8. Recruitment, selection and training of workers Flashcards
Define Recruitment
the process
from identifying that the
business needs to employ
someone up to the point
at which applications have
arrived at the business.
Define Employee selection
the process of evaluating
candidates for a specific
job and selecting an
individual for employment
based on the needs of the
organisation.
Human resource department include …
[6]
- Recruitment and selection
- Training programmes
- Wages and salaries
- Health and safety
- Industrial relations
- Redundancy (retrenchment) and
dismissal
Businesses need to start the process of recruitment and selection when:
[3]
» an employee leaves their job and they need to be replaced
» it is a new business starting up and needs employees
» it is a successful business and wants to expand by employing more people.
Define job analysis
identifies and
records the responsibilities
and tasks relating to a job.
Define job description
outlines
the responsibilities and
duties to be carried out by
someone employed to do a
specific job.
Define job specification
is a
document which outlines
the requirements,
qualifications, expertise,
physical characteristics,
etc., for a specified job.
Job descriptions often contain
[3]
» the conditions of employment – salary, hours of work, pension scheme and
staff welfare
» training that will be offered
» opportunities for promotion.
Job requirements will usually include [4]
» the level of educational qualifications
» the amount of experience and type of experience
» special skills, knowledge or particular aptitude
» personal characteristics, such as type of personality.
Define Internal recruitment
is when a vacancy is filled by
someone who is an existing
employee of the business.
Define External recruitment
is when a vacancy is filled
by someone who is not an
existing employee and will
be new to the business.
Advertising job vacancies can be done in what ways
[5]
» Local newspapers
» National newspapers
» Specialist magazines
» Online recruitment sites
» Recruitment agencies
The benefits to a business of employing part-time employees [6]
» more flexible in the hours of work
» easier to ask employees just to work at busy times
» easier to extend business opening/operating hours by working evenings or at
weekends
» fits in with looking after children and therefore employee is willing to accept
lower pay
» reduces business costs compared to employing and paying a full-time employee
» in some countries it is easier to make part-time workers redundant.
The limitations to a business of part-time employees [5]
» less likely to seek training because the employees may see the job as
temporary
» takes longer to recruit two part-time workers than one full-time employee
» part-time employees can be less committed to the business and may be more
likely to leave to get another job
» less likely to be promoted because they will not have gained the same skills
and experience as full-time employees
» more difficult to communicate with part-time employees when they are not in
work.
Training is usually trying to achieve [3]
» To increase skills.
» To increase knowledge.
» To improve employees’ attitudes to encourage them to accept change and raise
awareness, for example, a need to improve customer service.
There are three main types of training [3]
» induction training
» on-the-job training
» off-the-job training.
Define Induction training
is an introduction given to a
new employee, explaining
the business’s activities,
customs and procedures
and introducing them to
their fellow workers.
Define On-the-job training
occurs by watching a more
experienced worker doing
the job.
Define Off-the-job training
involves being trained away
from the workplace, usually
by specialist trainers.
The advantages of induction training are
[3]
» helps new employees to settle into their job quickly
» may be a legal requirement to give health and safety training at the start of a job
» means workers are less likely to make mistakes.
The disadvantages of induction training are [3]
» is time-consuming
» means wages are paid but no work is being done by the worker
» delays the start of the employee commencing their job.
The advantages of on-the-job training are [4]
» individual tuition is given and it is in the workplace so the employee does not
need to be sent away (travel costs are expensive)
» it ensures there is some production from the worker while they are training
» it usually costs less than off-the-job training
» it is training tailored to the specific needs of the business.
The disadvantages of on-the-job training are [3]
» the trainer will not be as productive as usual because they are showing the
trainee what to do instead of getting on with their job
» the trainer may have bad habits and they may pass these on to the trainee
» it may not lead to training qualifications recognised outside the business.
The advantages of off-the-job training are [5]
» a broad range of skills can be taught using these techniques
» if these courses are taught in the evening after work, they are cheaper for the
business because the employee will still carry out their normal duties during
the day
» the business will only need to pay for the course and it will not also lose the
output of the employee
» employees may be taught a variety of skills, becoming multi-skilled, and this
makes them more versatile – they can be moved around the company when the
need arises
» it often uses expert trainers who have up-to-date knowledge of business practices.
The disadvantages of off-the-job training are [3]
» costs are high
» it means wages are paid but no work is being done by the worker
» the additional qualifications mean it is easier for the employee to leave and
find another job.
Define Dismissal
is when
employment is ended
against the will of the
employee, usually for not
working in accordance with
the employment contract.
Define Redundancy
is when an
employee is no longer
needed and so loses their
job. It is not due to any
aspect of their work being
unsatisfactory.
