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Flashcards in Workshop 3 Deck (11)
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1
Q

Define recruitment and job design

A

Recruitment is defined as a process that provides the organisation with a pool of qualified job candidates –> before you can recruit you must forecast

2
Q

Forecasting - internal

A
  • Budget constraints
  • Production levels
  • Sales increases or decreases
  • Global expansion plans
3
Q

Forecasting - external

A
  • Changes in technology
  • Changes in law
  • Production levels
  • Competition
  • Unemployement rules
4
Q

Recruitment strategy

A
  1. Refer to a staffing plan
  2. Confirm the job analysis is correct through questionnaires
  3. Write the job description and job specifications
  4. Have a bidding system to recruit and review internal candidate qualifications for possible promotions
  5. Determine the best recruitment strategies for the position
  6. Implement a recruitment strategy
5
Q

Job analysis - purpose

A

The purpose of a job analysis is to ensure creation of the right fit between the job and the employee and to determine how employee performance will be assessed.

6
Q

Job description

A

a list of tasks, duties and responsibilities of a job

7
Q

Job specifications

A

discuss the skill and abilities the person must have to perform the job

8
Q

Two types of job analysis

A
  • Task-based analysis (focuses on the duties of a job)

- Competency-based (focuses on the specific knowledge and abilities an employee must have to perform the job)

9
Q

Recruitment strategies

A
  • Executive search firm (head hunters), these companies are focused on high-level positions, such as management and CEO roles
  • Temporary recruitment or staffing firm, you can utilise their services to send you qualified candidates who ware willing to work shorter contracts
  • Corporate recruiter, a corporate recruiter is an employee within a company who focuses entirely on recruiting for his or her company
10
Q

ERP - employee referral programs, key components

A
  1. Communicate the program to existing employees
  2. Track the succes of the program using metrics of successful hires
  3. Be aware of the administrative aspect and the time it takes to implement the program effectively
11
Q

Hackman and Oldham’s model (job analysis)

A
  • select jobs to study
  • Determine information needed
  • Identify sources of data
  • Determine methods of data collection
  • Evaluate and verify data
  • Use data to begin the process of writing the analysis, and the job description