 Aims at finding candidates who have the necessary qualifications to fill the vacancy

Recruitment Procedure

 Vacancies can be internally advertised

 If internal recruitment fails, external recruitment should be considered

 If the external recruitment is done, the relevent recruitment source should be selected

Job Description

 Describes duties of a specific job

 Written description of the job and it’s requirements

 Describes key performance areas

Job Specification

 Specifies the minimum acceptable personal qualities

 Written description of specific qualifications

 Describes key requirements of the person filling the position

Internal recruitment: use of internal sources to advertise vacancies

Sources

 Word of mouth

 Internal bulletins

 Internal emails

 Notice boards

Positives

 Quicker to fill the post

 Provides opportunities for career paths within the business

 Reduce the chances of losing employees

Negatives

 May close the door for new ideas

 Employees who are not promoted may feel demotivated

 The number of applicants is limited

External recruitment: use of external resources to advertise vacancies

Sources

 Billboards

 Recruitment Agencies

 Networking

 Social media

Positives

 New candidates bring new ideas

 There is a larger pool of candidates to choose from

 It may help the business to meet affirmative action

Negatives

 Information on CV may be false

 Many unsuitable applications may slow down the selection process

 External sources can be expensive

Selection procedure

 Receive documentation

 Evaluate CV and create shortlist

 Asses candidates that applied

 Conduct interviews

Screening

 Check application documents against the requirements

 Candidates who meet the minimum requirements are separated

 Do background checks of suitable candidates

 Prepare a shortlist of suitable candidates after screening

Purpose of Interview

 To determine a candidates suitability for the job

 Obtains info about each candidate

  Evaluate the skills and personal characteristics of the applicant

 Helps the employer in choosing the most suitable candidate

Role of Interviewer before interview

 Book and prepare the venue for the interview

 Inform all shortlisted candidates of date and place

 Notify all panel members conducting the interview about the date and place

Role of Interviewer during

 Allocate the same amount of time to each candidate

 Introduce members of the interviewing panel to each candidate

 Make the interviewee feel at ease

Role of Interviewee

 Greet interviewer by name with a solid handshake

 Listen carefully to questions before responding

 Show confidence

 Asking clarity seeking questions

Employment contract: agreement between the employer and employee and is legally binding

Aspects

 Hours of work

 Remuneration

 Leave

 Period of contract

Legal requirements

 Employers and employees must both sign

 Employer and employee must agree to any changes

 No party may unilaterally change aspects of the contract

Termination of Contract

 Resign
  Dismissed

 Retired

 Retrenched

Induction

 New employees are familiarised with their new physical work environment

 New employees are informed about the processes

Purpose

 Introduction to key people and immediate colleagues

 Safety regulations and rules

 Overview of the business

 Tour of the premises

Benefits

 Increase quality performance

 Allows employees to settle in quickly

 Ensures that new employees understands rules and regulations

Placement

 Selected candidates are placed where they will function optimally

 A specific job is assigned to the selected candidate

Placement Procedure

 The employer should determine the relationship between the expectations of the position
and the competencies of the employee

Importance of training

 Employee who receives the necessary training is more able to perform in their job

 The investment in training that a company makes shows employees that they are valued

Piece- meal

 Paid according to the number of units produced

 Workers are not remunerated for the hours worked

  Used in textile factories

Time-related

 Paid for amount of time spent on a task

 Used by private businesses

Link between Salary Determination and BCEA

 BCEA outlines legalities,such as employment contract

 BCEA sets conditions that ensure fair labour

Fringe Benefits

 Medical Aid Fund

 Pension Fund

 Car, housing allowance

 Staff discount

UIF

 Employees and employers each contribute 1%

 Employers must pay unemployment insurance contributions of 2% of the value of each

workers salary per month

Positives of Fringe Benefits

 Improves productivity

 Increases employee satisfaction

 Benefits are tax deductible

 Used as leverage for salary negotiations

Negatives

 Businesses who cannot offer fringe Benefits fail to attract skilled workers

 It can create conflict

 Are additional costst that may result in cash flow problems

Implications of LRA

 Promotes resolution of labour disputes

  Advances economic development

 Protects the rights of employers and employees

Implications of EEA

 Equal pay for work of equal value

 Ensure that affirmative action promotes diversity

 Retrain designated groups through skills Development programmes

Implications of SDA

 Contribute 1% of their salary bill to the SDL

 Ensure training in the workplace is familiarised

 Appoint a full-time consultant as a skills Development Facilitator

Implications of BCEA

 Workers must receive double if they work during public holidays

 They must have a 60 minutes break after five hours of work

 Businesses should not employ children under the age of 16

Quality Performance

Quality

 A good/ service’s ability to satisfy a specific need

 Measured against specific criteria such as physical appearance/ reliability/ durability

Quality Control

 A system that ensures the desired quality is met by inspecting the final product to ensure
that it meets the required standards

Quality Assurance

 Checks carried out during and after the production process

Quality Management

 Refer to techniques used to improve the quality of a product

 Can be used for accountability within each of the business functions

Quality Performance

 Total performance of each department measured against the specific standard

Quality Management System

 It is a framework used by management to measure quality standards in the production

process

Differences between Quality Control and Quality Assurance

Quality Control Quality Assurance

Inspecting the final product Carried out during and after the production
process
Ensure that finished products meet the required Ensure that the required standards have been
standards met at every stage of the process

Distinction between Quality Management and Quality Performance

Quality Management Quality Performance

Techniques used to improve the quality of a Total performance of each department
product measured against the specified standard
Can be used for accountability, within each of Can be obtained if all departments work
the business functions together towards the same quality standards

Benefits of a good Quality Management System

 Time and resources are used efficntivrly

 Production increases through proper time management

 Business has competitive advantage over its competitors

 Improves business image as there are less returns

8 Business Functions

General Management

Success

 Learn about changes in the business environment on an ongoing basis

 Effectively communicate shared vision, mission and values

 Set direction and establish priorities for their business

Production
Success

 Utilise machines and equipment optimally

 Accurately calculate the production costs

 Select the appropriate production system

Purchasing

Success

 Buy raw materials in bulk at lower prices

 Select reliable suppliers that render the best quality raw materials at reasonable prices

 Place orders timeously and regular followups to ensure that goods are delivered on time

Marketing

Success

 Winning customers by satisfying their needs

 Adhering to ethical advertising practices when promoting products

 Constantly reviewing value issues

Financial

Success

 Obtain capital from the most suitable, reliable sources

 Negotiate better interest rates in order to keep financial cost down

 Implement financial control measures to prevent fraud

Public Relations

Success

 Dealing quickly with negative publicity

 Providing regular, positive press releases

 Implement sustainable CSI programmes

Administration

Success

 Fast and reliable data capturing and processing systems

  Make reliable information available to management on time

 Use modern technology efficiently

Human Resources

 Ensures fair and equitable selection process

 Good relationship with employees

 Low rate of staff turnover in the business

TQM

 Enables businesses to continuously improve on the delivery of products/ services in order to

satisfy the needs of customers

Continuous improvement to processes and systems

Positives

 Large businesses have a person dedicated to the improvement of process and systems

 They can afford to use the services of the quality circles to stay ahead of their competitors

Negatives

 Systems and processes take time and effort to implement in large businesses as
communications may delay the process

 Not all negative feedback from employees and customers is going to be accurate, which may
result in incorrect changes to systems and processes

Total client/ customer satisfaction

Positives

 Large businesses uses market research to monitor customer satisfaction

 May lead to higher customer loyalty and businesses may be able to charge higher prices

Negatives

 Monopolistic companies have an increased bargaining power so they do not necessarily

have to please customers

 Not all employees may be involved to total client satisfaction

Continuous skills development/ Education and training

Positives
  Human resources experts ensure that training programmes are relevant to increased
customer satisfaction

 Ability to afford specialized employees

Negatives

 Trained employees may leave for better jobs after they gained more skills

 Demotivates employees, if they do not receive recognition for training

Adequate financing and capacity

Positives

 Large businesses have sufficient financing to test everything before implementing

 Able to afford product research researcher to gather information

Negatives

 If the demand for company’s product increases, orders begin coming in faster than
expected, and the company lacks the capital required to fund the production of the stock to
fill the orders

 These rapidly growing companies can consume large amounts of capital as they try to
balance normal operations and expansion

Monitoring and evaluating quality processes

Positives

 Prevents product defects and minimises wastage/ customer complaints

 May be equipped to get things done right the first time

Negatives

 It is difficult to get everyone to communicate

 It often takes longer to detect problems or respond to weaknesses

PDCA MODEL

PLAN

 The business should identify the problem

DO

 The business should implement the change on a small scale

CHECK
  Use data to analyse the results of change

ACT

 Institutionalise the improvement

Importance of Quality Circles in TQM

 Solve problems related to quality and implement improvements

 Investigate problems and suggest solutions to management

 Ensure that there is no duplication of activities in the workplace

 Increase employees’ morale

Impact of TQM if poorly implemented

 Setting unrealistic deadlines that may not be achieved

 Employees may not be adequately trained resulting in poor quality products

 Decline in productivity, because of stoppages

 High staff turnover, because of poor skills development

Reduction of the cost of quality

 Schedule activities to eliminate duplication of tasks

 Share responsibility for quality output amongst management and workers

 Introduce quality circles to discuss ways of improving the quality of work

 Train employees at all levels, so that everyone understands their role in quality management