COURSE TOPICS 1. Workforce Planning 2. Staffing 3. Recruitment challenges/sources & techniques 4. Competency based recruitment 5. Interview components & Documentation 6. Attracting, motivating & retaining staff 7. Compensation & rewarding performance 8. Structural capital, culture and change 9. HRIS

UNIT 1: STAFFING

What is staffing??????????

Staffing • The staffing process flows out of the human

resource planning process • Staffing an organisation involves bringing suitable

people into it, who will not only fit into a particular job but also into the business as an organisation

STAFFING

Human Resources Planning & job

analysis Recruitment Selection

UNIT 1: Staffing

• Introduction • Recruitment oThe recruitment process

• Selection oThe selection process

• Orientation

Human Resources Planning

• Determining the future scope & nature of the work that need to be done in the organisation & putting plans in place that will ensure that the organisation meets these staff requirements.

Identify the jobs that need to be filled,

The number of staff required

Their competencies

Looking outside the organisation to determine the availability of the required staff in the labour market

Read Chapter 4: Amos

1. RECRUITMENT • Attracting? • Cost-effectively as possible • Context of the total HR function • Integrated with selection • Legal requirements adhered • Manage it as a two-way process

Step 1: Identify the need to recruit

Step 2: Update the job description, profile

Step 3: Refer to the recruitment policy

Step 4: Take into account factors that may influence the recruitment programme Step 5: Consider the sources of recruitment

Step 6: Choose the appropriate recruitment method Step 7: Develop the advertisement Step 8: Place the advertisement in the most suitable communication medium

Step 9: Ensure that application blanks are available if necessary

Selection • Contributes to the sustained, optimal use of human

resources. • A fair selection decision is a legal requirement. • The selection process must be driven by pre-

determined selection criteria. • It must therefore begin with:

a description of the job in terms of tasks, duties and responsibilities (job description) the identification of the qualities necessary for success in the job (job specification) and the outputs of the job (job profile).

Selection process • Step 1: Screen and short-list applications

• Step 2: Contact candidates on the short list

• Step 3: Conduct interviews in an efficient and

professional manner.

• Step 4: Check background information

• Step 5: Ensure that relevant medical examinations are conducted (if required and permitted)

• Step 6: Make a final hiring decision

• Step 7: Make a fair job offer

• Step 8: Ensure that complete records are kept

Orientation • Induction / stressful • The clarification of expectations • Working hours, pay, parking facilities, rules,

available facilities, and • Functions of department.