1. The role of HRM in the
Horticultural enterprise
Staff recruitment and selection
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2. Lesson objectives
1. Staff recruitment and selection.
2. Job descriptions/Personal specifications
3. Recruiting applicants
4. Short listing.
5. Interviewing
6. Contracts
7. Induction
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3. Job description
A list of the general tasks, or functions, and
responsibilities of a position.
It also includes to whom the position reports,
specifications such as the qualifications needed by
the person in the job, salary range for the position,
etc.
A job description is usually developed by conducting
a job analysis, which includes examining the tasks
and sequences of tasks necessary to perform the job.
The analysis looks at the areas of knowledge and
skills needed by the job.
11/09/2008 D.Wallbankl Recruitment and Selection
4. Job description – contents:
1. Job title
2. Job summary
3. Job duties
4. Roles and responsibilities Job specifications or qualifications
5. General guidelines
6. Key role interactions
7. Professional skills
8. Interpersonal skills - Defines the 'softer' skills and talents which make
for a well-rounded and efficient employee, as well as effective worker:
Personal Attributes,
General Business Skills,
Leadership Skills.
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5. Other duties' as as required clause:
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6. Student activity
Produce a job description for a manager of a
garden centre. Set out:
The main purpose of the job.
Tasks needed to be carried out
Position of the potholder within the organisation.
11/09/2008 D.Wallbankl Recruitment and Selection
7. Personal/Job specification
The person specification is an extension of the job
description. It handles mental and physical attributes.
It is a profile of the type of person needed to do a job
and is produced along with a job description
following a job analysis.
The kind of person you want.
Attributes or qualities that the person should have
Some organisations might use rating.
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8. Person Specification
Which particular individual will fulfil the
requirements of the job.
1. Attainments – experience/qualifications
2. Physical attributes – general health
3. Intelligence
4. Special aptitudes – speed, dexterity.
5. Personal Interests
6. Disposition – friendly.
11/09/2008 D.Wallbankl Recruitment and Selection
10. Methods of recruitment
Internal
Motivates people to stay in the company.
Person already familiar with the
company/products
Knowledgeable about the company
More knowledge about applicant.
Saves recruitment expenses
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11. Recruitment
Recruitment refers to the process of
sourcing, screening, and selecting people for a
job or vacancy within an organization.
Though individuals can undertake individual
components of the recruitment process, mid-
and large-size organizations generally retain
professional recruiters.
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12. Internal
But:
Can cause resentment
Accusation of favouritism.
Working for someone who was previously a
colleague.
No “new blood”
Equality and Diversity.
11/09/2008 D.Wallbankl Recruitment and Selection
13. External:
Ask within the trade sector – suppliers, customers,
trade associations.
Head hunting.
Advertise in the local press – job centres, trade
journals, magazines
Job centres
Recruitment agency
On line websites
Milk round at Universities
Job fairs
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14. Selection
Having advertised and received applicants for
the post, the next stage is to make a selection.
Short-list – candidates application forms and
CV’s will be compared against the job
description and personal specification.
The most favourable will be invited for
interview.
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15. Interview
Group – number of people are interviewed
together.
Individual – face-to-face or over the telephone
Team/panel interviews.
Interview in stages.
Interview assessment
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16. Questions
Open – gives the candidate the opportunity to
give an extended answer.
“What is your biggest strength”
Closed – Allows a candidate only to give a
factual or yes or no answer.
“Did you take a job last summer”
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17. Open/closed
Imagine you have been asked to interview
candidates for the post of sales assistant in a
garden centre. The sales assistant is
responsible for customer service, taking
money, dealing with the till, and filling
shelves
Produce three open, and three closed
questions.
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18. Appointment
When an employee joins a company he/she
has a right to a contract of employment within
8 weeks.
This sets out the conditions under which a
person is employed.
The focus of most employment contracts is
wages for work.
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19. Terms and conditions of employment
Notice periods in the event of dismissal, holiday pay rights,
the place of work and pension schemes.
In terms of pay, the employee may be compensated through
wages, a salary, or by commission.
The employment contract often specifies a fringe benefit
package, - a retirement plan, employee stock options, holiday
entitlement, hours of work, and health insurance benefits.
Contracts provide for termination of employment, by either
party, and include associated matters such as notice period,
compensation arrangements and, sometimes, garden leave.
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20. Induction
The process used within many businesses to
welcome new employees to the company and
prepare them for their new role
Helping new staff fit in.
Usually have a formal induction programme
Enhance loyalty to the company
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21. Induction training:
May include:
Talks by managers or supervisors.
Written information on Health and safety
Videos giving company history.
Visits to other parts of the business
Tour round the work place.
Group discussions.
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22. Induction programme.
As a manager of a Garden centre, you have been
asked to devise a one day induction programme for a
new member full time sales assistant.
Your programme should include activities and
games, not just a series of lecturers.
The programme should help them to:
Get to know other employees
Get to know the Garden Centre
Find out about Garden Centre policy
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