Human Resources Presentation
Transcript: Improvement: better teamwork, improved work ethics, new skills achievement and new certification acquisitions, refreshed technologies, updated educational qualifications Surplus of Workers: To resolve, companies should employ downsizing, layoffs, and hour reductions Shortage of Workers: To resolve, companies must increase recruiting efforts, attract best talent, and keep current workers from straying to competition Systems used as basis for or resulting from job analyses Review the applicant's cover letter and resume Telephone screening Create a list of qualities , skills and experience to use to screen resumes and job interview candidates Select the interview team at the recruitment planning meeting so they are already prepared Use the list of qualifications that you already developed for the resume screening process Use list to make sure interviewers understand their roles in candidate assessments Determine candidates' qualifications, experience, workplace preferance and the salary desired Telephone job interviews save employee time and eliminate unlikely candidates Legal questions illuminate the candidates strengths and weaknesses to determine if the job is a good fit for them Illegal questions include questions a unrelated to the job ie: sexual orientation etc... Start with small talk- several easy questions until candidate is relaxed, then hold a behavioural job interview Determine who has behavioural traits and characteristics the interviewer is seeking Ask candidate to pinpoint specific instances in which desired behaviour was exhibited Notice nonverbal interaction Provide standard format for each interviewer to use to assess each candidate following the job interview Have several candidates for second or third job interview 4. Action plan: The findings will be placed in order of importance; this includes recommendations and future staffing considerations. The action plan must then be reviewed with the client. Step 3: Assess Current Human Resources How many people are available now, and with what qualifications? Mentorship and Informal Management Planning, Recruitment, and Selection Supervision The job description is used by the employer/ supervisor to determine a suitable work plan for each employee. Common Competencies: Physical attributes (health, age) Education level (education degree, certificate, or diploma) Aptitudes or abilities (verbal reasoning, numerical reasoning) Interests or hobbies (social activities, sports) Additional details (willingness to work overtime, full time or part time) Performing a Thourough Job Analysis Includes: Position Analysis Questionnaire Recruitment The job description is used to identify where the employee can use training. Information for a job analysis can be gathered through interviews, observations and activity logs. There are several basics of how to select your future employees, although each company has their own set of standards. Some of the most common strategies companies will use when making their selections is assess the applicant's skills, experience, and the cultural fit of the employee. The company may also do background checks, check their references (which is very important) as well as assess their cultural fit. Job specifications describe what a specific job entitles, and the employee's responsibilities. Each job has different specifications. Every job holder should demonstrate integrity and dependability; this is expected of all employees. Auditing Human Resources Functions Standard Selection Process 1. Identify the purpose of the audit, then create an audit questionnaire, audit checklist, and standard HR functions. Review and overview with the client prior to starting the audit. Match Organizational Goals What are the Uses of Job Analyses Information Route to Recruit Questionnaires The Selection Process- Tips for Good Selection and Interviewing Illegal Job Interview Questions Realistic Job Previews Hold a Behavioural Job Interview With Each Candidate Avoid panic buys Assists co-ordination Gain bargaining power Build relationships with suppliers and line managers Create understanding Build internal recruitment methods Build consistency in approaches and relationships Ensure high quality of CVs Ensure consistent screening methods Develop relationship management skills "Analyzes staffing needs and identifies actions to fill those needs" Keeps the company's mission and goals in sync with business strategy. Helps to ensure legal compliance. Makes for opportunities for improvement and helps to prevent future risk. Improves efficiency and productivity. Identifies root problem areas. Finds cost reduction opportunities. Improves communication and credibility and perception of top management. Implements and keeps current with best practices. Provides a reality check to find out what's intended or delivered. Provides continuous improvement. Job Analysis How to Select Candidates for the Job Interview Identifies training needs of personnel Assists in
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