Chapter 8 Flashcards
Recruitment and selection
Recruitment
is the process from identifying that the business needs to employ someone up to the point at which applications have arrived at the business.
Employee selection
is the process of evaluating candidates for a specific job and selecting an individual for employment based on the needs of the organisation.
Job analysis
identifies and records the responsibilities and tasks relating to a job.
Job description
outlines the responsibilities and duties to be carried out by someone employed to do a specific job.
Job specification
is a document which outlines the requirements, qualifications, expertise, physical characteristics, etc., for a specified job.
Internal recruitment
is when a vacancy is filled by someone who is an existing employee of the business.
External recruitment
is when a vacancy is filled by someone who is not an existing employee and will be new to the business.
part-time
employment is often considered to be between 1 and 30–35 hours a week.
full-time
employees will usually work 35 hours or more a week.
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.
On-the-job training
occurs by watching a more experienced worker doing the job.
0ff-the-job training
involves being trained away from the workplace, usually by specialist trainers
Workforce planning
is establishing the workforce needed by the business for the foreseeable future in terms of the number and skills of employees required.
Dismissal
is when employment is ended against the will of the employee, usually for not working in accordance with the employment contract.
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.
Contract of employment
is a legal agreement between an employer and employee, listing the rights and responsibilities of workers.
Industrial tribunal
is a type of law court (or in some countries, a legal meeting) that makes judgments on disagreements between companies and their employees, for example, workers’ complaints of unfair dismissal or discrimination at work.
Ethical decisions
is a decision taken by a manager or a company because of the moral code observed by the firm.
The work of the human resources department
* Recruitment and employee selection
* Wages and salaries
* Industrial relations
* Training programmes
* Meeting legal requirements for employment (like health and safety)
* Responsible for redundancy and dismissal
Recruitment and selection starts when..
- Employee leaves their job and needs to be replaced
- New business starting
- Successful business and wants to expand
benefits of internal recruitment
- It is quicker and cheaper
- The person is already known to the business
- The person also knows how the organisation works
- It can be very motivating for employees to see their fellow workers being promoted
drawbaks of internal recruitment
- No new ideas or experience come into the business.
- There may be rivalry among existing employees
- The quality of internal candidates might be low.
benefits of external recruitment
new ideas and experiences
higher quality of candidates
drawbacks of external recruiement
- need to advertise, expensive
- the person doesn’t know how the business works, and isn’t know to the business
ways of advertising
- Local newspaper
- National newspaper
- Specialist magazines
- Online recruitment sites
- Recruitment agencies
- Government run job centres
questions for advertising
- What should be included in the advert?
- Where should the advertisement be placed?
- How much is the advertising cost and is it within the budget of the Human Resource department?
methods of application
- Step 1: A job advertisement will require the applicant in writing. This can be either filling an application form or writing a Curriculum Vitae (CV) or resume.
* A CV is a summary of a person’s qualifications, experiences and qualities, and is written in a standard format. - Step 2: A business will use the application forms, or letters and CV’s, to see which of the applicants match the job specification
- Step 3: A shortlist will be drawn up from a set of applicants
- Step 4: Applicants who are closest match will be invited for an interview.
methods of selection
- Step 1: Applicants who are closest match will be invited for an interview
- Step 2: Applicants must provide names and address of referees
- Step 3: Main purpose of interview is to assess:
-Applicant’s ability to do the job
-Personal qualities
-General character - Step 4: Interviews can be one on one, two to one or a panel
tests for selection
- Skills test: ability on certain tasks
- Aptitude test: Candidate’s potential to gain additional skills
- Personality tests: ability to work under stress or if the person will fit in.
- Group situation tests: how the applicant work as a member of the team
Factors affecting final decision of which workers to employ?
- Work experience
- Education and other qualifications
- Age
- Internal- understanding on how the business operates
- External- importance of experience gained from outside
Part time employees benefits
- 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
Part time employee drawbacks
- 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 as full-time employees
- more difficult to communicate with part-time employees when they are not inwork.
why is training important to the business
- Introduce new process or new equipment
- Improve efficiency of the workforce (efficiency- more productive, less waste or mistakes)
- Provide training for unskilled workers to make them more valuable to the company
- Decrease supervision
- Improve opportunity for internal promotion
- Decrease chances of accidents
Why is training important to employees?
- Increase skills
- Increase knowledge
- Improve attitude, easier to accept change and awareness
Induction training benefits
- Help new employees settle in their job quickly
- May be a legal requirement to give health and safety training at the start of a job
- Workers less likely to make mistakes
Induction training drawbacks
- Time consuming
- Wages are paid but no work being done by the worker
- Delays the start of the actual job
On the job training benefits
- Individual tuition is given in the workplace no need to be sent away
- Ensures that there is some production from the worker while there are training
- Costs less than off the job training
- Training based on specific needs
On the job training drawbacks
- Trainer will not be as productive as usual
- Bad habits of trainer can be passed on
- May not lead to training qualifications recognized outside the business
Off the job training benefits
- Broad range of skills can be taught using these techniques
- If courses are taught after work, cheaper for the business
- Business only need to pay for the course and not lose output from employee
- Employee can be taught a variety of skills, becoming multi-skilled and can be moved around the business when the need arises
- Uses expert trainers with up to date knowledge
Off the job training drawbacks
- Costs are high
- Wages are paid but no work being done by the worker
- Additional qualifications mean easier for employee to find another job
Why reducing size of workforce is necessary?
- Automation: no more cashiers, just pay online
- Falling demand of goods/services- falling demand because of covid
- factory / office closure
- Relocation of factory abroad- transfer factory from UK to China
- Merger
When it has been decided how many employees will be required and what their skills need to be, the Human Resources department can plan how this will be achieved by??
- Finding skills of all present employees
- Not including anyone who will be leaving soon, for example: retirement
- Consulting existing staff who wants to be retained
- Prepare recruitment plan for new staff hiring.
2 methods of reducing employees:
- Dismissal
- redundancy
Workers also leave when?
- Retirement
- resignation- the employee voluntarily leave the organisation
Legal controls over employment issues
- Employment contracts
- Unfair dismissal
- Discrimination
- Health and safety
- Legal minimum wage
each impact of legal controls
idk check the slides (slide 28)
