0% found this document useful (0 votes)
20 views5 pages

Business Essay 2

The document outlines the human resources selection procedure, emphasizing the importance of fair assessment criteria, thorough candidate evaluation, and proper induction for new employees. It highlights the role of interviewers in preparing for interviews and the legal requirements of employment contracts. Additionally, it discusses the implications of ethical behavior, internal recruitment, and employment equity on business practices and employee satisfaction.

Uploaded by

claudeamos0409
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
0% found this document useful (0 votes)
20 views5 pages

Business Essay 2

The document outlines the human resources selection procedure, emphasizing the importance of fair assessment criteria, thorough candidate evaluation, and proper induction for new employees. It highlights the role of interviewers in preparing for interviews and the legal requirements of employment contracts. Additionally, it discusses the implications of ethical behavior, internal recruitment, and employment equity on business practices and employee satisfaction.

Uploaded by

claudeamos0409
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 5

INTRODUCTION

The Human resources function has to follow a few steps to employ a suitable
person for the advertised job.
SELECTION PROCEDURE
- determine fair assessment criteria on which selection will be based
- Compile a shortlist of potential candidates identified
- A written offer is made to the selected candidate
- sort the received CV’s according to the selection criteria/assessment
-Reference checks should be made to verify the contents of the CV
EXPLAIN THE ROLE OF THE INTERVIEWER BEFORE THE INTERVIEW
- The interviewer should develop a core set of questions based on
skills/knowledge/abilities required
- Check the application, verify the CV of every candidate for anything that may
need to be explained
- Book and prepare the venue for the interview
- Inform all short-listed candidates about the date and place of the venue
- Notify all panel members conducting the interview about the date and place
of the interview
BENEFITS IF INDUCTION
- Allows new employees to settle in quickly and work efficiently
- New employees may establish relationships with fellow employees at
different levels
- Increase quality of performance/productivity
- Employees will be familiar with the organisational structures
IMPACTS OF FRINGE BENEFITS ON BUSINESS
-Improves productivity increasing profitability
- Businesses save money as fringe benefits are tax deductible
- Businesses who cannot afford fringe benefits fail to attract skilled workers
- Increases employee satisfaction/loyalty as the may be willing to go the extra
mile
CONCLUSION
The Human resources function the important role of employing the most
suitable person for the job. In order to do this, they must follow the necessary
steps required
INTRODUCTION
INTRODUCTION

Ethical behavior and business practice are expected from every single employee in the business

Professional, responsible and ethical business practice

- Businesses should treat all employees equally.

- Plan properly and put preventative measures in place.

- Pay fair wages/salaries which is in line with the minimum requirements of the BCEA/Remunerate employees
for working overtime and during public holidays.

- Engage in environmental awareness programmes/Refrain from polluting the environment legally disposing
of waste.

- Refrain from starting a business venture using other businesses’ ideas that are protected by law

Distinction between professional and ethical behaviour

- Refers to what is right/wrong/acceptable in a business

- Set of standards of expected behaviour.

Ethical behaviour

-Refers to the principles of right and wrong/acceptable in a society

- Conforms to a set of values  that are morally acceptable

Pricing of goods in rural areas

- Businesses may lose potential customers due to exploitation.

- The image of the business may be negatively affected.

- Goods may become obsolete due to low sales turnover.

- Businesses may incur additional costs such as storage cost, working capital and

transport.

Sexual harassment

- Businesses may lose skilled workers due to resignation/ stigmatization.

- The business may lose potential investors due to negative publicity

Unauthorised use of funds and resources

- The misuse of money without prior authorisation  may lead to cash flow

problems/legal actions.

- Fraud increases the cost of doing business/affects competition/discourages

investors  when prices are increased to absorb the losses

Conclusion

- A businesses code on ethics and conduct should improve relationships and

eliminate unethical business practices.


INTRODUCTION

Human resources must follow the correct selection procedure. They must also make sure that
interviewers understand their role before conducting an interview. HR must make sure that the
legal requirements of an employment contract are met. New employees must receive proper
induction

DIFFERENCES BETWEEN JOB DESCRIPTION AND JOB SPECIFICATION


Job description
- describes duties/responsibilities of a specific job
- describes key performance areas/tasks for a specific job

Job Specification
- describes the minimum acceptable personal qualities/skills/qualifications needed for the job
- written description of specific qualifications/skills/experience needed for the job.

Impact of internal recruitment

-The employee already has an understanding of how the business operates] Induction/Training is
not always necessary.
-Reduces the chances of losing employees, as future career prospects are available.
-The promotion of an employee could cause resentment among other employees.
-The number of applicants from which to choose is limited to existing staff only.
EXPLAIN THE ROLE OF THE INTERVIEWER BEFORE THE INTERVIEW
- The interviewer should develop a core set of questions based on skills/knowledge/abilities required
- Check the application, verify the CV of every candidate for anything that may need to be explained
- Book and prepare the venue for the interview
- Inform all short-listed candidates about the date and place of the venue
- Notify all panel members conducting the interview about the date and place of the interview

Implications of SDA on the human resources function


- The human resource function must contribute 1% of their salary bill to the
Skills Development Levy/SDL.
- Ensure training in the workplace is formalised/structured.
- Appoint a full/part time consultant as a skills development facilitator.
- Assist managers in identifying skills/training needs to help them to
introduce learnerships
Conclusion

A clear job analysis enables the human resources manager to select

the best candidate from those who apply for the job
INTRODUCTION
Human resources must follow the correct selection procedure. They must also make sure
that interviewers understand their role before conducting an interview. HR must make sure
that the legal requirements of an employment contract are met. New employees must
receive proper induction
Recruitment procedure
-The human resource manager (HRM) should prepare the job description in order to identify
recruitment needs.
-HRM should indicate the job specification/description/key performance areas to
attractsuitable candidates.
-Prepare a job analysis, which includes job specification and job description.
-A decision whether to recruit internally should be made to identify suitable candidates
from
EXPLAIN THE ROLE OF THE INTERVIEWER BEFORE THE INTERVIEW
- The interviewer should develop a core set of questions based on skills/knowledge/abilities
required
- Check the application, verify the CV of every candidate for anything that may need to be
explained
- Book and prepare the venue for the interview
- Inform all short-listed candidates about the date and place of the venue
- Notify all panel members conducting the interview about the date and place of the
interview
LEGAL REQUIREMENTS OF AN EMPLOYMENT CONTRACT
- The employer must always allow the employee to read the contract thoroughly before
signing
- The contract must be signed by both employer and employee
- The employer and employee must agree to any changes in the contract
- it may not contain any requirements that are not in line with the BCEA
IMPLICATIONS OF THE EMPLOYMENT EQUITY ACT
- Ensure that affirmative action promotes diversity in the workplace.
- report to the department of labour on the progress in the implementation of the equity
plan
- equal pay for work of equal valve
- ensure that the workplace represents the demographic of the country at all levels
CONCLUSION
Human resources must make sure that the laws regarding the employment of people are
adhered to

You might also like