Study Notes: People Management

Recruitment interviews - selecting the candidates

An interview is the most common form of selection and it serves a very useful purpose for both employer and job candidate:

For the Employer:

• Information that cannot be obtained on paper from a CV or application form
• Conversational ability- often known as people skills
• Natural enthusiasm or manner of applicant
• See how applicant reacts under pressure
• Queries or extra details missing from CV or application form

For the Candidate

• Whether job or business is right for them
• What the culture of company is like
• Exact details of job

There are though other forms of selection tests that can be used in addition to an interview to help select the best applicant.  The basic interview can be unreliable as applicants can perform well at interview but not have the qualities or skills needed for the job. 

Other selection tests can increase the chances of choosing the best applicant and so minimise the high costs of recruiting the wrong people.  Examples of these tests are aptitude tests, intelligence tests and psychometric tests (to reveal the personality of a candidate). 

Managers selecting candidates for a high level post in an organisation may even send applicants to an assessment centre.  In such centres candidates undergo a variety of tests, role-plays and simulations for a number of days.

Once the best candidate has been selected and agreed to take up the post, the new employee must be given an employment contract. This is an important legal document that describes the obligations of the employee and employer to each other (terms and conditions) as well as the initial remuneration package and a number of other important details.

HRM Strategy

HRM introduction  HRM objectives  HRM influences  Hard & Soft HRM  

Organisational Structure

Org charts  Delayering  Span of control  Centralisation & decentralisation  Matrix structures  

Motivation at work

What is motivation?   Theory - Maslow  Theory - Herzberg  Theory - Taylor  Theory - McGregor  

Financial motivation  Pay Package  Time rate  Piece rate  Commission  Performance pay  

Share options  Job rotation  Job enlargement  Delegation & empowerment  

Recruitment & Training

Recruitment intro  Internal / external  Job descriptions  Interviews  Job analysis  

Job advertising  Person specification  Training - intro  Induction training  On-the-job training  Off-the-job training  

Workforce planning

Workforce planning  Flexible working  Benefits & issues  Labour supply  Workforce roles & workload  

Annual hours  Job sharing  Temporary staff  Teleworking   Flexible hours  

Communication

Overview  Barriers  Benefits  Employee Representation