Human Resources Flashcards
Describe the selection process an organisation may use to select the right person for a job after sending out application forms. (5 Marks)
- Application Forms are compared against the person specification
- References are checked
- Tests can be used to provide additional information eg Attainment
- Short list of candidates is drawn up
- Taking candidates to assessment centres to assess skills
- Interviews take place whereby candidates are asked questions
- Best candidate is offered job
- Unsuccessful candidates are informed that they did not get the job
Identify and describe 3 documents that could be used by the Human Resources department in the recruitment and selection of an employee.(6 Marks)
Job Description
• A description of the job including its title, tasks, duties and responsibilities.
Person Specification
• A description of the type of person that would be suitable for the job.
• Describes the qualifications, qualities and skills the ideal candidate should have.
CV
• A form the candidate generates with their personal details, work history and a personal statement regarding their suitability for the job.
Application Form
• Also contains personal details but may have specific questions the organisation may wish to ask.
Job Adverts
• Details about a job which allows a potential candidate to look at and apply for the job.
• Adverts can be placed in newspapers, job centres etc.
Reference
• Given by someone who knows the applicant eg previous employer.
• Comments on their skills, qualities, suitability etc.
Skillscan
• A list of the skills a candidate identifies from criteria/questions which can then be used to match against the person specification.
Prior to advertising a job, identify and describe the stages an organisation would go through to recruit staff. (6 Marks)
Job analysis
Analyse the vacancy to identify the skills, tasks and responsibilities required in the job.
Analyse the job to see if there is a vacancy or not to be filled.
Job description
Draw up a description of the task, duties and responsibilities to be carried out.
Can state the conditions of service eg hours, salary etc.
Person specification
Draw up a description of the type of person that would be suitable for the job.
Can describe the qualifications, experience, qualities required.
Create a job advert
Gather information and key in the particulars which will be used to advertise the vacancy.
Describe an advantage of each of the following methods of advertising a job vacancy. (A different advantage must be given for each). (4 Marks)
Internal sources
Internal sources are cheaper than external sources.
Create better morale in workplace if recruiting from within.
Newspaper adverts
Advert reaches a wide audience.
Internet adverts
Has the potential to reach applicants from all over the world.
Recruitment agencies
Temporary or permanent workers can be found.
Saves cost of advertising for the organisation.
Explain the costs and benefits of training to an organisation. (4 Marks)
Costs
• Financial costs of training can be high to put workers on the courses which reduces the profits of the organisation
• Workers will be away from the workplace or taking time out at work to be trained which means that work time is lost
• then productivity or output may reduce
• After being trained staff may leave meaning the organisation will not reap the benefits of the training
• After being trained staff may demand higher wages which increases the cost to the organisation
Benefits
• Staff motivation increases as they feel more valued
• Staff become more competent at their jobs as they have been trained in the procedures
• Staff become more productive as the training has made them more efficient at their work
• Changes are easier to introduce because staff are aware of what the changes will involve
• Organisation’s image improves as they are seen as an employer who invests in their workers
Identify and describe 2 types of training that could be given to existing staff . (6 Marks)
On the job
• Training whilst at work/During working hours
• Usually carried out by an experienced member of staff
• Output is still being produced
• Workers trained to the specific requirements of the organisation
Off the job
• Training away from the workplace eg college
• Workers can concentrate on training
• Trained by experts
Induction
• Must be linked to existing staff being trained for a new job within the same organisation for description points
Demonstration
• The trainee watches a task being completed then completes it themselves
• Helps a trainee focus on a critical aspect of their job
Job rotation
• The trainee moves around different jobs or departments learning different tasks in each
• Makes the trainee more flexible to be able to work in different areas
• Gives trainee a better understanding of the whole organisation rather than just focusing on a specific part
Explain the advantages and disadvantages to an organisation of training staff.(6 Marks)
Advantages
Staff will become more competent at their jobs because they will have been shown how to carry out their duties and will make less mistakes.
Staff will become more flexible because their range of skills will be greater and therefore they will be able to do more than just their original job − making it easier for them to rotate in jobs.
Staff motivation will increase because they feel that they are being valued and the organisation is investing in them − this will make them more productive.
The organisation’s image improves because the public and potential staff will see that it cares about the future of its workers.
May be easier to attract new staff due to the improved image.
Disadvantages
Once trained, staff may leave which means that the organisation has paid out money and is not reaping the benefits.
Financial cost of training is high with not only the cost of the course but also the cost of the transport, cover required to fill their places etc.
Work time is lost whilst training takes place which means productivity will be down − orders may be delayed.
After training, workers may demand a pay rise which the organisation may have to pay in order to retain them, this increases its costs and reduces profits.
The BBC and the National Union of Journalists have reached an agreement to resolve a dispute with staff. The two sides met with the conciliation service ACAS and afterwards a
conclusion had been reached on how to resolve the dispute. BBC staff had held two days of strikes over the issue.
Describe possible consequences to the BBC of the employees taking strike action. (2 Marks)
- Reduced output
- Poor image/bad reputation
- Difficult to recruit workers/may lose workers – accept separately
- Lose customers
- Lose customer/loyalty
- Lose sales
Other than strike, identify 2 forms of industrial action. (2 Marks) 2013Q2c
Alternative: Identify 3 different types of industrial action that an employee could take. (3 Marks)
- Work to rule
- Go slow
- Ban on overtime
- Sit in
- Boycott/Blacking
During difficult financial times, many organisations may have to employ staff on a
more flexible basis. Describe the following types of employment:
• temporary
• part-time. (2 Marks)
Temporary
Job lasts for a short period of time.
Period of time is often fixed.
Often referred to as fixed term contracts.
Part-time
Worker works less hours than with full-time contract.
Rubbish littered the streets of Edinburgh as refuse collection workers took industrial action. Members of the Unite union continue to work-to-rule and have maintained a ban on overtime. There has been a long running dispute over equal pay in the council. Edinburgh City Council made an apology to residents on the YouTube website over the state of the city’s streets.
From the case study, describe the 2 forms of industrial action that have been taken by council workers. (2 Marks)
Industrial Action from the Case Study:
Work-to-rule – where employees only carry out the terms agreed in their contract of employment.
Overtime ban – where employees refuse to work overtime
Identify and describe one other form of industrial action that employees could take. (2 Marks)
Strike – where employees withdraw labour.
Sit-in – where employees occupy the premises and refuse to undertake work.
Go slow – where employees work at a deliberately slower rate.
Identify 3 pieces of legislation used to protect employees. (3 marks)
- Health and Safety at Work Act (HASAWA)
- Equality Act
- National Minimum Wage Regulations
- Maximum Working Time Regulations
- Health and Safety (First Aid) Regulations
- RIDDOR
- Data Protection Act
- Health and Safety (Display Screen) Regulations
- Fire Scotland Act
- Computer Misuse Act
- Freedom of Information
Employees are protected at work by The Health and Safety (Display Screen Equipment) Regulations 1992. Identify 3 possible health and safety issues resulting from the use of ICT for a long period of time. (3 Marks)
- Eyestrain.
- Headaches.
- Backache.
- Repetitive Strain Injury.
- Stress.
Name and describe 2 pieces of legislation affecting organisations.
Equal Pay Act
Employees who do the same job should be paid the same rate of pay.
Sex Discrimination Act
Employees should not be treated differently just on the grounds of their gender or marital status.
Race Relations Act
Employees should not be treated differently just on the grounds of their race, colour, nationality or ethnic origin.
Disability Discrimination Act
Employees should not be treated differently just on the ground of their disability.
Employers must make reasonable adjustments to the workplace to accommodate the disabled.
(National) Minimum Wage Regulations/Act
Employers must be paid at least the minimum wage rate
Rate is split into 3 levels depending on age
