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Business > Chapter 2.3 Recruitment, Selection And Trainning Of Employees > Flashcards

Chapter 2.3 Recruitment, Selection And Trainning Of Employees Flashcards

1
Q

Recruitment

A

Process of employing someone at which applications have arrived at the business

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2
Q

Employee selection

A

Process of evaluating candidates for a specific job

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3
Q

Roles of Human Resources department (rmb at least 3)

A
  • recruitment and selection
  • setting wages and salaries
  • training programmes
  • health and safety(acting according to the laws of health and safety)
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4
Q

Recruitment process. (when a business is in need of employees)

A

Vacancy (a job available n that ppl can apply for)arises

Job analysis

Job description

Job specification

Job advertised in appropriate media

Application forms and shortlisting

Interviews and selection

Vacancy filled

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5
Q

Job analysis

A

IDENTIFIES and records the responsibilities and task of the job( purpose of job)

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6
Q

Job description

A

Outlines the responsibilities and duties needed to be carried out. (Things to do)

(Contain information about the job -chances for promotion/salaries/trainings offered)

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7
Q

Job specification

A

Outlines requirements, education , qualifications, physical characteristics , skill , experience

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8
Q

What is a job description used for?

A
  • to inform what the job entails (includes)to applicants

- will allow job specification to be drawn up-seeing if they are a match

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9
Q

Internal recruitment

A

When a vacancy is filled by someone who is an existing employee of the business(hiring/promoting)
(Advertised by company newspaper and notice board at the company)

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10
Q

Advantages of internal recruitment

A
  • quicker and cheaper than external recruitment
  • reliability , ability and potential of the person are alr known
  • the person alr knows the organisation of the company-of its structure and what is expected from employees
  • motivating for employees to see their fellow workers being promoted-makes them think its possible for them too
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11
Q

Disadvantages of internal recruitment

A
  • no new ideas/experience brought to company especially when the industry is rapidly changing, this is a huge limitation
  • rivalry or jealousy among employees towards the worker who gains promotion
  • quality of internal candidates might be low
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12
Q

External recruitment

A

When a vacancy is filled by someone who is not an existing employee and will be new to the business

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13
Q

When a business recruits externally, it will need to advertise the vacancy.types of advertising includes:

A
  • local newspapers (mostly for jobs that doesn’t require high skills ,local ppl)
  • national newspapers(usually used for senior positions-highly paid-ppl will be willing to move to another country)
  • specialist magazines(usually used for specialist technical employees-scientists)
  • online recruitment sites
  • recruitment agencies(specialists in recruiting employees-expensive, share a percentage of salary when successfully appointed to a job)
  • job centres run by government(usually for unskilled or semi-skilled jobs)(details of vacancies are given to interested ppl)
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14
Q

Methods of application

A

Curriculum(CV)

Resume

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15
Q

Importance of a CV or resume

A

To see which applicants best match for the job specification , closest match-invited to interview - selection stage
(CV/resume outlines the details-name , address, telephone number, work experience, education and qualifications, email address and etc)

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16
Q

Methods of selection(interview stage)

A

(Conducts certain tests to choose the best candidate)

  • skills test-to show ABILITY of candidate to carry out certain tasks
  • aptitude test-to show candidate’s POTENTIAL to gain additional skills (ex general intelligence)
  • personality test-if a type of PERSONALITY(will they fit in) of a person is required for that job
  • group situation test-give tasks to applicants to complete in group situations and observes how they work as a team member
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17
Q

Factors affecting on Recommending which workers to employ(final decision after method of selection)

A
  • work experience
  • educational and other qualifications
  • age
  • internal(understanding of how the business operates)
  • external(experience and skills gained from outside of business)

The importance of these factors depends on the circumstances(types/size of business/ nature of the job vacancy)

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18
Q

Full recruitment and selection process

A

Analyse exact nature of the job

Job description

Job specification

Advertise vacancy

Send out Application form/read resume

produce SHORTLIST from replies of those who will be move forward to the interview section

Interview-(method of selection)

Select suitable applicant and offer job-reply to unsuccessful applicants

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19
Q

Benefits of employing part-time employees

A
  • flexible hours of work
  • easier to ask employees just to work, at busy times
  • easier to extend business operating hours by working evenings or at weekends
  • willing to accept lower pay-reduces business costs compared paying a full-time employee
  • easier to make employee redundant(when needed)
20
Q

Limitations to a business of part-time employees

A
  • less likely to seek training(employees sees this job as a temporary)
  • less committed to the job and may leave at anytime
  • less likely to be promoted, do not have the skills and experience as full-time employees
  • more difficult to communicate with them-wont always be in work

(Advantages of part-time employees are disadvantages of full-time employee)
(Disadvantages of part-time employees are advantages of full-time employees)

21
Q

Advantages of full time employees and disadvantages

A

Disadvantages of part-time employees and advantages

22
Q

Importance of training to a business

A
  • to introduce new process/new equipments
  • to improve efficiency of the workforce
  • provide training for unskilled workers to make them valuable(motivates them too)
  • decrease the supervision needed
  • improve opportunity for internal promotion
  • decrease chances of accidents
23
Q

Importance of training to employees

A
  • increase skills
  • increase knowledge
  • improve employees attitudes to encourage them to accept change and raise awareness(of the job)
24
Q

Types of trainning

A
  • induction training
  • on-the-job training
  • off-the-job training
25
Q

Induction training

A

Introduction given to a NEW employee, explaining business’s activities, customs and procedures and introducing them to their fellow workers

26
Q

Advantages of induction trainning

A
  • helps new employees to settle into their job quickly

- workers will be less likely to make mistakes

27
Q

Disadvantages of induction training

A
  • time consuming
  • wages paid but no work done by the worker(waste of money)
  • delays the start of the employee commencing (begin)their job
28
Q

On-the- job training

A

Occurs by watching a more experienced worker doing the job

For unskilled or semi-skilled job

29
Q

Advantages of on-the-job training

A
  • individual tuition is given and is in the workplace , wont have to pay for travel costs
  • ensures production from worker while training
  • costs less than the off-the-job training
  • training is tailored to the specific needs of the business(learning to satisfy needs of business)
30
Q

Disadvantages of on-the-job training

A
  • trainer will not be as productive (they are mentoring not getting on with their job)
  • trainer may have bad habits that may be passed on to the trainee
  • may not lead to training qualifications that’s recognised outside the business
31
Q

Off-the job training

A

Involves being trained away from the workplace, usually by specialist trainers

(High-skilled jobs))

32
Q

Advantages of off-the-job training

A

-makes employees more versatile(adaptable)-taught variety of skills(can be moved around company when needed)

33
Q

Disadvantages for off-the-job training

A
  • costs are high
  • wages paid but no work done
  • additional qualifications makes it easier for employees to leave and find another job
34
Q

Workforce planning

A

Is where a business decides on the type and number of employees needed in the future(depending upon business’s sales forecasts-will want to expand or not)

35
Q

Why reducing size of workforce might be necessary

A
  • introduction of automation(use of machines instead of people)
  • falling demand for their goods/services
  • factory/shop/office(sections of the business) closure
  • relocating their factory abroad
  • business has merged/taken over and some jobs have become surplus(more than needed) in the newly combined business(does not meet new requirements)
36
Q

Ways a business can reduce number of employees

A

Dismissal

Redundancy

Or workers want to leave the job by their own preference

  • retire(getting older want to stop working)
  • resign(found another job)
37
Q

Dismissal

A

When employment is ended against the will of the employee-usually for not working in accordance with the employment contract

38
Q

Redundancy

A

When an employee is no longer needed and so loses their job-not due to any aspect of their work being unsatisfactory
(Given some money to compensate them)-pay for their loss

39
Q

Which workers to make redundant? 4(recommend and justify which employees to make redundant in given circumstances)

A
  • some workers may volunteer and be happy to be made redundant-they may have another job / retire early / want to start their own business
  • length of time employed by the business-workers who have for business for a long time are often retained(kept)-most experience-expensive to be made redundant(if redundancy payments are made)
  • workers with essentials skills are often retained
  • employment history of the worker-good/bad attendance/ punctuality /appraisal record
  • depends on which departments of the business need to lose workers n which need to retain
40
Q

Legal controls over employment issues (laws introduced)

A
  • introducing contract of employments
  • forbidding unfair dismissal
  • protection against discrimination
  • ensured health and safety of workers
  • legal minimum wage
41
Q

Contract of employment

A

Legal agreement between an employer and employee-listing the rights and responsibilities of workers

Includes information of work(payment/job title/work hours/holiday entitlement)

42
Q

Impact of employment contract on employees and employers

A
  • both will know what is expected of them
  • provides security of employment to the employee
  • if employee does not meet conditions-legal dismissal is allowed
  • if employer fails to meet conditions of the contract-employee can seek legal compensation
43
Q

Unfair dismissal

A

Occurs when an employer ends a worker’s contract of employment for a reason that is not covered by that contract(maybe reasons of discrimination/redundancy)
An unfair dismissal is illegal and may be brought up to INDUSTRIAL TRIBUNAL by the employee.-a type of law court that makes judgements on disagreements between companies and their employees.

44
Q

Impacts of Protection against discrimination

A
  • employees treated equally in a workplace(equal pay)
  • gender equality(both gender gets same treatment)
  • employees who have a disability/diff races/dif religions -treated in the same way
  • employers have to be extra careful when wording an advertisement for a job(no specification of man/woman -as ‘person’)
  • increases motivation of employees
45
Q

Health and safety at work

A

(Caring for workers’ safety)

  • protect workers from dangerous machinery
  • provide safety equipment and clothing
  • maintain reasonable workplace temperatures
  • provide hygienic conditions and washing facilities
  • do not insist on excessively long shifts and provide breaks in the work timetable
46
Q

Impact of health and safety on employers and employees

A
  • extra costs for employer (buying safety equipments and etc)
  • time needs to be found to train workers in health and safety precautions
  • workers feel more safer and more motivated at work
47
Q

Impact of Legal minimum wage

A
  • many unskilled workers receiver higher wages-encourage employers to train them to make sure they are more productive
  • prevent employers exploiting unskilled workers who could not easily find jobs
  • low-paid workers will earn more and have higher living standard
  • increases business costs-forces them to increase prices
  • some employers will not be able to afford these wages-make workers redundant-unemployment
  • higher paid workers may demand for a higher pay to keep the same differential between themselves and lower paid workers-business costs rises even more
  • encourage people to seek work fewer shortages of worker

Business (9 decks)

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