EVERYTHING YOU NEED TO KNOW ABOUT THE EMPLOYMENT CYCLE
HUMAN RESOURCE PLANNING
Before understanding the employment cycle, it is important to become familiar with the concept of ‘Human Resource Planning.’ This concept involves various procedures structured to plan, attract and maintain the workforce.
PLANNING PROCESS AND THE EMPLOYMENT CYCLE
Planning Process
To be able to sufficiently plan the human resource requirements, careful analysis of the employment cycle must be under-taken. Before the recruitment and selection process can take place, managers must first conduct a job analysis.
Job Analysis - A job analysis is quite simply an analysis of the job that then results in job description that become available to potential employees. The job analysis determines the human resource needs and is an ongoing process for HR (human resource) managers. Staff leave and new positions are created as businesses are constantly changing.
Once the job analysis is complete, a job description is constructed. The job description includes;
Job descriptions are specifically made available for applicants and potential employees. A well-structured job description reduces the number of unsuitable applications. They are also used to develop selection criteria which is used to judge applicants.
As staff and recruitment is a costly process and time consuming it is necessary to ensure this is done correctly.
Job Analysis - A job analysis is quite simply an analysis of the job that then results in job description that become available to potential employees. The job analysis determines the human resource needs and is an ongoing process for HR (human resource) managers. Staff leave and new positions are created as businesses are constantly changing.
Once the job analysis is complete, a job description is constructed. The job description includes;
- What the position entail
- Skill required
- Qualifications and knowledge
- Experience
- Includes
- Title
- Tasks
- Skills
- Environment
- Hours of work
- Work practices
- Performance criteria - essential and desirable
Job descriptions are specifically made available for applicants and potential employees. A well-structured job description reduces the number of unsuitable applications. They are also used to develop selection criteria which is used to judge applicants.
As staff and recruitment is a costly process and time consuming it is necessary to ensure this is done correctly.
Employment Cycle
Similar to people who follow a course known as the life cycle – birth, childhood, adolescents, adulthood, late-life and death. The employment relationship follows a similar course, beginning with recruitment then to selection, induction, training and finally termination.
For each individual employee, the cycle accounts for the different stages in their chosen career; and for the organisation, the cycle is repeated as employees join, move through and leave.
For each individual employee, the cycle accounts for the different stages in their chosen career; and for the organisation, the cycle is repeated as employees join, move through and leave.
Attraction and Development
Attraction and development involves the recruitment and selection stages of the employment cycle.
Recruitment – Recruitment processes only take place after the human resource needs of the organisation have been planned and analysed. It includes two steps; communicating the vacancy to potential employees, and making initial contact with the applicants. Once this contact has been made, selection processes take over.
Selection – is the choosing of the most suitable applicant from the various applicants attracted from the recruitment process. The selection process requires; a panel to undertake the task, and selection criteria developed from job specifications. The process consists of four steps:
1. Screening/shortlisting applicants
2. Interviewing applicants
3. Checking the background of applicants
4. Advising applicants pf the outcome
Recruitment – Recruitment processes only take place after the human resource needs of the organisation have been planned and analysed. It includes two steps; communicating the vacancy to potential employees, and making initial contact with the applicants. Once this contact has been made, selection processes take over.
Selection – is the choosing of the most suitable applicant from the various applicants attracted from the recruitment process. The selection process requires; a panel to undertake the task, and selection criteria developed from job specifications. The process consists of four steps:
1. Screening/shortlisting applicants
2. Interviewing applicants
3. Checking the background of applicants
4. Advising applicants pf the outcome
Training and Development
Training and Development is a planned effort to facilitate employee learning with the aim of improving work place performance. This effort can be on the job or off the job. It begins with induction. Induction is the process of familiarising new staff with their working environment. Induction continues throughout employment so the skills do not become outdated and staff become unemployable in the future. The type of training undertaken needs to suit the skills that are required.
Training needs to be:
Maintenance and Renewal – Maintenance and renewal can be associated with the career development stage of the employment cycle. This concept ensures the type of reward structure gives the employees the right motivation. It involve having a career path and plan that the employee can strive towards and also managing the turnover and attrition of the workforce.
Career Planning – This concept talks about the way human resource managers must provide incentives for employees to advance their careers. Employees are willing to change their careers and hence employers must be prepared to provide encouragement for employees to stay.
Reward Systems – Rewards can be financial or non-financial. Non-financial rewards include the work itself, increased responsibility, challenge positive feedback and/or some form of appreciation. It is important to avoid creating tension and resentment between staff when associating with reward systems. It is encouraged in businesses to make rewards about team efforts rather than individual efforts.
Turnover and Attrition – This is where the cycle ends and renews. The turnover and attrition process can be as a result of many things including:
· Retirement
· Resignation
· Dismissal
· Retrenchment
Once the turnover and attrition process has taken place, the business then begins with the job analysis to create job description to recruit new potential staff.
Training needs to be:
- Attentive to the level of the employment motivation
- Attentive to the different levels of staff offered by training
- Linked to current job evaluation performance
- Giving feedback on the progress of the trainee
- Providing opportunities for using the training
- Evaluation of training program
Maintenance and Renewal – Maintenance and renewal can be associated with the career development stage of the employment cycle. This concept ensures the type of reward structure gives the employees the right motivation. It involve having a career path and plan that the employee can strive towards and also managing the turnover and attrition of the workforce.
Career Planning – This concept talks about the way human resource managers must provide incentives for employees to advance their careers. Employees are willing to change their careers and hence employers must be prepared to provide encouragement for employees to stay.
Reward Systems – Rewards can be financial or non-financial. Non-financial rewards include the work itself, increased responsibility, challenge positive feedback and/or some form of appreciation. It is important to avoid creating tension and resentment between staff when associating with reward systems. It is encouraged in businesses to make rewards about team efforts rather than individual efforts.
Turnover and Attrition – This is where the cycle ends and renews. The turnover and attrition process can be as a result of many things including:
· Retirement
· Resignation
· Dismissal
· Retrenchment
Once the turnover and attrition process has taken place, the business then begins with the job analysis to create job description to recruit new potential staff.
Performance Appraisal
Performance appraisals are more commonly known as the evaluation of an employee’s performance in an organisation. It usually include a self-evaluation and then is followed by an evaluation taken by the appraiser.
Below is examples of performance appraisal forms for experienced and new teachers!
- It prompts employees to perform better in the future
- It grants an opportunity for employees to increase positive performance for a boost in their salary or chance of promotion
- During the appraisal, employees can discuss strengths and weaknesses with the appraiser and this is beneficial as it is allowing employees to discuss personal concerns
- It provides communication between a supervisor and employee on a regular basis to discuss job duties and issues with work performance
- It allows employees to recognize what skills may be lacking and need to be learnt or improved upon. There are situation when education provided by the company is a vitality to advance success overall
- It holds employees responsible for their job performance, and since the employee knows that an appraisal is coming, the employee has the opportunity to prepare in advance
- It provides the chance for managers to explain organizational goals and the ways in which employees can participate in the achievement of those goals
Below is examples of performance appraisal forms for experienced and new teachers!
improvementplannewteachers.doc | |
File Size: | 221 kb |
File Type: | doc |
improvementplanexperiencedteachers.doc | |
File Size: | 217 kb |
File Type: | doc |