2.3 Recruitment, Selection and Training of Employees Flashcards
Unit 2: People in Business
Job Analysis
Studies the tasks and activities to be carried out by new employees
Identifies and records tasks and responsibilities required
Purpose of Job Analysis
Business expansion
Replacing a employee
Work out if they need to recruit or task duties to others
Job Desciption
Clear idea of what the job involves
Helps applicants decide whether they can do the job
What does a Job Description contain?
Title
Location
Summary of job
Who you report to
Work conditions
Job duties
Hazards
Job Specification
Document outlining requirement, qualifications, expertise, skill, and characteristic require by the employee
What do Job Specifications include?
Qualifications
Expertise
Specialised training
Skills
Personality
Internal Recruitment
Vacancy is filled by an existing employee of a business
Advantages of Internal Recruitment
Saves time and money
Already know business culture
Understanding of operations
Motivates other colleagues
External Recruitment
When a vacancy is filled by a non-existing employee of the business
Disadvantages of Internal Recruitment
No new skills into business
Jealousy of coworkers
No suitable candidates available
Advantages of External Recruitment
Brings new skills/ideas
Wider pool of candidates
Fresh perspective
Advertising Vacancy
Raising awareness about the role to increase the number of potential applicants
Disadvantages of External Recruitment
No knowledge of business culture/operations
Takes more time
More costly
Ways to Advertise Vacancy
Job centre
Specialist magazines
Recruitment agency
Websites
Local paper
National paper
Noticeboard in office
Selection
Selecting the best candidates for the job
Recruitment
The process from
- identifying that the business needs to employ someone
up to
- the point at which applications have arrived at the business
Part-time employment adv
More flexible work hours
Easier to ask employees to work more during busy hours
Easy to extend business hours by working weekends
Less expensive than payung full-time employees
Part-time employment disadv
Less training
Lowe quality
Less committed to business
Time and money to recruit and train employees
Might leave job for a full-time
Full-time employment adv
Consistent level of service and work
Likely to be committed
Easy to communicate
Internal pool of candidates for promotions
Less workers needed
Full-time employment disadv
High overhead costs as labour is fixed regardless of output
Less flexibility to scale down
Higher labour costs
Why is training important?
Introduce new process
Improved efficiency
Increased motivation
Fewer mistakes
Fewer accidents
Employee flexibility
Less supervision needed
Reduce number of employees
Fewer customer complaints
Induction Training
Given to a new employee, explaining its activities, customs and procedures, introducing them to their colleagues
Induction Training adv
Familiarise with the workplace
Legal requirement
Less likely to make mistakes
Induction Training disadv
Wages are still paid when training
Delays when employees start the job
Increased costs for business
On-The-Job Training
Watching a more experienced worker doing the job
On-The-Job Training adv
Production from the work whilst they are training
Costs less than off-the job training
Training to the specific needs of the business
On-The-Job Training disadv
The trainer will lose some production time
Trainer will transfer bad habits
Trainer is less production when training
Off-The-Job Training
Trained away from the workplace, usually by specialist trainers
Off-The-Job Training adv
Skills might not be available in the business
Access up to date skills from trainers
Workers can focus 100% on training
Off-The-Job Training disadv
Not tailored to individual business
High costs for training
Dismissal
Worker told to leave their job because their work or behaviour was unsatisfactory
Like
Lateness
Stealing from business
Unable to do job
Downsizing
Reducing the number of employees in the business
Redundancy
Employee is not needed anymore and isn’t their fault for the loss of their job
When
Introduction of technology
Fall of demand for goods
Shop/factory closure
Relocation of business
Contract of Employment
Legally binding document that sets out the terms of the relationship between the employee and the employer
Includes:
Name of employer
Job title
Date of employment
Hours worked
Rate of pay
When payment will be made
Holiday entitlement
Which workers to make redundant?
Depends on:
How important the job is
Performance
Experience
Skill
Salary paud
Length of service
Attitude to work
Impacts of the contract of employment
Clear expectations
Security of employment
Employee can seek legally binding compensation if not met by employer
If employee doesn’t meet conditions, they can be dismissed
Health and safety at work
Protection from dangerous machinery, safety clothing and equipment
Unfair dismissal
Employer ends a workers employment for reason not covered by contract
Impacts of health and safety
Cost employer
Time needed to train
Workers feel safer
Reduce accidents at work
Legal controls over employment issues
Employment contracts
Unfair dismissal
Discrimination
Health and safety
Legal minimum wage
