N5 Entrepreneurship Staffing your business

Subject: Entrepreneurship N5 Topic: Staff your Business Lecturer: Mr. Popane. Downloaded from hlayiso.com

Learning Outcomes:  Realize and explain the importance of people in your business  Define the terms staffing, job description, job specification and job enrichment  Draw up a job description and job specification for specific job  Define all the different components of staffing  Draw up advertisements according to job description  Design the recruiting process for a specific position/job. You must be able to choose from the different types of interviews and test.  Design a training program for specific job given the skills needed  Compile a motivational strategy for an employer  Work out a salary package for an employer given what the business can afford and taking labour laws into consideration  Explain why performance appraisal is important and how it can be applied practically. Downloaded from hlayiso.com

Staffing your Business Introduction Staffing means the process of making sure that a business has a qualified (people who know what they are doing ) workforce to meet its objectives and it therefore represents the lifeblood of the enterprise. Staffing your business includes a variety of activities such as human resource planning, compensation and benefits, recruitment, selection, placement and induction, training and development and performance appraisal. Importance of people in your business Human labour is the important resource in a small business, because its influence determine how well the other production factors are used. Despite the rapid progress in technology, business are led and managed in the right direction by people. Without people the business will not exist. It important to remember that people differ. Every person that you employ has his or her own desires, motives, needs and character. They bring certain skills Knowledge and experience to the workplace, but also their own emotions, attitudes and opinions regarding different aspects of life. Downloaded from hlayiso.com

Human Resource Planning Downloaded from hlayiso.com

Human Resource Planning Human resource planning involves having the right number of people with proper skills on the right place at the right time to perform the various activities in the business. Example.  Accountants being placed in the Finance Department  Salesperson being place in the Marketing Department  Computer Expert placed in the I.T department. Recruitment of workers Recruitment refers to the process whereby a pool of candidates is identified by and attracted to a business. From this pool some will later be selected to fill certain vacancies in the business. (Recruitment is looking for the right people to do the work in the Business) Downloaded from hlayiso.com

Human Resource Planning  Job analysis  Job description  Job specification  Selecting the best qualified employee Job analysis Is the things that person will have to do. You have to get the information that is important regarding the job. This will give a manger important facts about a specific job.  How the job can be structured to increase the worker’s performance.  How much time is needed to perform a specific task  What activities are necessary to do a specific job.  What skills and experience are needed to do a specific job. (finance , Downloaded from hlayiso.com computer skills, marketing skills)

Job description Job description is what the worker does, how he/she does it and under what circumstances the task is carried. ( what work will the worker be doing ) Job description includes the following information.  Job identification  Job Summary  Responsibilities and Duties  Relating to other jobs in the business  Things that the worker will use example machines, tools and materials. ( I.T engineer will work with computers and a Police men will work with guns, teargas and Taser.)  Working Conditions ( example a Account will work in an office and a miner will work under ground.)  Downloaded from hlayiso.com Technical or unusual terms may be used and should be listed in job description

Job specification Job specification must show the human skills and experience necessary to do a job effectively. Aspects that must be considered are Personal skills, knowledge, training experience, sense of responsibility, intelligence and communication skills. Downloaded from hlayiso.com

Examples of Job description and job specification Downloaded from hlayiso.com

Sources of recruitment  Internal source is recruitment (looking for employees) inside the business. People who work for the business can apply.  External Source is recruitment outside the organization. (Examples putting a post on the newspaper and people from everywhere applying) Selecting the best qualified employee 1. Initial Interview 2. Application Form ( Example Z83form) 3. Interview (Planned or Structured, Unstructured, Standardized interviews and Tension interviews) 4. Tests ( Assessments, Aptitude Tests, Personality and Trade test) 5. Approval By supervisor 6. Physical Examination (Examples in The police and Army they Downloaded from hlayiso.com check how healthy and in shape you are .) 7. Induction or Orientation (new employee fit in the Organization)

Example of Application Form (Z83 form) Downloaded from hlayiso.com

Training and development Value of Training and development Training and development of your part staff is very important if you want to provide the best possible service to your customer. ( the more your employees are trained the more quality service they will provide.) Training is generally aimed at upgrading the lower level worker in a business. (improving employee skills). The objective of development is more to maintain and improve the effectiveness of managers. Development program Decision-making skills  In –basket exercises  Case Studies- giving a real life situation seeing how you deal with.  Business Games- playing on competitive basis. Interpersonal Skills Downloaded from hlayiso.com

Interpersonal Skills  Role playing – simulated real life situations and problems, so employees can have an idea what problems they will deal with.  Sensitivity training – being aware of people’s behavior and emotions Job knowledge Knowledge of organization.  Job rotation. (doing different jobs so employees are well rounded)  Multiple Management. General Knowledge  Special courses (course to advance your knowledge and skills from Colleges and Universities)  Special meetings ( examples work shops, conferences.) Downloaded from hlayiso.com

Specific individual needs  Managers should be motivated to read materials (like articles, newspapers, books and journals) on specific subjects. They need to do this to improve theirs knowledge and expertise. Performance appraisals Performance appraisals is used to determine the degree to which an employee carries out his or her work effectively. It is where an employee’s performance is looked at to see if the employee is doing a good job or not. Performance appraisals techniques 1. Individual appraisals techniques • Graphic rating scale • Forced choice • Period critical incident techniques • Essay appraisal or checklist method • Downloaded from hlayiso.com Management by objective method

2. Multiple performance appraisal techniques  Ranking  Paired 3. Other techniques  Performance tests  Self –appraisal Feedback to employees It is very important that mangers give their employees objective feedback about their performance after the appraisal process has been concluded. Feedback is the most effective when it takes places immediately or soon as possible after the appraisal. Feedback can help employee by showing him/her the areas he or she can improve. Downloaded from hlayiso.com

Motivating the workforce Motivation is encouraging people to do something. In the workplace mangers need to motivate their employees to do the work really well .People are different, they have different personalities, desires, needs, wants and goals. Managers need to know what motivates each employee. Some employees are motivated by money, some by achievements and others by rewards (recognition). Motivational Groups 1. The individual person (worker) 2. Job (work condition) 3. Organization (Management styles) Downloaded from hlayiso.com

What motivates a person Downloaded from hlayiso.com

Job (working conditions) Where a job provides an opportunity to achieve and to advance, as well as recognition for efforts motivation increases. Motivating Factors in the workplace:  Salaries (money)  Work Conditions ( safe and comfortable)  Status (titles and respect)  Promotion possibilities (advancement in Career)  Responsibilities ( selfuliment challenges) Downloaded from hlayiso.com

Organization ( management Styles) Managers have different managing styles some managers are more strict and some are more lenient . Here are few management styles:  Exploitative authoritative: (Responsibility lies in the hands of the senior management. The superior has no trust and confidence in subordinates. The team work or communication is very little and the motivation is based on threats.)  Benevolent Authoritative (The responsibility lies at the managerial level but not at the lower levels. The subordinates do not feel free to talk things with supervisor. The teamwork or communication is very little and motivation is based on system of rewards.)  Consultative (Responsibility is spread widely through the organization hierarchy. The supervisor has substantial but not complete confidence in employees. There is a fair amount of teamwork, and communication takes place vertically and horizontally. The motivation is based on rewards and involvement in the job.)  Participative (Responsibility for achievement of organizational goals is widespread throughout the organization. There is a high level of confidence that Downloaded from hlayiso.com the supervisor has in his employees. There is high level of teamwork , communication, and participation.)

Compensation Remuneration is the compensation that an employee receives for his labour. ( paying employees their Salaries or Wages). These Salaries must be enough to motivate them to perform well, but low enough for the business to afford them. Compiling a Salary Package;  Determining a specific wage level • Factors that influence the determination of salaries and wages (Example minimum wage.) • To determine a remuneration level for your business, you will have to keep the following factors in mind ( The salaries you pay your employees compared to salaries of your competitors.)  Methods of Payment  Legal aspects – Basic Conditions of Employment Act  Income Tax Act ( 58 of 1962) PAYE  Downloaded from hlayiso.com Income Tax Table

Fringe Benefits for employees  UIF – The Unemployment Insurance Fund provides insurances when employee loses his/her job .1% of the workers gross income must be deducted for UIF.  Workmen's Compensation (COIDA) – Money that is paid out incase of accidents or injury or death in the workplace.  Pension Fund (money you save up until your retirement)  Medical Aid schemes (Example Bonitas and Discovery) Determination of Minimum Wage Page 100 -101. Downloaded from hlayiso.com

The END! !!!! Next Module is 6 (Labour Relations). Do Activity 1 (only question 1) on Page 90 and Activity 6 on page 97. For Friday Downloaded from hlayiso.com