Grade 12 Business Studies: HRM Recruitment

GR12 Business Studies: Human Resource Management

• Recruitment identifies vacancies and attracts suitable candidates.

Job Analysis

• Job Analysis consists of Job Description and Job Specification documents.
• Job Description outlines duties, responsibilities, and requirements of a job and Job Specification details personal characteristics, qualifications, and experience needed for a job.

Internal Recruitment

• This description means using the business's existing resources to advertise openings.
• Internal emails, newsletters, and recommendations advertise any openings.
• Also included are notice boards currently inside the business.

Internal Recruitment: Advantages

• Faster placement because filling the post becomes placement making.
• Easier placements as employees already understand business operations.
• Reduced chances of employee turnover.

Internal Recruitment: Disadvantages

• Promoting an employee can lead to jealousy.
• Limited applicant pool.
• May stifle innovation by blocking new ideas.

External Recruitment

• Relies on external sources outside the business to advertise vacancies.
• Recruitment agencies, print media (newspapers), electronic media (radio, TV), and notice boards outside the business advertise vacancies.

External Recruitment: Advantages

• New candidates bring fresh ideas.
• Enlarged pools of candidates widen selection.
• Increases likelihood of finding a well-qualified candidate.

External Recruitment: Disadvantages

• Potentially expensive.
• Selection process may prove ineffective.
• CV information might be unreliable.

Purpose of Interview

• The purpose is to get an idea of each candidates strengths and weaknesses

Before the Interview: Interviewer Tasks

• Core questions must be uniformly asked of all candidates.
• CVs should be reviewed for points needing clarity.
• Secure a suitable venue.
• Shortlisted candidates get notified about key interview info like date and place

During the Interview: Interviewer Tasks

• Each candidate must get equal time.
• Interview panel gets introduced.
• Make candidates feel comfortable.

Role of Candidate/Applicant

• Greet interviewer with a handshake, smile, by name.
• Carefully listen before answering.
• Keep eye contact and good body language.

Employment Contract

• An agreement between employer and employee; legally binding.

Legal Requirements of Employment Contract

• Agreement: Employer and employee must agree on terms.
• Signature: Both parties have to sign in agreement.
• Code: Must follow Workplace Ethics and Code of Conduct

Aspects of Employment Contract

• Employee details
• Business details
• Job Descriptions
• Specific Requirements
• Salary Details
• Benefits Information
• Working hours
• Leave Allocation

Reasons for Termination of Employment Contract

• Misconduct and workplace code violations.
• Retrenchment due to business restructuring.
• Employee resignation.
• Retirement.
• Incapacity.

Fringe Benefits

• A range of additional advantages and benefits on top of salary.
• Includes payments such as pension contributions, medical, provident fund payments, bereavement or car allowances.

Impact of Fringe Benefits - Positive

• Attractiveness: Helps keep skilled workers, decreasing turnover.
• Recruitment: Attracts higher quality candidates.
• Productivity: Can raise productivity benefiting profitability.

Impact of Fringe Benefits - Negative

• Competitive: Businesses lacking benefits lose workers to those offering them.
• Corruption: Risk of corruption If benefits are awarded unfairly.
• Cash flow: Extra costs that negatively impact cash flow.

Placement

• Matches candidates to roles for optimal performance/value.

Placement Procedure

• Employer Defines job responsibilities.
• Employer Compares expectations to the employee's skills.
• Strengths and weakness of employee get determined via psychometric testing.

Induction

• Familiarizes new team members with their new workplace environment, products, and procedures.

Aspects of the Induction Program

• Introduction to colleagues, safety rules, business overview, and premises tour.

Purpose of Induction

• Introduces new employees to fellow colleagues and mentors, their workspace, and building facilities.

Benefits of Induction Program

• Helps foster new relationships
• Improves settling in times
• Informs you of all requirements and legislation

SALARY Determination Methods

• Piecemeal: Compensation is based on items produced, not hours worked.
  • Workers get paid according to units assembled.
• Time-related: Payment based on hours worked, not output.
• Workers get paid for amount of time worked

Salary Determination & BCEA Link

• The Basic Conditions of Employment Act (BCEA) sets conditions to fair working standards.
• Salaries must hinge on work agreements whether they are long term or short term.

Training: Importance

• Improves job performance.
• Signals employee value.
• Enhance the skill sets

Legislation: Human Resources Function Implications

• Several key laws impact HRM practices, the LRA, BCEA, EEA, and SDA.

Labour Relations Act (LRA)

• Protects worker rights, facilitates unions/forums, and promotes negotiations.

Employment Equity Act (EEA)

• Ensures equal pay, workplace diversity via affirmative action, and regular plan monitoring.

Skills Development Act (SDA)

• Mandates structured workplace training, identifies needs, and sets objectives

Basic Conditions of Employment Act (BCEA)

• Sets maximum work hours with regulated overtime/breaks.

LRA: Key Points

• CCMA processes must followed for worker dismissals
• Worker forum / Unions must be allowed within businesses

EEA: Key Points

• Affirmative action must promote workplace diversity
• Employment Equity plans to be implemented

SDA: Key Points

• Training in the workplace must be structured
• Companies must be identify the training needs of the employees

BCEA: Key Points

• The act states set working hours
• The act states the terms of sick leave

Frequently Examined Questions in Exams

• Recruitment elaborations and outlining its practices.
  • Explain all parts of job analysis
• Screening practices within interviews -What the role of candidates are
• Impacts of internal vs external recruitment

Selection Keypoints

• Induction principles
• Salary determination methods

Quality of Performance

• Concerns a business' ability provide a certain standard of quality.
• Achieved through: Control, Assurance, and Management systems.

Quality Management

• Focuses in the techniques used by an organization to determine performance.
• Data from this information can be used to streamline and improve business operations.
• Quality can be maintained for both products and services.

Quality Control

• Ensures requirements are met by inspecting final product from the business
• Setting targets is an example of quality control

Quality Assurance

• Controls are made through all parts of production.
• Key point is to build the product correctly as opposed to just checking it and fixing it.

Quality Management: Aspects

• Techniques used to monitor the businesses current operations
• Aim is to provide high consistent service

Quality Performance

• Measuring every part of the business and checking it against a specific standard.
• This standard is only obtainable if all staff are aligned to reach the same goals.
• Buyers can then survey the end product and decide whether or not its up to scratch.

Quality Management Systems

• A structure and framework a business can use in order manage all business systems.
• Acts as guide which contains everything they need to meet certain requirements.

Benefits of Quality Systems

• Efficiency: Effective customer interactions and satisfaction.
• Competitive: Higher market share from good advertising.
• Ethical: Raw materials are not wasted and materials are used as intended.

PDCA model

• Stands for plan, do, check, act
• Is a part of continuous improvement that improves customer satisfaction

Impact of Poorly Implemented TQM

• Unrealistic targets
• Reduced output
• Reputation damage

Impact of TQM on the reduction of Cost

• Schedule elimination tasks.
• Maintenance and machinery programs.
• Discuss in quality groups.
• Teamwork with suppliers and employee training.

Quality Indicators of Each Business Function

• Provide quality in the work system
• Achieve high levels and consistent output

Human Resource Function Quality Indicators

• Keep staff on and decrease resignation rates.
• Payment of well and appropriate packages aligned to current standards.

General Management Function Quality Indicators

• Have an open flow of communication where the firms values are shared
• Give direction in line with business objectives.

Finance Function Quality Indicators

• Put strategies in place that improve profits and cut losses
• Retain high level capital to use
• Consistently update monetary resources and records

Public Image Function Quality Indicators

• Releases regular updates.
• Promotes responsible programs for social investment activities via CSI
• Solve negative attention quickly and resolve any claims.

Administration Function Quality Indicators

• Reliable information to make fast decisions.
• Documents stored safe and tidy in an auditable database.

Marketing Function Quality Indicators

• Market volume and numbers constantly go up with ethical values.
• Increase advertisement to retain numbers and bring in sales..

Production System

• Manufacture consistently with clear guidelines and make low cost goods.
• Look at all processes and what needs changed

HRM Skill Development Act

• Improves productivity.

HRM employment Act

• Equal opportunity and pay

HRM Basic Conditions act

• Should uphold fair practices
• Must also know the rights

SWOT Analysis

• Review and analysis of strengths weaknesses and opportunities.
• Can be used to assess and improve.

PESTLE Analysis

• Analysis of how any external factors might affect current business
• Stands for : Political, Economic,Social ,Technological, Legal, and Environmental

Harassment Tactics, how to handle

• Have strict measures in place
• Make staff aware its wrong, set rules and laws internally that dont promote it.

Handling a Performance issue

• Be calm before the incident
• Respond to answers from all involved with a clear unbiased perspective.

Managing Diversity in Workforce - steps and ways to handle it

• Understands all personal views
• Promote Equality
• Value the different backgrounds to keep the workplace in order

Business & Market Analysis

• Market: Target markets, customer information with pricing and what sales were made
• Sector: The types of goods or services available for the current economy and current customers.