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Lockdown Revision Mar-July2020 > Business, Unit 3 - People > Flashcards

Business, Unit 3 - People Flashcards

1
Q

Recruitment objective

A

Attain the number and quality of employees that can be chosen to help the business achieve its aims and objectives.

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2
Q

Why might a business have a job vacancy?

A
  • someone retires
  • someone is dismissed
  • leaves for new job
  • sick leave (temporary)
  • maternity leave (temporary)
  • promoted within the business
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3
Q

Recruitment and selection journey

A

1) identifies job vacancy
2) write job description
3) write person specification
4) advertise job
5) send application forms
6) receive applications form
7) shortlist candidates
8) interviews
9) select best candidate
10) make a job offer

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4
Q

What is the difference between recruitment and selection?

A

Recruitment : process of searching for new employees and trying to get them to apply for the job

Selection : screening of the candidates who have applied for the job so that the most suitable person for the job can be chosen

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5
Q

Job description

A

A document that describes the duties a worker needs to carry out whilst on the job. e.g writing letters OR answering the phone

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6
Q

Person specification

A

A document that lists the qualifications, skills and experience that is needed in order to apply for a particular job.
e.g having good communication skills OR English language GCSE

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7
Q

Internal recruitment

A

When a vacancy is filled by a person already in the organisation

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8
Q

External recruitment

A

When a vacancy is filled by someone who does not already work in the organisation

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9
Q

Internal recruitment : benefits

A
  • good for morals when someone is promoted
  • frees up new vacancy
  • cheaper, no advertising
  • employee already is familiar with the business and is already known by the organisation
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10
Q

External recruitment : benefits

A
  • new ideas
  • stop resentment
  • more candidates to choose from
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11
Q

Internal recruitment : disadvantages

A
  • NO new ideas
  • other workers may be jealous
  • cause resentment
  • another job will need to be filled
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12
Q

External recruitment: disadvantages

A
  • longer to recruit
  • limited choice
  • expensive
  • candidates aren’t well known
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13
Q

Information on job advertisement

A
  • duties
  • qualifications
  • experience needed
  • skills needed
  • salary details
  • days & hours of work
  • place of work
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14
Q

Job advertisement media; local newspaper

A
  • contains job section

- not usually expensive

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15
Q

Job advertisement media; national newspaper

A
  • contains job section

- more expensive

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16
Q

Job advertisement media; specific magazine

A
  • job section ( typically at back )
  • targets particular industries and group of workers

E.g TES magazine (Teaching Educational Supplement) is aimed at teachers

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17
Q

Job advertisement media; job centres

A
  • run by government
  • computers to search for jobs
  • offer advice to job seekers
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18
Q

Job advertisement media; websites

A
  • SOLELY for advertising jobs (more expensive)

- job placed on business’ own website

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19
Q

Job advertisement media; word of mouth

A
  • mention of vacancy to other people

- useful for seeking local employees

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20
Q

Job advertisement; social media

A
  • business advertises using social media account (Facebook)

SOCIAL MEDIA IS ON THE RISE

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21
Q

Internal ways to advertise a job

A
  • post advertisement onto company’s own intranet
  • physical copies on bulletin boards
  • send company - wide email to all employees with the advertisement attached
22
Q

Methods of selection

A

Ways a business narrows down the applicant for a job
Help to find out more of:
- applicant’s skills
- experience
- qualifications
An informed decision can be made about who to offer the job to

23
Q

Methods of selection; stage 1

A
  • CV
  • application form
  • letter of application
24
Q

Curriculum Virtae (CV)

A
  • Latin for ‘course of life’
  • summarises candidates skills, work experience and education/qualifications
  • a document written (1 or 2 sides of A4)
25
Q

CV advantages

A
  • organising ability (of candidate)

- easy to see essential information at a glance

26
Q

CV disadvantages

A
  • candidates may exaggerate the truth

- too long, won’t be read

27
Q

Application form

A

Applicants provide information in answer to questions on a form. The form has spaces for specific information to be written

28
Q

Letter of application/ cover letter

A

A letter written by the applicant explaining why they believe they are suitable for the job

29
Q

Interview

A

The applicants meets people from the business for a face to face discussion. Each candidate will be asked a series of identical questions so that their answers can be compared

30
Q

Why might sending an application/ cover letter with a CV may help a candidate to proceed to the next stage of selection?

A
  • show punctuation and grammar skills

- show candidates desire to be successful, personalised to the job they are applying for

31
Q

Method of selection; stage 2

A
  • interviews
  • group activities
  • presentation & tests
32
Q

Methods of selection; group activities

A
  • help employees to establish how good applicants are working within a team
  • help employers identify which applicants can come up with good ideas to solve problems
33
Q

References

A

Statements from previous or current employer or responsive person about the suitability of the applicant for the job. The referee may comment on the candidate’s personal qualities, how well they work and their punctuality/ attendance records.

34
Q

Training

A

A short term process of increasing the knowledge and skills of the workforce to enable them to perform their jobs effectively

35
Q

Induction training

A

Training aimed at introducing new employees to a business and its procedures. This training does not aims to teach new staff how to do the job, it aims to help them settle in.

36
Q

Why is induction training important?

A
  • enables new recruit to become productive as quickly as possible
  • helps to settle any nerves
37
Q

On the job training

A

Employees receive training whilst remaining in the workplace. They are normally shown what to do by a more experienced employee through demonstration or shadowing.

38
Q

Coaching

A

Coaching may also occur in ‘on the job training’

This is when the coach offers suggestions about how the trainee could improve.

39
Q

On the job training; advantages

A
  • individual training improves performance
  • cheaper as no travel/accommodation costs
  • trained to do the job in the way the firm wants it done
40
Q

On the job training; disadvantages

A
  • trainer cannot complete their work
  • ineffective for training groups
  • work is low quality
  • bad habits could be passed on
41
Q

Off the job training

A

Employees taken away from their usual place of work to be trained

42
Q

Off the job training; advantages

A
  • enjoy environment change
  • learn from experts
  • workers feel valued
  • improves worker’s motivation
43
Q

Off the job training; disadvantages

A
  • expensive
  • loss of working time (not producing goods or services)
  • employees now have new skills/qualifications and may leave for a better job
44
Q

Benefits of training

A
  • good customer service
  • high quality work
  • increased motivation
  • increased productivity
  • less supervision required
45
Q

Why does training result in higher quality work?

A

Gained the knowledge and skills required to perform a higher a standard

46
Q

Why does training result in more motivated staff

A

Staff appreciate that time/money has been invested in them. Therefore more willing to work because they feel valued.

47
Q

Why does training result in better customer service?

A

Staff have the knowledge to answer customer questions correctly, as well as the skills to deal with customers in a friendly/genuine manner

48
Q

Why does training result in higher productivity?

A

Staff have the knowledge and skills to work faster. If more products are produced in the same amount of time, productivity will have increased (average unit cost)

49
Q

Why does training result in a reduced need for supervision?

A

Staff have the knowledge and skills to complete tasks without needing to ask as many questions, and less likely to make mistakes

50
Q

Why does training make it easier to recruit and retain staff?

A

Staff appreciate when a business invests in them by offering training, and so an attractive training programme may encourage the, to apply for a job. It will also encourage them to stay with that business.

51
Q

Why does training make it easier for staff to adapt to new technology?

A

They will have gained the skills and knowledge to be able to operate/ use the new terminology without as many problems.

Lockdown Revision Mar-July2020 (6 decks)

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