Overview
This lecture covers the role of the Human Resources (HR) department in recruitment, selection, training, employment types, workforce planning, and compliance with employment laws.
Role of the HR Department
- HR manages employees and ensures legal compliance in the workplace.
- Key responsibilities include recruitment, wage management, training, health and safety, industrial relations, and handling redundancy and dismissal.
- HR assesses workforce needs and aligns employee skills with business goals.
Recruitment Process
- Recruitment addresses vacancies due to departures, business growth, or additional staffing needs.
- Steps: identify vacancy, job analysis, create job description/specification, advertise, shortlist, interview, and hire.
- Job analysis defines tasks, which inform the job description (role details) and job specification (qualifications/skills needed).
- Internal recruitment promotes current employees, offering speed and motivation but limits new ideas.
- External recruitment attracts candidates from outside, widening talent pools but may be costlier and riskier.
Job Advertisement and Application
- Effective job ads state duties, qualifications, salary, benefits, hours, and reach target audiences.
- Applications may use CVs/letters or forms summarizing experience, skills, and personal information.
- Structured applications help employers compare candidates efficiently.
Selection Methods
- References verify character and suitability.
- Interviews assess abilities and personal qualities, sometimes by a panel.
- Tests measure job-specific skills, aptitude, or personality traits.
- Group tasks evaluate collaboration and problem-solving.
- Factors for recommendation: experience, qualifications, age, and whether the candidate is internal or external.
Employment Types
- Part-time: fewer than 35 hours/week; offers flexibility but may reduce commitment.
- Full-time: over 35 hours/week; usually more stable with higher commitment.
- Contracts specify terms and working hours for each role.
Training Methods
- Training aims to improve skills, efficiency, and employee attitudes.
- Induction training introduces new hires to company policies and roles.
- On-the-job training happens at the workplace, is cost-effective, but may transmit bad habits.
- Off-the-job training occurs externally, provides broader skills, but is costly and time-consuming.
Workforce Planning & Reduction
- Workforce planning aligns employee numbers and skills with future business needs.
- Downsizing may occur due to automation, reduced demand, or mergers.
- Reductions can be via dismissal (performance-related) or redundancy (role no longer needed).
- Selection for redundancy considers volunteers, service length, essential skills, and department needs.
Employment Law and Legal Protection
- Employment contracts legally define terms, protecting both employer and employee.
- Unfair dismissal is illegal and employees can appeal.
- Anti-discrimination laws ensure equality in hiring, pay, and promotions.
- Health and safety laws require safe, hygienic work conditions.
- Minimum wage laws set baseline pay and protect against exploitation.
Key Terms & Definitions
- HR Department — division managing employees and workplace policies.
- Job Analysis — process of identifying tasks and responsibilities of a role.
- Job Description — document outlining a role’s duties and conditions.
- Job Specification — list of qualifications, skills, and traits for a role.
- Internal Recruitment — hiring from within the organization.
- External Recruitment — hiring candidates from outside the organization.
- Induction Training — initial training for new workers.
- On-the-job Training — training within the workplace.
- Off-the-job Training — training outside the workplace.
- Redundancy — job loss when the role is no longer needed.
- Dismissal — termination due to performance or behavior.
- Employment Contract — legally binding work agreement.
Action Items / Next Steps
- Review business’s HR policies and legal requirements.
- Prepare or update job descriptions and specifications for current vacancies.
- Study workforce planning techniques in the next unit.