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W09 Fleet Personnel Management - Coggle Diagram
W09 Fleet Personnel Management
Recruitment Process
Searching
Sources for Candidates
Internal Sources
Transfers
Former Employees
Promotions
Internal Advertisements
(Job Posting)
Employee Referrals
Previous Applicants
External Sources
Employment Exchanges
Employment Agencies
Direct Recruitment
Advertisements
Professional Associations
Campus Recruitment
Word of Mouth
Screening
Screening process involves:
Conducting telephonic or video interview
Identifying the top candidates
Reviewing of resumes and cover letters
Strategy Development
Recruitment Planning
Recruitment Planning Involves
Job Analysis
Job Description
Job Tille / Job Identificalion /
Organization Position
Job Location
Job Duties
Machines, Materials and Equipment
Summary of Job
Process of Supervision
Working Conditions Health
Hazard
Job Evaluation
Comparative process of analyzing, assessing, and determining the relative value/worth of a job in relation to the other job in an organization
Job Specification
Experiences
Training and development
Qualitication
Skills requirements
Work responsibilities
Emotional characteristics
Work responsibilities
Emotional characteristics
The strategy involves
Lypes of recruitment
Part-time
Permanent
Contract
Recruitment sources
Within Organization
Competitors
Fresh Graduate
Make or buy employees
Geographical area
IT professional from Inia?
Identifying Vacancy
Number of positions
Duties and remissibility's to be performed
Number of posts to be filled
Qualification and experience required
Evaluation
Make of decision whom to hire for the vacancy
Recruitment is a costly process, hence it is important that the performance of the recruitment process is thoroughly evaluated
Employee Onboarding
Important of efficient employee onboarding
Obtain clarity on their job objectives
Get to know the organization
Help new hires settle down in their jobs
Forge a good relationship with other employees
Some of the activities done during employee onboarding
Assign IT (Workstation,email)
Assigning of mentor
Setting salary account
Schedule Training
Providing contract of service (Offer letter)
Benefits of KETs
Develop Trust between employers & employees
Facilitate resolution of employment-related disputes
Assure employee of their income & main benefits
Schedule Orientaion
Employee Development
Performance Monitoring
Plan Development Activities
Create Confidence
Prepare an Employee
Managers/Supervisors play a crucial role in employee development
Sit with team members to find out where they are lacking and what all new skills they need to acquire for an increased productivity
Encourage employees to acquaint themselves with new knowledge
Motivated employees to participate in training programs and employee development activities
Design relevant employee development activities as per needs and requirements of employees
ensure to allocate enough resources for employee development
Performance Managemet
Objective of PM
Clear communication of expectations
Identifying performance barners
Boosting employee performance
Strategic / succession planning
identifying the knowledge and skills gap for the job
Career Advancement
achievement of superior standards of work performance
Employee's Benefits
Selt assessment opportunities clarifies the job accountabilities and contributes to improved performance
Clearly defines career paths
Clarifies expectations of the employees
Promotes job satisfaction
Manager's Benefits
ensures efficiency and consistency in performance
Saves time and reduces conflicts
Organization's Benefits
Overcoming the barriers to communication
Clear accountabilities
Improved productivity
Employee retention and loyalty
Cost advantages
Improved organizational; performance
Components of Performance Management System
Feedback followed by personal counseling and performance facilitation
Rewarding good performance
Performance Appraisal and Reviewing
Appraisee first offers the self filled up ratings in the self appraisal form and also describes his/her achievements over a period of time in quantifiable terms.
Followed by, final ratings provided by the appraiser for the quantifiable and measurable achievements of the employee being appraised
Normally performed twice in a year (mid-year review & annual review)
Requires active participation from both appraisee and reporting officer
Performance Improvement Plans
Performance Planning
First crucial component of any performance management process
Forms the basis of performance appraisal
Jointly done by the appraisee and reporting officer in the beginning of a performance session
Employees decide upon the targets and the key performance areas
Employee Disciplinary Process
Example of undesirable employee behavior and performance issues
Insubordi-nation
Fighting at work
Late for work
Poor contribution
AWOL
Counseling and verbal warning
usually, first of action
Conducted by immediate supervisor
Create awareness to employee on his/her existing performance, conduct or attendance issue
Writing warning
Manager or HR may be involved
Clear outline the consequences of continuous poor performance or conduct
Formal/official warning
Final writing warning and disciplinary action
Or the incident is serious
Manager and HR will be involved
In the event there is no improvement from employee
Disciplinary action: monetary fine; termination