Paper 1- Theme 1.4- Managing people

Question 1

define recruitment

define selection

Answer 1

process of attracting and finding potential candidates to fill job vacancies

process of shortlisting and then choosing the best qualified candidate for a position

Question 2

Stages of recruitment and selection

Answer 2

• define requirements

• outline of role (job description)
• skills & experience needed (job analysis)
• outline profile of type of person needed (person specification)
• salary

• attract potential candidates

• internally or externally
• advertise

• select right people

• receive applications
• short-list
• assess candidates (interview, check reference, give them a trial shift)
• choose who most closely fits description and specification

Question 3

2 methods of recruitment

Answer 3

internal recruitment

external recruitment

Question 4

define internal recruitment

examples of methods

Answer 4

when business looks to within its existing workforce to fill job vacancy

e.g. advertised on intranet, promotions, email to staff mailing list

Question 5

define external recruitment

examples of methods

Answer 5

when the business looks to any suitable applicant from outside the business to fill the vacancy

e.g. job centre, recruitment agencies, headhunting, word of mouth

Question 6

strengths of internal recruitment

Answer 6

• less costly and quicker
• boost motivation through promotional opportunity
• already know business culture and processes (less training needed)
• trust - know their skills capabilities, and weaknesses

Question 7

weaknesses of internal recruitment

Answer 7

• smaller pool of talent
• not all recruitment can be done internally if business is growing
• management may be biased - decrease motivation
• may cause friction between potential candidates
• preclude fresh thinking, ambition and hunger from new candidates
• redeploy may weaken other departments

Question 8

strengths of external recruitment

Answer 8

• new ppl coming in can critically assess business and provide new ideas
• can headhunt from and weaken competitors
• can bring expertise and ideas from other sectors
• larger pool to choose from, make sure it’s the right fit

Question 9

weaknesses of external recruitment

Answer 9

• longer selection process (more time and cash- particularly with Equality Act 2010- businesses cant discriminate in recruiting or promoting)
• may take time to understand workings and culture
• may disrupt dynamics and not integrate well
• higher costs on training

Question 10

why business may need to recruit staff

Answer 10

• high staff turnover
• expanding (due to entering new market, increase demand, developing new products)
• taller organisational structure
• existing employees leave (absenteeism, dismissal, redundancy, headhunted)
•

Question 11

difference between dismissal and redundancy

Answer 11

Dismissal is when an employee’s contract is ended by the employer, because of their actions

Redundancy is where an employees contract is ended because their job role no longer exists

Question 12

define redeploy

Answer 12

form of internal recruitment

• moving employee from one department to a higher role in another

Question 13

define training

Answer 13

the process of equipping employees with the skills and knowledge necessary to carry out their job efficiently

Question 14

outline the types of training

Answer 14

on the job

off the job

induction

Question 15

define induction training

what does it include

Answer 15

process of familiarising newly appointed workers with key aspects of the business

• meet colleagues
• tour of premises
• learn about important procedures
• learn about values and aims of business

Question 16

pros of induction training

Answer 16

• new recruit becomes productive asap
• avoid costly mistakes as recruit will know procedures and techniques
• helps recruits settle in quicker
• feel motivated as feel a part of the team

Question 17

cons of induction training

Answer 17

• induction may disrupt production
• unrealistic for large businesses as very time consuming
• a lot to take in for some employees, overwhelming

Question 18

define on the job training

what does it include

Answer 18

employees are trained, at their workplace, while still carrying out their job

• coaching
• demonstrations
• job rotation

Question 19

define coaching

Answer 19

type of on the job training

• a close working relationship between an experienced employee and a trainee

Question 20

define job rotation

Answer 20

type of on the job training

• when trainee is given several jobs from different departments, with a wide range of activities to complete

Question 21

pros of on the job training

Answer 21

• cost effective - maintain productivity

* learn from real employees, get valuable tips

Question 22

cons of on the job training

Answer 22

• other employee may not have much time available to train them up (less thorough)
• only trained to same standard as person learning from - may pick up bad habits alongside good ones
• may make mistakes which could be costly or disruptive to production

Question 23

define off the job training

what does it include

Answer 23

employees are trained by a external specialist when not working, often away from the workplace at a different location

• attending courses at head office
• higher quality study at university or private training organisation
• day release (take time off work to attend college or training centre)

Question 24

pros of off the job training

Answer 24

• high quality as provided by experts in the relevant field
• can develop wider range of skills or qualifications, in another field
• full focus and concentration on learning
• more confident in current job, as more equipped – more motivated
• encourages staff to stay as investing in their development

Question 25

cons of off the job training

Answer 25

• employees with new qualifications may leave or be headhunted
• travel and course may be costly
• loss of potential outpit
• may still need induction, if processes are specific to firm
• doesn’t help employee settle in to new firm

Question 26

pros of training in general

Answer 26

• higher productivity (more motivated and skilled)
• higher efficiency (less mistakes)
• empowerment
• higher staff retention
• staff become more flexible as have more skills
• less supervision and management required so can cut costs and delayer

Question 27

cons of training in general

Answer 27

• expensive to fund and create training regimes
• disruption to production
• employees more likely to be headhunted and take their skills and qualifications to possible competition in industry