Management Of People Flashcards
Outline the definition of recruitment.
• This is the process of finding people to work for a company. Ie: attracting applicants to apply for a job vacancy
Outline the definition of selection.
Refers to the methods used to choose the best or most suitable candidate for the vacancy
Describe the stages of the recruitment process. (4)
- Identify a job vacancy
This could be because someone has left an organisation, or during periods of high demand - Carry out a job analysis
Looking at the role of a job within an organisation, and the responsibilities and skills that will be required of an applicant. - Prepare a job description
A job description is a document that states the tasks and responsibilities of the job. - Prepare a person specification
A person specification gives information about the personal criteria required for the job. They can be classified as essential or desirable -
Advertise the job
An organisation will need to make applicants aware of a job either internally, within the organisation, or externally, outwith the organisation. - Distribute application forms or request CVs
Application forms consist of pre-prepared questions set by the organisation. CVs are a summary of the person’s education, qualifications, employment history etc
Discuss internal recruitment. (4)
ADVANTAGES:
• Cheaper than external recruitment
• Employees more motivated if they have a chance for promotion
• Applicant will already be known in terms of skills and qualities they possess
• No need to follow as many processes when appointing someone
DISADVANTAGES:
• A lack of new ideas or new systems being brought in
• There may not be anyone who is right for the job
• There is still a job vacancy to fill
Define training and when it can be given.
Teaching employees new skills or updating existing ones.
Can be given when starting a new job and throughout working life
What are the three main types of training?
- induction
- on the job
- off the job
Discuss the overall advantages and disadvantages of training.
Advantages
- employees will be more skilled at their jobs and will provide a higher-quality product or a higher-quality service to customers
- Fewer errors made, resulting in less wastage.
- A business can gain a good reputation and attract high quality staff
- Employees will feel more valued if a business is seen to be investing into them
Disadvantages
- Employees have to spend more time away from their workplace
- Can be time-consuming
- Can be expensive for an organisation if it has to pay for training
- Employees may receive training then leave for another organisation
Define induction training.
Induction training is given to new staff when they start at an organisation.
Discuss external recruitment. (4)
ADVANTAGES:
• New employees can bring in new ideas or new systems knowledge
• More applicants to choose from
• There is no follow-on job vacancy to fill as the person is coming outwith the business
DISADVANTAGES:
• Can be expensive to advertise on job websites
• Internal applicants may feel undervalued if they don’t get it
• The person is not known to the organisation and may not be the correct person for the job
• Can be a more time-consuming process as there may be a more through process to go through
Identify the topics that induction training can cover.
• company policies and procedures
• health and safety (eg: fire drill procedures)
• a tour of the business
• introduced to key people and teams
• an introduction to their tasks and duties
Discuss the advantages and disadvantages of induction training.
Advantages
• helps employees settle into the job quickly
• employees will be made more aware of important health and safety issues before starting the job
• employees will understand who the main personnel in the organisation are
Disadvantages
• Can be **time-consuming ** for the person doing the training therefore decreasing output
Define on-the-job training.
Training undertaken in the workplace.
Outline the stages of the selection process. (4)
○ Reading application forms, CVs and references
○ Shortlisting candidates
○ Interviewingcandidates
○ Testing candidates
○ Choosing the successful candidates
○ Notifying unsuccessful* candidates
Describe the different types of on-the-job training.
• Coaching: an experienced member of staff will work through a task:step-by-step with an employee.
• Role play: involves acting out a scenario to see how an employee performs under certain conditions.
• Job rotation: members of staff can be rotated or moved through different jobs within the organisation.
• Shadowing - an employee observes another to gain a better understanding of how they do their job.
• Demonstration - is when an employee watches a task/process being carried out and then attempts it.
Discuss the advantages + disadvantages of on-the-job training.
- employees are in the workplace and can continue with work;
- cheaper than off-the-job training as no courses have to be paid for;
- less time-consuming than off-the-job training.
Disadvantages
- employees that provide training may not be qualified instructors;
- employees that provide training may have picked up bad habits which will be passed on;
- training may be interrupted due to it being in the workplace.
Define off the job training.
Training which takes place outwith an organisation.
Discuss the advantages and disadvantages of off the job training.
Advantages
- training is given by qualified instructors;
- employees can receive recognised qualifications;
- fewer interruptionscompared to on-the-job training.
Disadvantages
- employees are away from the workplace which will result in lower production;
-
more expensive than on-the-job training as courses have to be paid for, which can be
expensive; - can be time-consuming as some courses may last longer than a year.
Identify the types of incentives that an organisation uses with employees.
Financial and non-financial incentives.
Describe methods of selection. (4)
- Reading CVs and application forms:
• These can be used to compare the candidate’s skills and qualities against those listed in the person specification. This will make it easier to shortlist candidates based on those whose skills match those who are required to do the job.
Shortlisting candidates:
- After reading through all of the application forms, CVs and references, an organisation will make a shortlist of the most suitable candidates which will be put through to the next stage.
Interviews:
- A meeting between a candidate and an organisation where the candidate is asked a series of questions. This means each candidate can be compared and the organisation can assess the candidate’s appearance and personality
Testing:
- Involves testing skills and abilities of candidates possibly through aptitude tests or practical assessments etc. which allows firms to see real skill
Choosing the most suitable candidate:
- An organisation will choose the most suitable candidate(s) and will organise a start date and training dates.
Notifying unsuccessful candidates:
- Letting unsuccessful candidates know and giving them feedback on how to improve
Describe the various type of financial incentives that a business can use for its employees.
Salary: A salary is when an employee’s annual wage is divided up into twelve equal payments which are made every month. This allows employees to have a guaranteed monthly income. However, it does not encourage employees to work harder or for longer.
Piece rate: when employees are paid per item produced. This can motivate employees to produce more items, but does not mean that they will produce items to a high standard.
Time rate: when employees are paid per hour they work. This encourages employees to work longer hours, but does not reward them for hard work.
Outline what the Equality Act 2010 ensures.
It ensures that employees and customers are not discriminated against in the workplace
Identify the protected characteristics in the Equality Act 2010. (4)
Age, disability, sex, gender reassignment, marriage and civil partnerships, pregnancy/maternity, race, religion, sexual orientation
Describe non-financial incentives that a business can offer to its employees.
Home working: employees work from home all the time or part of the time.
Teleworking: employees work away from the workplace and use ICT to communicate,
e.g. a sales rep.
Flexi-time: employees can choose their start and finishing times as long as they work contracted hours and an organisation’s ‘core time’, which is the time at which all
employees must be in the workplace.
Condensed hours: employees work their contracted hours but can so over less days than a usual work week of 5 days, for example.
Job share: two (or more) people sharing one full-time job, e.g. one employee works mornings and another employee works afternoons.
Describe what the Health and Safety at Work Act 1974 ensures.
The Health and Safety at Work Act 1974 ensures that employers and employees have
responsibilities for health and safety in the workplace. This covers all aspects of health and safety within the workplace
