Human Resource Management and Employment
Human Resource Management and Employment tests recruitment, selection, contracts, training, appraisal, discipline and the labour-law principles that protect both employer and employee.
Core rules
- Job analysis produces a job description (tasks) and a person specification (qualities).
- Recruitment can be internal (promotion) or external (adverts, labour office); selection uses application forms, shortlisting, interviews, tests and references.
- A contract states names, job title, pay, hours, leave, notice and grievance procedure. Gross pay is before deductions; net pay is take-home.
- Training: induction, on-the-job, off-the-job.
- Appraisal compares performance with targets and sets development needs.
- Discipline requires warnings, a hearing and the right to be accompanied; dismissal must be fair in substance and procedure.
Worked example
A supermarket needs a cashier. Job description: handle cash, reconcile the till, serve customers. Person specification: numerate, honest, calm, Grade 12. Advertise internally and at the labour office; shortlist five; interview with a till test; check references. Offer a written contract: E4,500 gross, 45 hours, 20 days leave, 3-month probation. Deductions: tax E300 and social security E150, so net pay is E4,050. Hiring a friend without a contract creates legal and management risk.
Traps
- Swapping job description and person specification.
- Assuming gross pay is take-home pay.
- Dismissing without following procedure - this is unfair dismissal.
- Ignoring health and safety duties.