chapter 8 - recruitment, selection and training of employees Flashcards
1
Q
describe the recruitment and selection process (2)
A
- The recruitment process gives the business an opportunity to access the role of employees, the nature of their jobs and future workforce requirements.
- The more important the job is to the business, the more careful and time-consuming the recruitment and selection process will be.
2
Q
when does the business need to start the recruitment process? (3)
A
- 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.
3
Q
describe the recruitment process (8)
A
- vacancy arises
- job analysis
- job description
- job specification
- job advertised in appropriate media
- application forms and shortlisting
- interviews and selection
- vacancy filled.
4
Q
explain the difference between job analysis, job description and job specification (3)
A
- a job specification outlines the minimum human qualifications for a position. While a typical job description lists the tasks the employee will perform. On the other hand, a job analysis focuses on the skills, and knowledge required for the role.
5
Q
explain the first stage of the recruitment process (2)
A
- the first stage of the recruitment process is to carry out a job analysis to study the tasks and activities to be carried out by the new employee. More thought will have to go into the analysis of the job if the business expanding or if the business identifies skills no one in the business has.
6
Q
functions of a job description (3)
A
- It is given to the applicants for the job so they know exactly what the job entails.
- It will allow a job specification to be drawn up, to see if the applicants match up with the job,
- Once someone has been employed, it can show whether they are carrying out the job effectively. If a dispute occurs about the employee’s tasks, the job specification can be referred to in order to settle these questions.
7
Q
what does a job description often include (3)
A
- The conditions of employment (salary, hours of work, etc.)
- Training that will be offered
- Opportunities for promotion.
8
Q
what are the requirements that are often included in a job specification? (4)
A
- 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.
9
Q
when is internal recruitment suitable (2)
A
- This method of recruitment would be suitable for an employee who seeks promotion within the business and when a business is happy to recruit someone from its existing workforce.
10
Q
advantages of internal recruitment (4)
A
- It is quicker and cheaper than external recruitment.
- The person is already known to the business and their reliability, ability and potential are known.
- The person also knows how the organization works, its structure and what is expected from its employees.
- It can be very motivating for employees to see their fellow workers being promoted – promotion is possible for other employees as well.
11
Q
disadvantages of internal recruitment (4)
A
- No new ideas or experience come into the business
This is a major limitation when the industry is changing rapidly as other companies may have better ways of working. - There may be rivalry among existing employees and jealousy towards the worker who gains promotion.
- The quality of internal candidates might be low.
12
Q
what are the ways that vacancies are advertised (6)
A
- local newspapers
- national newspapers
- specialist magazines
- online recruitment sites
- recruitment agencies
- job centers
13
Q
explain what kind of jobs are advertised through local newspapers
A
These are often for advertising vacancies for jobs which do not require high skill levels (clerical – office, manual – factory).
14
Q
explain what kind of jobs are advertised through national newspapers (2)
A
These are usually used for senior positions
Are read by many people.
15
Q
explain what kind of jobs are advertised on specialist magazines
A
These will usually be used for specialist technical employees such as scientists.
16
Q
explain what kind of jobs are advertised through online recruitment sites (2)
A
These can be searched by job seekers through their networks.
Vacancies can be recommended to potential candidates through features on linkedin.
17
Q
explain what kind of jobs are advertised through recruitment agencies (3)
A
They will advertise and interview for many types of jobs. They hold details of qualified people looking for another job, and when a suitable vacancy arises, they will put forward candidates to be interviewed.
Agencies also have a wide range of candidates on their registers.
The services may be expensive – they charge fee based on a percentage of the salary for the vacancy.
18
Q
explain what kind of jobs are advertised through job centers
A
The vacancies are usually for unskilled and semi-skilled jobs.
19
Q
what are the methods of application (2)
A
- Either in application form, curriculum vitae (CV) or resume.
- The applicants who are the closest match will be invited to an interview.
20
Q
what are the methods of selection (2)
A
- The applicants who are shortlisted will be asked to provide a reference. References are usually confidential, which means the applicant does not see what has been written about them.
21
Q
how many hours is considered to be full-time/part-time (2)
A
- There is no specific number of hours that makes someone full- or part-time, but a fill-time employee will usually work 35 hours or more a week. The contract of employment will show a different number of hours depending on whether it is a part-time or full-time job.
22
Q
advantages to a business of employing part-time employees (5)
A
- More flexible in the hours of work
- Easier to ask employees just to work at busy times
- Easier to extend business opening hours by working in evenings or at weekends.
- Reduces business costs compared to employing and paying a full-time employee.
- In some countries, it is easier to make part-time workers redundant.
22
Q
limitations to a business of part-time employees (4)
A
- Less likely to seek training because the employees may see the job as temporary.
- Takes longer to recruit two part-time workers than one f5mployees can be less committed to the business and maybe more likely to get another job.
- Less likely to be promoted because they will not gain the same skills and experience as full-time employees.
- More difficult to communicate with part-time employees when they are not in work.
23
Q
how is training important (6)
A
- Introduce a new process or new equipment
- Improve the efficiency of the workforce
- Provide training for unskilled workers to make them more valuable to the company
- Decrease the supervision needed
- Improve the opportunity for internal promotion
- Decrease the chances of accidents.
24
disadvantages of induction training (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.
25
advantages of induction training (3)
* Helps new employees to settle into their job quickly
* Maybe a legal requirement to give health and safety training at the start of a job.
* Means workers are less likely to make mistakes.
26
advantages of on-the-job training (4)
* Individual tuition is given and it is in the workplace so the employee does not need to be sent away.
* 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 to the business.
27
disadvantages of on-the-job training (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 had habits and they may pass these on to the trainee.
* It may not lead to training qualifications recognized outside the business.
28
advantages of off-the-job training (5)
* A broad range of skills can be taught using these techniques.
* Cheaper for business as these courses can be taught in the evening after work.
* The business will only need to pay for the courses 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.
* It often uses expert trainers who have up-to-date knowledge of business practices.
29
disadvantages of off-the-job training (3)
* Costs are high
* 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
30
when does a business may need to downside the workforce? (5)
Introduction of automation
Falling demand of their goods and services
Business closure
Relocating their factory abroad
A business has merged or been taken over.
31
describe dismissal (2)
* This is where a worker is told to leave their job because their work or behaviour is unsatisfactory (being late, stealing, work being unsatisfactory, etc.).
* A business must make sure it has followed all the laws in its country before dismissing a worker.
32
describe redundancy (2)
* There may be occasion when a number of employees will no longer be needed, through no fault of their own.
* When an employee is made redundant, they may be given some money to compensate the, for losing their jobs.
33
factors that help device which workers to make redundant (4)
Some workers may volunteer, they want to retire early or start their own business.
Length of time employed by the business – workers that work for the business have the most experience yet they are the most expensive to make redundant.
Workers with essential skills that are needed by the business.
Which departments of the business need to lose workers and which need to retain.
34
legal controls over what employment issues: (5)
* Employment contracts
* Unfair dismissal
* Discrimination
* Health and safety
* Legal minimum wage
35
impact of employment contracts on employers and employees (4)
* Both employers and employees know what is expected of them.
* It provides some security of employment to the employee,
* If the employee does not meet the conditions of the contract, then legal dismissal is allowed.
* If the employer fails to meet the conditions of the contract, then the employee can seek legally binding compensation.
36
impact of unfair dismissal on employer and employee (4)
* Employer must keep a very accurate records of a worker’s performance if they want to claim that the employee has broken their contract of employment before dismissing them.
* Employees have security of employment - as long as they fulfil their contract and are not made redundant.
* Allows employees to take employers to an industrial tribunal if they feel they have been treated unfairly and they may get compensation if this is found to be true.
* Makes a business feel less likely to treat employees unfairly as they may be taken to an industrial tribunal.
37
what happens when a business practices unfair discrimination (2)
* Businesses can also lose out by practicing unfair discrimination. They could fail to select a very good worker just because they used one of the reasons not to select someone.
38
impact of discrimination on employers and employees
* Employees should be treated equally in the workplace and when being recruited, and they should be paid equal amounts for similar work.
* If a man and a woman are both equally well-qualified for a job, they should be treated equally.
* Employees who have a disability or are form different races or religions should be treated in the same way as all other workers.
* Employers have to be careful when writing an advertisement for a job, and employer must treat all applicants equally.
* By following these laws carefully, businesses should recruit and promote staff on merit alone.
39
impact of health and safety on employers and employees (4)
* Cost to the employer of meeting the health and safety regulations.
* Time needs to be found to train workers in health and safety precautions.
* Workers feel safer and more motivated at work.
* Reduces accident role and the cost of compensation for workers injured at work.
40
how is it worthwhile keeping the workers safe? (2)
* It is worthwhile keeping the workers safe and healthy as workers are likely to be better motivated, work more efficiently and stay with the business for a longer period of time.
41
impact of legal minimum wage on employers a employees (7)
* It should prevent strong employers from exploiting unskilled workers who could not easily find other work.
* As many unskilled workers will now be receiving higher wages, it might encourage employers to train them to make sure that they are more productive.
* It will encourage more people to seek work.
* Low-paid workers will earn more and will have higher living standards.
* It increases business costs, which will force them to increase prices.
* Some employers will not be able to afford these wage rates. They may make workers redundant instead unemployment may rise.
* Other workers receiving just above the minimum wage level may ask for higher wages to keep the same differential between themselves and lower paid workers. Business costs will increase.
