Recruitment and Management of Staff

High staff turnover can;-
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In competency based interviews, the interviewer will ask questions to find out if the candidate has the skills and competencies identified for the role. The candidate needs to respond with related examples of how they have handled situations in the workplace to demonstrate those skills or competencies.

It is advisable to carry out a full exit interview to seek the reason for leaving, this is best done by the line manager.

A good appraisal meeting:
Focuses on a list of errors, problems or omissions.
Allocates blame.
The appraiser does most of the talking, there is not a two way dialogue.
Solutions are not proposed.
Ends in argument or disagreement between appraiser and appraisee.
Leaves the appraisee feeling demotivated.

Competency based interviews are so called because they find the most competent candidate.

A line manager can discuss the career aspirations of each of his staff during performance appraisals, and at other opportunities.

Performance management is commonly achieved through annual performance appraisals.

Feedback will work best when events are described rather than judged.

A job description usually includes a job specification, and a person specification, and the competencies required for the role

Good practices for retaining and developing staff include;-
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