THE HUMAN

RESOURCES

FUNCTION

BUSINESS FUNCTIONS Please Peter Pan Give Me Halve A Flapjack

Production function – converting raw materials into products

Purchasing function – finding suitable suppliers

Public relations – creating a favourable image for the business

General Management – overall management Marketing function – distribution and selling Human Resources – welfare of employees Administration function – collecting, storing

and redistributing business information Financial function – all financial aspects

HUMAN RESOURCE ACTIVITIES Recruitment and selection Employee contracts Placement and induction Salaries and wages Other employee benefits Skills development

JOB ANALYSIS

JOB ANALYSIS

Job description

Job titleSummary of Tasks

Other requirements

Job specification

QualificationsKnowledge, skills and

abilitiesExperience

RECRUITMENT AND SELECTION Recruitment:

Recruitment can, therefore, be said to be all the HR activities aimed at attracting job candidates who have the necessary potential, competencies, qualifications and traits to fill the needs of the job, and to assist the business in achieving its objectives.

Selection:Choosing the best applicant for the

identified vacancy.Person who best suits the job specification

PROCEDURES RELATED TO RECRUITMENT, SELECTION AND INTERVIEWING Recruitment:

Place of recruitment Internal External

Methods of recruitment Advertisements Business newsletters, notice boards, bulletins or

verbal announcements Recruitment agencies Recommendations or referrals Educational institutions Headhunting Walk-ins

ADVANTAGES OF INTERNAL RECRUITMENT

ADVANTAGES OF EXTERNAL RECRUITMENT

•The applicants already understand the functioning of the business.•Promote the moral of workers if they see that someone within the business can get promotion. •A method to keep good workers.•Decrease the employee turnover in the business.

•New personnel with new ideas and skills are brought into the business and the business can benefit from the new ideas and approach of the new employee•Prevents unhappiness between existing personnel who have applied for the post, if someone from outside is appointed•There is a larger choice of applicants to select from.

DISADVANTAGES OF INTERNAL RECRUITMENT

DISADVANTAGES OF EXTERNAL RECRUITMENT

•Business do not benefit from new ideas and skills. •The post description may require skills which are not available within the business.•Promotion of an existing employee may lead to conflict and negativity.• There is a limited number of candidates to choose from.

•In-service training of new employees can lead to a decrease in productivity.• Extra costs to advertise the vacant post in the media. •Not all the applicants necessarily qualify for the post and this may place a burden on the selection process.

PROCEDURES RELATED TO SELECTION AND INTERVIEWING Receiving documentation Screening applicants Evaluate CVs and create shortlists Check information provided in CVs Conduct interviews Assessment

Personality and interest testsAptitude testsMedical examinations

Letter of appointment

THE INTERVIEW One of the most common assessment tools

used for selecting employees is the interview. The aim of the interview is to determine an applicant’s suitability for the job by matching the information given by the applicant with the requirements of the job.

Procedures: Prepare for the interview

Establish what the job requirements are. Book the room or office where the interview will

take place. Study the applicant’s CV. Plan the areas you want to cover in logical order.

THE INTERVIEW CONT. The interview

The interview can take the form of a panel interview or one-on-one interview.

Establish rapport and explain the purpose of the interview. During the interview, relevant questions must be asked to

be able to determine the most suitable candidate. The same questions should be posed to all candidates, and

not different questions for different people. Obtain information by asking open-ended, work-related

questions and not personal questions or questions of a discriminatory nature.

The interviewers will decide after the interviews, which candidate will be the most suitable for the job.

The selected candidate will be notified that he/she has been selected.

If the applicant accepts the job offer, a written job offer will be given to the candidate

EMPLOYEE CONTRACTS Agreement between employee and employer.

The employer hires the employee to do a specific job in return for remuneration.

Information: Name and address of employer Name, ID number, contact details of employee Job title Type of position Duties of the job Details of remuneration Details of leave Termination of service and notice period Other issues, such as benefits, code of conduct etc.

PLACEMENT AND INDUCTION Placement is the process where new

employees are placed in his/her new job.

Induction is the process where the new employee is introduced to the business and the people he/she will be working withPurpose is to make the new employee feel

welcome and help him/her learn more about the business

Given an overview of the business, information such as procedures at work, communication channels and general rules of the workplace

SALARY DETERMINATION Piecemeal system

Paid according to production Time-related system

Determined according to the number of hours worked

Personal taxPaid by employer to SARS on a monthly

basis (PAYE)Progressive tax system

Employee benefits

SARS TAX TABLE (01/0312 – 28/02/13)Taxable income Tax rate

R0 – R160 000 18%

R160 001 – R250 000 R28 800 + 25%

R250 001 – R346 000 R51 300 + 30%

R346 001 – R484 000 R80 100 + 35%

R484 001 – R617 000 R128 400 + 38%

R617 001 and above R178 940 + 40%

OTHER BENEFITS

BENEFITS

Crèche / childcare

Health and life

insurance

Medical aid

Pension fund

Wellness centres

Housing subsidy

Car and petrol allowances

Bonus or profit

sharing

Financial and legal services

IMPORTANT LEGISLATION LRA

Trade unions, employer organisationsCollective bargaining p57Disciplinary codes and procedures p58

BCEA EEA COIDA SDA

Link with SETAs, learnerships and skills programmes

Link with NQF, qualifications and SAQA

SKILLS DEVELOPMENT

•Determine the need for training and the type of skills needed

Step 1

•Develop training objectives

Step 2 •Develop training

programme and determine trainers

Step 3

•Train staff using appropriate method

Step 4 •Evaluate results

of training programme and compare objectives

Step 5

10 LEVEL DESCRIPTORS IN NQF Scope of knowledge Knowledge literacy Method and procedure Problem solving Ethics and professional practice Assessing, processing and managing

information Producing and communicating of information Context and systems Management of learning Accountability