Human Resources: Recruitment and Labor Laws

• Study notes based on your provided Business Studies Grade 12 Term One Chapter 2: Human Resources Function.

Recruitment

• Recruitment involves identifying job vacancies and attracting suitable candidates.
• Aims to find candidates with necessary knowledge, experience, or qualifications for the vacancy.
• Can be internal or external recruitment
• An ongoing process due to employee turnover, promotions, retirements, and new technological skills.
• The HRM prepares a precise job description to identify recruitment needs.
• The HRM should indicate the job specification/description/key performance areas to attract suitable candidates.
• Prepare a job analysis, which includes job specification and job description.
• Internal recruitment is considered first.
• If internal recruitment is unsuccessful, external recruitment is done through agencies, institutions, and newspapers.
• The advertisement is prepared with company details and contact information.
• Place the advertisement to reach the target audience.

Job Description vs. Job Specification

• Job description details duties/responsibilities and the nature/type of the job.
• Job specification specifies the minimum acceptable personal qualities/skills/qualifications needed for the job.

Types/Methods of Recruitment: Internal Recruitment

• Internal recruitment uses internal sources to advertise vacancies.
• Sources include internal emails, intranet, word of mouth, newsletters, referrals, notice boards, bulletins, recommendations, and headhunting.
• Internal recruitment is cheaper and quicker and placement is easier
• Provides opportunities for career paths and employee development.
• Reduces the chances of losing employees and detailed information can be obtained from employee records.
• Negative aspects include resentment among employees, a limited pool of candidates, and potential promotion of unqualified employees.
• Can close to the door for new ideas and demotivate people who don't get promoted

External Recruitment

• External recruitment uses external sources to advertise vacancies.
• Sources include recruitment agencies, billboards, and print media.
• External recruitment brings new skills and provides a larger pool of candidates.
• May help meet affirmative action and BBBEE (Broad-Based Black Economic Empowerment) targets.
• Disadvantages include expense, ineffective selection processes, unreliable information, lengthy processes, adjustment time for new hires, and potential need for in-service training.

Selection Procedure

• Determine fair assessment criteria.
• Applicants submit forms/CVs and certified documents.
• Sort documents based on selection criteria
• Screen applications to meet minimum requirements.
• Conduct preliminary interviews, reference checks and compile a shortlist.
• Shortlisted candidates may be subject to tests and final interviews.
• A written job offer is made to the selectee.
• Unsuccessful applicants are informed of the hiring decision

Screening

• Involves checking application documents against job requirements.
• Separate candidates meeting the minimum requirements and conduct checks
• A shortlist of suitable candidates is prepared.
• The intention is to obtain strengths/weaknesses and make an informed decision.
• The purpose is to match information, exchange business/applicant info, and check skills.

Interviewer Role Before the Interview

• Develop core questions based on required skills and knowledge.
• Check applications and verify CVs before the interview.
• Book venues, set a date, and inform candidates/panel members.
• Plan the interview schedule.

During the Interview

• The interviewer allocates equal time, introduces panel members, and puts the interviewee at ease.
• The interviewer explains the purpose and records responses.
• Avoid misleading questions and discriminatory inquiries.
• Provide an opportunity for questions and thank the interviewee.

Duties of Interviewee

• The interviewee greets the interviewer and listens carefully.
• The interviewee should have good eye contact/posture and show confidence
• Be inquisitive, respectful, and honest while communicating strengths and weaknesses.

Employment Contract

• Contract is an agreement between an employer and employee.
• Includes employee details, job details, conditions, hours, remuneration, benefits, leave, deductions, contract period, and probation.
• Includes the signatures of both parties, a list of documents, and disciplinary policies.
• Employer and employee must agree to the contract/changes.
• The employment contract must include a code of conduct and code of ethics.
• Employers needs to explain terms accurately, there are no conflicting terms and conditions are stipulated clearly.
• Contracts can be terminated for valid reasons such as performance or redundancy or retirement

Induction

• New employees are made familiar with the work environment.
• Should have a basic knowledge of the business safety regulations by understanding your role, and what is expected of you.
• The goal is to introduce new employees to colleagues and provide a workplace tour.
• Employees should be familiarized with the organizational structure
• The goal is to allow new employees to ask questions.

Aspects included in an induction programme

• Introduction to key people and immediate colleagues
• Tour of the premises
• Discussion of employee contracts
• Meeting with senior management

Benefits of Induction

• New employees are encouraged to settle, understand rules, and establish relationships.
• Reduces anxiety and increases quality, performance, & productivity.
• Boosts familiarity with organizational structures and training.
• New hires will be able to apply to other areas for increased efficiency.

Placement

• Placement involves placing select candidates where they function optimally and add value.
• Placement procedure consists of outlining responsibilities, determining relationships between position, and testing.
• The position matches personality and skills.

HR Training and Skills

• The employee is more able to preform if skilled and upskilled
• Employees feel valued when provided good training and upskilling
• Creativity and productivity are encouraged when training is effectively administered.

Salary Determination Methods

• Piecemeal involves payments according to the number of actions performed.
• Time-related pay is for the hours worked, public and private sector businesses use this method
• Many with the experience are often paid on salary scales regardless of work quantity

Fringe Benefits

• BCEA enforces fair labor practices through business remmuneration methods.
• Salaries should be based upon permanent or fixed contracts.
• Business are liable for employee taxable liability.
• Includes medical aide, pension, provident, and funeral benefits.

Employment Law - UIF(Unemployment Insurance Fund)

• The fund assists employees of illness, maternity, or adoption leave
• This also assists dependents
• Eployees are obliged to pay UIF
• UIF allows for leverages to salary negotations

Impact of Fringe Benefits

• Allows for attractive packages and higher retention for employees and qualified applicants.
• Boosts productivity in meeting goals
• Can save businesses money, while improving employee satisfaction

Negatives of Benefits

• Businesses cannot attract new talent when benefits cannot be provided
• Conflicts and corruption are not distributed fairly
• Costs increase and profits decrease while admins costs increase
• Employees are not committed to tasks and business, nor have loyalty to the work
• Erros may lead to fines via lawyers and attorneys.

Implications of Acts on HR function

The Labour Relations Act on the Human Resources Function

• Framework for billetreal meetings which provide matters relating to employment.

EE Act on the HR Function.

• HR allows for qual opportunities regarding employment.
• AA must be diverse and equitable.
• Summarise the act where emoyees can clearly see.

Implication of Skills Development Act

• Human source must implement aims and skills trainging to meet requirments.
• Adapt accordingly the programmes
• Use NQF(National Qualitication Framework) to asses skill levels for effective management and development.

Implication for BCEA(Basic Conditions of Employment Act)

• Workers should work 9 hr in a 5 day work/8 hours in a 6 day work week with 10 hours of over time possible
• Workers get a 60 minute break for lunch
• Week paid after work, after the 36 month term
• Employment cant happen to anyone under 16
• Receive double if they work double or a holiday weekday.

Explore key concepts in human resources, including recruitment, labor laws, and employee benefits. Understand the role of induction, types of compensation, and the purpose of recruitment. Learn about important acts and their impact on the workplace.