| Aim of Module | To enable students to understand the principles of personnel selection, performance problems and appraisals in contemporary NZ. |
| Credits | 7 |
| Knowledge Assumed From | SS600 (SS200) Supervisory Skills |
| Student Learning hours | 70 |
| Content Revised | 2000 |
| Prescription Expiry Date | Nov 2007 |
| Topics | Highest Skill Level | Suggested Assessment Percentage | |
| 1 Recruitment Process | P | 20 | |
| 2 Recruitment Documentation | P | 20 | |
| 3 Performance Reviews | P | 20 | |
| 4 Discipline and Grievance Procedures | P | 20 | |
| 5 Employment Contracts and Unions | C | 10 | |
| 6 Restructuring | C | 10 | |
| 100 | |||
| LEARNING OUTCOMES The Student Will | ||
| P | 1 | Demonstrate an understanding of the process of recruitment and carry out each step of that process in a simulated environment. |
| P | 2 | Understand the role of documentation in the recruitment process and create required recruitment documentation. |
| P | 3 | Explain the concept of performance reviews and methods, and carry out a simulated performance review interview. |
| P | 4 | Demonstrate an understanding of the elements of discipline and grievance procedures while carrying out a simulated interview. |
| C | 5 | Discuss the benefits of work contracts, the role of unions and the implications of Employment Contracts Act 1991. |
| C | 6 | Understand and discuss the need for restructuring in organisations and its effects. |
| 1 | Recruitment Process |
| > | The complete recruitment and selection system including: | |
| - job analysis | ||
| - job description | ||
| - person specification | ||
| - management controls | ||
| - recruitment source(s) including advertising | ||
| - selection process decision points | ||
| - offer and acceptance in writing | ||
| - induction | ||
| > | Purpose and uses of job analysis, job descriptions and person specifications. | |
| > | Selection criteria and their purpose. | |
| > | Simulated selection interview and subsequent application evaluation against the selection criteria. | |
| > | Why induction is important and the information to be included in an induction programme. | |
| 2 | Recruitment Documentation |
| > | Job analysis. | |
| > | Job description and a performance criteria schedule including: | |
| - reporting | ||
| - relationships | ||
| - primary objective (purpose) of the job | ||
| - key tasks | ||
| - outputs/results and limits of authority | ||
| - realistic performance measures | ||
| > | Person specification. | |
| > | Critical factors. | |
| > | Job advertisement. | |
| > | Interview documentation. | |
| > | Candidate evaluation. | |
| > | Offer of employment/contract. | |
| > | Induction programme. | |
| 3 | Performance Reviews |
| > | Definition of performance review and its importance to managers. | |
| > | Ongoing process of formal and informal performance review. | |
| > | Uses of performance review. (eg. Help employees develop, feedback on performance, identifying training needs) | |
| > | Methods and techniques of performance review. (eg. Ranking, rating, critical incident, MBO, checklists, self-appraisal, appraisal by peers, subordinates, customers) | |
| > | Analysis of performance problems. | |
| > | Goal setting and the preparation of action plans to develop new performance levels. | |
| > | Approaches to performance counselling and the advantages/disadvantages of each approach. (eg. Directive and non directive counselling, tell & sell, tell & listen and problem solving approach). | |
| > | Prepare and conduct a simulated performance review interview. | |
| 4 | Discipline and Grievance Procedures |
| > | Definition of "grievances" in the work place. | |
| > | Likely causes of grievances. | |
| > | Legal grievance procedure. | |
| > | Steps in handling a grievance occurring in the work place. | |
| > | Process for correctly disciplining and dismissing an employee. | |
| > | Implications of contravening those processes. | |
| > | Conduct a disciplinary interview. | |
| 5 | Employment Contracts and Unions |
| > | Why it is desirable for non union-covered staff to have a work contract. | |
| > | Steps involved in negotiating such a contract. | |
| > | The minimum contents of a workable document. | |
| > | The role of unions in the work place. | |
| > | How the union can assist an employee whenever there is advice and assistance required for various contraventions of conditions of employment, or grievances. | |
| > | The implications of this Act for employers and employees. | |
| 6 | Restructuring |
| > | Reasons for restructuring. | |
| > | Likely effects on employees. | |
| > | Options for staff surplus to requirements. (eg. redundancy, voluntary severance, redeployment, retraining) | |
| > | Benefits of those options. | |
| Note | ||
| TEACHING/LEARNING METHODS | ||
| Role plays/simulations must be included. | ||