PG DIP

Human Capital
Management

HCM: TOPIC 4
Part 5
TALENT MANAGEMENT
Part 1 Part 2 Part 3 Part 4 Part 5

Modular Outcomes
Talent
Management
Talent Acquisition and Onboarding
1.
9. 10.
Needs
Offer Appointment
Assessment

2. 11.
Analysis of 3. Induction
the Recruitment Plan Programme
position/ JD
3b.
Advertising
12.
Placement
4. interviews

Pre-Selection

5. 6. 7. 8.
Interviews Assessments Medical Test References
(External
Candidates)
Appointment
Talent Acquisition and Onboarding
1.
9. 10.
Needs
Offer Appointment
Assessment

2. 11.
Analysis of Recruitment Plan Induction
the Programme
position/ JD
3b.
Advertising
12.
Placement
4. interviews

Pre-Selection

5. 6. 7. 8.
Interviews Assessments Medical Test References
(External
Candidates)
Step 9. Job offer

 Upon completion of the internal process the panel have to decide on Textbook pg 218
the successful candidate based on the ranking scores.

 A formal job offer can now be made to the successful candidates by

sending out regret letters. Inform all the unsuccessful candidates by
sending out regret letters.

 The job offer must include the following:

▪ Salary package
▪ Benefits
▪ Place of work
▪ Starting date
▪ Position

➢ An employment contract may be included in the offer, or may follow

later
Talent Acquisition and Onboarding
1.
9. 10.
Needs
Offer Appointment
Assessment

2. 11.
Analysis of 3. Induction
the Recruitment Plan Programme
position/ JD
3b.
Advertising
12.
Placement
4. interviews

Pre-Selection

5. 6. 7. 8.
Interviews Assessments Medical Test References
(External
Candidates)
Step 10. Appointment

 If the candidate accepts the offer he/she

must confirm that in writing within the time
frame required by the firm.

 Negotiations about the terms of the offer

may apply.
The Recruitment File should also contain:
Textbook 215-216
 A detailed Position / Job Description or Profile
• the tenure of the position (permanent or fixed – term)
• the person profile including classification in terms of the gender, race and disability needs
of your Employment Equity Plan or Affirmative Action Policy.
• the preferred starting date
• the inherent requirements of the position,
 A detailed breakdown of the remuneration package;
 The internal advertisement;
 The external advertisement;
 The schedule or schedules used to shortlist, if applicable;
 The blank interview questionnaire or schedule you used during interviews for the position, together with your
interviewer’s schedules or questionnaires completed with their comments;
 Copies of any medical tests, psychometric test or skills exercises, if applicable– with their results.
 Names and / or application forms and CV’s of all applicants who applied, with comments on any audits or checks
you may have done on the CV’s , such as on the authenticity of qualifications;
 Copies of reference checks;
 Any additional records or documents you may have used to match applicants accurately with the post;
 Copy of a summary or report of events in case you need to defend your selection to the CCMA, or you receive
internal inquiries from staff or management
On-
boarding
Talent Acquisition and Onboarding
1.
9. 10.
Needs
Offer Appointment
Assessment

2. 11.
Analysis of 3. Induction
the Recruitment Plan Programme
position/ JD
3b.
Advertising
12.
Placement
4. interviews

Pre-Selection

5. 6. 7. 8.
Interviews Assessments Medical Test References
(External
Candidates)
Benefits of
On-Boarding
:
 Higher job satisfaction
 Lower job turnover
 Improved safety
 Greater commitments to
org values and culture
 Higher performance
 Fewer costly mistakes
 Reduction in absenteeism
 Better customer service
 Improved relationships
 Compliance to policies
Textbook Chapter 7 Page 229
 Supervisor

Induction
Head of
Peers
Department

Employee
Role-players

Shop HR
steward Department
Induction Content
Textbook Page 226- 229
233 - 234

Integrating the new employee into the organization and acquainting

them with the details of the requirements of the jobs.

Job Sense of
Relationships
procedures belonging

Goals/ vision Means of

Basic
of attaining
responsibilities
organisation goals

Required
Culture Policy
behaviour
If you require any help?

Emmie Pietersen
emmie@peritumagri.com
0826664951