Managing People Flashcards
What is recruitment
The recruitment process is used by an organisation they make potential applicants aware of a job vacancy
What is selection
Used by organisation to pick the best candidate from a list of applicants
What is the recruitment process
First stage - identify that a vacancy exists. Number of reasons why vacancies become available in an organisation is expansion, needing new staff to meet organisations obj, staff retiring, leaving, maternity. Or a industry has seasonal demands
Second stage - job analysis. By analysing the vacancy the organisation can identify the tasks, duties, skills, and responsibilities that the job entails. This allows the business to identify the type of candidate that would be suitable for the position
Third stage - job description. Document that the business will use to inform potential candidates of the jobs title, location, tasks, duties, and responsibilities. Can also state hours to be worked holiday entitlements and any other benefits
Fourth stage - person specification. Description of type of person who would be ideal candidate for the job. When company comes to select ideal candidate from list of applicants they will compare application forms and CVS to the person specification to see who the best match is
Fifth stage - advertising job vacancy. Using job description and person specification. This can be done internally or externally
What are the HR objectives of an organisation
Recruit and retrain quality staff Train, develop and appraise staff to ensure they are equipped with skills required to produce the best quality output Manage positive employee relations Ensure safe working conditions Ensure that all staff are treated fairly
What does the term internal mean when in context with recruitment
Involves only advertising vacancy to people who already work for the organisation. This could be due to restructuring of the business, expansion, to meet the changing needs of your market or could be due to a senior person retiring or moving on and the job requires an existing employee to take in the position.
A business can advertise the job within the company by posting it on the staff bulletin board via internal email, or staff newsletter.
Very efficient method of recruitment as it will be very quick and cheaper as you don’t have to pay any extant advertisement costs. It will save time and money as you don’t have to train them
What is the term external meant in context with recruitment
When the company advertises the vacancy outside of the company. They can do this via newspapers, journals, magazines, job centre, specialist recruitment websites. They could even hire a recruitment agency. Companies could even contact schools or universities to seek young appliacants who have the potential to work with them
What are the benefits of advertising externally?
Opens up the pool of potential candidates which means that you are more likely to bring in someone with new ideas and experiences to the business. It might reduce jealousy between rival candidates
What is the recruitment process
V - identify vacancy A - analyse job D - job description S - person specification A - advertise vacancy
What is the selection process
Once job has been advertised and candidates have submitted application forms/CVs and references. The stages are then undertaken, these are:
First stage - compare application forms/CVs to person specification. This will allow company select those who are the best match for the job, as it may be impractical to consider every applicant depending on numbers who apply for position.
Second stage - decide on who best candidate is for position by finding out more about them. This can be achieved in a number of ways, through testing.
What is testing
It can be used to find out specific information about candidate through a variety of methods
What are the methods of testing
Attainment tests - used to assess skills that someone has learned. This could be from a course of study eg National 5 exam or their speed at an interview
Aptitude tests - assess natural abilities that a candidate possess. They evaluate how people perform on tasks or react to different situations such as numerical or verbal reasoning. Can also be used to determine a candidates leadership style and decide if they would be right for your organisation
IQ tests - used to assess candidates mental ability since as their thinking and problem solving abilities
Psychometric tests - used to assess candidates personality and traits. Provides potential employer with insight on how well candidates work with others and how they handle stress
Medical tests - used to assess persons physical attributes and whether or not they will be able to carry out particular type of Job.
What is an assessment centre
When organisations aka candidates to attend day or week long set of activities, tests and interviews. Designed to analyse candidates social skills, leadership qualities and personality over a longer period of time rather than just an hour long interview
What are interviews
Most common way to gather info from candidates beyond application forms and CVs. Used to compare responses to set questions from each candidate.
What are the different types of interview
One to one interview
Panel interview
Successive interview
What is an one to one interview
This is where one person conducts all the different interviews and selects the best person for the job. This is a very quick method of interviewing people but it’s limited in its effectiveness. A poor interviewer might have a personality clash with a candidate or not take to them in the first few minutes and focus the rest of the time on their negative attributes
What is a panos interview
Where several people will interview the candidate with each member of the panel talking a turn to ask questions about different aspects of the job. This can be difficult as it is hard to arrange a time when all panel members are free at the Same time
What is successive interviews
Where the candidate have several interviews with different interviewers, at the end of the process the interviewers compare their notes. This is limited as it may take a. Lot of time to conduct all the interviews
How can an unstable workforce be costly?
The financial cost of recruiting, selecting, and training new staff
Time wasted with induction training which results in reduced output
Increased waste of resources as staff are constantly changing, training and not building up the skills to be effective get with their work
Lack of continuity with team members
Poor quality output as staff don’t have sufficient experience to develop their skills which results customers going to competitors
Lack of continuity with customers which can end in customers going to competitors as no personal relationships being established
How can an organisation retain and motivate workers financially?
Flat rate, time rate, piece rate, overtime, bonus rate and commission
What is flat rate
Employee paid annual salary. Divided up unto twelve monthly instalments. Not designed for staff to be rewarded with extra hours or increased level of effort. Does guarantee they’ll be paid each month. Used to pay senior staff or managers
