HR Function Flashcards
define recruitment
the process of identifying vacancies in the business and finding the suitable person to fill that vacancy
explain the recruitment procedure
1) a vacancy is identified in the business
2) HR manager draws up a job analysis which includes a job description (the responsibilities of the job) and a job specification (indicates the skills, experience, qualifications, personality needed for the job)
3) HR manager evaluates the job for salary purposes
4) The position is then advertised
5) a shortlist of suitable candidates is drawn
what is a job analysis
a job is a evaluation of a job which comprises of a job description and a job specification
distinguish between a job description and a job description
a job description describes the responsibilities of the job it states the tasks that the employee will carrying out whereas a job specification states what skills, qualifications, experience and personality the employee must have in order to be eligible for the job and take on the job
state the types of recruitment and give examples
internal recruitment
e.g. internal company staff website
notice boards
word of mouth
company bulletins
internal emails
external recruitment
e.g. recruitment agencies
billboards
company external websites
news papers, magazines, flyers
social media
outline the positive impacts of internal recruitment
- saves costs
- the appointed person is already familiar with the business’s culture and rules and regulations, making intense induction unnecessary
- employees can advance their careers with in the same business
- placement is easy, as employees skills and strengths are already known by management
outline the negative impacts of internal recruitment
- may stir up negative emotions amongst workers that were’nt promoted
- appointment may be unfair as favouritsm may occur when selecting a suitable candidate
- may limit business to opportunities of having someone who has new skills and new talents in the business, limiting creativity in the workplace
- the number of applicants to choose from is limited
outline the positive impacts of external recruitment
- there are more suitable candidates to choose from
- a new face may have new talents and skills that will help business productivity and growth
- gives a chance for fair selection, as no favouritism may occur during selection as all candidates are unknown
outline the negative impacts of external recruitment
- recruitment may be very costly
- placement and induction may be lengthy , thus slowing business productivity
- new candidates may have difficulty with getting used to the business environment and culture
outline the selection procedure
1) receive documentation and sort it according to the job criteria
2) screen the applicants
3) assess the applicants who have applied to senior positions
4) conduct interviews with shortlisted candidates
5) offer employment in writing to the chose candidate
explain screening as part of the selection procedure
during screening:
1) applicant cv’s are compared to the job requirements
2) separate applicants who dont meet the requirements from others
3) do back ground checks on suitable candidates
4) make a shortlist of suitable candidates
what is the purpose of an interview
- for employer to get to know prospective employees on a more personal level
- for the employer to make a more informed decision about who is more suitable for the job
- the skills and personal characteristics of the candidate are evaluated
- determines the candidates suitability for the job
- enlightening information about the business and the candidate is exchanged
role of the interviewer before the interview
- develop questions to ask the candidates based on the job specification
- prepare the interview venue
- inform all candidates about the time and venue of interview
- verify the candidates cv details
- inform the interview panel about the time and place of interview
what is an employment contact
a legal binding agreement between a employer and employee
outline the legal requirements of a employment contract
- both employer and employee should agree to any changes made on the contract
- aspects of the contract can be renegotiated between during the course of employment
- no party may unilaterally make any changes to the contract
- both parties should sign the contract
- employment contract should include the company’s code of conduct and code of ethics
- employer should clearly explain the terms and conditions of the employment contract to the employee
