Notes on Human Resources for Grade 12 level. This includes all key aspects that examiners will ask. Legislation, HR process, dismissal and dispute resolution mechanisms. All that you need is in one document!
• This is a top down process. This means that it is a strategic plan of the business to
determine:
- The estimated number of employees
- The range of skills required
- The time frame within which the business has to fulfil its employment needs.
In order to do Manpower planning, the business requires:
1. Job Analysis: This determines all tasks and responsibilities associated with the job.
2. Job Description: This specifies the job title and gives a summary of all roles/duties/ job
conditions out by such a person. Eg: working times, who do you report to/ oversee.
3. Job specification: This determines the specific skills and/or experience needed by the
person to perform the role/ job. Eg. A university degree/ 5 years fashion experience.
* THE PROCESS Of PROCURING :
I 2
- -
= CRUITMENT & ELECTION
- -
4 3
V
T
DUCTION -
-LACEMENT
- -
6
5 V
TRAINING E
REMUNERATION
·
BENEFITS DEVELOPMENT
7 V
S
·
RETENTION
. S ·
EVALUATION-
,STEP 1: RECRUITMENT:
A process to attract the most suitable talent, thus there are internal/external options. The task
is to determine which recruitment method would be most effective to attract, competent
prospective employees.
Internal recruitment: positions are only advertised internally and this is done by transferring or
promoting existing staff.
External recruitment: if it is not possible to find a suitable foot internally, the business will
recruit externally by using newspapers, coming appointment agencies, approaching school/
Universities and headhunting.
What is headhunting?
A suitable candidate is identified, who works for a competitor, and an offer is made to the
candidate to join the new company.
ADVANTAGES OF INTERNAL RECRUITMENT:
• Employee morale is improved.
• It is more cost-effective as you don’t use recruitment agencies, this can save time.
• then please characteristics, strengths, weaknesses are known to the business.
DISADVANTAGES OF INTERNAL RECRUITMENT:
• Can lead to negative/dysfunctional conflict position.
• Internal employees might be in a comfort zone, so there is no need to come up with a
new/fresh ideas.
ADVANTAGES OF EXTERNAL RECRUITMENT:
• new ideas/kills I brought into the business.
• Nepotism is less likely to occur.
• Gives the business opportunity to employ more affirmative action candidates to meet
employment equity targets.
, • Headhunted employees can provide insight into competitors operations.
• No infighting occurs amongst employees for the position.
STEP 2: SELECTION
1. Position is advertised and CVs are received.
2. Evaluate the CVs to see if time is its meet the criteria needed for the job.
3. Compile a short list of candidates for the first round of screening.
4. A background and reference check is done.
5. Interviews are conducted sometimes first, second and third interview.
6. Candidates need to undergo certain tests —> Work Sample Tests & Trade Tests
7. Candidates are ranked order of preference. An offer is made to the selected candidate.
8. Once the employment offer is accepted, a contract is drawn up and signed by both
employer and employee.
DETAILS OF A CONTRACT:
1. Full details of the employer.
2. Full details of the employee.
3. Details regarding the position.
STEP 3: PLACEMENT
To placed employee in the right position, based on what he or she has applied for. This
insures optimal utilisation of the employees skills.
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