Business Studies Grade 12 Notes On Human Resources Function
Business Studies Grade 12 Notes On Human Resources Function
Business Studies Grade 12 Notes On Human Resources Function
GRADE 12
TERM ONE
CHAPTER 2
HUMAN RESOURCES FUNCTION
2019
TABLE OF CONTENTS
TOPICS PAGES
Examination guidelines for human resources 2-3
Terms and definitions 3-4
Recruitment 4-6
Selection 6-9
Induction 9-11
Placement 11
Importance of training 11
Salary determination 11
Link between salary determination & BCEA 12
Fringe benefits 12-13
Implication of Acts on HR 13-14
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HUMAN RESOURCES FUNCTION CHAPTER 2
RECRUITMENT
• Explain/Elaborate on the meaning of recruitment.
• Outline/Discuss/Explain the recruitment procedure.
• Explain the meaning of a job analysis
• Distinguish/Explain the differences between job description and job specification as
components of a job analysis
• Identify job description and job specification from given statements/scenarios
• Discuss/Explain the impact of internal and external recruitment.(Recruitment
methods/types)
• Identify methods/types of recruitment from given scenarios/state
• Give examples of sources of internal and external recruitment.
SELECTION
• Outline/Discuss/Explain the selection procedure.
• Explain the meaning of screening as part of the selection procedure.
• Discuss/Explain the purpose of an interview.
• Outline/Explain/Discuss the role of the interviewer before and during the interview.
• Outline/Explain/Discuss the role of the interviewee during the interview.
• Define/Elaborate on the meaning of an employment contract.
• Outline/Explain/Discuss the legal requirements/legalities of the employment
contract.
• Evaluate an employment contract from given scenario and make recommendations
for improvement.
• Outline/Discuss the details/aspects/contents of an employment contract.
• Outline/Discuss/Explain the reasons for the termination of an employment contract.
INDUCTION
• Define/Elaborate on the meaning of induction
• Discuss/Explain the purpose of induction.
• Discuss/Explain the advantages/benefits of induction.
• Outline aspects that must be included in the induction programme.
• Evaluate an induction programme from given scenarios and make recommendations
for improvement.
PLACEMENT
• Outline/Explain the placement procedure
• Discuss/explain the importance of training/skills development in HRM
FRINGE BENEFITS
• Distinguish/Explain the differences between piece meal and time-related.
• Explain the link between salary determination and the Basic Conditions of
Employment Act.
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HUMAN RESOURCES FUNCTION CHAPTER 2
COMPULSORY BENEFITS
• Outline/Give examples of employee benefits e.g.
o Pension
o Medical aid
o Provident fund
o Allowances
• Compulsory benefits:
• Benefits required by law, e.g. UIF, etc.
• Explain/Discuss/Evaluate advantages/positives and/or disadvantages/negatives of
fringe benefits to business.
ACTS
• Discuss the implication of Acts like the LRA/ BCEA/EEA/SDA on the human
resources function.
Interviewee Refers to the job applicant who made himself available for the interview after
being shortlisted.
Induction Refers to the process of introducing new employees to the business and its
related aspects.
Placement Process whereby a new employee is placed in a vacant position.
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HUMAN RESOURCES FUNCTION CHAPTER 2
Compulsory benefits Refers to benefits that businesses are legally required to offer its employees.
UIF The fund offers short-term financial assistance to workers when they become
unemployed or are unable to work because of illness, maternity or adoption
leave.
BCEA This Act regulates labour practices and sets out the rights and duties of
employees and employer.
LRA Ensures social justice by establishing the rights and duties of employers and
employees in the workplace.
EEA Requires employers to engage in proactive employment practices to increase
the representation of designated groups in the workplace.
SDA This act regulates the improvement of the skills of workers by promoting
education and training in the workplace.
2.1 RECRUITMENT
Meaning of recruitment
• Recruitment is the process used by business to identify vacancies in the business and
attract suitable candidates for it.
• It aims at finding candidates who have the necessary knowledge/ experience/
qualification to fill the vacancy.
• Businesses may choose to use an internal or external method of recruitment depending
on the nature/requirements of the vacancy.
• It is an on-going process as employees leave their jobs for other jobs/get promoted
/retire/as new technological skills are required.
Recruitment procedure
• The human resource manager (HRM) should prepare the job description in order to
identify recruitment needs.
• HRM should indicate the job specification/description/key performance areas to attract
suitable candidates.
• Prepare a job analysis, which includes job specification and job description.
• A decision whether to recruit internally should be made to identify suitable candidates
from within the business.
• If internal recruitment is unsuccessful, external recruitment should be considered.
• If the external recruitment is done, the relevant recruitment source should be selected,
e.g. recruitment agencies, tertiary institutions, newspapers,
• The advertisement should be prepared with the relevant information, e.g. the name of
the company, contact details, contact person, etc.
• Place the advertisement in the appropriate media that will ensure that the best
candidates apply.
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HUMAN RESOURCES FUNCTION CHAPTER 2
TYPES/METHODS OF RECRUITMENT
INTERNAL RECRUITMENT AND EXTERNAL RECRUITMENT
INTERNAL RECRUITMENT
• Refers to the use of internal sources to advertise vacancies inside the business. The
following SOURCES of internal recruitment can be used:
EXTERNAL RECRUITMENT
• Refers to the use of external sources to advertise vacancies outside the business.
The following SOURCES of external recruitment can be used:
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HUMAN RESOURCES FUNCTION CHAPTER 2
Positives/Advantages
• New candidates bring new talents/ideas/experiences/skills into the business.
• There is a larger pool of candidates to choose from.
• There is a better chance of getting a suitable candidate with the required
skills/qualifications/competencies who do not need much training/ development which
reduce costs.
• It may help the business to meet affirmative action and BBBEE targets.
• Minimises unhappiness/conflict amongst current employees who may have
applied for the post.
AND/OR
Negatives/Disadvantages
• External sources can be expensive, e.g. recruitment agencies' fees/advertisements
in newspapers/magazines.
• The selection process may not be effective and an incompetent candidate may
be chosen.
• Information on CV's/referees may not be reliable.
• Recruitment process takes longer/is more expensive as background checks
must be conducted.
• New candidates generally take longer to adjust to a new work environment.
• In-service training may be needed which decreases productivity during the time
of training.
• Many unsuitable applications can slow down the selection process.
2.2 SELECTION
Selection procedure
Option 1
• Determine fair assessment criteria on which selection will be based.
• Applicants must submit the application forms/curriculum vitae and certified copies
of personal documents/IDs/proof of qualifications, etc.
• Sort the received documents/CVs according to the assessment/selection criteria.
• Screen/Determine which applications meet the minimum job requirements and
separate these from the rest.
• Preliminary interviews are conducted if many suitable applications were
received.
• Reference checks should be made to verify the contents of CV's, e.g. contact
previous employers to check work experience.
• Compile a shortlist of potential candidate's identified.
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HUMAN RESOURCES FUNCTION CHAPTER 2
Option 2
• Receive documentation, e.g. application forms and sort it according to the criteria
of the job.
• Evaluate CVs and create a shortlist/Screen the applicants.
• Check information in the CVs and contact references.
• Conduct preliminary sifting interviews to identify applicants who are not suitable
for the job, although they meet all requirements.
• Assess/Test candidates who have applied for senior positions/to ensure the best
candidate is chosen.
• Conduct interviews with shortlisted candidates.
• Offer employment in writing to the selected candidate(s).
Purpose of an interview
• Obtains information about the strengths and weaknesses of each candidate.
• Helps the employer in choosing/making an informed decision about the most
suitable candidate.
• Matches information provided by the applicant to the job requirements.
• Creates an opportunity where information about the business and applicant can
be exchanged.
• To determine a candidate's suitability for the job.
• Evaluate the skills and personal characteristics of the applicant
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HUMAN RESOURCES FUNCTION CHAPTER 2
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HUMAN RESOURCES FUNCTION CHAPTER 2
2.3 INDUCTION
Meaning of induction
• New employees should be familiarised with their new physical work
environment/organisational culture/products and services.
• Employees should be informed about the processes/procedures of the
business.
• They should have a basic knowledge of what is expected in the job./Understand
his role and responsibilities in his new job.
• Ensure that employees are well conversant with the business safety regulations
and rules.
Purpose of induction
• Introduce new employees to management/colleagues to establish relationships with
fellow colleagues at different levels.
• Make new employees feel welcome by introducing them to their physical work space.
• Give new employees a tour/information about the layout of the building/office.
• Familiarise new employees with the organisational structure/their supervisors
• Allow new employees the opportunity to ask questions that will put them at
ease/reduce insecurity/anxiety/fear.
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HUMAN RESOURCES FUNCTION CHAPTER 2
Benefits of induction
• Allows new employees to settle in quickly and work effectively.
• Ensures that new employees understands rules and restrictions in the
business.
• New employees may establish relationships with fellow employees at different
Levels
• Make new employees feel at ease in the workplace, which reduces anxiety/
insecurity/fear.
• The results obtained during the induction process provide a base for focussed
training.
• Increases quality of performance/productivity.
• Minimises the need for on-going training and development.
• Employees will be familiar with organisational structures, e.g. who are their
supervisors/low level managers.
• Opportunities are created for new employees to experience/explore different
Departments
• New employees will understand their role/responsibilities concerning safety
regulations and rules.
• New employees will know the layout of the building/factory/offices/where
everything is, which saves production time.
• Learn more about the business so that new employees understand their roles/
responsibilities in order to be more efficient.
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HUMAN RESOURCES FUNCTION CHAPTER 2
2.4 PLACEMENT
Meaning of placement
• Selected candidates are placed where they will function optimally and add value to
the business.
• A specific job is assigned to the selected candidate.
• The qualifications/skills/personality of the selected candidate is matched√ with the
requirements of the job.
Placement procedure
• Employer should outline specific responsibilities/expectations of the employee new
position.
• The employer should determine the relationship/similarities between the expectations
of the position and the competencies of the employee.
• Determine the employee’s strengths/weaknesses/skills/ interests by subjecting him to
various psychometric tests.
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HUMAN RESOURCES FUNCTION CHAPTER 2
AND/OR
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HUMAN RESOURCES FUNCTION CHAPTER 2
Negatives/Disadvantages
• Businesses who cannot offer fringe benefits fail to attract skilled workers.
• Businesses who offer employees different benefit plans may create resentment to
those who receive less benefit resulting in lower productivity.
• It can create conflict/lead to corruption if allocated unfairly.
• Fringe benefits are additional costs that may result in cash flow problems.
• Decreases business profits, as incentive/package/remuneration costs are higher.
• Administrative costs increase as benefits need to be correctly recorded for tax
purposes
• Workers only stay with the business for fringe benefits, and may not be
committed/loyal to the tasks/business
• Businesses have to pay advisors/attorneys to help them create benefit plans that
comply with legislation.
• Errors in benefit plans may lead to costly lawsuits/regulatory fines.
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HUMAN RESOURCES FUNCTION CHAPTER 2
• Define the appointment process clearly to ensure all parties are well informed.
• Restructure/Analyse current employment policies/practices/procedures to
accommodate designated groups.
• Retrain/Develop/Train designated groups through skills development programmes.
Implication of the Skills Development Act (SDA) on the Human Resources function
• The human resources manager should interpret the aims and requirements of the
SDA and adapt workplace skills training programmes accordingly.
• Identify the training needs of the employees and provide them with training
opportunities so that they will perform their tasks efficiently.
• Use the National Qualification Framework/NQF to assess the skills levels of
employees.
• Interpret/Implement the aims/requirements of the framework for the National Skills
Development Strategy.
• Assist managers in identifying skills/training needs√ to help them to introduce
learnerships.
• Contribute 1% of their salary bill to the Skills Development Levy/SDL.
• Ensure training in the workplace is formalised /structured.
• Appoint a full/part time consultant as a Skills Development Facilitator.
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