15. Recruitment, selection and trainning

Question 1

Recruitment and selection

Answer 1

When businesses hire new employees they need to attract and appoint the best people- those with the right skills and appropiate experience.

Question 2

Stages in the recruitment and selection process

Answer 2

• Identify the type and number of staff needed
• Prepare the job description and person specification
• Advertise the job using appropiate media
• Evaluate applicants and select a shortlist for interview
• Carry out interviews
• Evaluate interviews and make appointments
• Provide feedback for unsuccesful candidates

Question 3

Job description

Answer 3

States the title of the job and outlines the tasks, duties and responsabilities associated with that job.

Question 4

Person specification

Answer 4

Provides details of qualifications, experience, skills, attitudes and any other characteristics that would be expected of a person appointed to do a particular job.

Question 5

Internal recruitment

Answer 5

appointing workers from inside the business

Question 6

External recruitment

Answer 6

Appointing workers from outside the business

Question 7

Word of mouth

Answer 7

A person hearing about a job from someone else, often someone who works in the place of employment

Question 8

Direct application

Answer 8

Many jobseekers send their details to employers for whoom they would like to work just in case they have a vacancy.

Question 9

Advertising

Answer 9

The employer may place advertising in newspaper, specialist magazines and journals. Social media is also used. People wanting to change their job are likely to seek out advertisement

Question 10

Private employment agencies

Answer 10

The business may employ an agency to find candidates. They are more useful to find temporarily workers.

Question 11

Headhunting

Answer 11

Where the agency draws up a list of people they think would be suitable for a job. The agency will approach those on the list and discuss the possibility of them taking the job

Question 12

Jobcentres

Answer 12

Businesses can advertise vacancies through job centres run by the government. Jobcenters are often used by the unenmployed and vacancies tend to pay less than the average wage.

Question 13

Government- funded trainning schemes

Answer 13

Some businesses take on trainees from governemnt-funded trainning schemes in some countries.

Question 14

Recruitment and selsction costs:

Answer 14

• Human resources department will incur costs when identifying the number and type of staff required.
• Some administrative costs will be incured when checking and updating job descriptions and person specifications
• Jobs will have to be advertise in external recruitment, being a cost
• Time will be spent handling and sorting applications
• Interviewing process can be expensive for a business (involve some highly paid senior staff)
• Sometimes the new person recruited will negotiate a higher salary and therefore higher costs

Question 15

Training costs:

Answer 15

• Training courses and other resources
• Loss of output
• Employees leaving

Question 16

Induction trainning

Answer 16

training given to new employees when they first start a job

Question 17

On-the-job training (definition)

Answer 17

training that takes place while doing the job

Question 18

On-the-job training:

Answer 18

• Learning from other workers
• Mentoring
• Job rotation
• Traditional apprenticeships
• Graduate training

Question 19

Advantages of on-the-job training trainning:

Answer 19

• Output is being produced
• Relevant because trainees learn by actually doing the job
• Cheaper than other forms of training

Question 20

Disadvantages of on-the-job training trainning:

Answer 20

• Output may be lost if workers make mistakes
• May be stressful for the worker particulary if working with others
• Trainers may get fustrated for the worker- particularly if working with others
• Could be a danger to other

Question 21

Off-the-job training

Answer 21

training that takes place away from the work area

Question 22

Advantages of off-the-job training

Answer 22

• Output is not affected if mistakes are made
• Workers’ learning cannot be distracted by work
• Training could take place outside work hours if necessary
• Customers and others are not put at risk

Question 23

Disadvantages of off-the-job training

Answer 23

• No output because employees do not contribute to work
• Some off-the-job training is expensive if provided by specialists
• Some aspects of work cannot be taught off the job
• Trainees may feel that some of the training is not relevant to them
• It may take time to organise

Question 24

Benefits of training

Answer 24

• Managers (workers may be better motivated and easier to work with)
• Owners (productivity is higher and costs will be lower, gain competitive edge in the market)
• Employees (able to do their job more effectively, reduce anxiety and job satisfaction)
• Customers (customers will benefit from better quality products)

Question 25

Curriculum Vitae (CV)

Answer 25

A document that lists personal details, qualifications, work experience, referees and other information about the jobseeker