Human resources Flashcards
internal recruitment
adv
Job vacancy can be filled
quickly as employees are already
known in the organisation
Employees feel more valued and
as a result become more
motivated and productive if
given the chance of promotion
Dis
Opportunity to gain ideas
from a new employee is lost,
this means that there’s no
new solutions to problems
Conflict amongst existing
employees competing for the
job might exist this could
cause tension in the
workplace
external recruitment
People with new ideas can be
brought in, this can help
enhance the effectiveness of
the organisation
External recruitment can
attract large quantities of
applicants, this means the
organisation can have a large
selection to choose from
dis
Existing employees that who
apply for the job but do not
get it may feel undervalued,
this means they could loose
motivation to work hard
It can be expensive to
advertise externally, e.g. a
national newspaper this could
lower profits
interviews
adv
Interviews determine how candidates act under pressure
Gives an indication of candidates personality
disadv
As interviews are stressful, some people may not perform well
under pressure and may miss out on hiring quality employees
Applicants can prepare for interviews and say what the panel
want to hear – however may not be the best person for the job
testing
dis
Time consuming to carry out
May put applicants under too much pressure
assesment centres
advantages
Assesses how they interact with others
Allows organisation to scrutinise applicants over a longer
period of time
disadvantages
Venue may need to be hired – expensive (£)
Tests require careful planning and prep – time consuming
assesment centres
advantages
Assesses how they interact with others
Allows organisation to scrutinise applicants over a longer
period of time
disadvantages
Venue may need to be hired – expensive (£)
Tests require careful planning and prep – time consuming
what is involved in workforce planning
Analysing what needs to be done and match skilled
staff to achieve the organisation’s objectives
Identify which employees will be needed in the future
and whether changes to contract need to be made
Considering skills that are needed for future job roles
therefore developments may need to be made re:
training programmes
benefits of workforce planning
By either recruiting new staff or training new staff - this
will allow the business to meet their objectives.
By hiring new staff this will allow them to develop new
products to satisfy demand – this will give them a good
reputation.
By hiring new staff this will allow them to work towards
opening new stores – this will help to work towards becoming
the market leader.
induction
Employees become familiar with
the organisation and the job
role more quickly
Could be overwhelming for the new
employee
Allows the employee to feel
part of the business from day
one
dis
Time consuming for the new
employee and the staff member
carrying out the induction training
It shows the employee that the
business is interested in the
new employee
on the job
adv
May be cheaper as internal training does not need to be paid for
Employees will feel more at ease
dis
Concentration may be poor due to work interruptions
May pick up bad habits from other workers
worse quality of training
off the job
Higher quality training usually delivered by experts
Higher levels of concentration as less interruptions
Productivity decreases due to time being spent away from the place of work
Employees may learn skills that are not relevant to the business
is more expensive purchasing an external trainer
training adv and dis
It improves the quality of
the product or service.
Reduces the number of
accidents in the workplace.
Good training can attract
high quality staff.
Disadvantages
Can be costly to get in
external trainers / use
training facilities.
Staff may leave after being
trained.
Time away training can result
in a loss in production.
continuing proffesional development
Staff development is an important part of
being able to provide a high quality product
or service
May take people away from their work in order to complete training
Improves the skills of staff which can lead to better quality goods or service
Can cost the organisation money to send workers on training courses
Motivates staff as they are better able to do their job and feel the company is investing in their training
visual learning enviroments
Organisations can offer employees the opportunity to
participate in CPD through VLE
Can be used to access training materials
Advantages
Can be accessed any time
and anywhere
Large number of people can
access it
Saves printing costs
disadvantages
People need to be
self-disciplined
People may prefer face-to-face
contact
Might be expensive to maintain
graducate training schemes
Typically offered to graduates from uni who achieve a 2:1 or
above
They are given a good salary and a mix of intense work based
training over a period of approx. 3 years
Advantages
Attractive salary and good
promotion opportunities
Successful applicants can lead to
gaining a full time job
disadvantages
Graduates command higher salaries
than those without degrees
Not all graduated are guaranteed a
job – this can decrease morale
work based qualifications
Qualifications can be assessed in-house or by an assessor
and can be achieved through an apprenticeship
Local college may be carrying out the training/assessment
Scotland has SVQ’s for e.g. hairdressing
Advantages
Recognised qualification can
be gained
Training often takes place
on the job
disadvantages
Costly to enter someone for a
qualification
Time-consuming to complete
corportate training schemes
Intense training programme which equips staff with
enhanced skills so they are ready for a promotion or pay
rise e.g. management training scheme
Advantages
Organisation has highly
skilled staff
Staff are motivated –
lower turnover
disadvantages
Work time is lost through
training.
Staff will need to be paid more
after training is complete.
appraisal
Appraisal is a 2 way meeting between the employee and
their line manager and used to discuss performance and
set targets
Advantages
Positive feedback can be given this
will motivate the employee
Pay rises/bonuses can be offered
after an appraisal which will
motivate staff improve their work
rates
Employees can be identified for
promotion this can increase their
loyalty to the organisation
disadvantages
Negative feedback can be given
this will demotivate the employee
Employee might be given
unrealistic targets this will put
them under pressure
Too many development needs may
be identified this will stress the
employee
peer appraisal
Peer Appraisal
This is carried out by someone of the same level i.e. a colleague
adv
Employee will be more relaxed and react better
Relationships with line managers are not harmed
disadv
Personal relationships could cause the appraisal to be ineffective
Bias could cause an employee to be wrongly identified for a bonus
360
HR/Line manager interviews fellow peers/supervisors/subordinates about
the performance of the employee
advantages
Complete profile of employee is made
Subject are/creativity etc is measured
disadvantages
Employees can find it hard to be critical of their colleagues
Time constraints can limit the quality of responses
poor motivation leads to
High rates of absenteeism
High level of staff turnover
Poor timekeeping
Unnecessary waste and spoiled output
Low quality output
Disciplinary problems and grievances
random ass strategys
Having an open door policy
It will encourage employees
to talk to their managers
about any issues
avoiding 0 hour contracts
Offering permanent
contracts gives employees
the job security and will help
relieve pressure/worry
maslow theory of needs
Maslow’s Hierarchy of Needs
5 levels that need to be satisfied
Each level must be satisfied before
moving onto the next
Starting at the bottom of the pyramid
hertzbergs motivator hygene thing
Herzberg’s Motivator-Hygiene Theory
Also known as the 2-factor theory
Employees are motivated by 2 factors: motivator and
hygiene factors)
Hygiene factors – if not met, they will lower
motivation (e.g. clean toilets, reasonable pay, job
security)
Motivator factors – will not lower motivation if absent
but will increase motivation if they are there (e.g.
delegated responsibility, potential promotion)
