In the HR system for our fictitious organisation, the University of Small Bites, we will move from job to applicants to successful and unsuccessful letters. In a real system there would be some form of process to shortlist applicants and invite them to interview in between. Because this is just a demonstration system we have skipped some stages.
In order to use this stage you must have created at least one closed advert with at least one applicant.
If you are logged in you will see a list of your closed jobs. Click on one of these and you will see all applicants. Then simply do the following:
This shows how straight forward it can be to prepare successful and unsuccessful letters.
There is some low level intelliegnece programmed into the system. You can see this by changing the details of appointments and running the letters again. You will see that the letters change slightly to accommodate the options that you enter. This is just a way of showing that ideally there should be some connection between a mail merge template and the contractual terms for a particular job.
You may notice some of the following:
In a proper business system the unsuccessful letters letters produced would normally go into a queue to be emailed out. Job offers would probably be printed out to send with other new starter information.
The letters are adjusted depending on what is selected. This is done with the help of an algorithm (a series of steps and decisions). Below I have set out the steps that decide if an unsuccessful letter should be sent.
There is no need to spend any more time on this. That is unless you are interested in becoming a programmer and writing your own systems.
The Employment Rights Act 1996 underpins contracts of employment in the United Kingdom.
The terminolgy to use is a written statement of particulars of employment. This summarises the main particulars of the employment relationship and must according to the legislation be given within two months of the person's first day of service.
Whilst the law states two months it would actually be poor form to encourage a person to give up an existing job or prior state of affairs without actually presenting them with the contractual terms of their new role until two months after it has started. The law is quite flexible but if we are truly focused on the quality of the engagement with the prospective member of staff the written statement of particulars really should be issued as soon as possible after the decision to appoint has been made.
Issuing the written statement of particulars at the earliest point means the person is aware of what they being contracted to and can clarify any uncertainties before accepting. Starting a relationship in this manner where possible helps ensure a more harmonious contract.
The key aspects of a written statement of particulars are as follows:
An explanation of the symbols used
|This icon represents a unit that has child units. Click it to see the child units.|
|This icon means that a unit has its child units visible. Click to close the child units.|
|Unit name||Click on a unit to get more information on it. If the unit has child units it will open a page showing them too.|
|Clicking this icon takes you to some basic theory on organisation charts and structure.|
|This button is Collapse All and when clicked closes all units that have been opened up.|
|This button is Expand All and when clicked opens all units so you will see every aspect of the tree.|
Welcome to the free website for people who want to learn about the technology used for keeping staffing details in offices. Using this site you can learn as much from the comfort of your arm chair as you could in two years at work. Here is your chance to practice with systems that you may only have heard about. Get a behind the scenes view of what happens with your information and how it is stored.
This site is aimed at people from school leaving age and above who may be interested in working with what are known as Human Resources (HR) information systems.
If we can help even one person to secure a job in HR or specialise in HR systems as a result of using our free development site then the creators of HRMISolutions and Learning in Small Bites will have achieved what we set out to do.
You will get the best out of this site if you have:
In this section we will carry on from the recruitment section and offer our successful person a contract of appointment. We will look at the component parts of a contract and briefly touch upon the law that underpins contracts of employment.
We will work form the model that you have advertised a job and of the applicants there is one that you wish to offer a contract. Below is a list of your recruitment actions, select one to view your applicants and then issue contracts or unsuccessful letters.
|Jobs||Grade||Organisation Unit||Closing Date|