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Fleet personnel management - Coggle Diagram
Fleet personnel management
Recruitment Process
Recruitment Planning
Identifying Vacancy
number of posts to be filled
Number of position
Duties and responsibilities to be performed
Qualification and experience required
Job analysis
Job Description
Job Title / Job Identification /Organization Position
Job Location
Summary of Job
Job Duties
Machines, Materials and Equipment
Process of Supervision Working Conditions Health Hazard
Job Specification
Qualification
Experiences
Training and development
Skills requirements
Work responsibilities
Emotional characteristics
Planning of career
Job evaluation
Comparative process of analyzing, assessing, and determining the relative value/worth of a job in relation to the other jobs in an organization
Strategy Development
Make or buy employees
Type of Recruitment
Part time
Permanent
Contract
Recruitment sources
Within organization competitors
Fresh Graduate
Geographical area
Screening
Reviewing of resumes and cover letters
Conducting telephonic or video interview
Identifying the top candidates
Searching
Internal Sources
Promotions
Transfers
Former Employees
Internal Advertisements (Job Posting)
Employee Referrals
Previous Applicants
External sources
Direct Recruitment
Employment Exchanges
Employment Agencies
Advertisements
Professional Associations
Campus Recruitment
Word of Mouth
Evaluation
make decision who to hire
Recruitment is costly process , therefore the performance of recruitment process must be thoroughly evaluated
Employee On boarding
Help new hires settle down in their jobs
Obtain clarity on their job objectives
Get to know the organization
Forge a good relationship with other employees
Contract of Service
Its an agreement in which one person agrees to employ another as an employee. the other person agrees to serve the employer as and employee
Can be in writing , verbal , expressed or implied
to avoid disputes on agreed term and conditions , the contract should be in writing
Key Employment Terms (KETs)
Are covered by the Employment Act.
Are employed for 14 days or more.
Benefits of KETs
Assure employees of their income & main benefits
Facilitate resolution of emplyment-related disputes
Develop trust between employers & employees
Employee Development
Importance of employee development
Enhance employee's skills and upgrade their existing knowledge in order to perform better
Personal growth of employees
Essential for extracting the best out of employees
Creates a learning culture in the organization
Helps an employee to do a self analysis of himself/herself
(employee knows his weakness and strength)
Steps to employee development plan
Prepare an employee
Plan development activities
Performance monitoring
Create confidence
Performance Management
Objectives of Performance management
Achievement of superior standards of work performance
Identifying the knowledge and skills gap for the job
Boosting employee performance
Clear communication of expectations
Identifying performance barriers
Strategic / succession planning
Components of performance management system
Performance appraisal and reviewing
Normally performed twice in a year (mid-year review & annual review
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
Requires active participation from both appraisee and reporting officer
Feedback on the performance followed by personal counseling and performance facilitation
Important process in performance management process
Employee acquires awareness from the appraiser about the areas of improvements and information on whether the employee is contributing the expected levels of performance or not
The training and development needs of the employee is also identified
Appraiser provides personal counseling, guidance and mentoring
Rewarding good performance
Employee is publicly recognized for good performance and is rewarded
Any contributions duly recognized by an organization helps an employee in coping up with the failures successfully
Performance improvement plans
Fresh set of goals are established for an employee and new deadline is provided for accomplishing those objectives
Performance Planning
First crucial component of any performance management process
Forms the basis of performance appraisal
Employees decide upon the targets and the key performance areas
Jointly done by the appraisee and reporting officer in the beginning of a performance session
Benefits for Organization
Improved organizational performance
Employee retention and loyality
Improved productivity
Overcoming the barriers to communication
Clear accountabilities
Cost advantages
Manager benefits
Save times and reduce conflicts
Ensures efficiency and consistency in performance
Employee Benefits
Clarifies expectations of the employees
self assessment opportunities clarifies the job accountabilities and contributes to improved performance
Clearly defines career paths
Promotes job satisfaction
Employee Disciplinary Process
Examples of unwated employee behavior and performance issues
AWOL
Poor Contribution
Late for work
Fighting at work
Insubordination
Steps of employee disciplinary process
1.Counseling and verbal warning
Written warning
Final written warning and discipinary action
National Transport Workers Union (NTWU)
Tripartism
collaboration among unions , employers and government