Business Essay 2
Business Essay 2
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
- 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
Ethical behaviour
- Businesses may incur additional costs such as storage cost, working capital and
transport.
Sexual harassment
- The misuse of money without prior authorisation may lead to cash flow
problems/legal actions.
Conclusion
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
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.
-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
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