Please enable JavaScript.
Coggle requires JavaScript to display documents.
HUMAN RESOURCES - Coggle Diagram
HUMAN RESOURCES
RECRUITMENT & SELECTION
- how people apply and chosen for jobs
Process
1. Job analysis
Person specification
Job advertisement
Job description
2. Application process
Method
Letter of application
Application form
Online application
CV (Curriculum Vitae)
3. Short listing
narrow down list of applicants for selection
4. Selection process
Method
Aptitude tests
Assessment centres
Head hunting
Psychometric tests
Interviewing
5. Job offer
applicant successful in their application
Types of recruitment
Internal recruitment
Likely to be cheaper than using external
advertising and recruitment agencies
Quicker
Culture of the organisation will be well
understood by the applicant
Gives internal staff a career structure and a
chance to progress
Applicants already know the organisation and its internal method
Staff will not get used to new style of management approach if vacancy is a senior post
Applicants may already be well known to
the selection team
External recruitment
Should be a wide choice of potential
applicants
Avoids resentment
External applicant will bring new ideas and
practices to the business
Standard of applicants could be higher
TRAINING
- improving employees' skills and knowledge
Types of training
On-the-job training
- employees learns at their workplace while doing their actual job.
PROS
normally most cost effective form of training
employees can work while being training, being productive
employees gain experience on the equipment they will be working on
CONS
poor habits can be passed on
if experienced employee is the trainer, they are unable to perform their duties
quality of the trainer can vary - may not be an experienced trainer
may disrupt the operations while training is conducted
Off-the-job training
- learns new skills away from workplace
PROS
less interruptions from workplace issues
can provide formally recognised qualifications
learn from specialist with vast experience
CONS
may not learn on exact equipment that will be used in workplace
employees may use gained qualification to leave the business
often most expensive form of training
lost working time as employee is away from work
Cognitive/Brain training
- exercises designed to improve a person's ability to understand and knowledge
PROS
helping
to improve the ‘core’ abilities and self-control necessary
improve performance in areas such as sustaining attention thinking
before acting, visual and auditory processing of information, listening and reading.
CONS
cannot directly observe
it ignores other factors towards behaviour
Behavioural skills training
- designed to improve individual's ability to communicate and interact with others
PROS
allows for the proportion of the session to be interactive
training session focuses on the learner attempting the skill
cost of resources can be minimal.
CONS
not all trainers are expert
loss of creativity
Training needs analysis
- determined what training required
DISMISSAL
- being removed from the job and organization
Fair dismissal
- having a valid reason
redundancy
a statutory restriction that prevents the employment continuing (e.g. a driver loses his driving licence)
related to the employee’s capability or qualification for the role
some other large reason (e.g. employee is handed a long prison sentence).
related to an employee’s conduct (e.g. theft)
Unfair dismissal
- ending a worker's employment contract for a reason that the law regards as being unfair
family reasons
pregnancy
discrimination
carrying out health and safety duties
requesting to be paid the National Minimum Wage
APPRAISAL
- process of assessing the effectiveness of an employee judged against present objectives
Types of appraisal
Summative
- evaluation by means of assignments, tests, projects and more
PROS
make academic records
Training success can be measured
To know if students have understood
CONS
Demotivates individuals
Biasing
Authenticity
360-degree feedback
- many people who come into contact with the employee as sources of appraisal feedback information
PROS
Increases transparency within the organization
Gives insight into employee’s work
Creates self-awareness
CONS
Dishonest reviews
Time consuming process
Provides biased opinions
Formative
- qualitative feedback that focuses on the details of performance and ways of improving
PROS
Plans for the future
supportive learning
process for the employee
Continuous improvement
CONS
Time-consuming and requires resources
Trained and qualified professionals
Funding limitations
Self-appraisal
- the employee to self-evaluate his or her job performance
PROS
Managers are presented with valuable insight
Opportunities for better communication arise.
More ownership is placed on employees
CONS
Perceptions can be different or skewed
Employee objectivity is difficult to attain
Conflict can easily arise
REDUNDANCIES
- when workers’ jobs are no longer required, perhaps because of a fall in demand or a change in technology.
to be eligible for redundancy pay
are employed by a business that has at least 15 employees
are employed at least 1 year
full-time/ part-time