These are Exam questions and solutions as well as those that were found in assignments, study guides and practice questions. When you work through these together with explanations in your study guide, you will gain an excellent understanding of concepts, theories, techniques and methods which will ...
a) Direct applications
b) Employee referrals
c) University/school campus recruiting
d) Private employment/recruiting agencies
Direct applications
Direct applications by mail or by individuals applying in person.
Inexpensive source of good job applicants.
Employee referrals
Employees who recommend applicants place their own reputations on the line; therefore
they are careful to recommend only qualified and capable applicants.
Its quick and inexpensive
University/school campus recruiting
Pre-screening has replaced old method of selection from the placement office’s CV book.
Pre-screening programmes are designed to identify top students and to begin introducing
them to employers.
Professors and teachers play a critical role in identifying students.
Private employment/recruitment agencies
A goo d employment agency can save the personnel office valuable time by screening out
unqualified applicants and locating qualified ones.
Effective agencies may also save money by reducing recruitment and selection costs.
Advertising
Employers having difficult time attracting qualified applicants have begun to use more
creative advertising, including:
o Images that sell the company first
, 2
o Recognition of high-tech professional people
o Strong visuals as attention getters – “flipper proof”
o Humour and graphics to attract attention
A successful recruitment advertisement is based on the answers to four questions:
o What do you want to accomplish? Who, how many, what time frame
o Who do you want to reach? Demographic and motivations
o What should the message convey? Identify facts to be included e.g. duties
o How and where should you advertise? Decide which of the nine major types of
advertising medium should be used
1.2 (3 marks)
A grievance is a formal complaint by an employee or employees concerning a problem in the
work environment or relating to an employment relationship.
A complaint is an expression of dissatisfaction without activating the formal procedures e.g.
dissatisfaction over wages.
1.3 (5 marks)
It is a safety valve that will release the tension and dissipate the latest aggression found in
all organisations
It allows the raising and settling of grievances for an employee without fear, retribution or
victimisation
It allows a managers to identify and remove causes of dissatisfaction or conflict
It facilitates the development of positive worker morale
It helps the business to achieve its goals more successfully
QUESTION 2 (20 MARKS)
2.1 (10 marks)
a) Needs assessment
b) Training and development
c) Evaluation
a) Needs assessment
Systematic analysis of the specific training management development activities required by
an organisation to reach its objectives – good for organisations with HR problems.
May be conducted on three levels:
o Organisational analysis
Organisation-wide performance criteria e.g. absenteeism, turnover, employment
equity problems, etc.
The purpose of this analysis is to uncover major problem areas that may indicate a
need for training.
o Operations analysis (job/task analysis) – the purpose is to determine how a job should
be performed – the desired level of performance.
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