1.4.2 Recruitment, Selection and Training Flashcards
how is the way we work changing rapidly?
-part-time work is increasing
-single parent families are more common
-more women seeking work
-ageing population
-flexible working hours
-technology allows employee to communicate more effectively when apart
-people rarely stay in the same job for life
advantages of working part-time or flexible working arrangements for businesses
-cheaper to employ and less benefits
-more flexible workforce (can reduce labour hours when less demand)
-wide range of potential recruits
disadvantages of working part-time or flexible working arrangements for businesses
-employees feel less loyal to business and less motivated
-harder for managers to control and coordinate workforce
why might businesses need to recruit people?
-increasing sales of existing products
-developing new products
-entering new markets
why might existing employees leave?
-to work with competitors or other local employers
-retirement, sick leave or maternity leave
why can recruitment and selection be a costly activity for businesses?
lost output from replacing an employee and the logistical cost of running a recruitment and selection process
describe the recruitment and selection process
-determine the number and type of employees required
-conduct job analysis to identify duties and responsibilities involved
-create job description and specification
-advertise vacancy
-draw up short list of candidates for interview
-decide most suitable candidates
-appoint successful candidates and inform those that are not
job description
relates directly to the nature of the position itself, rather than the person required to fill it.
it contains:
-title of post
-details of main duties and tasks involved
person specification
identifies the abilities, qualifications, and qualities required of the job holder in order to carry out the job successfully
it includes:
-any educational or professional qualifications required
-necessary skills or experience
-suitable personality or character
internal recruitment
job is given to staff already employed by business
-involves promotion and reorganisation
advantages of internal recruitment
-quicker and cheaper
-greater variety and promotion opportunities can motivate employees
-avoids cost of induction training
-firm is already aware of employee’s skills and attitude to work
-already loyal to business
disadvantages of internal recruitment
-existing workers may not have skills required
-it may create a vacancy elsewhere, postponing external recruitment, rather than avoiding it
-no new ideas entering the business
external recruitment
-recruiting workers from outside the business
-job centres, adverts
-recruitment agencies, personal recommendations
advantages of external recruitment
-access to more candidates
-candidates may have the skills required to carry our the job in question, no need for training
-brings people with experience in from different companies
disadvantages of external recruitment
-higher recruitment costs for training
-time consuming process
-longer transition process, getting to know the team
-disrupts team dynamics- workers may have missed out on this promotional opportunity- conflicts
factors influencing the choice of method
-cost of the recruitment method
-size of the recruitment budget
-location and characteristics of the likely candidates
what does the selection process involve?
-interviews
-testing and profiling
-assessment centres
interviews
a structured conversation where one individual asks questions and the other provides answers
testing and profiling
involves testing an applicant’s performance under specific conditions
-collects data about performance
-measures suitability for a role
assessment centres
usually the last stage of the selection process
-a way for employer to get to know employee option, see how they interact with others and work as a team
-interaction exercises
training in businesses
they can be significant
-most employers are prepared to incur these costs, they know their business will benefit from employees’ development and progress
what does common training need to include?
-supporting new employees
-improves productivity
-increases marketing effectiveness
-supports high standards of customer service and production quality
-introduction of new technology
-addresses changes in legislation
-supports employee progress and promotion
benefits of effective training and development for businesses
-higher productivity
-higher quality
-more flexible
-less supervision required
-improved motivation through greater empowerment
-employee retention is higher
-easier to implement changes
how do employees benefit from effective training?
-feel more loyal to firm
-shows that business takes more interest in workers
-provides employees with greater promotional opportunities
-enables employees to achieve more at work
why might businesses neglect employee and management training?
-fear employees will be poached by competitors who may benefit from their training
-minimises short-term costs
-not a justifiable investment case
-training takes time to have desired effect
-benefits may be more intangible than tangible (e.g. morale doesn’t have a physical presence)
on-the-job training
where an employee receives training whilst remaining in the workplace
methods of on-the-job training
-demonstration and instruction (showing how to do the job)
-coaching (close working between experienced employee and trainee)
-job rotation (wide range of jobs to do)
-projects (exposure to other parts of business)
advantages of on-the-job training
-most cost-effective
-employees are productive
-opportunity to learn whilst working
-training alongside real colleagues- getting a feel for what it actually is like to work there
disadvantages of on-the-job training
-quality depends on ability of trainer and time
-bad habits might be passed on
-learning environment may not be helpful
-disruption to production
off-the-job training
training that takes place away form the workplace
examples of off-the-job training
-day or part time attendance at college
-professional development courses or conferences
-online training or distance learning
advantages of off-the-job training
-wider range or skills or qualifications can be obtained
-can learn from outside specialists or experts
-employees can be more confident when starting job
disadvantages of off-the-job training
-more expensive - transport and accommodation
-lost working time and potential output from employee
-new employees may still need some induction training
-employees have new skills and may leave for better jobs
induction training
the process of introducing new hires to their roles and the organisation
why is induction training done?
it is an opportunity to welcome new recruits, help them settle in, ensure they have the knowledge and support to do the role
