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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
Q

Define the stage in the selection process ‘references’

A

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

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26
Q

Define the stage in the selection process ‘inform the successful candidate’

A

This is when the candidate who is most suitable for the job is informed they got the job

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27
Q

Define Training

A

Training is provided to help people carry out their jobs to the best possible standard.

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28
Q

What are the 3 different types of training?

A

-induction training
-on the job training
-off the job training

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29
Q

What is induction training?

A

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

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30
Q

What are the advantages of induction training?

A

-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

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31
Q

What are the disadvantages of induction training?

A

-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

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32
Q

Define ‘On-the-job’ training

A

Training that is undertaken in your work place

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33
Q

What is the method of on the job training coaching?

A

An experienced member of staff will work through a task step-by-step with an employee

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34
Q

What is the method of on the job training Job rotation?

A

Members of staff can be rotated or moved through different jobs within the organisation so they acquire a range of skills

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35
Q

What is the method of on the job training shadowing?

A

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

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36
Q

What is the method of on the job training ‘demonstration’?

A

This is when the employee watches a task or a particular process being carried out and then attempts to do the task themselves

37
Q

What are the advantages of on the job training?

A

-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
Q

What are the disadvantages of on the job training?

A

-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
Q

Define off-the-job training

A

This is training undertaken outside of the workplace

40
Q

What are the different methods of off the job training?

A

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
Q

What are the advantages of off the job training?

A

-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
Q

What are the disadvantages of off the job training?

A

-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
Q

What are the costs of training?

A

-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
Q

What are the benefits of training?

A

-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
Q

Why is it important to keep staff motivated?

A

-increased productivity
-lower absenteeism
-high quality production
-lower staff turnover

46
Q

List financial methods of motivating employees

A

Salary
Time rate
Overtime
Piece rate
Bonus
Commission

47
Q

Describe the financial method of ‘salary’ and its advantages and disadvantages

A

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
Q

Describe the financial method of ‘Time rate’ and its advantages and disadvantages

A

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
Q

Describe the financial method of ‘Overtime’ and its advantages and disadvantages

A

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
Q

Describe the financial method of ‘Piece rate’ and its advantages and disadvantages

A

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
Q

Describe the financial method of ‘Bonus’ and its advantages and disadvantages

A

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
Q

Describe the financial method of ‘Commission’ and its advantages and disadvantages

A

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
Q

What are non-financial methods of motivation?

A

-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
Q

Define the non-financial incentive ‘working environment’

A

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
Q

Define the non-financial incentive ‘promotion’

A

If employees are able to see clear promotion route available within an organisation they are more likely to work hard

56
Q

Define the non-financial incentive ‘Fringe benefits’

A

These are extra benefits employees receive in addition to a wage or salary for example:
-gym membership
-company car
-health insurance
-free childcare

57
Q

Define the non-financial incentive ‘job rotation’

A

A member of staff is rotated or moved through different jobs within the organisation so they acquire a range of skills

58
Q

Define the working practice ‘part time working’

A

working less than full time hours

59
Q

Define the working practice ‘temporary contracts’

A

Employing people for a short time period, to usually cover busy periods e.g. christmas or to cover absences

60
Q

Define the working practice ‘homeworking’

A

This is when staff work from home, using technology to communicate with the business

61
Q

Define the working practice ‘Teleworking’

A

This is when staff work away from the office (not at home)

62
Q

Define the working practice ‘Job share’

A

Two people sharing one full time job.
One might work the first half of the week and the other the 2nd half

63
Q

Define the working practice ‘Flexi time’

A

working a set number of hours with flexibility over your start and finish times

64
Q

Define industrial action

A

When employees are unhappy with their working conditions or are demotivated they take industrial action. This is usually a last resort

65
Q

Describe the industrial action taken by employees ‘sit in’

A

Employees occupy their workplace in order to prevent any work from taking place
Production will be stopped leading to customers going to competition

66
Q

Describe the industrial action taken by employees ‘overtime ban’

A

Employees refuse to work any overtime hours
This may lead to deadlines not being met

67
Q

Describe the industrial action taken by employees ‘work to rule’

A

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
Q

Describe the industrial action taken by employees ‘go slow’

A

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
Q

Describe the industrial action taken by employees ‘strike’

A

Employees refuse to go to work
Production will be stopped which can lead to customers not receiving their orders

70
Q

Describe the industrial action taken by employees ‘picket line/protest’

A

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
Q

Describe the industrial action taken by employers ‘no overtime’

A

Removes the opportunity to work overtime for employees

72
Q

Describe the industrial action taken by employers ‘Lock out’

A

Employees are locked out the business premises

73
Q

Describe the industrial action taken by employers ‘close’

A

Last resort action due to continued industrial action- where a factory or workplace is close and relocated

74
Q

What is the impact of industrial action on the business?

A

-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
Q

What is the impact of industrial action on the employees?

A

-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
Q

Describe the employment legislation ‘The Equality Act 2010’

A

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
Q

What is the purpose of ‘The Equality Act 2010’?

A

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
Q

Define ‘The national minimum wage act 1998’

A

This act sets out the minimum amount of pay a worker is entitled to per hour. This is based on age.

79
Q

Define ‘The Health and Safety at Work Act’

A

It outlines the responsibilities of both the employer and employee in ensuring there is a safe working environment

80
Q

What are the employees responsibilities in ‘The Health and Safety at Work Act’

A

-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
Q

What are the employers responsibilities in ‘The Health and Safety at Work Act’

A

-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
Q

How are recruitment websites used in HR?

A

-To advertise vacancies rather than newspapers
-This reduces the cost for the business as it can be done online

83
Q

How is Online Testing used in HR?

A

They are used during the selection process

84
Q

How is Word processing software used in HR?

A

Documents such as application forms, person specifications and job descriptions can be created

85
Q

How is Email used in HR?

A

-It can be used to send and receive application forms
-It can be used to contact applicants to invite them to interviews

86
Q

How are databases (Microsoft access) used in HR?

A

They can be used to record employee details
It allows you to search for information quickly and prepare different reports

87
Q

How are spreadsheets used in HR?

A

This can be used to record employee pay details
It can also be used to help prepare and create staff rotas

88
Q

How are presentation software used in HR?

A

To help deliver and provide training to employees e.g. health and safety or induction training

Business Nat 5 (3 decks)

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