Managing People Week 2
The Global Labour Market
Constant change in the macro environment affect the labour market in which the organisation operate
PESTLE Analysis
a framework that can be used to analyse the factors which influence an organisation from the outside
It is often used by senior managers to help understand the ‘big picture’ but it is a useful tool for all people managers.
PESTLE
Social
Technological
Economic
Legal
Political
Ecological
The political factors can include tax policy, environmental regulations, trade restrictions and reform, tariffs and political stability.
The economic factors could be economic growth/decline, interest, exchange, inflation and wage rates, minimum wage, working hours, unemployment (local and national), credit availability and the cost of living.
The social factors include cultural norms and expectations, health consciousness, population growth rates, age distribution, career attitudes and health and safety.
New technologies are continually emerging (for example, in the fields of robotics and artificial intelligence), and the rate of change itself is increasing. How will this affect the organisation’s products or services?
Legal factors may be changes to legislation impacting employment, access to materials, quotas, resources, imports/exports, and taxation.
The environmental factors cover areas such as global warming and the increased need to switch to sustainable resources; ethical sourcing (both locally and nationally).
Finding the best people
We should focus on bringing out the best in people rather than looking for the best people
Look for the right attitude, skill set that complement others
the willingness to learn and grow
Simple steps that will improve the a smooth and effective recruitment process:
Consistent (standardised) and fair interview process.
Offer feedback to unsuccessful candidates.
Accurate job description.
What not to do when advertising for job vacancies:
Avoid discrimination
Age
Disability
Gender
Race
Religion
Avoid overselling or underselling
Avoid using Vague terminology
Use relevant qualifications
Beware of acronyms and jargons
Avoid immeasurable criteria
Job Description
The line manager would know nitty gritty of the role more than HR
The HR role here is to refine the JD and help the line manager to think where the role would be on the hierarchy
Top tips:
keep it simple and avoid over describing
Engage with the HR to devise a good JD (this would be helpful)
Be clear on the skills you need and the accountabilities of the role
Think about internal equity, similar roles in and how are they positioned in the firm
A job description is a written document which gives an overview of the role. It will also include details of the duties and responsibilities it involves.
Succession Planning
Succession planning focuses on identifying and developing talented employees to fill key business positions in the future.
Identifying key roles
it is important to be aware of the key roles in your team.
Induction
An employee’s first impressions of an organisation is crucial. It can have an enormous impact on how they settle into their team and their level of job satisfaction.
The phases of induction:
Induction
Socialization
Onboarding
to engage and motivate them in the run up to their first day.
his usually takes place on the first day where the employee is welcomed and the important paperwork is addressed.
these activities occur in week one and are ongoing