W4 Working with People PDF

Employee cycle is when a person come through the organisation and eventually leave. It about thinking about Someone entire journey throughout the organisation. Employing someone is a costly move it not about their hourly wage it about there. Superannuation Health and safety cost...

Employee cycle is when a person come through the organisation and eventually leave. It about thinking about Someone entire journey throughout the organisation. Employing someone is a costly move it not about their hourly wage it about there. Superannuation Health and safety cost Accommodation cost in terms of where the person will be located and what is there cost of maybe building them up in terms of there training and in skill development An employee life cycle involves understanding of management of people and implementing different types of approaches to improve employee performance. The determine of employment needs: Corporate strategy Hr planning Job Analysis and organisational Design Recruitment Selection Processes with the movement of employees through an organisation: Managing performance Rewarding People Developing Human resource development and career management Also how exit the organisation: Retirement Dismissal Resignation The HR Flow: The dynamic movement of employees with an organisation Without this idea they don't have a field of analysis Corporate strategy: Is the idea that the organisation act with purpose, have a strategic mindset, having to think about the future thinking about competitiveness thinking about survival and sustainability. In the context of global competition, organisations, develop corporate strategies to drive the business forward and establish blueprint for the future of the organisation. If a business has a broad business plan, the hr have to align to that strategy This is a fundamental component of human resource management. It’s something that separates the administrative side of HR HR must be business driven Contemporary business strategies include Innovation or product differentiation Quality-enhancement Cost-minimisation Example quality management business surround that you have to introduce employees who have high skills in that are who can provide good customer service HR people must think about what is that the business wants to do and how do they match their people, attitude, and skill base to that area. HR people need to think about business being proposal and good at management. HR Planning also known as "Workforce planning”. Is about thinking about the big picture and thinking what our need our Involves forecasting HR needs for an organisation and planning the necessary stops to meet these needs. Aims to reduce guesswork and ensure that the organisation and human resources are used appropriately. It about how many people that the organisation needs. Types of people and it’s the skill base it’s the location of the people Where do you recruit from? Two critical processes: Labour demand forecasting (what do they need) What does the organisation need? Labour supply analysis (are the resources available) These two elements create the HR planning Job analysis and organisational design -Job analysis refer to the process of getting their detailed information about their jobs -It is often use as a building block for HR functions What is the task and responsibility Work redesign refers to human resource planning recruitment and selection; design development performance management; career planning and job evaluation. Is design to match the skill between the job? Organisation Structure: It can display of the organisation hierarchy of a business and display the vertical reporting and horizontal relationship of responsibility within the organisation. Job knowledge is important for: Work redesign. Restructure and redesign. Recruitment and selection Asking question about the specific job or task that you expect Someone to do. Learning and development Cost of training and how expensive Learning and development Performance management How well they are doing the job. Career planning Build up skill and move them to higher role. Job evaluation looks at,  Where does this job fit into the value of all work in the organisation? A match must exist between the requirements of a job and the skills knowledge and abilities when an employee’s gets hired. Between the requirement of a job and the skills and knowledge and abilities of employees hired. Organisational Design: The process of structuring the various positions and roles within an organisation to achieve a match with the resource available and the overall purpose of the organisation. The larger the organisation the bigger the more the international the organisation the more complex that structure is going to be. Job description is the task. Job specification is the skill you need to do that position. Practical problems of the job analysis: Lack of management support Use of only one method Use of single sources of data only  Lack of participation of all stakeholders Lack of training of the analyst Employees lack of awareness of importance Process seen as a threat to employees. Lack of reward for providing quality information Insufficient time allowed for the process. Intentional or unintentional distortion Absence of review Recruitment and selection Recruitment is the process of seeking and attracting a pool of qualified candidates for a job vacancy. Selection choosing the candidates who best meets the selection criteria. Hrs have to look at the qualities and the Criteria in selection. Recruitment and selection are both used today as a major lever to bring about strategic and cultural change in an organisation. It about looking at the qualities of the candidate and ensuring they are the best fit for this role of the job that the organisation is looking for. Recruitment and selection are important to an organisation because it build a structure and it ways of changing the organisation culture in a certain way. Recruitment Talented people are the prime source advantage of competitive advantage. Research show that high performance employees are likely to be three times more productive then low-performing employees. Organisations need to anticipates changes in their environment to ensure that people who are recruited have the unique: Skills Abilities Knowledge Personal characteristics Values The increasing use of: Teams Flat organisational structures The use of these two-term help with the organisation demand for the greater flexibility and multi-skilling which change the idea of the traditional recruitment approach which highlight the individual attitudes and there behaviours. This had led to HR looking at their candidate profile know as candidate profiling where asceses how your attitude doing the task that organisation is set up for that person. Hiring people who show that or have that flexibility sometimes hard to contain. Candidate profiling: Accentuates person-oriented rather than job-oriented characteristics. It about their personal characteristics rather than what is that what they can do. Recruitment sources: Internal- within in the organisation such as: -Promotion -Transfer -Secondment Advantages: They already know they system and the organisation know the strength and weaknesses of that candidate. The employee has there Morales and motivation improved due to them moving to high role in the organisation. Organisation on their return of their investment will improve due the worker at higher job role. Disadvantages: The employee might get employed to higher roles beyond their skill. They might be fighting inside for promotion of the job role. They will no new idea or innovation toward the business System will still be same External- Outside the organisation: Advantages: The pool is bigger. They have more insight and bring new idea from the business. It’s often the cheaper option New employee will be different not niche to current employee in the organisation. Disadvantages: Attracting new employees will be difficult. The new employee adjusting to the operation will take longer. The personality and standards of the new employee will be below and personality might not match with other. -Direct applicants referral -Advertisement -Public and private employment agencies -Universities -E recruiting Hiring mistakes are costly. Strategic selection aims to reduce failures by aligning selection criteria with business strategy and increase the chances of a positives contribution being made to organisational performance. All recruitment and selection are predictable Reliability is term of something going to generate the right types of results. Selection Methods: -Interview/group interviews Panel Interview is when is a row of people, and you have couple people as the recruiter decide with these three candidates. -Questions may be: Structured, semi-structured or unstructured -behavioural or experimental -reference checking's -Physical ability test -Cognitive ability test -Work samples -Medical and drug test The rule of thumb is having to be appropriate to the role itself Issue in Selection: Screening for attitude and behaviour: They will approach by looking for the value that fit into the organisation known as organisation fit. This will affect the viewpoint of exposure of having different view point which will affect the competitive advantage Psychological testing: There been an increase of psychological testing to which mean this will accesses the behaviour of applicant on how they approach task and see the attitude of their applicants Medical examination: The aim of this during pre-employment is to gather information about the medical condition of the applicants. This type of examination will help in such as. ensuring they are fit for the job and making sure they not assigned to something they are not physically unsuited. safeguarding them for present employees ensuring that the applicant not in the position to aggravate any existing medical conditions. Protecting the organisation from any compensation claimed by the employee by identifying injuries and their illness present when the employee was being hired. Overall the EEO authorities only sanction of medical examination only if there an legitimate use of the job requirement needed for performing of the job If medical examination Is being used to discriminate someone disability that is not directly related to the job and is not part of the ability to perform the job. Steps in the selection process: Reception of applicants Preliminary interview Application form Test Interview Background investigation Preliminary screening by the human resource development Final selection by line managers Medical examination Placement on the job Right People Human resources are depending on more on technologies, global competitions and changes to with the work itself such as when the organisation downsize. Outsourcing increase the vulnerability of today business According to stone the failure to have the right people in the right place and right time are risk and a vulnerability. Right people don't need to be manage if you need to tightly manage someone you've made a hiring mistake Three critical aspects of selecting and hiring are the retention of HRM Hiring and the retention of human resources The point that increased international competition is the precious for improvement in the organisation. Corporate mergers and rationalizations and industry. Restructuring mean that the organization cannot afford the luxury of peer employee selection. This is because the organisation success depends on it. It about having the right people in the right jobs at the right time. The organisation strategic business objectives and cultures should determine the people selected. A manager of an employee perspective it crucial to get to candidate fit right because otherwise an employee will leave and will look for another job elsewhere that why employment fit is important for a candidate fit is important In term of recruitment and attracting the importance of it key to any attraction selection and attraction framework because if they don't fit, they leave and is often fit between individual values and their aspirations. The image the organisation present when they are recruiting. There are many aspects of candidate fit: Person or candidate fit to their environment. Candidate fit to the organization fit. Candidate to job fit. Candidate to the team or working team fit. Candidate Cultural fit Personality and values match with the organisation culture and there values. Such as the psychological identity with organisation like ideal personality And get along with the team in that organisation. Qualification fit. Has the necessary education to do the job? Motivational Fit Has the motivation to do the job such as: Drive and energy Persistence Desire for achievement Goal orientated Ability fit: Has the knowledge to perform the job Experience: they have the relevant experience such as Job experience Company experience And industry experience to the job Research show that the cultural fit and value similarity between employees and their organization are significant predictors of the Labour turnover and job performance And good fit produces positive outcomes such as greater job satisfaction and organizational commitment. Researcher show that there high performance organization have rigorous selection procedures that have been refined confined and developed over time to identify people with the attitude and skills that they require. Poor selection decision results: Increased training time Labour turnover Absenteeism Accidents Industrial unrest Job dissatisfaction Poor performance EEO There are equal employment opportunity or eel legislation requirements EEO is management regime where the best person for that job will be able to perform in that position according to there intrinsic merit such as there group identity such as their gender or race etc. EEO mean that an organisation will be managed according to a regime where the best person for the job in terms of promotion opportunity for training or transfer and irrespectively of matter of the group identity such as gender or race. We'll be able to perform in that position according to their intrinsic merit. Equal employment opportunity: Australian organisation have clear legal obligation to provide for the EEO in there workplace' EEO legislation requires fair treatment for all members of the community and the elimination of discrimination Legislation exists at the federal and state level EEO is about merit-it means the selection of the best person for the job in terms of their job-related skills. EEO is about merit meaning selecting the best person for the job in terms of their job related skills According to the work place gender equality the number of women in support roles such as HR and compliance, ASX 200 companies is just over 24 percent and the number of women in line management roles such as CEO, CFO or departments. Less then five percent’s. Glass ceiling occurs when people can see high level position but are blocked by an unseen barrier such as discrimination Anti discrimination legislation covers: Race Colour Sexual preference Age Physical or mental disability Religion Martial status  Family responsibilities Pregnancy Political opinion National extraction or social origin Physical disfigurement Harassment Presence in the body of disease causing organisms Trade union This means that interviewers and selection panellist cannot ask about these attributes in advertisement about hiring Or promotion The steps of Job Analysis Objectives: Job analysis Objectives The purpose is to collect information such as: Job description Job specification Job design Hr activities such as: Recruitment and selection Types of information What is performed Where is it performed How it is performed When is it performed Source of data Supervisor Experts Hr information and management system Methods of data collection: Observation Interviews Questionnaire Diaries Contract: A contract is an existing term between an employee and employer between there relationship of there employment. It can be either signed by both parties or Can be an verbal agreement Usually in drafting the contract employer often to fail to include the term in a contract such as Probation period, termination notice period redundancy and payment clause, these are usually absent in the contract. But to avoid any issue or litigation in the future Hr manager are advised to include all the terms in the employment contract itself. Terms of Employment contract: There are two different types of form of employment contract which are contract of indefinite duration and contracts of fixed terms. A contract of indefinite duration is when the employee remain employed until the employer fire the employee or Employee give notice to the employer of leaving the company or know an noticing period. A noticing period