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Information and Communications
Technology Qualifications
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| Prescription: HR700 (HR300)Human Resource Management |
| Aim of Module | To enable students to understand the principles of personnel selection, performance problems and appraisals in contemporary NZ.
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| Credits | 7
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| Knowledge Assumed From | SS600 (SS200) Supervisory Skills
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| Student Learning hours | 70
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| Content Revised | 2000
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| Prescription Expiry Date | Nov 2005
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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. |
CONTENT
| | | | > | 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.
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| | | | > | 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.
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| | | | > | 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.
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| | | | > | 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.
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| | | | > | 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.
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| | | | > | Reasons for restructuring. | | | | | | > | Likely effects on employees. | | | | | | > | Options for staff surplus to requirements. (eg. redundancy, voluntary severance, redeployment, retraining) | | | | | | > | Benefits of those options.
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| | | | Note | | TEACHING/LEARNING METHODS | | | | | | Role plays/simulations must be included. |
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