................................................18
Voordele deur die wet gevra...........................................................................................................18
Werkloosheidversekeringsfonds..................................................................................................18
Impak van voorbeelde op besigheid................................................................................................19
Voordele......................................................................................................................................19
Nadele..........................................................................................................................................19
Implikasies van handelinge op die funksie van menslike hulpbron.....................................................19
Implikasies van die wet op Arbeidverhoudinge op die Menslike hulpbronfunksie..........................19
Implikasies van die wet op Gelyke indiensneming op die Menslike hulpbronfunksie.....................20
Implikasies van die wet op Vaardigheidsontwikkeling op die Menslike hulpbronfunksie................20
Implikasies van die wet op Basiese Diensvoorwaardes op die Menslike hulpbronfunksie..............20
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, Werwing en Keuring
Menslikehulpbron-beplanning sal bepaal hoeveel werknemers die ON benodig om
doeltreffend in die toekoms te funksioneer.
Voor werwing en keuring gedoen kan word, moet ‘n posontleding gedoen word.
Die inligting wat benodig word om ‘n posontleding te doen, kan deur waarneming,
vraeslyste of onderhoude ingesamel word.
Posontleding
Posbeskrywing
Postitel
Opsomming van verskillende take wat uitgevoer moet word.
Ander vereistes soos pligte, verantwoordelikhede en vlak van gesag .
Posspesifikasies
Vereiste waaraan die werknemer noet voldoen om die werk uit te voer soos:
o Kwalifikasies
o Kennis, vaardighede en vermoëns
o Ervaring
Verskil tussen posbeskrywing en possesifikasie
Posbeskrywing Posspesifikasie
Beskryf die pligte / Spesifiseer die minimum aanvaarbare
verantwoordelikhede van 'n spesifieke persoonlike eienskappe / vaardighede /
pos / opsomming van die aard / tipe kwalifikasies wat nodig is vir die werk.
werk. Geskrewe beskrywing van spesifieke
Geskrewe beskrywing van die pos en kwalifikasies / vaardighede / ervaring
die vereistes daarvan. wat benodig word vir die werk.
Beskryf sleutelprestasie-areas / take vir Beskryf die belangrikste vereistes van
'n spesifieke werk, bv. werkstitel / die persoon wat die pos sal vul, bv.
werksomstandighede / verhouding van formele kwalifikasies / bereidwilligheid
die werk met ander poste in die om te reis / ongewone ure te werk,
onderneming, ens. ens.
Werwing
Werwing behels die opsporing van geskikte werknemers vir ‘n spesifieke pos.
Die regte werknemers is die een met die regte kwalifikasies, vaardighede, vermoëns en
ervaring om die spesifieke vakature te vervul.
Werwing is die proses wat ondernemings gebruik om vakatures in die onderneming te
identifiseer en geskikte kandidate daarvoor te lok.
Die doel is om kandidate te vind wat oor die nodige kennis / ervaring / kwalifikasie beskik
om die vakature te vul.
Ondernemings kan kies om 'n interne of eksterne werwingsmetode te gebruik, afhangende
van die aard / vereistes van die vakature.
Dit is 'n voortdurende proses aangesien werknemers hul werk verlaat vir ander poste /
bevorder word / uittree / omdat nuwe tegnologiese vaardighede nodig is.
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