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Business Nat 5 > Human Resources > Flashcards

Human Resources Flashcards

1
Q

Define Recruitment

A

The process of attracting a a suitable number of people to apply for jobs within a business.

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2
Q

List the stages of recruitment (6 stages)

A

-identify a job vacancy
-carry out a job analysis
-prepare a job description
-prepare a person specification
-advertise the job
-send out applications

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3
Q

Define the stage of recruitment ‘Identify a job vacancy’

A

The first stage. when the business checks that a job vacancy actually exists
Sometimes job vacancies occur because of high demand or employees off work ill

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4
Q

Define the stage of recruitment ‘Carry out job analysis’

A

2nd stage: The vacancy is looked into in detail
The tasks, duties and responsibilities the candidate would carry out.

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5
Q

Define the stage of recruitment ‘prepare a job description’

A

3rd Stage: Document that contains information about the job
Tasks, duties, responsibilities, pay, working hours etc.

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6
Q

Define the stage of recruitment ‘prepare a person specification’

A

4th stage: Provides info on the type of person that is required for the job
The skills, qualities, qualification and experiance

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7
Q

Define the stage of recruitment ‘advertise the job’

A

5th stage: Make people aware the job exists
Can be advertised internally or externally

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8
Q

Define the stage of recruitment ‘send out application forms’

A

The final stage where they send out applications
The business can send out application forms and ask for CV’s

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9
Q

Define internal recruitment

A

The job vacancy will be filled by someone who is already working for the company
This can be done through: company’s intranet, notice board, Email

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10
Q

What are the advantages of internal recruitment?

A

-gives employees the opportunity to develop their career
-no need for induction training
-strengths and weaknesses are already identified
-can improves staff morale

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11
Q

What are the disadvantages of internal recruitment?

A

-Someone more qualified/experienced for the job may be excluded from applying
-Another job vacancy will arise
-Lack of new ideas
-May cause jealousy and resentment in the workplace

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12
Q

Define external recruitment

A

The job vacancy will be advertised and filled from outside the company
This is done through: local newspapers, job centres, recruitment agencies, internet etc.

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13
Q

What are the advantages of external recruitment?

A

-Better quality people can apply for the job
-A larger range of people can apply for the job
-New employees bring fresh ideas to the business

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14
Q

What are the disadvantages of external recruitment?

A

-Very expensive form of recruitment, money spent on advertising
-Can lower staff moral as there is less chance for a promotion

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15
Q

Define Selection

A

Choosing a suitable person to fill the job vacancy

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16
Q

List the stages of the selection process

A
  1. Collect CV’s and Application forms
  2. Create a shortlist
  3. Hold interviews
  4. Testing
  5. References
  6. Inform successful candidate
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17
Q

Define the stage in the selection process ‘Collect CV’s and Application forms’

A

Application forms and CV’s both contain personal information on a candidate.
They can be used to compare the candidates’ skills and qualities

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18
Q

Define the stage in the selection process ‘Create a shortlist’

A

Creating a shortlist is made to reduce the number of candidates who will be interviewed

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19
Q

Define the stage in the selection process ‘Hold interviews’

A

This is when the organisation asks potential candidates a series of specific and identical questions
This means each candidate can be compared and the organisation can assess the candidates appearance, personality and suitability for the job

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20
Q

What are the different types of interviews?

A

One-to-one, one person interviews a candidate
Panel, more than one person interviews the candidate
Telephone, the interview is not conducted in person but over the phone

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21
Q

What are the advantages of interviews?

A

-Identifies the personality of the candidate
-Allows further clarification on information provided in the application form
-Gives the candidate an opportunity to ask questions

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22
Q

What are the disadvantages of interviews?

A

-Time-consuming
-Candidate may not react well in stressful situations, meaning the best candidate for the job is not selected

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23
Q

Define the stage in the selection process ‘Testing’

A

Testing provides extra information on a candidates suitability through practical assessments
This allows the organisation to see how candidates cope under pressure and find out about the candidates true personality and abilities

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24
Q

What are the different methods of testing?

A

Aptitude tests: ability at a certain skill e.g. ICT, woodwork
Intelligence tests: mental ability of the candidate e.g. problem solving, numeracy
Psychometric tests: attitudes or character of the candidate
Medical and Physical ability: requied for certain jobs e.g. firefighter, police, army

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25
Define the stage in the selection process 'references'
A reference is usually written by a past employer and provide information on the candidates' attendance, attitude and time-keeping This is only done for potential candidates
26
Define the stage in the selection process 'inform the successful candidate'
This is when the candidate who is most suitable for the job is informed they got the job
27
Define Training
Training is provided to help people carry out their jobs to the best possible standard.
28
What are the 3 different types of training?
-induction training -on the job training -off the job training
29
What is induction training?
This is offered to new employees when they join an organisations and usually includes: a tour of premises, health and safety information, specific policies and introduction to colleagues
30
What are the advantages of induction training?
-Employees will become familiar with the organisation and job allowing them to settle in quickly -It allows the employees to feel part of the business from day one -It shows the employee that the business is interested in the new employee -Employees will be made aware of important health and safety issues before starting the job
31
What are the disadvantages of induction training?
-It could be overwhelming for the new employee -It is time consuming for both the new employee and the person carrying out the induction training -It can also reduce output from the new employee and the person carrying out the training
32
Define 'On-the-job' training
Training that is undertaken in your work place
33
What is the method of on the job training coaching?
An experienced member of staff will work through a task step-by-step with an employee
34
What is the method of on the job training Job rotation?
Members of staff can be rotated or moved through different jobs within the organisation so they acquire a range of skills
35
What is the method of on the job training shadowing?
This is when an employee observes another employee working to gain a better understanding of how they do their job Usually for a set period of time such as a few days
36
What is the method of on the job training 'demonstration'?
This is when the employee watches a task or a particular process being carried out and then attempts to do the task themselves
37
What are the advantages of on the job training?
-Training is specific to the company's objectives and needs -Less expensive than off the job training as it takes place in the work place -Work is not interrupted by staff attending training courses -Creates good working relationships between employer and employee
38
What are the disadvantages of on the job training?
-The employee is still expected to carry out normal duties -The quality of training may not be high -May pick up bad habits from other workers
39
Define off-the-job training
This is training undertaken outside of the workplace
40
What are the different methods of off the job training?
Colleges -Formal places of learning where employees can take a specific course -e.g. day release, evening classes, distance learning etc. Training centres -These are locations specifically designed for training. Staff are sent to learn new skills
41
What are the advantages of off the job training?
-Qualifications can be gained through this type of training -Training is of high quality as it is delivered through experienced trainers -High level of concentration as there is less interruption -provides a good opportunity to network
42
What are the disadvantages of off the job training?
-Productivity decreases due to time spent away from the place of work -This type of training is expensive as cost of external training is high -Some types of this training can be time-consuming and can take a long time to complete e.g. part-time degrees
43
What are the costs of training?
-The financial costs of training can be high -Working time and output is lost when staff are taking part in training -Once fully trained, staff may leave for better paid jobs -After training staff may request a pay rise -Quality of training must be high to have a positive effect
44
What are the benefits of training?
-Staff become more efficient at carrying out their work therefore productivity will increase and there will be reduced waste -Staff become more flexible can carry out a range of tasks -Staff motivation and morale increases meaning they are more likely to stay at the business -The image of the business and customer satisfaction will improve due to high quality service
45
Why is it important to keep staff motivated?
-increased productivity -lower absenteeism -high quality production -lower staff turnover
46
List financial methods of motivating employees
Salary Time rate Overtime Piece rate Bonus Commission
47
Describe the financial method of 'salary' and its advantages and disadvantages
This is when the company pays a fixed amount of money per year in 12 equal installments. Advantages -It is simple to calculate employees salaries -Employees know how much to expect each month Disadvantages -There might not be any additional payment made -May not be good motivation as there is no incentive for working longer
48
Describe the financial method of 'Time rate' and its advantages and disadvantages
Employees are paid for the exact time that they work at a set amount per hour or per day Advantages -Higher standard of output -The more hours worked the higher the pay Disadvantages -Working less hours means less pay which can be demotivating
49
Describe the financial method of 'Overtime' and its advantages and disadvantages
Working over the minimum number of hours required per week overtime is usually paid at a higher rate than normal e.g. half or double time
50
Describe the financial method of 'Piece rate' and its advantages and disadvantages
Workers are paid per item produced Advantages -Staff are motivated to work quickly and produce more Disadvantages -This can be sometimes be to the sacrifice of quality
51
Describe the financial method of 'Bonus' and its advantages and disadvantages
Employees are paid an additional amount on top of their basic salary for achieving targets set by the organisation Advantages -Staff are motivated as they know they can earn extra money for staying and working hard in the business Disadvantages -Could be demotivating to some staff as they may become envious of staff that get better bonuses
52
Describe the financial method of 'Commission' and its advantages and disadvantages
Employees are paid a percentage of the value of their sales Advantages -Staff are motivated to sell more as they will earn more, therefore earning more for the business Disadvantages -However this can place pressure on sales staff and staff may fall out as they compete against each other for sales
53
What are non-financial methods of motivation?
-offering flexible work hours -giving employees extra responsibilities -praising employees for a job well done -allowing employees to work as part of a team -providing training opportunities -providing social events for staff to attend
54
Define the non-financial incentive 'working environment'
Providing a positive working environment can help with workers motivation This can be done through: -providing advanced and effective technology -providing comfortable working area -good employee communication
55
Define the non-financial incentive 'promotion'
If employees are able to see clear promotion route available within an organisation they are more likely to work hard
56
Define the non-financial incentive 'Fringe benefits'
These are extra benefits employees receive in addition to a wage or salary for example: -gym membership -company car -health insurance -free childcare
57
Define the non-financial incentive 'job rotation'
A member of staff is rotated or moved through different jobs within the organisation so they acquire a range of skills
58
Define the working practice 'part time working'
working less than full time hours
59
Define the working practice 'temporary contracts'
Employing people for a short time period, to usually cover busy periods e.g. christmas or to cover absences
60
Define the working practice 'homeworking'
This is when staff work from home, using technology to communicate with the business
61
Define the working practice 'Teleworking'
This is when staff work away from the office (not at home)
62
Define the working practice 'Job share'
Two people sharing one full time job. One might work the first half of the week and the other the 2nd half
63
Define the working practice 'Flexi time'
working a set number of hours with flexibility over your start and finish times
64
Define industrial action
When employees are unhappy with their working conditions or are demotivated they take industrial action. This is usually a last resort
65
Describe the industrial action taken by employees 'sit in'
Employees occupy their workplace in order to prevent any work from taking place Production will be stopped leading to customers going to competition
66
Describe the industrial action taken by employees 'overtime ban'
Employees refuse to work any overtime hours This may lead to deadlines not being met
67
Describe the industrial action taken by employees 'work to rule'
Employees will only carry out the duties that are specifically listed in their contract of employment Decreased levels of production could lead to delays in orders creating a bad reputation
68
Describe the industrial action taken by employees 'go slow'
Employees will complete all their duties but at a slower pace Customers will be lost due to orders not being produced in the required timescale
69
Describe the industrial action taken by employees 'strike'
Employees refuse to go to work Production will be stopped which can lead to customers not receiving their orders
70
Describe the industrial action taken by employees 'picket line/protest'
Employees stand at the entrance of the organisation with banners to demonstrate against the organisation This can lead to a poor image and fall share due to poor reputation of the organisation
71
Describe the industrial action taken by employers 'no overtime'
Removes the opportunity to work overtime for employees
72
Describe the industrial action taken by employers 'Lock out'
Employees are locked out the business premises
73
Describe the industrial action taken by employers 'close'
Last resort action due to continued industrial action- where a factory or workplace is close and relocated
74
What is the impact of industrial action on the business?
-Production can stop or be slower and this might give the business a bad reputation and dissatisfied customers -Customers might be lost to competitors The image of the business might be damaged
75
What is the impact of industrial action on the employees?
-Employees will not receive any pay -It can be an unsettling and worrying time -Relations between the employee and the employer could be damaged
76
Describe the employment legislation 'The Equality Act 2010'
The act brings together different aspects of equality under one piece of legislation. The act aims to prevent against discrimination against 9 protected characteristics.
77
What is the purpose of 'The Equality Act 2010'?
To protect from four different types of discrimination Direct A person discriminates against another Indirect Where a person puts conditions in place that put another at a disadvantage Harassment Where a person engages in unwanted conduct, creates an intimidating, hostile or offensive environment, or violates someone else's dignity Victimisation When someone treats another badly
78
Define 'The national minimum wage act 1998'
This act sets out the minimum amount of pay a worker is entitled to per hour. This is based on age.
79
Define 'The Health and Safety at Work Act'
It outlines the responsibilities of both the employer and employee in ensuring there is a safe working environment
80
What are the employees responsibilities in 'The Health and Safety at Work Act'
-To take reasonable care of your own and others safety -Not to interfere or misuse anything such as safety equipment -To cooperate with o=your employer by undergoing training, wearing protective clothing and by following health and safety policies -To report any illness or injury that will affect work
81
What are the employers responsibilities in 'The Health and Safety at Work Act'
-Ensure health and safety training -Provide appropriate protective clothing and equipment -All facilities meet minimal health and safety requirements -Have up to date health and safety policy
82
How are recruitment websites used in HR?
-To advertise vacancies rather than newspapers -This reduces the cost for the business as it can be done online
83
How is Online Testing used in HR?
They are used during the selection process
84
How is Word processing software used in HR?
Documents such as application forms, person specifications and job descriptions can be created
85
How is Email used in HR?
-It can be used to send and receive application forms -It can be used to contact applicants to invite them to interviews
86
How are databases (Microsoft access) used in HR?
They can be used to record employee details It allows you to search for information quickly and prepare different reports
87
How are spreadsheets used in HR?
This can be used to record employee pay details It can also be used to help prepare and create staff rotas
88
How are presentation software used in HR?
To help deliver and provide training to employees e.g. health and safety or induction training

Business Nat 5 (5 decks)

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