The Establishment Phase involves determining what human resources are required to ensure the organisation is able to accomplish what it has set out to achieve.
The activities involves in the Establishment Phase include:
Human Resource Planning is the development of strategies to meet the organisation’s future human resources needs. It involves forecasting the number of employees available and the number of qualified employees demanded in the future. If the supply of employees is forecast to be greater than demand, the Human Resource practitioner will have to plan for a reduction of the workplace.
Human Resources Planning requires an organisation to constantly monitor and plan:
Job analysis is the next step in determining an organisation’s human resources needs. The organisation must determine the exact nature of the job before it can recruit someone to do it.
A job analysis is the systematic study of an employee’s job in order to determine the:
A job analysis involves two parts:
A Job Description, which is a written statement describing the employee’s duties, and tasks and responsibilities associated with the job.
As well as a Job Specification, which is a list of the key qualifications needed to perform the particular job in terms of education, skills and experience.
Another aspect of Human Resource Planning is a Job Design. Whereas a job analysis concentrates on the work required for a job to be completed, job design details the number, kind and variety of tasks that individual employees perform their jobs.
The factors of a job design are:
Recruitment is the process of attracting qualified job applicants from which to select the most appropriate person for a specific job.
Many sources of employees for an organisation include:
Selection: involves choosing the candidate who best matches the organisation’s requirements.
A poor selection process leads to increased costs and lower productivity by increasing:
The suitable applicant is offered an appropriate employment package. The aspects included within employee arrangements include the type of employment, the award salary or negotiated salary, leave and holidays.
Employment arrangements are influenced by enterprise bargaining. This is process of directly negotiating wages and employment conditions between employers and employees at the enterprise level.
Contractors are not employees and do not have the same rights. They are typically self-employed and are increasingly common in many industries. By using independent contractors, employers bypass many requirements such as having to pay sick leave entitlements.
Remuneration is payments in return for work performed. The very minimum must meet the National Employment Standards.
Remuneration can be in the form of Wages, Salaries, Packages or Salaries. Employees are also entitled to a minimum 9% super whether on wages or on salary.
Other benefits include:
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