A systems approach to the employment process

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1. Introduction The employment process forms an important part of the functioning of any organisation. It has increasingly become evident that the employment process is subject to environmental changes, both within and outside the organisation. This has become known as the systems approach to viewing the employment process. This paper will take a closer look at the various phases in the employment process and how they relate to one another. A case study will also be analysed to demonstrate how an organisation’s human resources needs should be approached form a systems perspective. Recent changes in compensation practises are also reviewed. 2. A systems approach to the employment process In the past organisations were viewed as closed systems in which the problems they experienced could be compartmentalised and address separately. This approach proved to be very wrong as organisations are in fact open systems that are constantly subject to influences from the external environment whilst at the same time exerting influence on the external environment. This idea, referred to as the systems view, is best described by means of a diagram (Cascio & Aguinis, 2014). Figure 1 shows the organisation as a system with internal processes that are influenced by a range of external factors. Figure 1. Organisations as open systems (Cascio & Aguinis, 2014) An organisation is, however, more complex than merely inputs, transformations and outputs. Various subsystems operate interdependently to deliver the final outputs. This systems view can be applied to the employment process to better understand the complex nature of the decisions made throughout the process (Cascio & Aguinis, 2014). Chen and Fu (2008) argue that a competitive advantag... ... middle of paper ... ...rnal of industrial psychology, 28 (1), 60-66. Skills Development Amendment Act 37 of 2008. Skills Levies Act (Act 9 of 1999). Government Gazette, 406 (19984), Cape Town: Government Printer. South African Board of Personnel Practices. (2014). The South African national human resource standards. Weathington, B.L. (2008). Income level and the value of non-wage employee benefits. Employee Responsibilities and Rights Journal, 20 (4), 291-300. Weathington, B.L., & Tetrick, L.E. (2000). Compensation or right: An analysis of employee “fringe” benefit perception. Employee Responsibilities and Rights Journal, 12 (3), 141-162. Zobal, C. (1998). The “ideal” team compensation system – an overview: Part I. Team Performance Management, 4 (5), 235-249. Zobal, C. (1999). The “ideal” team compensation system – an overview: Part II. Team Performance Management, 5 (1), 23-45.
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