2. Desired Outcomes
Provide a guide to Planning, Recruiting
and Selecting the “right” human
Resources to match your organisation
Provide a guide to the right selection
tools for your organisation and make
sure you get the right ‘fit’
Laying the groundwork for employee
retention
5. Flat Organisation
Structures
Flat organizations have relatively few--
sometimes just one--layers of
management. Unlike the tall structures
common to many businesses, flat
structures have a short chain of
command and a wide span of
managerial control. Span of control,
originally a military term, refers to the
number of subordinates that directly
report to that manager. In a flat
structure, more subordinates report to
a single manager. Due to the reduced
number of management layers, small
organizations get the most out of flat
structures.
6. Matrix Organisation
Structures
The matrix organization structure is a
more complicated structure in which
the firm is divided both according to
functions and products/services. For
instance, a firm that manufactures
consumer goods might have three
product divisions: foods, personal care
and cleaning products. It also might be
divided into three functional divisions,
such as research and development,
marketing and distribution. Each
person within the firm serves two
divisions, one functional and one
product. For example, a person might
be a member of both the marketing
division and the foods division.
7. Egalitarian Organisation
Structures
In the tradition hierarchical corporate
structure, each employee operates
under a specific job description. Each
employee also reports to a superior
who monitors his progress and issues
instructions. Egalitarian-style
companies eliminate most of this
structure. Employees in an egalitarian
company have general job
descriptions, rather than specific ones.
Instead of reporting to a superior, all
employees in an egalitarian company
work collaboratively on tasks and
behave as equals.
8. Blended/Flexible
Organisation Structures
Though egalitarianism is becoming a
popular management for small and
medium companies, few companies
that implement it are purely egalitarian.
Most companies use a blend of
egalitarian and hierarchical
philosophies. Instead of eliminating
boundaries altogether, a blended
management style makes boundaries
more flexible. With flexible boundaries,
employees know the tasks they must
complete but aren't restricted to
performing only those tasks. Flexible
boundaries also allow employees more
freedom to collaborate with coworkers
and introduce their own ideas while
still remaining under the direction of a
supervisor
9. What is Staffing
Determining HR Needs in Org
Ensure Org has “Right” quality and
quantity of staff
Ensure Org has employees with the
“Right” talent and competencies
Ensure employees are the “Right” “Fit”
for the organisation.
10. How Do You Rate Your
Existing Staffing Process?
12. Successful Staffing Starts
With……
A PLAN: If you fail to plan…..you plan to
fail
Strategic planning :
Business plan HR plan R&S plan
Knowing:
– What you want from your new
recruit/Incumbents
– When and where you want it
– How long you want it for
– The costs you are prepared to sustain
13. Staffing Components
PHASE 1 PHASE 2
Job Analysis
and Design
Human
Resource
Planning
Recruiting
Selecting
Performance
Planning and
Appraisal
Career
Planning
Staffing Plan
Effectiveness
Alignment of Staffing
Components
Competency
Evaluation
Engagement
Checking
15. HR FORECASTING
External
Net migration into and out of the area
Individuals entering and leaving the
workforce
Individuals graduating from schools
and colleges
Changing workforce composition and
patterns
Economic forecasts for the next few
years
Technological developments and shifts
Actions of competing employers
Government regulations and
pressures
Factors affecting persons entering and
leaving the workforce
Internal
Current Staffing
Anticipated Losses
– Normal Attrition
Terminations
Retirements
Lateral Transfers out
Promotions out
Demotions out
– Changing in Staffing
Reductions in Positions
– Anticipated Gains
New Hires
Increase in Positions
16. HR STAFFING
FORECASTING - METHODS
ZERO BASE FORECASTING
“Current staffing level as starting point to determine
future needs”
– Correlation and Regression Analysis
– Simulations e.g. “what if sales increase”
– Pro Forma Org Structure “staffing based
on perceived need”
– Benchmarking
17. Human Resource Planning & Forecasting Process
BUSINESS STRATEGY
HUMAN RESOURCES PLANNING
REQUIREMENTS
FORECAST
Creation of
New Jobs
Elimination
of Existing
Jobs
No
Changes in
Jobs
Decreases
in Positions
Increases
in Positions
Normal
Attrition
AVAILABILITY
FORECAST
INTERNAL EXTERNAL
18. Human Resource Planning Process
BUSINESS STRATEGY
HUMAN RESOURCES PLANNING
DEMAND
= SUPPLY
NO ACTION
DEMAND
< SUPPLY
REDUCE
SUPPLY
Restrict
Hiring/Hiring
Freeze
Reduce Hours
Early
Retirement
VSEP
Retrenchment
DEMAND
> SUPPLY
INCREASE
SUPPLY
Compensation
Incentives
Expand
Benefits
Development
Incentives
Reduce
Selection
Standards
Creative
Recruiting
19. Know What You Want –
Additional Factors to Consider
How many positions do you wish to fill and
on what type of employment contract – e.g.
permanent, temporary, full time, part time
When do they need to start
Where are the jobs to be located
What is your recruitment budget
How will the culture of the
organization/department/work team
influence the selection of a ‘best fit’
What caused the turnover in the position?
20. Talent Management
Considerations
“Lack of the right talent can be a major
competitive disadvantage”
“More organizations are becoming aware
of their need for - and lack of - talent, and
are putting increasing energy and money
into the recruitment of capable, bright
people.” – Michael Williams, ‘The War for Talent’
“Today’s high performers are like frogs in
a wheelbarrow: they can jump out at any
time.” Manfred Kets de Vries
21. Recruitment and Selection -
A New Perspective
“Talent”……
– Consistently high ability – and performance –
over either a wide range of activities and or
within a particular area of expertise
– High ability in areas of activity that strongly
indicate transferable and comparable capability,
in other fields of endeavor, even though the
individual may not have yet had experience of
the latter
22. What is Recruitment and
Selection?
Recruitment –
– The process of actively soliciting applications
from potential candidates, internal or external, to
meet the identified needs of the organization
Selection –
– The process of identifying the potential
candidate who is the best fit for the organization
and who mutually selects the organization as a
best fit for them
23. The Recruitment and
Selection Process
Know what you want –
– The job profile and person profile
Attract the right candidates
– Identify your target pool
– Choose your recruitment method
Select the best fit
– Plan the assessment stages
– Identify the selection tools for each stage
Finalize the selection
– Making the offer
24. The Recruitment and
Selection Plan
Structured HR/Recruitment plan
Imagine you are the candidate
Map out your goals for each stage
Prepare well in advance
Legal implications – recruit fairly
Enable your candidates to show their
potential
25. Know What You Want -
Developing the Job Analysis
The job title
The job purpose – why does the job exist?
How does it benefit the organization?
The job scope – who will the job report to?
How many people will the job holder
manager? How large is the job holder’s
budget?
The job duties – what are the key tasks
and responsibilities of the job?
26. Know What You Want -
Developing the Person Profile
What personal attributes are essential
and desirable for good performance?
– Attributes = experience, qualification,
knowledge, skills or competencies
– Essential = must have, any candidate
lacking this will be rejected
– Desirable = nice to have, can use this to
distinguish between candidates meeting
all the essential requirements
27. Know What You Want -
Developing the Person Profile
Essential Desirable
Experience gained
Knowledge
Qualifications
Skills/ competencies
28. Know What You Want -
Developing the Job Profile
Group activity 1
For your case study company
develop the job profile for the
position included in the package.
Identify one person in the group
to present.
29. Attract the Right Candidates –
Identify Your Target Pool
At what level in the organization is the
position?
Where is the position located?
Where are potential candidates most likely
to be found
– Labour market (internal or external)
– Local or regional (CSME)
– Direct entry from education
How often do you recruit for this position
and what is the cost (money, time, opportunity)?
30. Attract the Right Candidates
– Elements of A Good
Advertisement
Targeted
Reflective
Attractive
Clear
Keeping focused
31. Attract the Right Candidates –
Recruitment Method(s)
Internal job posting
Word of mouth
National press
Professional association
newsletters/journals
Company website
Internet job sites
Recruitment agencies
‘Headhunters’ / search consultants
32. Attract the Right Candidates –
Recruitment Method(s)
When would you expect ‘word of mouth’ to
be an effective recruitment method?
What are the pros and cons of these
different types of recruitment methods?
What are the pros and cons of using
‘anonymous’/unbranded advertisements
33. Attract the Right Candidates –
Identify Your Target Pool and
Recruitment Methods
Group activity3
Identify the recruitment PLAN you
would use for this position.
Why have you selected these
particular recruitment methods for
this position?
What may be the drawbacks against
which you should mitigate?
35. Select the Best Fit – Plan the
Assessment Stages
Each stage acts as a filter to screen out
candidates who fail to meet key criteria for
the role.
Stage One – information gathering and
initial short - listing
Stage Two – face to face meetings and
other assessments
Final Stage – fine–filter selection methods
to make fine distinctions between the best
candidates and support final decision
37. Select the Best Fit – The
Selection Tools Available
The CV vs. the application form
The Interview –
– Technical
– Situational
– Behavioral
– Biographical
Psychometric Tests –
– Aptitude and/or personality
38. Select the Best Fit – The
Selection Tools Available (2)
Assessment Centers
– Work sample exercises
– Presentation exercises
– Group discussion and role play
– Technical assessment
– In-tray / in-basket exercises
Other methods – e.g. graphology,
phrenology
39. Select the Best Fit – Common
Problems with Interviews
Expectancy
Self-fulfilling
prophecy
Primacy
Stereotyping
Prototyping
Halo and horns
Contrast
Negative
information bias
Similar to me
Personal Liking
Information
overload
Fundamental
attribution error
Temporal extension
40. Select the Best Fit – So Why
Interview?
Predict future job performance and behavior
Focus on aspects of behavior and
performance that cannot easily be
addressed by other means
Supply information to the candidate
Persuade suitable candidates to accept job
offered and join the organization
Create goodwill for the organization
41. Select the Best Fit –
Guidelines for Interviewing
Sequence –
– Establish technical abilities before
concentrating on the more complex
process of assessing their competencies
and fit with your organization
– Telephone based interviews can be very
effective if candidates are widely spread
geographically
42. Select the Best Fit – Guidelines
for Interviewing (2)
Format –
– One on one interviews allow for greater rapport
but have greater potential for interviewer bias
– Panel interviews (multiple interviewers) can be
fairer but are harder to manage and can be very
formal and intimidating to candidates
– Telephone-based interviews can be more
convenient but are harder to build rapport
Be consistent with the choice of interview
type, format or sequence used for each
stage of the selection process
43. Select the Best Fit – Guidelines
for Interviewing (3)
Key Interviewing Skills –
– Note taking
– Objectives
– Preparation
– Questions
– Rapport
– Structure
– Time Management
– Unbiased
44. Select the Best Fit – Conducting
a Professional Interview
– If a panel interview, have a pre-interview
meeting to identify the chairman, set the ground
rules and plan the flow of the interview and
questions.
– Start on time and welcome the candidate
– Introduce yourself and explain the interview and
recruitment process
– Provide an overview of the company and role
– Keep a written reminder of your prepared
questions, and stick to them
45. Select the Best Fit – Conducting
a Professional Interview (2)
– Avoid confrontational body language
– Listen politely and show interest in the
candidate’s responses but avoid showing
specific approval or disapproval to the
candidate’s responses
– Summarize to check your understanding of key
points
– Ask good questions and take good notes using a
standard format (such as an interview form);
these will be important for making the final
decision
46. Select the Best Fit – Conducting
a Professional Interview (3)
– Manage the time to ensure that you cover all the
questions you need
– Ask the candidate if they have any questions
– Conclude by thanking the candidate for their
time and interest in the role and advise them
when they will hear about the outcome.
– Evaluate the results of the interview against the
person profile using a rating scale
(An example of a rating scale is found on page 88 of the
Managing recruitment Pocketbook included with your
course material)
48. Select the Best Fit –
Guidelines for Selecting and
Using Psychometric Tests
Always ensure that tests selected are:
– relevant to the person profile
– at the right level for the job
– reliable and valid and do not discriminate unfairly
on grounds of gender, ethnicity or disability
Anyone selecting and administering tests,
evaluating results or giving feedback is
properly trained and certified to do so
Feedback from tests should be given to all
candidates concerning their performance
49. Select the Best Fit –
Guidelines for Selecting and
Using Psychometric Tests (2)
Tests users must maintain the highest standards of
confidentiality, with results made available only to
those with a genuine need to know
No selection decision should be based purely on a
psychometric test result. They should always form
part of a wider selection process, with inferences
backed up by data from other sources.
Test results should not be used as a basis for
making decisions based on preference for a
particular character type
50. Select the Best Fit –
Guidelines for Using Other
Selection Tools
Make sure that the exercises are relevant to
the person profile
Tell the candidates in advance what they
can expect
Use exercises which are fair and can be
assessed consistently and objectively
Integrate the results of each exercise with
other information you have gathered about
the candidate before making a balanced
final decision
51. Select the Best Fit – the
Assessment Stages and
Selection Tools
Group activity 4
Outline the assessment stages you
will use for your selection process –
identify the timelines and the persons
who would be involved
What selection tools would add most
value and how would these contribute
to your final candidate selection?
52. The Final Selection
Allow quality time to review the evidence on each
candidate as soon as possible after completion of
the process.
Evaluate candidate against the person profile
based on the results of all
selection tools used
Ensure that your selection
is fair, transparent
Identify your best candidate
and second or third runner up
Make an offer
53. The Final Selection –
Unsuccessful Candidates
Prompt notification of the final outcome
A personalised letter sensitively phrased,
acknowledging their time and effort and
thanking them for their interest
Offer to keep their details on file only if there is
a real chance of a future role
A named contact should they wish more
comprehensive feedback on their performance
Sensible suggestions on what could improve
their chances next time
54. The Final Selection – Making
the Offer
Make the offer as quickly as possible
subject to reference and/or medical checks
Make the package clear – make sure the
candidate is fully informed about the full
range of benefits on offer
Invite them to discuss any questions or
queries they may have
Make it easy to accept – enclose a copy of
the offer and a reply paid envelope
55. The Final Selection – How to
Handle a Counter Offer
Consider whether you wish to entertain a
counter offer – how much value do you
anticipate this candidate will add?
Can you match the counter offer?
Does this fit with your organization culture?
What will the effect of the counter offer be
on internal relativity with existing staff and
their motivation?
56. The Final Selection – The Value
of Reference Checking
To mitigate against misrepresentation by
candidates
To confirm historical facts presented during
the recruitment process –
– Qualifications
– Experience
– Job tenure and reason for leaving
The certificate of good character and related
reference checks
58. The “War for Talent” in
Trinidad and Tobago
Is there a war for talent in Trinidad and
Tobago?
What are the characteristics of the
local war for talent?
What factors may be intensifying this
situation?
59. Recruitment and Selection
and the War for Talent
Why would talented people want to
join your organization?
– Employer brand / reputation
– Compensation
– Development or promotion opportunity
60. Identifying Your Employer
Brand/Reputation
1. At your worst, how would your
organization or team be described?
2. When you shine, how would your
organization or team be described?
3. What does your organization or team
represent?
4. What makes your organization or team
stand out from your competitors?
5. What is the public image of your
leadership team?
61. Managing the Psychological
Contract
‘…the perceptions of the two parties,
employee and employer, of what their
mutual obligations are towards each
other'
These obligations are
– informal and imprecise
– inferred from actions and statements
made by the employer…during the
recruitment process
62. R&S Processes To Bond New
Talent to Your Company
Involve your team in the process –
talented people want to know who will
help them realize their potential
Provide an honest preview of the job –
the talented thrive on a challenge
Set the bar high – profile the
company’s successes and strengths
so that talented people can see what
they will learn
63. R&S Processes To Bond New
Talent to Your Company (2)
Explore and share values and motives – the
greater the overlap the stronger the bond
Know your company’s talent predictors –
what your best people have in common –
and look for evidence in the interview
Treat people well at recruitment – actively
manage expectations and show as realistic
a picture as possible.
64. The Importance of the
Induction Process
Last phase of R&S, first phase in employee
retention
Pre-employment phase helps manage
expectations and thus avoid disillusionment
Regular semi-formal meetings with supervisor
provide opportunity to ask questions, voice
concerns/difficulties and have them handled
sympathetically
A learning experience to allow newcomer to
reach the required level of performance as
quickly as possible
65. The Importance of the
Induction Process (2)
Employee expectations from induction:
– Performance efficiency
– People
– Politics
– Language
– Goals and values
– History
Chao et al (1994)
66. R&S Processes To Keep
Existing Talent
Explore alternatives to permanent
replacement to broaden the accountabilities
Search the talent pool – based on specific
aspirations and track record to identify
‘hidden ‘ talent outside your own team – to
consider alongside talent within your own
area
Talk to your talent champions – those
people who excel at finding hidden talent
and helping them thrive
67. R&S Processes To Keep
Existing Talent (2)
Advertise all new and replacement roles
internally and externally
Consider evidence of personal development
a positive indicator for selection and be
prepared to take a nearly ready candidate
and help them develop
Ensure rigorous assessment of track record
and potential at recruitment stage
68. Managing the Generation
Mix
Schwarzkopfers – born before 1946
Baby boomers – born 1946 –1964
Generation X - born 1965 –1977
Generation Y – born 1978 - 1990
69. Desired Outcomes
Identifying your target pool and
setting up methods that can be
sustained
Know the right selection tools for
your organisation and make sure
you get the right ‘fit’
Laying the groundwork for
employee retention
What are some of participants expectations and challenges which they hope to have addressed through this programme?
Participant input , then definition – two distinct management activities
Recruitment – The process of actively soliciting applications from potential candidates, internal or external, to meet the identified needs of the organization : it is a positive activity requiring employers to sell themselves in the relevant labour markets to maximize the pool of candidates from which they have to choose
Selection – The process of identifying the potential candidate who is the best fit for the organization’s goals and culture and who mutually selects the organization as a best fit for them
Recruitment and selection is very much a question of supply and demand – supply of qualified labour and demand for that labour, supply of jobs and the demand for those jobs.
Increasingly the focus of organisations is not just on attracting and retaining people qualified to do the job, but on attracting and retaining ‘talented” people. Today when we say Talent we will be using the definition ….
Talent is therefore high ability, giftedness and/or high potential.
“Lack of the right talent can be a major competitive disadvantage”
“More organizations are becoming aware of their need for - and lack of - talent, and are putting increasing energy and money into the recruitment of capable, bright people.” “High caliber people are becoming increasingly discriminating, selective and mobile in their search for what, to them, currently represents the ‘right’ company, right job and right career move”
So attracting and retaining the best available people is likely to become even more challenging as the competition for high-performers and high-potential employees intensifies.
Getting the recruitment and selection process right is therefore a powerful tool in the arsenal of any organization wanting to obtain and keep the best employees.
How Do You Rate Your Existing Recruitment and Selection Process
Is it a hit and miss affair?
A roll of the dice?
A shot in the Dark?
Or are you catching the stars?
Audience participation – what do they think is the starting point of a successful recruitment process
Every successful recruitment and selection process starts with planning
Business plan (org goals and targets; what products or markets?when? Bottom line) rolls out to the HR plan (what human resources will be required to reach the business goals? What jobs, how many, what skill levels, where, when, for what length of tenure?)
R&S plan – must be designed to attract the type and number of candidates in the right locations and select those who best fit the criteria identified and are most likely to be successful in their roles
– identifying
What do you want from your new recruit? -
When do you want it?
How long do you want it for?
Remember the planning process is SIMPLE
Structured recruitment plan
Imagine you are the candidate
Map out your goals for each stage
Prepare well in advance
Legal implications – recruit fairly
Enable your candidates to show their potential
Remember the planning process is SIMPLE
Structured recruitment plan
Imagine you are the candidate
Map out your goals for each stage
Prepare well in advance
Legal implications – recruit fairly
Enable your candidates to show their potential
Don’t assume that the job description is still valid especially if it is old.
Be clear on what the job actually entails
Each group has been provided with a case study package for a fictitious Company – this contains the company profile
See Managing Recruitment Pocketbook pages 15 to 17
Hand out sheets to each group containing this additional information for the case study
Turnover should be considered at this point – info from exit interviews etc – to identify why people are leaving. This will help in drafting an effective advertisement and will highlight areas in the R&S process that may need to be improved eg job preview, selecting for culture fit not just qualifications and competencies which underpin ability to retain new employees
What factors would you need to consider to identify your target pool? Why are these importance considerations.
See pocket book page 46, 51
Targeted
Reflective
Attractive
Clear
Keeping focused on bringing the right candidates in to the start of the selection process
And reducing the number of unsuitable applications received
Compile list by group participation.
Items for discussion –
When would you expect ‘word of mouth’ to be an effective recruitment method?
What are the pros and cons of these different types of recruitment methods? (Assign each group one or two to present if there is time)
Dependent on time use class participation to identify and outline what each type is
Expectancy
Self-fulfilling prophecy
Primacy
Stereotyping
Prototyping
Halo and horns
Contrast
Negative information bias
Similar to me
Personal Liking
Information overload
Fundamental attribution error
Temporal extension
See Employee Resourcing pgs 128, 129 - handout
In spite of the problems associated with interviewing, interviews are still one of the most effective ways of accomplishing the following 5 objectives - Predict future job performance and behavior
Focus on aspects of behavior and performance that cannot easily be addressed by other means
Supply information to the candidate
Persuade suitable candidates to accept job offered and join the organization
Create goodwill for the organization
So how do we use interviews to accomplish these objectives without falling into the common pitfalls? Let’s look at some guidelines for interviewing
Key Interviewing Skills –
Note taking
Objectives
Preparation
Questions
Rapport
Structure
Time Management
Unbiased
What would some of the ground-rules be?
What types of questions are inappropriate for selection interviews?
What determines whether a question is a ‘good’ question?
Open – starts an area for the interview and encourages the candidate to provide more info – tell me about…….; give me an e.g. of……, who, what, where, why, when
Probing – use to dig under responses and explore in more detail – what happened next?….how did you deal with…
Closed – used selectively to clarify specific info and control interview
Limit use of closed questions
Avoid leading questions or multiple choice
Be concise, avoid marathon questions that go on and on ……
There are two main types of psychometric tests – those which test ability (mental, cognitive, numeracy, literacy, critical reasoning, give evidence of trainability) and those which measure personality.
Make sure that the exercises are relevant to the person profile
Tell the candidates in advance what they can expect
Use exercises which are fair and can be assessed consistently and objectively
Integrate the results of each exercise with other information you have gathered about the candidate before making a balanced final decision
Refer to your pocketbook pages 92 to 104 for more details on selection tools.
Treat unsuccessful candidates professionally – your reputation depends on it
When asking for a reference act FAST
Focus on verifiable , factual information
Ask questions directly related to the person profile or role
Seek more than one reference for each candidate
Treat non-factual information with a healthy degree of scepticism and use it with care.
Insert graphic – start of section laying the ground work for employee retention
Participant discussion
The quality of a recruitment and selection process determines whether it will attract or repel ‘talent’, and sets the foundation for employee retention. When we are designing our recruitment and selection processes it is therefore important to keep in mind not just getting the best person for the job, but how we plan to keep that person for as long as we can. And remember too that recruitment is not limited to taking on new employees from outside the organization, but also includes internal recruitment – between departments, locations and teams.
Are you describing an attractive employer people would want to be associated with? What score out of 10 would you realistically give yourself? The lower your score the more likely you are to have to buy or grow your own talent, and the more challenging to retain them. To reduce this likelihood and expense what can you do to manage your employer brand/reputation?
The psychological contract may have implications for organisational strategy in a number of areas, for example:
Process fairness: People want to know that their interests will be taken into account when important decisions are taken; they would like to be treated with respect; they are more likely to be satisfied with their job if they are consulted about change. Managers cannot guarantee that employees will accept that outcomes on eg pay and promotion are fair, but they can put in place procedures that will make acceptance of the results more likely.
Communications: Although collective bargaining is still widely practised in the public sector, in large areas of the private sector trade unions now have no visible presence. It is no longer possible for managers in these areas to rely on &apos;joint regulation&apos; in order to communicate with employees or secure their co-operation. An effective two-way dialogue between employer and employees is a necessary means of giving expression to employee &apos;voice&apos;.
Management style: In many organisations, managers can no longer control the business &apos;top down&apos; - they have to adopt a more &apos;bottom up&apos; style. Crucial feedback about business performance flows in from customers and suppliers and front-line employees will often be best able to interpret it. Managers have to draw on the strategic knowledge in employees&apos; heads.
Managing expectations: Employers need to make clear to new recruits what they can expect from the job. Managers may have a tendency to emphasise positive messages and play down more negative ones. But employees can usually distinguish rhetoric from reality and management failure to do so will undermine employees&apos; trust. Managing expectations, particularly when bad news is anticipated, will increase the chances of establishing a realistic psychological contract.
Measuring employee attitudes: Employers should monitor employee attitudes on a regular basis as a means of identifying where action may be needed to improve performance. Some employers use indicators of employee satisfaction with management as part of the process for determining the pay of line managers. Other employers, particularly in the service sector, recognise strong links between employee and customer satisfaction. But employers should only undertake surveys of employee attitudes if they are ready to act on the results.
Audience discussion: - What is induction? What should an induction include?
A process rather than an event that begins before the employee joins and continues for some weeks (or months) after until he is working at full capacity in the new job
What do new employees expect to gain from their induction process and given these expectations consider how effective is your organization’s process:
study by Chao et al (1994)
Performance efficiency (job requirements and the knowledge and skill to perform effectively)
People (how to establish effective and satisfying work relationships)
Politics (who are the influential people and how organizational politics work)
Language (acronyms, slang and jargon unique to the organization)
Goals and values (the organization’s purpose and current direction)
History (the origin of organizational structures, customs , myths, rituals etc.)
Who gets the promotion and how the decision is made can make or break confidence in how you manage your existing talent.
What are some of participants expectations and challenges which they hope to have addressed through this programme?