• Human resource/human capital function:
• Manpower planning as a prerequisite for recruitment and selection:
- Manpower planning is a top-down process, which means the strategic plan of the
business will determine which skills are needed to achieve the goals of the
business.
• In short it can be said that manpower planning refers to the
process of:
- Estimating the number of employees.
- Assessing the range of skills required for the business to operate.
- Calculating the time frame of the employment needs of the
business.
KEYWORDS:
1. Job analysis: performed to determine all the tasks and responsibilities
associated with each job in the organisation.
2. Job description: done to specify the job title, a summary of the job, duties
and working conditions associated with the job and the degree of supervision
required to perform the job.
3. Job specification: “interprets” the job description into qualifications,
skills and experience necessary for the employee to do the job. Used as a
guide during the recruitment and selection process.
• The process of procuring the finest talent for the
business:
1. Recruitment.
2. Selection.
3. Placement.
4. Induction.
5. Remuneration and employee benefits.
6. Training and skills development.
7. Employee evaluation.
8. Retention.
, • Recruitment:
- Main focus of process is to attract the most
competent talent.
- The task of the recruitment agent= to
determine the most effective communication
channels to be used for the recruitment message.
➢ Internal recruitment: Done by transferring an existing employee to a new
position or by promoting an existing employee.
- The business may invite existing employees who may be suitable
candidates for the vacancy, to apply for the job. (Done by searching
employee files to identify potential candidate based on skills,
qualifications and experience.)
- An alternative, to sourcing internal staff files, is to post the position on
an intranet or notice board with the business and to invite interest staff
to apply.
- Current employees may also be asked to recommend someone outside of
the business for the position. (This is a combination of internal &
external recruitment. = hybrid)
- Advantages of using internal recruitment are:
• Employee morale is improved if they know there are opportunities.
• More cost effective.
• Employees past performance and attitude towards business is
known.
➢ External recruitment can be done using one or a combination of the
following techniques:
- The position is advertised via an employment agency.
- The business may decide to advertise the position in newspapers, trade journals
or at trade shows.
- Depending on qualifications business can approach schools, colleges, universities
and other educational institutions.
- Suitable employees may be sourced by looking at CVs of casual applicants or
walk-ins.
- Employees may also be “head – hunted” = this means suitable employee who
works for a competitor is identified and asked to apply for the vacant
position.
, • Selection:
- Selection process begins by identifying the most suitable
candidates to interview for the position.
1. Business will receive application forms, CVs and other relevant information. This
is checked to ensure all pertinent information has been received from the
candidates applying for the vacancy.
2. All applications forms are evaluated to see which candidates meet the prescribed
criteria.
3. A shortlist is compiled for the first round of screening, comparing each application
to a predetermined list of criteria require for the position.
4. A background and reference check are done.
5. Interviews are conducted.
6. Candidates may be required to undergo certain tests to evaluate their stability for
the position:
➢ Work sample test [ measure candidates’ ability and their actual
performance.]
➢ Medical examination.
7. Candidates are ranked and the highest – ranked candidates are offered the
position.
8. Once the employment offer is accepted a contract is signed by both
parties: the employer & the employee.
• Placement:
- The employee is usually placed in the position he/she
applied for.
- Employee may have other special skills, in which the
business will offer him a more suited position.
- The business may re-negotiate remuneration and other benefits with
employee before engaging him/her in this position.
- Correct placement ensures the employee is optimally utilized in the best
interests of both the business and the individual.
• Manpower planning as a prerequisite for recruitment and selection:
- Manpower planning is a top-down process, which means the strategic plan of the
business will determine which skills are needed to achieve the goals of the
business.
• In short it can be said that manpower planning refers to the
process of:
- Estimating the number of employees.
- Assessing the range of skills required for the business to operate.
- Calculating the time frame of the employment needs of the
business.
KEYWORDS:
1. Job analysis: performed to determine all the tasks and responsibilities
associated with each job in the organisation.
2. Job description: done to specify the job title, a summary of the job, duties
and working conditions associated with the job and the degree of supervision
required to perform the job.
3. Job specification: “interprets” the job description into qualifications,
skills and experience necessary for the employee to do the job. Used as a
guide during the recruitment and selection process.
• The process of procuring the finest talent for the
business:
1. Recruitment.
2. Selection.
3. Placement.
4. Induction.
5. Remuneration and employee benefits.
6. Training and skills development.
7. Employee evaluation.
8. Retention.
, • Recruitment:
- Main focus of process is to attract the most
competent talent.
- The task of the recruitment agent= to
determine the most effective communication
channels to be used for the recruitment message.
➢ Internal recruitment: Done by transferring an existing employee to a new
position or by promoting an existing employee.
- The business may invite existing employees who may be suitable
candidates for the vacancy, to apply for the job. (Done by searching
employee files to identify potential candidate based on skills,
qualifications and experience.)
- An alternative, to sourcing internal staff files, is to post the position on
an intranet or notice board with the business and to invite interest staff
to apply.
- Current employees may also be asked to recommend someone outside of
the business for the position. (This is a combination of internal &
external recruitment. = hybrid)
- Advantages of using internal recruitment are:
• Employee morale is improved if they know there are opportunities.
• More cost effective.
• Employees past performance and attitude towards business is
known.
➢ External recruitment can be done using one or a combination of the
following techniques:
- The position is advertised via an employment agency.
- The business may decide to advertise the position in newspapers, trade journals
or at trade shows.
- Depending on qualifications business can approach schools, colleges, universities
and other educational institutions.
- Suitable employees may be sourced by looking at CVs of casual applicants or
walk-ins.
- Employees may also be “head – hunted” = this means suitable employee who
works for a competitor is identified and asked to apply for the vacant
position.
, • Selection:
- Selection process begins by identifying the most suitable
candidates to interview for the position.
1. Business will receive application forms, CVs and other relevant information. This
is checked to ensure all pertinent information has been received from the
candidates applying for the vacancy.
2. All applications forms are evaluated to see which candidates meet the prescribed
criteria.
3. A shortlist is compiled for the first round of screening, comparing each application
to a predetermined list of criteria require for the position.
4. A background and reference check are done.
5. Interviews are conducted.
6. Candidates may be required to undergo certain tests to evaluate their stability for
the position:
➢ Work sample test [ measure candidates’ ability and their actual
performance.]
➢ Medical examination.
7. Candidates are ranked and the highest – ranked candidates are offered the
position.
8. Once the employment offer is accepted a contract is signed by both
parties: the employer & the employee.
• Placement:
- The employee is usually placed in the position he/she
applied for.
- Employee may have other special skills, in which the
business will offer him a more suited position.
- The business may re-negotiate remuneration and other benefits with
employee before engaging him/her in this position.
- Correct placement ensures the employee is optimally utilized in the best
interests of both the business and the individual.
