Selection and development of personnel

Human resources developmentThe process by which management stimulates the motivation of

employees to perform productively. Functions include job analysis,organizational

development,staffing,employee relations,and evaluation. Personnel processes : recruitment. Selection Orientation performance evaluation. counseling and coaching. retention and productivity. staff development. labor relations.

Workforce planning A management process involving:    Forecasting

workforce requirements for an organization to execute its business plan

Forecasting human resources available for meeting these needs and doing a scan of the internal and external environments of the organization

Identifying the gaps between what will be needed and what will be available and developing the necessary action plans

Implementing and monitoring these action plans

Main purpose of workforce planning: To identify future HR requirements and to

develop action plans to eliminate any discrepancies between the demand and supply of labour that may be foreseen

Job redesign Job analysis Job evaluation Job design Job simplification:Stipulate the minimum

acceptable characteristics a jobholder must possess as a requisite to be able to perform the job

repetitive,specialization, simple.

Job rotation: reduce fatigue,expands job duties,

Job enrichment:Focuses on increasing job depth by giving employees more discretion, autonomy, responsibility and control over their work ,limited by technology.

Job specification Job specification :Stipulate the minimum acceptable

characteristics a jobholder must possess as a requisite to be able to perform the job

Describes the attributes that an employee requires to carry out the job

       Knowledge        Skills        Level of education        Experience        Abilities

work design Work/job design : The way in which work is

structured into the different tasks and responsibilities required to execute a particular job.

Core job characteristics        Skill variety        Task identity        Task significance.        Autonomy        Feedback

Job analysis

Job analysisExploring the total job

Job description•Job title•Purpose of the job•Responsible to and for•Main duties•subordinates

Job specification•Education•Experience•Aptitudes•Disposition•Skills

Job Analysis

It is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job.

To determine what knowledge skill, aptitude, and personal characteristics are needed to

perform certain responsibilities successfully. It determines minimum requirements and

sets standards.

Methods of gathering job information Questionnaires. Observation. Interviews. Employee recording. Combination of methods.

Reasons of gathering job information Staffing. Training and development. Compensation of benefits. Safety and health. Legal considerations.

Job description Job description: specifications that are

requirement of the job. Job description has 4 elements: Identification information. Job summary. Job duties and responsibility. Job specifications and minimum

qualifications.

Content of a job description Job title Job identification details Name of the current jobholder Reporting lines Main purpose of the job Tasks and responsibilities (KPAs) Context Relation to other positions

Subordinate positions Financial and statistical data required to do the

job Working conditions Knowledge, skills and experience required Competencies Other relevant information Signature & date

Job design: specifies what the job requires,job methods ,and the relationships among organizational,social,and personal needs.(JOB CONTENT).

job enrichment:uses a fuller range of abilities and skills of the personnel

Recruitment and selection Recruitment and selection allow

management to determine and gradually modify the behavioral characteristics and competences of the workforce

they are critical elements of effective human resource management.

Types of recruitment Formal recruiting:This can only be

achieved through public and open recruitment.

Informal recruiting :Word-of-mouth applicants are likely to stay longer and may be more suitable than recruits obtained by advertising.

Targeting :Competition for the 'best'

The main sources of recruitment are:

Internal promotion and internal introductions (at times desirable for morale purposes)

Careers officers (and careers masters at schools) University appointment boards Agencies for the unemployed Advertising (often via agents for specialist posts)

or the use of other local media (e.g. commercial radio)

Modes of reqruitment:

Empoloyee recommendations Word of mouth advertisement Newsletters Bulletins Posters Careerdays

Researching Candidates Application letters and

CVs/resumes Application forms (blanks) Qualifications Biodata References

Interviewing

The interview is a social ritual which is expected by all participants, including applicants. It is such a 'normal' feature of filling vacancies that candidates for a job would be extremely surprised not to be interviewed at least once.

Informal Interviews Formal Interviews

Staff development

To provide and assistance to employees to learn in greater depth and to translate the knowledge ,skills,and abilities learned previously into practice.

Staff development activities are: orientation,in-service ,Competency testing,and promoting lifelong learning

Professional development in health care involves developing workers’ knowledge, skills and attitudes in order to ensure that they can work confidently and effectively. This includes providing training, mentoring and supervision opportunities, as well as creating and maintaining organizational structures which support both individual and team performance.

Training and development

In organizational development, the related field of training and development (T & D) deals with the design and delivery of learning to improve performance, skills, or knowledge within organizations.

Induction training

Induction training is a type of training given as an initial preparation upon taking up a post. Its goal is to help new employees reach the level of performance expected from an experienced worker.

Orientation It’s the familiarization with and adaptation to an

environment An adjustment or adaptation to a new environment,

situation, custom, or set of ideas. New employee orientation is the process you use for

welcoming a new employee into your organization. generally contains information about safety, the work

environment, the new job description, benefits and eligibility, culture, organization history, the organization chart ,vision,purpose ,structure,working hours,vacatio,sick leave,performance standards and evaluation.

Continuous Education means by which members of professional

associations maintain, improve and broaden their knowledge and skills and develop the personal qualities required in their professional lives.

Coaching

is a method of directing, instructing and training a person or group of people, with the aim to achieve some goal or develop specific skills.

Core competency

Application of knowledge and skills at the level required for practice .

Demonstration of responsibility and accountability

Restriction of practice

PRECEPTOR: TEACHER OR INSTRUCTOR

Mentorship

Mentorship refers to a developmental relationship between a more experienced mentor and a less experienced partner referred to as a mentee