GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
(LEARNER NOTES)
TOPIC: HUMAN RESOURCE FUNCTION
Learner Note: Human resources is a business function that deals with the welfare of the
employees in the business. It also forms part of the four production factors (Labour). Because
of its importance, bigger businesses create a post for a human resource manager as well as
officials in this department to protect the interest of the employees. Study the notes and
answer the questions which follow.
SECTION A: TYPICAL EXAM QUESTIONS
QUESTION 1:
10 minutes
12 marks
(DoE March, 2010)
Explain the FOUR main steps that companies must follow when dealing with grievance
procedures.
[12]
HINTS: Remember that there is a difference between a grievance procedure and a
disciplinary procedure. Mark allocation means 4x3: 1 mark is allocated for the step and 2
marks for the explanation.
QUESTION 2:
30 minutes
34 marks
(DoE March, 2009)
Read the case study below and answer the questions that follow.
APPLICATION FOR A VACANCY
Thembi studied at a technikon. She has a diploma in Travel and Tourism but has been
unsuccessful in securing a job.
Thembi saw an advertisement for a receptionist at Trust Lodge in the classified section of the
newspaper and applied for the position. Thembi was the only applicant and was appointed to
the post. Trust Lodge does not have an employment contract.
Thembi had no interest in the job as a receptionist of which the management of Trust Lodge
were fully aware. Thembi spoke openly about her lack of interest in the job. She had to obtain
some form of employment in order to earn an income to meet her financial obligations.
2.1
2.2
2.3
2.4
2.5
If you were the manager of Trust Lodge, would you employ Thembi?
Motivate your answer.
(6)
Suggest any FIVE clauses that Trust Lodge could include in its employment
contract.
(10)
Would the clauses listed in QUESTION 2.2 have helped in avoiding the crisis
that Trust Lodge is currently experiencing? Explain your answer.
(6)
List any FIVE aspects that Trust Lodge would include in their implementation
of the induction and placement process for Thembi.
(10)
Name the Act that regulates the employment contract between Trust Lodge
and Thembi.
(2)
[34]
Page 1 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
(LEARNER NOTES)
HINTS: The answers to all the questions above are not in the case study. You need to know
your notes. For 2.1 remember to motivate your answer otherwise you get no marks.
QUESTION 3:
35 minutes
40 marks
(DoE Nov. 2009)
Anthony Chanderman is a professional labour consultant based in Cape Town. He has been
requested by Sun International to do a presentation to newly appointed human resources
managers on the processes and procedures relating to human resources management.
Discuss the various human resources steps that Chanderman needs to follow in his
presentation to the human resources managers of Sun International. Indicate the significance
of each human resources step in your answer.
Suggest whether human resources managers should follow the various steps at all times.
Substantiate your answer.
[40]
HINTS: This is an essay question. Structure is important: introduction, body and conclusion.
Sub-headings are important to use as they count for analysis.
Do not write in paragraph style. Use full sentences but in point form.
Use current examples of human resource issues to obtain marks for originality.
QUESTION 4:
5 minutes
8 marks
(DoE Preparatory Exam. 2008)
Maxi Mines' factory manager has just resigned and his position is now vacant.
The human resource manager has been approached for advice on how to fill the vacancy.
4.1 Define the term recruitment.
(2)
4.2 Give THREE reasons why a high labour turnover rate negatively affects businesses. (6)
[8]
Page 2 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
SENIOR SECONDARY INTERVENTION PROGRAMME
GRADE 12
SESSION 17
(LEARNER NOTES)
SECTION B: ADDITIONAL CONTENT NOTES
You have already covered the following seven business functions in grade 10 and grade 11:







General Management - responsible for the overall management of the business.
Purchasing - responsible for finding the most suitable suppliers and purchasing raw
materials/stock.
Production - responsible for converting raw materials into final products.
Marketing - responsible for distributing and selling the enterprise’s products.
Finance - responsible for financing all business activities.
Administration - responsible for collecting, storing and distributing business information.
Public Relations - responsible for creating a favourable image of the business
enterprise.
The Human Resouce Function is now covered in grade 12.
It has to do with the welfare of the employees in the business, and it also form part of the four
production factors. (Labour)
This function is a very important function as it deals with human beings, the employees.
In bigger business, a separate department is created with a human resource manager and
his/her team.
This department normally handles the recruitment, selection, interviewing, induction,
placement, skills development, leave, contracts with employees, employee benefits,
motivation of employees, wellness of employees, dismissal of employees, etc. according to
the needs and budget of the business.
RECRUITMENT
When vacancies arise within a business it would be the task of the HR department to find
(recruit) the most suitable person.
Recruitment can, therefore, be said to be all the HR activities aimed at attracting job
candidates who have the necessary potential, competencies, qualifications and traits to fill the
needs of the job, and to assist the business in achieving its objectives.
A business recruits suitable workers according to the needs of the business by means of a
specifically worded advertisement.
It can be done internally (from within the business) or externally (from outside of the business).
Both these methods have their own advantages/disadvantages.
Page 3 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
SENIOR SECONDARY INTERVENTION PROGRAMME
GRADE 12
SESSION 17
(LEARNER NOTES)
Advantages






INTERNAL
The applicants already
understand the functioning of
the business.
Different policies and rules are
well known to the employees.
Promote the moral of workers if
they see that someone within
the business can get promotion.
A method to keep good workers.
Decrease the employee turnover
in the business.
Part of public relations to
promote a positive image of the
business.





EXTERNAL
New personnel with new ideas
and skills are brought into the
business and the business can
benefit from the new ideas and
approach of the new employee.
Prevents unhappiness between
existing personnel who have
applied for the post, if someone
from outside is appointed.
There is a larger choice of
applicants to select from.
Employment agencies, having
employees available to fill the
post, saves the business time.
Career magazines and
newspapers like “Job Mail”, in
which posts can be advertised,
are read by a large number of
possible candidates.
Disadvantages




INTERNAL
Business do not benefit from
new ideas and skills.
The post description may
require skills which are not
available within the business.
Promotion of an existing
employee may lead to conflict
and negativity.
There is a limited number of
candidates to choose from.




EXTERNAL
Employment agencies do not
always understand the culture
and requirements of the
business and may, therefore,
recommend applicants who will
not cope in the business.
In-service training of new
employees can lead to a
decrease in productivity.
Extra costs to advertise the
vacant post in the media.
Not all the applicants
necessarily qualify for the post
and this may place a burden on
the selection process.
Page 4 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
(LEARNER NOTES)
Job description - Written description of the job and its requirements which includes detail such
as:
 Job title
 Main purpose of the job
 Duties and responsibilities
 Department in which the job is performed
 Required performance standards
Job specification - Written description of the characteristics and qualifications required of the
person who will fill the job which includes detail such as:
 Physical requirements
 Qualifications required
 Training required
 Minimum experience required
 Expertise and skills required
Steps in the recruitment process
 Determine the exact need of the enterprise in terms of the vacancy that exists.
 Update the job description and job specification for the position.
 Determine the key performance areas of the job.
 Choose the recruitment source (internal/external).
 Decide on a recruitment method.
 Implement the decision.
 Allow sufficient time for response.
Methods
 Placing advertisements in newspapers or notice boards.
 Special event recruiting, e.g. during a university’s open day.
 Vacation work, e.g. when an enterprise decides to recruit a student who has worked
permanently at the enterprise during the holidays
 Computer databases, e.g. by storing all the information of candidates who have
previously applied for jobs at the enterprise, but who weren’t successful at the time.
 Making use of recruitment agencies.
Selection/short listing - The process of trying to determine which individuals will best match
particular jobs, taking into account individual differences and job requirements.
Page 5 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
(LEARNER NOTES)
Procedures
After the applications have been received, the application forms and CVs must be studied and
analysed to determine which candidates qualify for the post.
A shortlist must then be compiled from the applicants who will be the most suitable for the
vacancy regarding the job description and job specifications.
All applicants should be informed about the outcome of their application so that unsuccessful
candidates can look for other employment options.
The applicants who are short listed, must be notified of the date, venue and time of their
interview.
Interviews will be held with the candidates on the short list and an application form is
completed by these candidates as this provides the business with all information it requires
from these potential employees.
Interview - One of the most common assessment tools used for selecting employees is the
interview. The aim of the interview is to determine an applicant’s suitability for the job by
matching the information given by the applicant with the requirements of the job.
Procedures
Prepare for the interview
 Establish what the job requirements are.
 Book the room or office where the interview will take place.
 Study the applicant’s CV.
 Plan the areas you want to cover in logical order.
The interview
 The interview can take the form of a panel interview or one-on-one interview.
 Establish rapport and explain the purpose of the interview.
 During the interview, relevant questions must be asked to be able to determine the
most suitable candidate.
 The same questions should be posed to all candidates, and not different questions for
different people.
 Obtain information by asking open-ended, work-related questions and not personal
questions or questions of a discriminatory nature.
 Some businesses require that the short listed candidates write a psychometric test to
determine the aptitude and attitude of the individual. It is not always true that the
candidate with the best academic qualifications, will be the most suitable for the needs
of the business.
 The interviewers will decide after the interviews, which candidate will be the most
suitable for the job.
 The selected candidate will be notified that he/she has been selected.
 If the applicant accepts the job offer, a written job offer will be given to the candidate.
Page 6 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
(LEARNER NOTES)
Employee contracts
 On appointment, the candidate will receive a letter of appointment and a contract of
employment.
 This letter serves as an offer to the chosen candidate to work for the employer.
 The contract of employment is a written contract between the employer and the
employee.
 The contract binds both the employer and the employee.
 Contract of employment can be changed by both parties on agreement.
 Labour legislation makes provision for the following groupings of employees:
o
o
o
Permanent employees - Employees are employed on a full-time basis.
Temporary employees – Employed for fixed term or until a specified event
occurs.
Part time employees - Employees work for the employer for less than 24 hours
per month
The employment contract should include:
 The full name and address of the employer and employee
 The date of commencement of the employment
 Details of a probationary period, if applicable
 Working days and hours
 Remuneration - Ordinary rate of pay and overtime rates
 Method of payment
 Types of leave and conditions
 Roles and responsibilities of the employee.
 Details of deductions to be made, for example, PAYE, UIF and medical aid
 Incentives, e.g. bonus, allowances for a vehicle, petrol, cell phone, etc., if applicable.
 Compulsory deductions.
 Code of conduct and attire code, etc.
 Particulars for notification of ending the contract.
Induction
It is the process of introducing the new employee to his/her new work environment.
Induction is important because it makes the employee feel comfortable, and familiarises the
employee with the work environment in order to be productive as soon as possible.
Often, induction takes the form of training just before the employee starts the new job.
Page 7 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
(LEARNER NOTES)
Procedures
 Introduce the employee to the enterprise, the work unit where he/she will be working,
The work that needs to be done, colleagues, procedures and manuals.
 Appoint a colleague in the same department as the new employee’s mentor.
 During induction the following procedures and policies will be discussed with the
employee: remuneration, disciplinary rules and procedures, a view of the business,
training and skills development, conditions of employment and incentives,
confidentiality, safety, etc.
Placement
The new employee must be placed in the best suited position where he/she will add the most
value to the enterprise, and where the employee will function optimally.
The following aspects play a role in placement procedures:
 Determine the employee’s strengths, weaknesses, interests and aptitude
through a range of psychometric tests.
 Define the specific responsibilities of the position, including role expectations,
knowledge and skills.
 Determine the relationship between the position, and characteristics and
competencies of the employee.
In order to lower the personnel turnover of the business, correct placement is important.
A high personnel turnover creates a negative image of the business, and extra costs are
incurred to train and recruit new workers.
Wrong placement also results in loss of skilled workers, decrease in productivity while the new
employee finds his/her feet, etc.
Remuneration
The employer must adhere to the requirements in the Basic Conditions of Employment Act
regarding minimum wages, overtime remuneration, extra payment for work on Sundays and
Public holidays.
Employees can be paid monthly, weekly, per hour worked or after the work has been
completed (contract basis).
Incentives, if applicable, must be mentioned.
All deductions (compulsory and voluntary), as prescribed by law, are to be deducted from the
employees’ salaries, and are to be paid over to the different institutions ,e.g. taxation,
unemployment fund, pension fund, medical aid contributions, trade union subscriptions, etc.
Payment of salaries and wages must be controlled and administrated.
Page 8 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
(LEARNER NOTES)
Salaries and wages payments can be in the following format:
TYPE
Salaries
Wages
Commission
Performance-based
payment
Profit sharing
DESCRIPTION
Fixed amount per annum, paid monthly.
Amount normally paid to unskilled workers on a
daily / weekly basis.
Employee receives a percentage of the value of
the transaction as agreed.
Bonus when the target is reached.
Employee shares in the profit of the business as
and when agreed.
Employee/Fringe benefits - Benefits are forms of value other than payment, provided to the
employee in return for doing his/her job, and this depends on the policy of the business.
The employer can decide to contribute towards the pension fund or medical aid of
the employee, where the employer contributes a certain amount towards the fund and the
balance is deducted from the employee’s pay.
Other employee benefits can include:
 Travel allowance and/or car allowance
 Housing subsidy
 Annual bonus
 Cell phone allowance
 Death and funeral benefits
 Issuing shares to employees
Retrenchment – This refers to dismissal which usually takes place as a result of bad economic
circumstance, restructuring or technological advances where the jobs of workers are taken
over by machines.
Retrenchment is seen as an intensive strategy which should only be considered if there is no
other option.
Succession planning – It is the process aimed at identifying employees who could be trained
for future leadership positions.
It aims to ensure that employees are prepared to replace key persons in an enterprise.
Page 9 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
SENIOR SECONDARY INTERVENTION PROGRAMME
GRADE 12
SESSION 17
(LEARNER NOTES)
Legislation impacting on the human resources function: (Please check notes in
previous sessions as we have already covered all these legislations)
Labour Relations Act (LRA) (Act 66 of 1995)
Basic Conditions of Employment Act (BCEA) (Act 55 of 1998)
Employment Equity Act (EEA) (Act 55 of 1998)
Skills Development Act (SDA) (Act 97 of 1998)
SECTION C: HOMEWORK
QUESTION 1:
1.1
10 minutes
10 marks
This step matches the right person to the job description:
A
Recruitment
B
Interview
C
Selection
D
Psychometric test
(DoE Various sources)
(2)
1.2
Legislation makes provision for this compulsory deduction from an employee's salary:
A
Staff social club fee
B
Trade union membership fees
D
Insurance
(2)
1.3
A potential employee is officially on the payroll of a business as soon as the person ...
A
signs the employment contract.
B
shortlisted.
C
has been interviewed.
D
passes the medical test.
(2)
1.4
…deal(s) with the evaluation of employees in the workplace with a view to an increase
in their wages and salaries.
A
Staff development programmes
B
Counselling
C
Performance appraisal
D
Team-building exercises
(2)
1.5
Internal recruitment can be done by advertising …
A
on staff notice boards.
B
in national newspapers.
C
on regional radio stations.
D
on the Internet.
QUESTION 2:
10 minutes
8 marks
(2)
[10]
(DoE Nov. 2008)
Umzinto Sugar Ltd has a vacancy for a financial accountant. You are the human resources
manager of this company. Outline FOUR steps in the recruitment process that you,
as Human Resources Manager, will follow to fill this vacancy.
[8]
Page 10 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
QUESTION 3:
GRADE 12
5 minutes
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
6 marks
(LEARNER NOTES)
(DoE Nov. 2010)
The manager of the Human Resources Department requests you to conduct an interview
for the position of Secretary to the Chief Executive Officer (CEO).
List THREE important aspects to consider when preparing for the interview.
[6]
SECTION D: SOLUTIONS AND HINTS TO SECTION A
QUESTION 1
- Verbal complaint √ - the employee states his/her problem to his/her supervisor. √√
- Investigation √ - the supervisor listens, investigates the problem and suggests solutions. √√
- Formal written complaint √ - if the employee is not satisfied with the suggested solutions,
he/she can make a formal written complaint to the next level of management. √√
- Further investigation by next level of management √ - this level investigates the problem
again, suggests a solution and makes a recommendation. √√
- Resolution of the problem √ - grievance is resolved and the employee is happy. √√
- If not satisfied, the employee declares a dispute √ - the matter is referred for mediation and
arbitration. √√
- Any relevant answer related to steps in grievance procedures.
NOTE: Steps need not be in any particular order.
Mark allocation: Steps - 1 mark
Explanation- 2 marks
(Any 4 x 3)
[12]
QUESTION 2
2.1
NO. √√
- Re-advertise the post because Thembi was the only applicant. √√
- Thembi does not have an interest in the organisation and is only there for personal gain. √√
- Thembi may not be dedicated to her work. √√
- Productivity at the workplace may suffer. √√
- Thembi may not be motivated to do the job to the best of her ability. √√
- Qualifications do not suit the post. √√
- Any other relevant answer regarding suitability.
OR
YES √√
- Trust Lodge had no other applicants for the position. √√
- Trust Lodge can convince her to take up training as a receptionist. √√
- Trust Lodge can offer her incentives, e.g. travel allowances etc. √√
- Convince her about her potential as a receptionist with a view to increasing her
salary with increased performance, e.g. performance contract. √√
- Any other relevant answer regarding employment.
Mark allocation: Yes or No 2 marks Motivation 2 marks each 4 marks Max. (6) marks
NOTE: 1. Yes or No without motivation = NO marks.
2. If yes or no is implied in motivation write yes or no and allocate 2 ticks (√√)
Page 11 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
2.2
- Name of the employee (Identity number and income tax number) √√
- Address and contact details √√
- Working hours √√
- Leave and pension benefits √√
- Remuneration √√
- Deductions, e.g. pension, income tax, medical aid and UIF √√
- Grievance and disciplinary procedures. √√
- Conditions regarding termination of service. √√
- Overtime conditions. √√
- Fringe benefits. √√
- Remedy for non-performance. √√
- Job description. √√
- Job specification. √√
- Probationary period. √√
- Any other relevant clause. √√
(LEARNER NOTES)
Any (5 x 2) (10)
2.3 - YES √√
EXPLANATION
- A written employment contract could have solved the crisis. √√
- A detailed policy on the recruitment of workers specifying the minimum number
of applicants to be short listed for a post. √√
- A policy of promotion from within the organisation for certain posts. √√
- Disciplinary procedure was non-existent. √√
- Acknowledgement of job description. √√
- Clarity on probation period. √√
- No clear job specification. √√
- Any other relevant answer relating to policy in resolving the crisis. √√
Mark allocation:
Yes 2
Explanation (2 x 2) 4
NOTE: 1. YES without motivation = NO marks.
2. If implied in explanation, write yes and allocate 2 ticks (√√)
(2)
(Max. 4)
Max 6
2.4
- Manager must orientate Thembi into the new environment by introducing her to the
organisation, supervisor and colleagues. √√
- She must be familiar with the systems and procedures of the organisation. √√
- Management must orientate her in the job until she is settled in her position. √√
- Inform her about policies and regulations. √√
- Inform Thembi about the mission of the business and its clients. √√
- Reporting and communication channels. √√
- Improve skills through in-service training. √√
- Understanding and acceptance of the job. √√
- Any other relevant answer relating to induction and placement process. √√ Any (5 x 2) (10)
Page 12 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
2.5
- The Basic Conditions of Employment Act of 2002. √√
- BCEA √√
NOTE: Without year/number indicated award full credit
(LEARNER NOTES)
(2)
[34]
QUESTION 3
Introduction
- Human resources management involves the process of finding the appropriate worker
with the relevant skills to fill a particular vacancy to meet the goals of the enterprise.√
- This process involves recruitment, selection, interviews, induction and placement.√
- Human resources management is an ongoing management function.√
- Any other relevant introduction relating to human resource management.
(Any 3 x 1) (3)
Human Resource Steps
Recruitment√√
- If external, select the relevant recruitment source, e.g., from recruitment agencies,
tertiary institutions or placing an advertisement in the newspaper.√√
- The advertisement must be prepared with the relevant information, e.g. name of the
company, contact details, name of the person to be contacted regarding the
vacancy.√√
- Place the advertisement in the appropriate media.√√
- Job Analysis √√
Job analysis entails job description and job specification.√√
- Job Description √√
This entails what an employee will be doing when appointed to the position. √√
- Job Specification√√
Describes the characteristics, skills and qualifications needed to fill the vacancy. √√
- Any relevant answer relating to recruitment.
Significance
- A decision must be made as to whether the recruitment should be internal or
external or both.√
Heading 2
Discussion (Any 3 x 2) 6 Significance 2
Maximum 8
Selection/Shortlisting√√
- Drawing up criteria stating factors such as skills, characteristics and experience that
are applicable to the post. √√
- Select the most suitable candidates from the application forms (CV). √√
- Compile a list of shortlisted candidates who are the most suitable for the job. √√
- Inform shortlisted candidates to present themselves for an interview. √√
- Any relevant answer regarding the selection/shortlisting process.
Page 13 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
(LEARNER NOTES)
Significance
- Selection is the process of sifting the appropriate candidate for the specific
vacancy.√√
Heading 2
Discussion (Any 3 x 2) 6
Significance 2
Maximum 8
Interviews √√
- The interviewer must be thoroughly prepared for the interview process such as
venue, time, preparation of questions, etc. √√
- The candidates must be made to feel at ease. √√
- This process should be recorded/minuted for reference purposes. √√
- The candidates must also be given an opportunity to respond and ask questions. √√
- Any other relevant answer regarding interviews. √√
Significance
- The main purpose of interviews is to determine the suitability of the applicant to the
Job against the information provided in his/her CV/application. √√
Heading 2
Discussion (Any 3 x 2) 6
Significance 2
Maximum 8
Employee contracts√√
- Once a candidate is appointed, the candidate will receive a letter of appointment
and a contract of employment. √√
- The letter of appointment is an offer to the chosen candidate to work for a particular
employer. √√
- The contract of employment is a contract between the employer and the employee
which binds both the employer and the employee. √√
- The contract of employment should be in writing. √√
It must include the following:
- Date of appointment. √√
- Salary as agreed upon. √√
- Number of days leave in a financial year. √√
- Specification of work to be done. √√
- Attire and behaviour codes, etc.√√
Significance
- The employment contract binds the employer and the employee in terms of the
contract. √√
- Should there be disputes etc. in term of employment then the parties can consult the
employment contract. √√
Heading 2
Discussion (Any 3 x 2) 6
Significance 2
Maximum 8
Induction/Orientation √√
- Introduce him/her to the work he/she is going to perform. √√
- The purpose is to make him/her feel comfortable and secure in the job. √√
- He/she should also be introduced to company practices and policies. √√
- Any other relevant answer regarding induction/orientation.
Page 14 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
GRADE 12
SENIOR SECONDARY INTERVENTION PROGRAMME
SESSION 17
(LEARNER NOTES)
Significance
- This is the process of introducing the new worker to the company, the
department/section in which he/she will work, his/her supervisors and colleagues. √√
Heading 2
Discussion (Any 3 x 2) 6
Significance 2
Maximum 8
Placement √√
- This activity matches the employee's ability and expectations with the requirements of
the job. √√
- He/she must be able to contribute positively to the company. √√
- He/she will be put through a placement program such as his/her place of work, work
times, expectations from him/her for the day etc. √√
- Any other relevant answer regarding placement.
Significance
- This is the process of placing the worker where he will be productive in terms of his
abilities and skills. √√
Heading 2
Discussion (Any 3 x 2) 6
Significance 2
Maximum 8
Training √√
- Addressing gaps in prior experience. √√
- Policies and procedures. √√
- Operationalising the culture, vision and strategy plan. √√
- Any other relevant answer regarding training.
Significance
- Provides the employee with skills that will allow him/her to perform his duties as per
job description. √√
Heading 2
Discussion (Any 3 x 2) 6
Significance 2
Maximum 8
Retrenchment √√
- Necessary for streamlining and analysing expenditure during periods of downturn in
the economy. √√
- Ensure that the process is conducted in a way that does not damage the quality of
performance of company operations. √√
- It is done objectively according to company policy. √√
- Any other relevant answer regarding retrenchment.
Significance
- This will impact on the enterprise as some key personnel may be retrenched as a
result of the economy, etc. √√
Heading 2
Discussion (Any 3 x 2) 6
Significance 2
Maximum 8
Succession Planning √√
- Ensures continuity when employees leave the company as a result of different
reasons. √√
- It also helps in addressing areas of performance that needs attention. √√
- Any other relevant answer regarding succession planning.
Page 15 of 16
GAUTENG DEPARTMENT OF EDUCATION
BUSINESS STUDIES
SENIOR SECONDARY INTERVENTION PROGRAMME
GRADE 12
SESSION 17
(LEARNER NOTES)
Significance
- This step will ensure that key personnel are well informed within the enterprise. √√
Heading 2
Discussion (Any 3 x 2) 6
Significance 2
Maximum 8
Should Human Resource Managers follow the various activities/steps at all times.
Yes. √√
Motivation
- The human resource manager will be able to select the best candidate by following
the steps mentioned above. √√
- Transparency and collection of evidence for the process, which can also be useful in
case of a dispute. √√
- Any other relevant motivation related to the steps.
Yes 2
Motivation 2
Max. (4)
No. √√
Motivation
- The human resource manager can outsource this recruitment process by using
labour consultants. √√
- Some of the steps could be skipped for internal recruitment. √√
- The nature and complexity of the work. √√
- The size of the undertaking and manpower requirements. √√
- Head hunting for preferred candidates. √√
- Any other relevant motivation related to the steps.
Yes 2
Motivation 2
Max. (4)
Conclusion
An effective human resource recruitment process will ensure a low employee
turnover for the company. √
This activity must ensure that the appropriate candidate with the relevant skills and
experience is appointed to the post to enable the company to achieve its goal. √
Any other appropriate conclusion.
(Any 2 x 1) (2)
Max
(32)
INSIGHT
Layout
2
Analysis, interpretation
2
Synthesis
2
Originality, examples
2
TOTAL MARKS
[40]
QUESTION 4
41
Recruitment is finding and appointing new employees to fill vacant positions.√√
4.2
• Loss of trained staff.√√
• Cost of training new staff.√√
• Cost of loss of production.√√
• Cost of errors made by employees.√√
(2)
(Any 3 x 2) (6)
[8]
The SSIP is supported by
Page 16 of 16