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A Level Business Theme 1 > 1.4.2. Recruitment, Selection and training > Flashcards

1.4.2. Recruitment, Selection and training Flashcards

1
Q

recruitment

A

attracting potential candidates
filling job vacancies by defining the job, attracting suitable candidates & selecting those best suited to fill it
person specification, job description, advertisement

FINDING

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2
Q

selection

A

CHOSE
choosing ideal candidates
assessment centre, curriculum vitae (CV), interview

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3
Q

8 reasons why recruit?

A
  1. temporary (maternity/paternity/illness/ injury) (contracts/training)
  2. dismissal
  3. role with high staff turnover
  4. leaves or headhunted (retire/death)
  5. promotion
  6. change in organisation structure (taller) or relocating?
  7. increase demand of job (new skills needed)
  8. expanding = new roles created = specific skill set
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4
Q

internal recruitment

A

fill vacancy from within existing workforce

e.g. promotion of existing, announcement/notice board, memo, advertise on intranet, deploy to other branch

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5
Q

external recruitment

A

fill vacancy from outside the business (external source)

e.g. recruitment consultant, job centre, word of mouth, headhunted, advertise online

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6
Q

personal recommendation

A

could be internal or external recruitment

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7
Q

4 adv and 3 dis of internal recruitment

A

adv:
1. know (systems/process = productive)
2. business culture (train less)
3. cheaper/easier
4. trust skills and capabilities

dis:
1. smaller pool of talent
2. biased
3. tension/conflict = someone leaves

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8
Q

adv and dis of external recruitment

A

adv:
1. outside = critical assess
2. new ideas/perspectives
3. processes/ideas from another sector

dis:
1. longer selection process = time/costs
2. not integrate well

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9
Q

8 stages of the recruitment and selection process:

A
  1. identify vacancy (work force plan, skills audit) (skills required & no. of employees, hours/qualifications?)
  2. job description (outline task/ responsibilities)= require?
  3. person specification (e.g. resourceful, growth mindset, team player) -> attract potential
  4. advertise vacancy (emails/meetings)
  5. receiving applications (moved from CV to application forms)
  6. Short list/reference (CV/application form)
  7. Assess candidates (interview) (selection methods)
  8. offer position (appoint appropriate)
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10
Q

application forms

A

tailored application, effort to apply, easier/efficient short list

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11
Q

4 methods of selection

A
  1. interview
  2. tests
  3. reference
  4. assessment centres
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12
Q

interview

A

in-depth dialogue with potential applicant
types=face2face, telephone, panel, group
adv: identify whether “right” person
dis: recruiter influenced by appearance/ social skills

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13
Q

tests

A

IQ, aptitude test, psychometric, fitness, medical, leadership (DBS)

adv: assess attitudes/aptitudes
dis: only show what already know, not what learn in future

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14
Q

reference

A

adv: check success at previous jobs
dis: writer not open about candidate weakness

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15
Q

assessment centres

A

adv: skills of team-working and leadership
dis: allow someone who is quiet but able to slip through net

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16
Q

8 reasons why recruitment and selection is costly?

A
  1. advertisement costs
  2. long process (admin costs)
  3. cost of running events/hire assessment centre
  4. divert from job (cover)
  5. restart - costly = leave = cost start
  6. hire tech support
  7. outsourcing costs
  8. redeploy affects performance
17
Q

types of training

A
  1. induction
  2. on the job
  3. off the job
18
Q

induction training

A

newly appointed = fully productive ASAP
familiarise key aspects
-health/safety (procedures)
-tour of organisation/intro to employees
-details of employment (pay/holiday/duties)
-learn aims/value = inspired = welcome comm = motivate

19
Q

3 pros and 3 cons of induction training

A

pros:
1. avoid costly mistakes
2. productive ASAP
3. increase flexibility = respond to change

cons:
1. expensive/costly = evaluating effect
2. time consuming
3. production = disrupted

20
Q

on the job training

A

in workplace and working
not required to leave workplace
instruction while carrying out job, whilst productive
e.g. mentoring/coaching

understand how work fits into company = motivated = improve quality/outcomes

21
Q

4 pros and 4 cons of on the job training

A

pros:
1. specific/tailored
2. mistake = instant advice
3. Cost effective = learn whilst doing (productive)
4. train alongside real colleagues

cons:
1. less knowledge on methods used elsewhere
2. lower priority, focus on production targets = lost output (disrupt)
3. quality dependent on time/trainer ability = bad habits
4. learning env = not conducive (possible)

22
Q

off the job training

A

away from work place (not working) = instructions
e.g. training facilities (seminar rooms), uni, private training agency

cared for & worthy = motivated to please = quality

23
Q

training

A

process of equipping employees with skills and knowledge necessary to carry out their job effectively

24
Q

7 benefits of training

A
  1. motivation = empowerment
  2. recruitment/employee retention
  3. easier to implement change
  4. less supervision needed
  5. increase flexibility better skills
  6. higher quality
  7. better productivity
25
Q

4 methods of on the job training

A
  1. demonstration/instruction
  2. coaching (close working relationship)
  3. job rotation (wide range of activities)
  4. projects (on team = exposure to parts) “multi disciplinary”
26
Q

methods of off the job training

A
  1. day/part time attendance at college
  2. professional development course
  3. online training/distance learning
27
Q

adv and dis of off the job training

A

adv:
wider range of skills/qualifications gain
learn outside specialist
confidence increases

dis: 
expensive (transport/communication) 
lost working time/ employee production 
new employee = induction training 
new skills = leave for new job
28
Q

difference between job description and person specification

A

job description = overall purpose of role, main tasks to be carried out

person specification = skills and experience required to perform job effectively

29
Q

3 costs of training

A
  1. financial
  2. operations disrupted
  3. higher skilled = poached

A Level Business Theme 1 (24 decks)

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