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9 Cards in this Set
- Front
- Back
- 3rd side (hint)
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1: Human Resource Planning |
•Quantity and quality >The Major stages in the process are: -Stage1: Demand Analysis 2: Supply Analysis—>(internal or external) 3:Estimating Deficits/ surpluses 4: Developing Action plans |
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2:Recruitment |
There are 2 key stages identified in the recruitment process; • (1) Background stage • (2) Actual recruitment Stage Background stage - conducting a job analysis which comprises of a job description and a person specification. Job description is a statement of the main tasks and responsibilities.(KSA) Person specification details the skills, qualifications, knowledge and experience the individual should have. |
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2.Recruitment |
•Internal Recruitment Methods -Previous Applicants - Manager Recommendation -Existing employees contacts •External Recruitment Methods |
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3. Selection |
Functions of Interview 1.To gain information about candidate to see fit with job. 2.To ensure applicant has information about job. 3.“cultural Fit” |
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Selection Tests |
1. Intelligence-mental capacity, not a good indicator of job performance.
2.Aptitude Tests- Predict areas of special aptitude, not a good indicator of job Performance. 3.Proficiency Tests- tests of achievement.
4.Personality Tests
5. Reference checking
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4.Pay and Benefits |
1.Intrinsic rewards — autonomy, responsibility and challenge. 2. Extrinsic rewards — more tangible in nature and include pay, job security and working conditions. |
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5. Performance Appraisal Mintzberg monitor employee perf through appraisal and organisational through swot & pest analysis. |
>Assessing the work of employees is a key function of human resource management controlling function of mgt {Evaluate employee performance, their characteristics and potential. Why? because make decisions about their pay, promotion, motivation level, employee development. |
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5. Performance Appraisal |
>Objectives of a performance appraisal include; 1.To determine training and development needs of staff. 2.To improve communication between managers and their staff. 3.To develop motivation by providing feedback on performance. 4.To identify people with potential to take on wider responsibilities. 5.To provide a basis for assessing and allocating play rises. |
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Performance Appraisal Techniques |
•Rating Scales: Rates employees according to job related factors and personal characteristics. Example- Rating scales are used by students to evaluate lectures in IT Sligo. •360 Degree Appraisal: Gain feedback from a variety of sources- your manager, work colleagues, clients and yourself from a variety of sources. |
•Appraisal Interview: manager asks employee to discuss their performance against agreed targets and to express any problems that may be affecting work behaviour..Discuss training needs, strengths, weaknesses goals for upcoming year. Takes place annually or every 6 months. |
