1.4.2 - Recruitment, Selection And Training Flashcards
The need to recruit triggered by (3)
- existing staff leaving
- growth of the business
- new activities needing new skills
The decision whether to recruit internally or externally depends on
- cost of the recruitment method
- size of recruitment budget
- location and characteristics of likely candidates
Def of recruitment
Means filling job vacancies by defining the job, attracting suitable candidates and selecting those best suited to fill it
Def internal recruitment
Means filling a job vacancy with somebody who already works for the business
Def of external recruitment
Means filling a job van can help with somebody who does not currently work for the business
Advantages of internal recruitment
- quicker and cheaper than external recruitment
- chance of promotion may help boost morale within a business
- the skills and attitudes of internal candidates will already be known by the business
Disadvantages of internal recruitment
- limits number of potential applicants
- fails to bring in new ideas from outside the business
- creates a vacancy elsewhere in the business that will still need to be filled externally
4 methods of selection
Interviews, assessment centres, tests, references
Benefits of interviews
Can help identify whether the recruit is the right sort of person
Weakness of interviews
Recruiters can be overly influenced by a candidates appearance and social skill
Def of assessment centres
Candidates invited to attend assessment centre where a range of selection measures eg role plays, group tasks and interviews are combines
Weakness of assessment centres
Can only show what the individual knows already, not what they could learn in the future
Benefits of tests
Opportunity to examine skills of team working and leadership
Weakness of testing
May allow someone who is quiet to slip through net, purely objective
Costs of recruitment
Time consuming drawing up job descriptions, fees paid to recruitment consultancy, expensive doing advertising
Costs of selection
Managers time interviewing, fees paid to assessment centres
Costs of training
Productivity time lost by employee receiving training. Can be expensive
6 recruitment stages
- write person specification and job description
- assess the skills a business requires and number of employees needed
- advertise job vacancy
- shortlist applicants based on CV
- use appropriate selection methods
- appoint appropriate candidate
Def of training
Process of equipping employees with the skills and knowledge necessary to carry out their job effectively
Def of induction training
Initial training when an employee begins a job that is designed to familiarise them with the workplace and business
Benefits of training
- higher skill levels can boost productivity and innovation
- a wider range of skills can enhance the businesses flexibility
- motivates staff who feel they have been invested in by the business
Weaknesses of training
- providing training can carry a large financial cost
- while training is being provided, the normal operations of the business can be distributed
- better-trained staff are more attractive to other businesses
Def on the job training
Where an employee learns in the workplace from experienced employees
Def of off the job training
Any form of education that takes place outside the workplace
Advantages of on the job training
- tailored to the companies own ways of working
- after a mistake, can get instant advice from fellow workers
- saves time and cost of sending people out
Disadvantages of on the job training
- less knowledge acquired on methods used elsewhere
- may take a lower priority, as staff focus on production targets
