Employment Staffing Organizations Model Organization Mission Goals and

Employment

Staffing Organizations Model Organization Mission Goals and Objectives Organization Strategy HR and Staffing Strategy Staffing Policies and Programs Support Activities Core Staffing Activities Legal compliance Planning Recruitment: Selection: Job analysis Employment: External, internal Measurement, external, internal Decision making, final match Staffing System and Retention Management

Introduction • The process of actually hiring the individual who have been selected. • Once agreement on terms and conditions of employment has been reached, the final match process is completed and formal relationship is established.

Job offer • Job offer letters start the employment relationship off on a positive note. • It is an attempt by the organization to induce the offer receiver into the establishment of an employment relationship. • Job offer letters also serve as the legal basis for employment.

Job offer Some issue regarding job offer: • 1 - Make sure to avoid promising more than you can deliver. • 2 - Keep the tone direct and positive. • 3 - Let the candidate know that they were chosen specifically for the skills and experience t. • All this encourages new employees to feel confident, also in their ability to perform the job itself.

Job offer Facts to include in a job offer letter: • 1. Salary: ü State the starting salary, frequency of payment ü and method of payment, such as by cheque or direct deposit. • 2 - Compensation: ü performance bonuses or stock.

Job offer • 3. Benefits: ü Briefly describe the benefits provided by the company such as dental, health and/or other types of insurance. • 4. Dates and Times: ü State when you want the signed offer returned. ü the length of the probationary period. ü working hours per week. ü Job start date and time.

Why an employment contract is much better for both employers and employees?

Employment Contracts • A comprehensive contract of employment allows an employer to specify an employee's duties and responsibilities - so an employee knows exactly what is expected of them.

Employment Contracts • Employment contract contents: • 1. Names of the Parties ü The employer's organization details and the employee's full name, address, and phone number. • 2. Start Date ü This is important as it also includes a brief statement to say that employment with a previous employer does not count towards the various rights that are gained by employees after one and two years of service.

Employment Contracts • 3. Job Title and Description • 4. Place of Work ü Allows the employer to specify the location where the employee will work. However, it also allows for the employer to specify any other location in the future. This gives the employer much greater flexibility.

Employment Contracts • 5. Hours of Work ü The employee's hours are specified within the contract. ü however the employee also agrees to work additional hours if the employer reasonably requests it. • 6. Probationary Period ü The employer can specify a trial period for the employee with the option of a short notice period at the end of the trial, if the employee does not fulfill expectations. The employer can also extend the trial period.

Employment Contracts • 7. Salary ü This details the employee's salary before national insurance and any deductions. It also specifies when payment is made • 8. Holidays ü This clause specifies when the holiday year will run from.

Employment Contracts • 9. Sickness ü Absence through sickness is a major cost burden on employers. ü This clause states by what time the employee must inform the employer that they will be unable to attend work. ü It is recommended that organizations have a separate Sickness & Absence Policy. • 10. Pension ü This clause states the pension provision.

Job Offer Vs. Employment Contracts Job Offer • Send as initial document. • offer letters are less detailed employment agreements. Employment Contracts • After the candidate accept the job offer, he signs the employment contract. • Employment contracts spell out an employer's expectations in much greater detail than offer letters do.