Human Resource Management 200
Table of content
The unstructured Interview:
With this type of interview the number and type of questions are left entirely to the interview’s discretion. While this gives s an experienced interviewer a degree of freedom, the process becomes suspect & could be challenged. The structured interview:
It’s characterized by planning and the use of skilled interviews. The interview is clear and usually the interviewers have a pre-prepared list of questions. Interviewers are free to add additional questions as and when they choose, however the overall framework is structured to ensure achievement of the objectives as well as consistency and fairness. Within this framework interviewers will ask questions which probe the applicant’s ability to functionally perform the job as well as his/her motivational level ability to meet various working conditions such as travel arrangements and try to establish his/her fit with organization culture. There is a pre-determined question list, a scouring mechanism, a well trained interviewer and more than one interviewer will be present. I would prefer the structured interview format. With this format you as the interviewer are well prepared in advance which gives you clear guidelines of how to go about during the interview process and consistency and fairness will be achieved.
2.1 Benefits of the induction process:
* To put the new staff members at ease
* To make them feel welcome
* To explain to them the organizations vision and mission * To expose them to the organizations culture
* To explain fully how their job contributes to the organization * To cover basic policy and hygiene factors
* To ensure they become productive as soon as possible
The language used 9written) should be at a level that the inductee would understand.
Support all information that is given verbally with a hand out, so that it can be read and digested after the meeting.
Try to place information given or the appointee will have trouble absorbing the data.
Build in a set programme with time frames to allow for paced information absorption as well as time to build relationships.
The process should be driven by the employee’s needs and monitored by HR.
Ensure that time and importance is placed on the employee being allowed to build the required relationships.
Any training given should be specific and tailored to meet the new employees needs.
Ensure that the programme is flexible enough to allow for business emergencies or logistics issues that may occur.
Build in time frames, objectives and an evaluation mechanism to ensure that your programme is accomplishing its goals.
Management versus Leadership
Establish Direction:They develop a vision for the future and strategies for producing the changes needed to achieve the vision.
| Plan and Budget:They establish detailed steps and timetables for achieving needed results and allocate the required resources.
| Align People:They communicate the organizations direction in words and deeds to all whose cooperation may be needed to create teams and coalitions that understand and support the organizations vision and strategies.
| Organizing and Staffing:They establish structures to meet plan requirements, staff the structures delegate authority and responsibility to suitable individuals, provide guiding policies and procedures and create methods of monitoring implementation.
| Motivating and Inspiring:They energize people to overcome political, bureaucratic and resource barriers...
References: 1. Nel, P.S., Gerber, P.D., Van Dyk, P.S.k, Haasbroek, G.D., Schultz, H. B, Sono, T, and Werner, A. 2004. Human Resource Mangement 6th ED. Cape Town: Oxford.
2. Swanepoel, B., Erasmus, B., Van wyk, M. & Schenk, H. 2008. South African Human resource management: theory & practice. 4th Edition.
3. Study Guide – Human Resource Management 200
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