Attraction Retention



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Attraction

  • Attraction

  • Retention

  • Job Performance

  • Productivity

  • Employee Safety and Health

  • Attendance

  • Job Satisfaction

  • Competitive Advantage

  • Company Performance





Managing Change

  • Managing Change

  • Cultural Diversity

  • Work & Family Issues

  • Developing Human Capital

  • Part-time, Temporary Employees

  • Globalization



Cost Containment

  • Cost Containment

  • Mergers & Takeovers

  • Downsizing & Layoffs

  • Quality & Teamwork

  • Advances in Technology

  • Continuous Quality Improvement









The process by which a job vacancy is identified and potential employees are notified.

  • The process by which a job vacancy is identified and potential employees are notified.

  • The nature of the recruitment process is regulated and subject to employment law.

  • Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.



Job description – outline of the role of the job holder

  • Job description – outline of the role of the job holder

  • Person specification – outline of the skills and qualities required of the post holder

  • Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)





The process of assessing candidates and appointing a post holder

  • The process of assessing candidates and appointing a post holder

  • Applicants short listed – most suitable candidates selected

  • Selection process – varies according to organisation:



Interview – most common method

  • Interview – most common method

  • Psychometric testing – assessing the personality of the applicants – will they fit in?

  • Aptitude testing – assessing the skills of applicants

  • In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer

  • Presentation – looking for different skills as well as the ideas of the candidate





Increasingly important aspect of the HRM role

  • Increasingly important aspect of the HRM role

  • Wide range of areas for attention

  • Adds to the cost of the business



Crucial aspects of employment legislation:

  • Crucial aspects of employment legislation:

    • Race
    • Gender
    • Disability




Firms cannot just ‘sack’ workers

  • Firms cannot just ‘sack’ workers

  • Wide range of procedures and steps in dealing with workplace conflict

    • Informal meetings
    • Formal meetings
    • Verbal warnings
    • Written warnings
    • Grievance procedures
    • Working with external agencies




Developing the employee can be regarded as investing in a valuable asset

  • Developing the employee can be regarded as investing in a valuable asset

    • A source of motivation
    • A source of helping the employee fulfil potential




Similar to development:

  • Similar to development:

    • Provides new skills for the employee
    • Keeps the employee up to date with changes in the field
    • Aims to improve efficiency
    • Can be external or ‘in-house’




The system of pay and benefits used by the firm to reward workers

  • The system of pay and benefits used by the firm to reward workers

  • Money not the only method

  • Fringe benefits

  • Flexibility at work

  • Holidays, etc.





Importance of building relationships with employee representatives

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