1.4.2 Recruitment, Selection and Training

Question 1

how is the way we work changing rapidly?

Answer 1

-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

Question 2

advantages of working part-time or flexible working arrangements for businesses

Answer 2

-cheaper to employ and less benefits
-more flexible workforce (can reduce labour hours when less demand)
-wide range of potential recruits

Question 3

disadvantages of working part-time or flexible working arrangements for businesses

Answer 3

-employees feel less loyal to business and less motivated
-harder for managers to control and coordinate workforce

Question 4

why might businesses need to recruit people?

Answer 4

-increasing sales of existing products
-developing new products
-entering new markets

Question 5

why might existing employees leave?

Answer 5

-to work with competitors or other local employers
-retirement, sick leave or maternity leave

Question 6

why can recruitment and selection be a costly activity for businesses?

Answer 6

lost output from replacing an employee and the logistical cost of running a recruitment and selection process

Question 7

describe the recruitment and selection process

Answer 7

-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

Question 8

job description

Answer 8

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

Question 9

person specification

Answer 9

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

Question 10

internal recruitment

Answer 10

job is given to staff already employed by business
-involves promotion and reorganisation

Question 11

advantages of internal recruitment

Answer 11

-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

Question 12

disadvantages of internal recruitment

Answer 12

-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

Question 13

external recruitment

Answer 13

-recruiting workers from outside the business
-job centres, adverts
-recruitment agencies, personal recommendations

Question 14

advantages of external recruitment

Answer 14

-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

Question 15

disadvantages of external recruitment

Answer 15

-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

Question 16

factors influencing the choice of method

Answer 16

-cost of the recruitment method
-size of the recruitment budget
-location and characteristics of the likely candidates

Question 17

what does the selection process involve?

Answer 17

-interviews
-testing and profiling
-assessment centres

Question 18

interviews

Answer 18

a structured conversation where one individual asks questions and the other provides answers

Question 19

testing and profiling

Answer 19

involves testing an applicant’s performance under specific conditions
-collects data about performance
-measures suitability for a role

Question 20

assessment centres

Answer 20

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

Question 21

training in businesses

Answer 21

they can be significant
-most employers are prepared to incur these costs, they know their business will benefit from employees’ development and progress

Question 22

what does common training need to include?

Answer 22

-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

Question 23

benefits of effective training and development for businesses

Answer 23

-higher productivity
-higher quality
-more flexible
-less supervision required
-improved motivation through greater empowerment
-employee retention is higher
-easier to implement changes

Question 24

how do employees benefit from effective training?

Answer 24

-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

Question 25

why might businesses neglect employee and management training?

Answer 25

-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)

Question 26

on-the-job training

Answer 26

where an employee receives training whilst remaining in the workplace

Question 27

methods of on-the-job training

Answer 27

-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)

Question 28

advantages of on-the-job training

Answer 28

-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

Question 29

disadvantages of on-the-job training

Answer 29

-quality depends on ability of trainer and time -bad habits might be passed on -learning environment may not be helpful -disruption to production

Question 30

off-the-job training

Answer 30

training that takes place away form the workplace

Question 31

examples of off-the-job training

Answer 31

-day or part time attendance at college -professional development courses or conferences -online training or distance learning

Question 32

advantages of off-the-job training

Answer 32

-wider range or skills or qualifications can be obtained -can learn from outside specialists or experts -employees can be more confident when starting job

Question 33

disadvantages of off-the-job training

Answer 33

-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

Question 34

induction training

Answer 34

the process of introducing new hires to their roles and the organisation

Question 35

why is induction training done?

Answer 35

it is an opportunity to welcome new recruits, help them settle in, ensure they have the knowledge and support to do the role