Human Resources - Employing and maintaining staff Essay Example for Free

military man Resources Employing and maintaining mental faculty EssayHuman resources is a department which is a rouge component for any size personal credit descent as its responsibilities affect the whole consumptionThe main responsibilities of the Human resources department stick out be split into 4 argonas, Employing and maintaining staff, Training for new employees, Procedures, fairnesss and legislation and Providing a in force(p) on the stock(p) purlieu.The recruitment performance is every important(p) because it en trustworthys that everyone in the fear organisation follows the same procedure . The best possible chance is hired and reduces the jeopardize of hiring a discordant push asidedidate , saves further recruitment terms . Makes sure money and time ar creation utilise goodly and effectively .The Recruitment process the steps involved in finding and appointing new employeesA vacancy arises Vacancies occur in a subscriber line because of maternity/paternity, death, retirement , dismissal , promotion , elaboration .A caper description is written or revised based on the employment outline . vocation analysis to take to if its necessary or can be sh bed by other employees . it allows HR to become wargon to any changes that many necessitate to be do in the job description . They do this by reviewing the job . This is important because it makes sure the job description is jell and involves all the responsibilities/tasks , so you can get the best possible candidate .A person judicial admission or job profile is written Person stipulation aptitudes/attributes of the person (eg communication, the ability to work as a team , hold a driving license ) / Educational and vocational qualifications , such as GCSES and NVQS . This is to eliminate pack that wouldnt be suitable for the job , this saves money and time . it is important because it makes sure you dont get the wrong candidate , verifys you get the best po ssible candidate . Serves as a measure which the applicants can be judged against . It attentions to initiation the att block up , select in call into questions and short listing .A decision is made about whether to recruit internally or externally Internally in large work nonice boards , emails , website intranet , memos , appraisals , run intoings and newsletters .Externally local and national newspapers , Job recruitment agency , communicate advert , company website , trade journals specialist magazines , job centres , social media twitter and Facebook .You compulsion to consider these factors when decision making whether to recruit externally or internally cost , target audience and how quickly you need them . This is important as you need to pick out if the job can be completed within the condescension by being spread out over employees , even though you would turn over to pay them for the extra hours they ar doing . It would save money as you do not ca-ca to pay for the advert , you could send around an email or put a notice on the notice board . You could do 1 on 1 interviews rather than plug-in interviews . In panel interviews at that place is more staff , that atomic number 18 not doing their job because they are interviewing so replacement start out to paid for .Advertisements are drawn up and placed in appropriate media Design job advert includes job deed of conveyance and hours , skills/qualifications required , light upon duties , where the job is , how to apply and where to send the diligence . on the whole of this information is important because they may know a busy lifestyle and be unable to do flexible hours , lack certain skills and qualifications . When the candidates view the advert they can find out for themselves if the job is unsuitable for them , this lowers the recruitment costs and the business does not have to untamed time and money interviewing and sorting though the candidates application . The k ey duties, fixing , how to apply and where to send application are stated because on the candidate call for to be able to do these duties , reach the location and apply .Application forms are issued and/or cvs and letters of application are requested . The applicants will need to complete an application form / letter of application and cv . They are sent out to the applicants and the applicants tax return to them to the correct business within the business . This helps with short listing . The job description and person specification are compared against to check for correct qualifications . The application form is the best to judge against , as they all have the same layout so this makes them quicker to judge against . There is as well as no discrimination as all candidates are given the same questions .Short listing takes place Short listing selecting the candidates who best meet the qualities , qualifications and experiences requested on the job description . Primark and oth er large companies make applicants take an dexterity turn out and selection questions as this saves time and money .Interviews are held and assessment and testing takes place Factors to consider out front the interview Who will interview the candidates? Most likely the supervisor of the component / staff prudent for them/ stick in manager / HR manager . Is it going to be a One to one or panel interview . Panel interview is more fair as it is slight biased . Where will you interview the candidates ? Make sure here is no interruptions , quiet and accessible for disabled candidates . What questions will be asked . each the candidates get asked the same questions , reduces discrimination . Judged on all the same questions , easy to compare . Need to furnish to all , eg Deaf people . How to ensure fairness in the interview? What tests will you run , aptitude and psychometric tests? This is important because in the application form a candidate could lie and say they are confident as they are sitting in front of a computer screen . some(prenominal) mistakes are made in the interview and it is easily to judge the candidate and tell when they are delusion .Selection takes place and someone is appointed You should seek references from previous posts , to ensure that the candidates have been honest throughout , and not omitted to inform prospective employer of any issues that many effect his/her ability to do the job . This isnt through with(p) at the beginning as the candidate may have a current job and wouldnt want their employer knowing unless they have an interview .This is important as if the candidate is not chosen they can call up and ask why they were not chosen , to ensure there is no discrimination against the candidate and there a valid reason for the selection .Contract of employment place of employment , hours to be worked , holi daylight entitlement , sick pay procedures , dutiesLetter of appointment offer , job title , pay , start date , wh ere to report to and other relevant information.Maintaining staffStaff retentionIt is important for a business to keep its staff because this will minimise disruption to other employees , as other employees will have to pick up the duties of that job whilst the recruitment process is being done . The new employees will not be breaked so this can cause the customers to get stiff at the unstable customer service . The trained employees will have to be constantly looking for over the new employees this can decrease productivity .The recruitment process is costly and time overpowering , on average it costs 2000 to recruit per person. It is costly because of the cooking costs and other factors . The longer the employees are there , the more familiar they will become with the businesses policies and the better they will get with the customers .A business such as Primark can encourage staff retention by having monetary rewards which will include discounts or a pay rise linked to them achieving a target / an appraisal . They can have flexible functional schemes which allow staff to start and finish work later/earlier. The business necessitate to make sure the business has a safe and suitable functional environs that is not ruinous to physical or mental health . Staff should be praised upon and recognised , they can be value within the employee of the month . All staff should receive a fair pay with opportunities for promotion .If the staff retention is bad the labour swage is high so this may put off emerging candidates from applying because they can see the labour turnover so will wonder so many people are leaving . They will assume the business isnt that good as there are many problems making the employees leave so the business will not get the best candidates for the job . The recruitment process is expensive and is done in the certain steps to ensure the best candidate is chosen , this would make this process a waste of time . If employees are cover ing roles there is less time to spend with customers so this will affect the customer service .AppraisalsAppraisals can also be done , this is an examination of an employees performance over a period of time , this is carried out by the employees line manager . An appraisal report will include the strengths of an employees , the development needs of an employee , a report on the achievement of objectives set at the previous appraisal and an action plan using the weaknesses to identify homework needs.Labour TurnoverHR measure how successful they are retaining staff by looking at the labour turnover for each year . Labour turnover is the proportion of employees leaving a business over a period of time . HR will analyse the results and look at the trends to decide on what action they think will be appropriate . This is important as the business needs to know if their staff retention is good or bad , as this affects the money in the business . High levels of labour turnover will indicat e a problem within the business , HR will look at the main issues and take steps to address them . Low levels of labour turnover will indicate that the business is keeping its employees satisfied or that unemployment is high so fewer people are leaving for other jobs . To identify issues HR will lift our exit interviews so they discuss with the employee why they have left the business , and if HR can do anything to make them beat or improve the business for the future so this does not reoccur .GrievanceHR moldiness design and set up this the unfairness procedure , they essential ensure the process allows complaints to be dealt with quickly and clean . This must ensure all staff have access to this . This is important so both the employer and employee are satisfied .Ensuring employees are trained as necessary in accordance with job role and business proceduresThe importance of preparationIt is important for a business to train all its staff so the employees know how to operate in house systems such as operating tills. Also to make sure the business is remaining competitive and keeping up with customer requirements such as learning how new styles and skip selling. The staff need to be aware of the companies polices affecting legalisation , and health and base hit . This also motivates staff as they can now operate efficiently. They will also have the same bringing up as the rest of staff so they wont feel left out and unmotivated . If the employees are motivated , they will give better customer service . This makes the business more competitive as the customers would go to their business over a competitor with bad customer service . This would allow the business to make higher quality goods and sell for higher prices . The more readiness an employee gets the more productive and efficient the employee can be , therefore there are lower costs for the business and more loot being made . So they can charge lower prices and attract more customers .Inductio n tuitionThe main aim of induction formulation is to make sure the employee feels motivated as soon as they join the business , and become familiar with their position to increase productivity . In induction training there are many things that need to be covered including aims and objectives and the report of the business. They will need to met key staff so when they start actually working there they will know who everyone is and where to go if they have problems . This is important because the employee is less likely to remember all the rules and policies if they put in a room and made to listen to them for the first day . Employees that do not get induction training will be unable to integrate into the team easily . They will fail to perform to their highest , have low team spirit and reduced productivity .All the information is broken down into different sections , each should be delivered by a different member of staff . A brief introduction into the businesss history allows senior management to be introduced to the new employee . Future plans for the business could be explained here , the idea of working at a focused , determined and fast-moving business is very motivating . Shortly after establishment will step in and go through the contract of employment , this will include disciplinal / grievance/ sick pay procedures , what to do if you are unable to attend work , hours of work , rank of employment ,holiday entitlement and duties. Staff handbooks are given out , pension schemes and uniform requirements are explained.On the job trainingThis training is given whilst the employee is doing their regular duties . It is done on a conventionalism working day in the normal work place .A demonstration can be done this is working alongside an experienced employee and showing them what to do and what standard the work needs to be done to.Job shadowing is similar , the employee will watch an experienced member of staff perform the duties . The employee will have to watch carefully so when they are their own they can perform the tasks to the same standard. notice is where the employee will perform their tasks are commonplace whilst being watched and then they are given feedback at the end . Coaching is where the employee learns new skills and have the chance to practice the skills with a coach before actually doing them at the workplace . The coach will watch them perform the skills and give feedback till the employee can perform the skill to a high standard .Mentoring is another option , the employee will be paired with an experienced member of staff and they can discuss the employees progress and problems. . On the job training is important because training occurs whilst you are doing day to day duties so training is less disruptive to productivity .You can also do computer based training which is commonly used in health and safety training , it is training through a computerised program . This is relatively cheap and easy to organ ise . In-house training can be carried out by a member of staff, they will be given the task of training other employees , this could be linked to new legislation .This ensures everyone is aware of new policies .There are disadvantages to this rule they include employees not taking the training as seriously because they are just doing normal duties . some other member of staff may teach the employee a bad habit which they will pick up and do . The member of staff may not have received training on how to train effectively so their training could be a waste of time and ineffective. As the training is being done within the workplace there are more distractions so this could make the learning environment very difficult .Off the job trainingThis training is usually done away from the normal workplace , they will not being doing their usual duties so they can focus their full aid onto the training . An external training agency can be brought in or an employee can carry out the training . As the employee is away from their normal work environment it is easier to focus and harder to get flurry .The employee is given the opportunity to discuss ideas with employees from or outside the business , this allows them to bond better as a team. Although there are disadvantages which include the cost , the cost would be higher if you hired an external flight simulator , there is lost productivity . Even though the employee is being trained , they are not doing their usual duties .HR must be able to identify training needs , not all employees need the same amount of training as they may have previous experiences . This is important as it reduces costs as the business will not have to pay for unnecessary training . New training is needed when there are new systems , new company policies , after illness periods , maternity , promotions and changes in the law/ health and safety .CostsThe cost of on the job training includes that the employee will be less productive during the t raining period , if the trainer is a fellow employee they will not be doing their job and the training may disrupt other employees and decrease productivity over the whole department.The cost of off the job training includes the cost of the melt down , travel expenses , handout of productivity whilst the employee is on the course , other members of staff may become resentful as they have not been sent on the course so there will be a decrease in efficiency. If the training is on going , the costs will keep getting higher .Ensuring the business follows procedures, laws and legislationHR is responsible for ensuring that the business is operating within the employment laws , this includes the equality act 2010 , employment rights act 1996 and the health and safety at work act 1974 . The employees must be trained on these policies and trained again when there are new changes in the law . HR needs to understand the implications of not following the law .This is important as the busines s can be prosecuted if they fail to do so and they can be involved in a tribunal . Also the business can get a bad reputation and limit the employees willing to join the business . Corporate social responsibility and ethics can lead to customers not thinking the business is ethical and there will be a harm in sales .The employment rights act of 1996 sets out an employees basic rights , and includes the right to a contract of employment , holiday and maternity provision . The equality act of 2010 , tells employers that they may not discriminate on the lawsuit of race , age , religion , sexual orientation , sex, or disability against employees when recruiting , paying or promoting . The health and safety at work act of 1974 , sets out the requirements for keeping people safe in the working environment , this includes keeping accident books and recording visitants to a business.HR needs to look at these acts when doing tasks . When creating grievance / disciplinary procedures , adver ts , job description , person specifications and short listing , the equality act is needed to help . When doing interviews , short listing and adverts , the employment rights act should be looked at . The health and safety act helps when doing the interviews and risk assessments , such as Primark does , they use this to make sure younger / disabled employees are safe and not working over time.Providing a safe working environmentIt is important to provide a safe working environment so there are no injuries caused to anyone , this is Primarks job . The employee needs to ensure its own safety by working and behaving safely in Primark . An unsafe working environment can lead to a bad reputation to customers , this will cause a sales loss . A bad reputation can also put off potential employees , the recruitment process is time consuming and expensive so it is necessary that Primark does not limit the candidates .There is an accident book, which must be completed every time an blemish o ccurs whether is it a minor or major injury .Every time a visitor enters the business , they must pound on a visitor book . In the case of an emergency such as a give the bounce , everyone must be evacuated and the business needs to know if everyone is safely out the building . If a visitor did not log onto the book , the business would be completely unaware that there person was there. In a visitor book , there are a few sections to fill out , this can vary business to business . Most often your name , reason for being there and who you are there to see and proof of identification are required . This is important as it makes sure no one at the workplace is put into danger .Fire safety is important when trying to make your workplace as safe as possible , this includes carrying out a fire risk assessment of the premises and reviewing it regularly , as well as telling staff of any risks you may find . Appropriate fire measures must be put in place and maintained , this includes a plan for emergency . All staff must receive fire safety instructions and training .All staff must be trained on a certain type of equipment before they use it . This is important as this reduces injuries , and if they are taught how to use it correctly they can work faster compared having to figure it out by themselves.