human resources/people Flashcards
Identify and Describe the stages of Recruitment?
- Job Analysis - includes what is required of the employee, what tasks are involved, and the level of skill or knowledge required to complete the tasks successfully.
- Job Specification - involves more details about the job, such as working hours, location of the job, salary/wage payable, level of responsibility, etc.
- Person Specification - this involves looking at the kind of person that is more suitable for the job, by analysing the essential and desirable skills and qualities needed. for example, if the person job involves working with kids, the employee would have to be patient, and know how to handle certain situations.
- Advertising the Vacancy - choosing whether to advertise the vacancy internally, or to advertise the vacancy externally.
Explain Internal and External Recruitment?
Internal Recruitment — recruiting from inside the business, through methods such as staff bulletins, company intranet, email, etc.
External Recruitment — recruiting from outside the business, through methods such as newspaper adverts, recruitment agencies, online advertising, etc.
Identify and Describe the stages of Selection?
- CV — written details about the candidate, written by them that detail their past work experience, etc.
- Application Form — a list of questions made by the employer, answered by the candidate about their work experience, skills, etc.
- References — previous employer(s) can give information about the candidate regarding their suitability for the job.
- Testing — when an applicant is put in certain scenarios they may face while doing the job, and assessed by employers. this can be done through methods such as assessment centres.
- Appointment — the selected candidate is offered the job with a starting date.
- Contract of Employees — all employees must be issued with a contract of employment giving details of the employee’s responsibilities and the employer’s responsibilities to the employee.
What are the different types of Testing?
- Attainment Tests — check ability to work
under pressure - Aptitude Tests — check if applicant is
suited to a particular type of work - Intelligence Tests — check mental ability
- Fitness Tests — check if someone is
physically fit eg police - Medical Tests — check if someone is
healthy - Psychometric Tests — check personality
What are the different types of Training?
- On-the-Job Training — when employees are trained inside their place of work. This can include Job Swaps or Rotations, Demonstrations or Secondments.
- Off-the-Job Training — when employees are trained outside their place of work. This can include Attending College, or Attending Special Courses.
- Induction Training — The term used to describe the process of introducing new employees to an organisation. Can last for hours, or several weeks. This includes:
- Introduction to the organisation
- Structure of the organisation and the
employee’s role - Meeting and greeting colleagues
- Health and safety and location of
facilities - Fire evacuation procedures
- Staff welfare
- Job description and role
- Location of workspace
- Reporting procedures
What are the Benefits of Induction Training?
- Allows staff to settle into the job
and become aware of the corporate
culture. - Increases motivation and morale
- Promotes a good image of the
organisation - Allows the worker to become
productive much more quickly
What are the Benefits of Training?
- Better reputation and image
- Increased Employee satisfaction
- Greater flexibility
- More skilled staff
- More motivated staff
What are the Costs of Training?
- Expenses incurred by employees for
travel and meals - Lost time and output while the
employee is on the training course - Staff who resist the training offered
- Staff who leave after receiving
training
What are the Flexible Working Practices?
- Part-time
- Flexi-time
- Job Share
- Homeworking
- Teleworking
- Hot Desking
What are the Working Practices?
- Permanent contracts – secure and
never ending until you retire or choose
to leave - Temporary contracts – for an
indefinite period of time - Fixed-term contracts – will have a fixed start and end date
What are the Advantages and Disadvantages of Working Practices to an Employer?
Advantages
- Larger pool of labour so wider range of available skills
- Ability to offer flexible work patterns
may suit employees with children –
retaining good staff
- Less absenteeism
Difficult to offer training and staff
development to all part-time workers
- Happier staff will improve morale and increase productivity
Disadvantages
- Not always easy to ensure health and safety in home environment
- Harder to organise and control a large number of part-time workers
- Difficulties in communication
What are the Advantages and Disadvantages of Working Practices to an Employee?
Advantages
- Improved ‘work-life’ balance
- Lower stress levels – time to ‘recharge’ on days off
- More accessible for people with
disabilities
- Freedom to choose when and where to work
- Reduction in travel
Disadvantages
- Feelings of isolation in the home
environment
- Hot-desking may result in
depersonalisation of space, leading to a feeling of not belonging
- More difficult to develop new
relationships
- Difficult to balance work and home
commitments, need for discipline to work
- Fewer opportunities for staff
development training
What are the Financial Rewards?
- Wage or salary
- Commission to Sales staff
- Profit share
- Bonuses
- Pay rises
What are Payment Systems?
The search for a way to motivate, reward and even control labour has led managers to devise a variety of payment systems.
What are the types of Payment Systems?
- Time-rate
- Overtime
- Piece-rate
- Piece-rate plus a basic or fixed pay element
- Commission payments
- Fringe benefits and non-financial payments
- Bonuses
What are the Problems with some Payment Systems?
- Time Rate
– people could be doing very little work during their shift while others work harder (can cause conflicts) - Piece Rate
– workers could rush to produce more and quality could suffer as a result
– Machinery could be broken and it is not the fault of the worker they cannot produce (can cause conflict) - Commission
– Sales people can come across as very pushy as they get their wage dependent on the amount of sales they make (sometimes can use unethical pressure)
What are the Non-Financial Rewards and Benefits
- Praise and recognition eg ‘well
done’; - Good career opportunities;
- Flexible working hours practices
- Staff development and training
- Staff appraisals
- Job security
- Promotion prospects
- Permanent contracts
- Fringe benefits eg company car etc
What is Staff Development?
Staff Development involves employees in reflecting on their strengths and helping them to identify future training opportunities.
What is Staff Appraisal?
The process whereby an employee
meets with his/her line manager to
discuss performance, training and
development needs.
• Both parties will prepare for the
meeting and discuss how the employee has performed throughout the year.
• Targets are set for the coming year.
What are Trade Unions?
- Trade Unions represent employees
when negotiating working conditions and rates of pay. - Different unions to represent
different groups of workers - Trade Unions are able to push for
higher pay or better working conditions than an individual.
This is called collective bargaining.
What is Industrial Action?
- This occurs when employers and
employees have a dispute and
fail to agree a solution. - If it has been voted for and backed
by a trade union, it is known as an
official dispute. - If workers walk out without going
through the proper procedures it is an
unofficial dispute.
What are the Types of Industrial Action?
- Strike– workers withdraw their labour
- Work-to-rule– workers only do the tasks stated in their job description
- Sit-in– workers stay in their place of work but don’t do any work
- Go-slow– workers work more slowly than normal – usually manual workers
- Overtime ban– workers do not do any work outside their normal hours
- Picketing– workers stand outside their place of work and try to stop others from entering.
What are the Effects of Industrial Action?
- Staff leave
- Production falls
- Loss in sales
- Fall in customers
- Reputation and image suffers
What are the details of the Employment Act of 2002?
This law deals with issues relating to employment. For example, all employees must receive a Contract of
Employment containing the following information:
– Job Title and description of duties;
– Place and hours of work;
– Start date;
– Salary/wage payable;
– Holiday entitlement;
– Payment arrangement for absence;
– Procedures relating to grievance and
discipline.
What are the details of the Employment Rights Act of 2008?
- This law deals with employee rights.
For example, all employees cannot earn less than a minimum hourly wage. - The Government sets a National
Minimum Wage (NMW) each year. - Employers can pay their workers more than the minimum hourly rate but by law they cannot pay less.
- The hourly wage an employee receives depends on their age.
What are the details of the Health and Safety at Work Act or 1974?
It introduced a legal requirement for all organisations to:
- protect its employees by carrying out risk assessments in the workplace;
- record and report H&S incidents and
accidents; - ensure employees receive appropriate training about H&S and its application in the workplace.
What are the Employer and Employee
Responsibilities for H&S?
Employers’ responsibilities include
ensuring that:
– procedures are in place to minimise the H&S risks;
– employees work in a safe environment;
– property and equipment is properly
maintained;
– hazardous substances are used correctly;
– employees must receive training when required.
Employees’ responsibilities include:
– behaving in a responsible manner;
– observing H&S procedures and accepting
responsibility for their actions;
– informing supervisors of potential H&S hazards;
– being willing to take part in H&S training.
What are the details of the Freedom of Information Act of 2000?
- Entitles anybody to ask a public
authority including Government
Departments, for any recorded
information that they keep. - Gives us all greater access to
information about how decisions are
taken in government and how public
services are developed and delivered.
What is General Data Protection?
- Determines how information is
collected, used, stored and
destroyed. - Data Subject is the person to
whom the data refers. - Data User is the person who
holds the data.
What are the Rules of General Data Protection?
- Data should be obtained lawfully
- It should be used only for registered
purposes - Data should be adequate, not excessive
- It should be accurate and up-to-date
- It shouldn’t be kept for longer than
necessary - Subjects should have access to the data
- Measures should be taken to secure data
