HR Function Flashcards
(47 cards)
1
Q
Meaning of recruitment
A
- process used by business to identify vacancies and attract suitable candidates
- aims to find candidates who have necessary knowledge, experience and qualifications to fill vacancy
- business may choose to use internal or external method of recruitment depending on nature and requirements of vacancy
- it’s an ongoing process as employees leave their jobs for other jobs, get promoted, retire, and as new technological skills are required
2
Q
What is the recruitment procedure
A
- choose method to reach suitable candidates
- vacancies can be internally advertised via internal email, posters, staff notices, etc
- external recruitment should be considered if internal recruitment is unsuccessful
- place advertisements in selected media that ensures the best candidates apply
3
Q
What is job analysis
A
- assists business in identifying details of vacancy and of candidate; it includes job specification and description
- clear job analysis enables HR manager to select best candidates from those who apply for job
4
Q
What is job specification
A
- describes minimum acceptable personal qualities, skills, qualifications needed for the job
- written description of specific qualifications, skills, experience needed for job
- describes key requirements for person who fills position
Eg. Formal qualifications, willingness to travel, work unusual hours
5
Q
What is job description
A
- describes duties and responsibilities of a specific job
- written description of job and requirements
- describes key performance areas and tasks for a specific job
Eg. Job title, working conditions, relationship of job with other jobs
6
Q
What are the two methods of recruitment
A
- internal
- external
7
Q
Meaning of internal recruitment
A
- business recruits from existing employees through promotion and transfer from inside business
8
Q
Advantages of internal recruitment
A
- cheaper and quicker to fill post as it focuses on promoting existing employees
- provides opportunities for career paths within business
- reduces chances of losing employees, as future career prospects are available
- placement is easy as management knows employees’ skills, personality, experience, strengths
9
Q
Disadvantages of internal recruitment
A
- number of applicants is limited to current staff only
- current employees may not bring new ideas to business
- promoting current employees may cause unhappiness or jealousy amongst other employees
- staff that aren’t promoted may feel demoted, hampering productivity
10
Q
Sources of internal recruitment
A
- management referrals
- internal bulletins
- office notice boards
- word of mouth
11
Q
Meaning of external recruitment
A
- business recruits employees from other businesses or educational institutions
12
Q
Disadvantages of external recruitment
A
- information on CVs and references may be unreliable
- external sources can be expensive
- many unsuitable applications can slow down application process
- new candidates take longer to adjust to new work environment
13
Q
Sources of external recruitment
A
- headhunting
- networking
- recruitment agencies
- word of mouth
14
Q
Meaning of selection
A
- process of selecting best candidates with necessary qualifications and skill set to fill identified vacancy
15
Q
Procedure of selection
A
- evaluate CVs and create a shortlist
- check information in CVs and contact references
- conduct interviews with shortlisted candidates
- offer employment in writing to selected candidate
16
Q
Meaning of screening
A
- check application against job requirements
- candidates who meet minimum requirements are separated
- do background, credit and reference checks of qualifying applicants
- prepare shortlist of candidates after screening
17
Q
Advantages of external recruitment
A
- larger candidate pool to choose from
- new candidates bring new talents, ideas, experiences, skills into business
- may help meet affirmative action and BBBEE targets
- minimizes unhappiness amongst current employees who have applied for post
18
Q
Purpose of interview
A
- to get more information from applicant
- assess skills and personal characteristics of applicant
- match information given by applicant with job requirements
- to determine candidate’s suitability for job
19
Q
Role of interviewer before interview
A
- allocate same amount of time to each candidate
- book and prepare interview venue
- notify all panel members conducting interview about date and place of interview
- inform all shortlisted candidates about date and place of interview
20
Q
Role of interviewer during interview
A
- allocate same amount of time to each candidate
- record interviewees’ responses for future reference
- make interviewee feel at ease
- do no misinform interviewee
21
Q
Role of interviewee during interview
A
- listen carefully to questions before responding
- be honest about mistakes and how you dealt with it
- be inquisitive and show interest in business
- ask clarity seeking questions
22
Q
Meaning of employment contract
A
- written agreement between employer and employee that is legally binding
23
Q
Contents of an employment contract
A
- personal details
- job title
- job description
- job specification
24
Q
Legal requirements of employment contracts
A
- may not contain any requirements that conflict with BCEA
- aspects can be renegotiated during employment
- no party may individually change aspects
- employer and employee must sign both contracts
25
Reasons for termination
- resignation
- retirement
- dismissal
- redundancy
26
Meaning of placement
- specific job is assigned to selected candidate
- qualifications, skills, personality of selection candidate is matched with job requirements
- selected candidates are placed where they will function optimally and add value to business
27
Placement procedure
- business should outline specific responsibilities of new position, including expectations and skills required
- determine successful candidate's strengths, weaknesses, interests, skills by subjecting them to range of psychometric tests
- determine relationships between position and competencies of new candidate
28
Importance of training in HR
- provides opportunities to learn new skills
- training of staff increases productivity of workforce
- develops skills of existing workers, resulting in productive workforce
- training contributes to improved attitudes and motivated workforce
29
Meaning of induction
- new employees are familiarised with new physical work environment, organisational culture, business products and services
- new employee should have basic knowledge of what is expected by understanding their roles and responsibilities
- informed about business procedures
- business should ensure employees are familiar with business safety rules and regulations
30
Purpose of induction
- make new employees feel welcome by introducing them to physical workspace
- create opportunities for new employees to explore different departments
- communicate information about products and services offered
- allow new employees with opportunity to ask questions, reducing anxiety
31
Aspects to be included in induction
- tour of premises
- overview of business
- safety regulations and rules
- information about products and services
32
Benefits of induction
- opportunities are created for new employees to explore different departments
- new employees may establish references with fellow employees at different levels
- allows new employees to settle in quickly and work effectively
- minimises need for ongoing training and development
33
List types of salary detemination
- piecemeal
- time-related
34
Explain piecemeal salary
- paid according to number of items produced
- not paid for number of hours worked, regardless of how long it takes
- mostly used in factories, particularly textile and technology
35
Explain time-related salaries
- paid according to number of hours worked
- workers with same experience and qualifications are paid on salary scales regardless of how much work they do
- used by private sector and public sector business
36
Link between salary determination and BCEA
- BCEA sets out conditions that ensure fair labour and HR practices
- BCEA outlines legalities, such as employment contracts, which may affect salary determination
- BCEA states that business may use different remuneration methods to pay employees
- businesses are supposed to deduct income tax from employees' taxable salaries
37
Types of employee benefits
- fringe
- compulsory
38
Meaning of fringe benefits
- compensation beyond a regular wage or salary that are exempt from taxation if certain conditions are met
39
Meaning of compulsory benefits
- benefits business is legally required to offer employees
40
Examples of fringe benefits
- medical aid fund
- pension fund
- provident fund
- funeral benefits
41
Advantages of fringe benefits
- increases employee loyalty as they may be willing to go the extra mile
- increases productivity resulting in increased profitability
- attractive benefit packages may decrease staff turnover
- business saves money as benefits are tax deductable
42
Disadvantages of fringe benefits
- businesses who can't offer fringe benefits may struggle to attract skilled workers
- can create conflict or lead to corruption if allocated unfairly
- decreased profit as remuneration costs increase
- errors in benefit plans lead to costly lawsuits and regulatory fines
43
Explain UIF as a compulsory benefit
- fund assists dependants of contributing worker who has died
- employer and worker each contribute 1%
- employers must pay contributions of 2% of value of worker's salary each month
- contributions are paid to UIF or SARS
44
Impact of LRA on HR
- promotes resolution of labour disputes
- employees should not be unfairly dismissed
- allow establishment if workplace forums
- employers should not breach any collective agreement
45
Impact of BCEA on HR
- business shouldn't employ children under 15
- they should have 60 minute break after 5 hours of work
- workers must receive double if they work public holidays or Sunday
- workers can take up to 6 weeks paid sick leave during a 36 month cycle
46
Impact of EEA on HR
- equal pay for work of equal value
- ensure affirmative action promotes diversity in workplace
- display summary of Act where employees have access to it
- train designated groups through skills development programmes
47
Impact of SDA
- use NQF to assess skills levels of employees
- appoint full-time or part-time consultant as Skills Development Facilitator
- ensure that workplace training is structured
- assist managers in identifying training needs to help them introduce learnerships
