Employment cycle

Employment Cycle

Stages in organizing all aspects of the employment of staff; acquisition, development, maintenance, and separation.

Acquisition

Predicting the businesses need for staff and attracting the best employees to meet the goals of the business. This process includes evaluating staffing needs, selecting and recruiting employees.

Staffing needs

Involves assessing employee requirements based on business goals, workload demands and future growth projection, and predicted market supply of labour.

Job Analysis

Identifying and describing a job. As a result, a job description is produced.

Steps of a job analysis?

1. Select a job
2. Determine the type of information need to be gathered
3. Identify people who will be sources of information on the tasks, knowledge, skills required and working condition
4. Gather information on the topics e.g. through a questionnaire
5. evaluation of information collected
6. Write job description

Job Description

Outlines of the work involved in a particular position within the business. This allows employees to seek suitable workers and allows potential employees to see if the job is right for them. Should include; title, aims/objectives, duties, skills & education required.

Recruitment

Process of advertising, attracting and interviewing applicants. 2 types of recruitment, internal and external.

What is Internal Recruitment and what are some advantages and disadvantage.

Recruiting employees already in the business by promoting existing employees to new positions. Advantages: lower cost, time effective and staff already know the applicants. Disadvantages: May create another vacancy that now needs filling, and limited choice of applicant.

External Recruitment

Hiring new employees from outside the organization. Advantages: Fresh ideas and large selectin of applicants. Disadvantages: Costly and may require a considerable amount of time and training to get them up to speed.

Recruitment Process

1. Application/resume (source of applicants vital information),

2. Interview

3. Referees (calling previous bosses/colleagues/teachers of the applicant)

4. tests (Written or practical tests to see if the employee is suited to the job),

5. Selection.

What is the selection and the process?

Deciding which candidate should get the job.
1. Screen out suitable applicant
2. Shortlist the best candidates
3. Conduct interviews
4. Select top candidates
4. Contact referees
5. Notify candidates is they were successful/unsuccessful.

What is the difference between recruitment and selection?

Recruitment is about generating interest and gathering candidates, while selection is about assessing and choosing the right person for the job.

What is the Development phase of the employment cycle?

The induction of new employees into the business and providing ongoing training, allowing both them and the business to grow.

What is an induction?

The process of familiarising a new employee with their workplace, informing them of the essential information about their job and the business, and ensure all OSH (occupational health and safety) and other legal requirements are met. Possible items included in a staff induction; History and goals of the company, organisational structure (departments and people) and emergency procedures/security.

What is training in the employment cycle?

A set of activities required to ensure that employees have the required knowledge and skills to perform their job role.

What are the steps in creating a training plan?

1. Business requirements: Identifying the business goals and where staff training can assist in attaining these goals
2. Staff requirements: Identifying your current employees goals and training needs
3. Identify training priorities: look over the business and staff requirements and identify specific training courses required considering time, costs and number of employees
4. Training and development plan: Create a detailed outline of the training, including details (dates, time, venues, number of employees) and method (Formal, informal, in person, online, lectures, speakers, etc.)

What is maintenance of employment

Requires the business to continue to offer employees the conditions and support required to retain them in the workplace. Benefits offered to maintain employees include agreements and contracts.

What are employee agreements?

An award or collective agreement that set the rules for employment in almost all industries. They outline the minimum standards such as job responsibilities, wages, benefits and working condition.

What are employee contracts?

Specific, legally binding agreements between the employer and employee about the condition of employment, covering pay rate, leave and working hours.

Contracts for different types of employment

Casual: paid on an hourly or daily basis, higher pay due to lack of leave, no job security

Part time: continuing employee, some entitlements but fewer hours than full time

Permanent: can be full or part time, fixed hours, full entitlements and job security

What is Performance Management?

The delivery of feedback on an employee's job performance usually done every 6 months or yearly. This provides the employee with the opportunity to identify where they are performing well and where they need to improve. Can be both informal (verbal comments, general feedback) or formal (a performance appraisal, comprehensive feedback)

Performance review process

1. Review employee's work

2. Review job description

3. Identify change to the role

4. Provide feedback to employee

5. receive feedback from employee

6. identify training and development needs

Separation

When the business and the employee can no longer work together, parting ways with each other. This can be both voluntary and involuntary.

Voluntary separation? e.g.?

When the employee chooses to leave the workplace. E.g. retirement - When the employee stops their full or part time work, no longer in the work force and Resignation - When an employee choses to leave the business organisation they are working for. E.g. Workplace conflict, personal reasons, better job opportunities

Involuntary Separation

Occurs when employment is terminated and the employee has not made the decision to leave the workplace. E.g. Retrenchment and Dismissal

what is retrenchment

When the employees job has become redundant due to structural (job no longer exists), technological (replaced by machines) or financial (bankruptcy or insolvency) changes

What is dismissal

When employment is terminated due to the employee's performance. Process: verbal warning, response, written warning, details, re-assessment, separation, exit interview.