Human Resources

Question 1

JOB DESCRIPTION

JOB ANALYSIS

Answer 1

• Describes duties and
  responsibilities of a specific job.
• Written description of the job and
  its requirements.

Question 2

JOB SPECIFCATION

JOB ANALYSIS

Answer 2

• Describes the personal
  characteristics and minimum
  qualifications required for the job.
• Written description of the
  qualifications and experience
  required.

Question 3

INTERNAL RECRUITMENT

Answer 3

Refers to the use of internal
resources to advertise
vacancies inside the
business.

Question 4

INTERNAL RECRUITMENT SOURCES

Answer 4

SOURCES:
1. Internal e-mails.
2. Business newsletter.
3. Recommendation of
current employees.
4. Notice boards
inside business.

Question 5

EXTERNAL RECRUITMENT

Answer 5

Refers to the use of external
sources to advertise
vacancies outside the
business.

Question 6

EXTERNAL RECRUITMENT SOURCES

Answer 6

1. Recruitment agencies
2. Print media, e.g.
   newspapers
3. Electronic media, e.g.
   Radio, TV
4. Notice boards
   outside the business.

Question 7

EXTERNAL RECRUITMENT IMPACT

Answer 7

POSITIVE / ADVANTAGE
1. New candidates
bring new ideas.
2. Bigger number of
candidates to
choose from.
3. There is a better
chance of finding a
suitable candidate.

NEGATIVE / DISADVANTAGE
1. External resources
can be expensive.
2. The selection process
may not be effective.
3. Information on CVs
references may not
be reliable.

Question 8

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INTERNAL RECRUITMENT

DESCRIPTION:

Answer 8

Refers to the use of internal
resources to advertise
vacancies inside the
business.

Question 9

External Recruitment

IMPACT

Answer 9

POSITIVE / ADVANTAGE
2. 1. Faster to fill the post -
Placement is easy
2. The employee
already knows how
the business works.
3. Reduce the chances
of losing employees.

NEGATIVE / DISADVANTAGE
1. Promoting an
employee can cause
jealousy.
2. The number of
applicants to choose
from is limited
3. Can close the door
to new ideas.

Question 10

RECRUITMENT PROCEDURE
(STEPS)

Answer 10

1. HRM must prepare a
   job analysis, that includes
   a job specification AND
   a job description;
2. Choose the method of
   recruitment, e.g. Internal OR
   External recruitment
3. Vacancies can be internally
   advertised by word of
   mouth
4. HRM prepare advertisement
   with the relevant information
5. Place the advertisement in the
   selected media to draw the
   best candidates.

Question 11

FRINGE BENEFITS

Answer 11

1. Pension
2. Medical assistance
3. Provident Fund
4. Funeral benefits
5. Car allowances

Question 12

SELECTION PROCEDURE
(STEPS)

Answer 12

1. Receive application forms
   and sort them according to
   the criteria.
2. Check information and
   contact references in the
   CVs.
3. Compile shortlist of suitable
   candidates.
4. Interview shortlisted
   candidates.
5. Offer work to the candidate
   in writing.

Question 13

Role of
INTERVIEWER
BEFORE

Answer 13

1. The interviewer must set a core set of questions
   so that the same questions are aked for each
   candidate.
2. Check the CVs for anything that may need to be
   explained.
3. Book and prepare the venue for the interview.
4. Inform all shortlisted candidates of the date and
   place of the interview.

Question 14

Role of
INTERVIEWER
DURING

Answer 14

1. Give each candidate
   the same amount of
   time.
2. Introduce the
   interview panel to
   each candidate
3. Make interviewee
   feel at ease.

Question 15

Role of
CANDIDATE
DURING

Answer 15

1. Greet the interviewer
   by name with a firm
   handshake and a
   friendly smile.
2. Listen carefully to the
   questions before you
   respond.
3. Make eye contact
   and keep good

Question 16

REASONS:
TERMINATION
of Employment Contract

Answer 16

1. Misconduct
2. Retrenchment
3. Resignation
4. Retirement
5. Incapacity

Question 17

ASPECTS
of Employment Contract

Answer 17

• Details of the
  employee.
• Details of the business
• Job description
• Job specification
• Salary
• Fringe benefits
• Working hours
• Leave

Question 18

LEGAL REQUIREMENTS
of Employment Contract

Answer 18

• Employer and
  employee must
  agree to changes
• Employer and
  employee must both
  sign the contract.
• Employment contract
  must include a code
  of conduct and a
  code of ethics.

Question 19

IMPACT OF FRINGE BENEFITS:

Answer 19

POSITIVE / ADANTAGES
1. Attractive fringe benefits lead to less worker
turnover.
2. Attracting Qualified Employees
3. Improves productivity, leading to higher
profitability.

NEGATIVE / DISADVANTAGES
1. Businesses that cannot offer fringe benefits do not
succeed in getting skilled workers.
2. It can lead to corruption if it is unfairly awarded.
3. Benefits are extra costs that can lead to cash
flow problems.

Question 20

PURPOSE OF INDUCTION

Answer 20

1. Introduce new employees to management
   and colleagues
2. Introduce new employees to their workspace
3. Give new employees a tour through the
   building.

Question 21

BENEFITS OF INDUCTION

Answer 21

1. New employees can establish relationships
   with co-employees.
2. Allow new employees to settle quickly
3. Ensure that new employees know rules.

Question 22

ASPECTS OF INDUCTION

Answer 22

1. Introduction to colleagues.
2. Safety regulations and rules.
3. Oversight of the business.
4. Tour oround the premises.

Question 23

SALARY DETERMINATION METHODS

Answer 23

PIECEMEAL
1. Workers are paid according to
the number of items produced
2. Mostly used in factories particularly tech industries

TIME-RELATED
1. Workers are paid for the amount of
time they spend at work.
2. Many private and public sector businesses use this method

Question 24

LINK BETWEEN

SALARY DETERMINATION & BASIC CONDITIONS OF EMPLOYMENT ACT

Answer 24

1. The BCEA sets conditions for fair labour
2. Businesses can use different compensation methods to pay their
   employees.
3. Payment of salaries must be based on whether the employee is
   permanently or employed on a fixed-term contract.

Question 25

MANDATORY FRINGE BENEFITS: ## Footnote UNEMPLOYMENT INSURANCE FUND (UIF)

Answer 25

1. Give financial assistance to workers when they become unemployed. 2. The fund also helps the dependents of a contributing worker who has died. 3. Employers must pay contributions of 2% of the value of each worker's salary per month. 4. The EMPLOYER and the WORKER each contribute 1%. 5. UIF contributions are paid to SARS by the employer.

Question 26

The Implications of the Acts on the Human Resource Function | Implication refers - the HRM must do to comply with the req of the Act.

Answer 26

* LABOUR RELATIONS ACT * EMPLOYMENT EQUITY ACT * SKILLS DEVELOPMENT ACT * BCEA ACT

Question 27

SKILLS DEVELOPMENT ACT | The Implications

Answer 27

1. Ensure training in the workplace is structured. 2. Identify the training needs of the employees and provide them with training opportunities. 3. HRM must set up training programs according to SDA objectives.

Question 28

BASIC CONDITIONS OF EMPLOYMENT ACT | The Implications

Answer 28

The HRM should ensure that: 1. Workers only work: a. 9 hours (5 days week) OR b. 8 hours (6 days week); 2. Overtime is no more than 10 hours per week. 3. A break of 60 minutes after every 5 hours of work 4. 6 week sick leave in a cycle of 36 months (3 years).

Question 29

EMPLOYMENT EQUITY ACT | THE IMPLICATIONS

Answer 29

1. Ensure equal pay for work of equal value. 2. Ensure that affirmative action promotes diversity in the workplace. 3. Set Employment Equity Plan and monitor regularly.

Question 30

LABOUR RELATIONS ACT | THE IMPLICATION

Answer 30

1. Workers cannot be dismissed easily because the CCMA's processes have to be followed. 2. The HRM must allow workers to form workplace unions. 3. Promote negotiations and employee participation in decision-making.

Question 31

Purpose of Interview

Answer 31

- To determine a candidates suitability for the job - Obtain information about the strengths and weaknesses of each candidates - Opportunity for business and applicant to exchange information

Question 32

Screening as part of the selection pr

Question 33

The importance of skills development in HRM

Answer 33

- Ongoing training and upskilling of the workforce, encourages creativiity - Effective training programs allow employees to streghten their skills - The employee who receives the necassary training is more able to perform their job

Question 34

Placement procedure

Answer 34

- Employer should outline specific expectations of the employee new position - Determine the employees strengths by giving him various psychometric tests