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Day 5 - Coggle Diagram
Day 5
Recruiting and Selecting
Human Resources
The strategic perspective
Recruiting
Is linked to competencies
Needs to consider both internal and external
policies
Creates a pool of appropriately qualified and
experienced people
Decisions can be dependent on the organisational
politics
Strategic recruitment
The recruitment mix will change as the same issues shift to meet the demands of ever-changing global labour markets
Consideration of the mix of ‘Baby Boomers’, ‘Generation X’ and ‘Generation Y’
The business environment calls for a situational
approach to attracting employees
Differences in generation, gender, culture and work–
life balance
Must be dynamic and flow from the mission statement and strategic objectives
Recruitment Process
Job Redesign
Recuiting
Recruiting Process
Job Analysis
Assessment applications
Vacancy
Interview Process
Offer made
Selecting
Initial Contract
Integral Components for Effective Recruiting
Effective Recruiting
Recruiting Sources
Recruiting Responsibilities and Goals
Labor Markets
Business Strategies
Typical Recuiting Reponsibilities
HR Unit
Prepares copy for recruiting ads and campaigns
Plans and conducts recruiting efforts
Forecasts recruiting needs
Audits and evaluates all recruiting
Managers
Determine KSAs needed from appli cants
Assist in recruiting effort with infor mation about job requirements activities
Anticipate needs for employees to fill vacancies
Review recruiting efforts activities
WORK DESIGN
Challenges in Global Environment
Telework
Advantages
Less expenditure for
employees
Improved productivity and the need for less work space
Helpful in reducing
turnover
Saves commuting time
Disadvantages
Lack of face-time
Perceived lack of control
and physical monitoring
Possibility of working
more hours
Income tax laws
Work Schedule Alternatives
Shift Work
Compressed Workweek: Full week's work is accomplished in fewer than five 8-hour days
Part-time Schedules
Job Sharing: Two employees perform the work of one full-time job
Flexitime
Benefits of Work Teams
Greater Co-worker Trust
Widespread Individual learning
Increased Employee Involvement
Greater Employee Use of Knowledge
Diversity
Improved Productivity
Flexibility Scheduling
Improves quality of an employee’s personal and
family life
Work-life balance: Employer-sponsored programs designed to balance work and personal life
Improves recruiting and retention by attracting
and keeping people who need the flexibility
Relaxes the traditional time clock control of
employees, while still covering workloads
Special Types of Team
Self-directed team
Virtual team
Special-purpose team
TESCO
HOW TRAINING AND DEVELOPMENT SUPPORTS BUSINESS GROWTH
EXPLAIN THE DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT.
TRAINING
Training is the acquisition of knowledge and skills in order for a person to carry out a specific task or job.
Tesco’s business image also benefits as customers are more confident in the competence and knowledge of staff. This in turn helps Tesco grow
DEVELOPMENT
Involves learning that goes beyond today’s job and has a more long-term focus.
LIST THE METHODS OF TRAINING CARRIED OUT BY TESCO. DESCRIBE HOW TRAINING NEEDS ARE IDENTIFIED?
LIST THE METHODS OF TRAINING CARRIED
COACHING
MENTORING
SHADOWING
JOB ROTATION
IDENTIFYING TRAINING NEEDS
The employees with wide range of skills are more flexible and too much productive for business growth.
The training process helps employees to carry out their jobs effectively based on correct knowledge, skills, understanding and resources
The right person, in the right place, at right time is required to achieve the objectives.
Employees identify gaps between their knowledge and skills before starting training and development process.
ANALYSE TESCO’S METHOD OF DEVELOPING ITS EMPLOYEES.
CONSIDER THE STRENGTHS AND WEAKNESSES OF SUCH A PROGRAMME
COMPRESSED WORK WEEK
Compressed work week occurs when an employee works for longer periods of time per day or shift in exchange for a day off
Common arrangements for a 40 hours work week are working 10 hours per day, 4 days a week; working an extra hour a day with 1 day off every 2 weeks; or working an extra half hour a day and having one day every 3 or 4 weeks off.
FLEX TIME
Flex time is usually arranged in advance with the employee and employer or supervisor and a set range of start and finish times are established
Flexibility brings benefits to businesses
Flex time is an arrangement where employees work a full day but they can vary their working hours
Flexitime brings benefits to employees
EVALUATE THE BENEFITS FOR TESCO IN PROVIDING A STRUCTURED TRAINING PROGRAMME.
TO WHAT EXTENT DO YOU THINK THE TRAINING HAS ACHIEVED A RETURN ON INVESTMENT?
The main focus of structured training is to achieve the business objectives in terms of business growth and profit
THE BENEFITS FOR TESCO IN PROVIDING THE STRUCTURED TRAINING PROGRAM.
This helps managers and employees decide whether they have the correct knowledge, skills, understanding and resources to carry out their job effectively.
This allows people identified as having the potential and desire to do a bigger or different role to take part in training to develop their skills and leadership capability.
The trained employees are the asset of organization and their capabilities are increasing with the passage of time.