(PAPER 3) 1.4.2 recruitment, selection and training Flashcards
recruitment and selection definition
the process of finding and appointing new employees to ensure that the right person is chosen for the job
6 stages of the recruitment process
- identify the vacancy
- create job description and person specification
- advertise the vacancy (internal and external)
- receive applications/ shortlist candidates
- selection procedure: interviews, assessment days, in-tray exercises
- select the best candidate
aims when recruitment, selection and training
- recruit high quality staff with the necessary skills and experience and with a positive attitude
- ensure the process is efficient and cost effective
- reduce labour turnover rates if they are high
reasons why a business needs to recruit more employees
- a member of staff promoted within the business
- a member of staff resigning
- a member of staff retiring
- maternity cover/ sick leave cover
- new post demanded due to expansion? increase in demand.
internal recruitment definition
when a business fills a vacancy from within its existing workforce (promotion/redeployment)
external recruitment definition
when the business advertises for suitably qualified applicants who do not currently work for the business
internal recruitment benefits and drawbacks
+ cheaper
+ access to promotion for current employees- motivation
+ candidates already known
+ experience of the businesses culture and operations- no induction training
- limmeted number of employees to choose from
- new ideas and experiences from other businesses not utilised
- internal candidates may not have the right skills
- may cause resentment among workers not selected
- the internal candidates previous role will now need to be filled
external recruitment benefits and drawbacks
\+ wide choice of candidates \+ new ideas \+ highly qualified/ already trained \+ less resentment - expensive - risky: candidates not known - no knowledge of how the business runs: specific training may be needed on machinery
evaluation of if external or internal recruitment is best. depends on:
- size of the business
- recruitment budget
- type of business
- time available
- type of employee needed
types of training
- induction
- on the job
- off the job
induction definition
a period of initial training given when a new employee joins a company
on the job definition
training that takes place whilst the employee is still engaged in their work task
off the job definition
training that involves the employee stopping their normal work whilst training takes place
benefits of induction training
+ employee settles quickly and can function more effectively in their job role
+ prevents costly mistakes
+ introduces the new employee to colleagues
+ decreases labour turnover and further recruitment costs
types of on the job training:
- COACHING: using a supervisor to support and teach the employee
- MENTORING: the employee is assigned an experienced colleague that can advise/support
- JOB ROTATION: the employee is moved around the business to work on different tasks/ areas
- SHADOWING: the less experienced follows/ observes the work of a more experienced colleague
types of off the job training:
-DAY RELEASE: employee takes time off work to attend a local collage or training centre
- DISTANCE LEARNING/EVENING CLASSES: done in the employees own time
- BLOCK RELEASE COURSES: may involve several weeks at a local collage to learn a new skill
- SANDWHICH COURSES: where the employee spends a larger amount of time at collage to learn a new skill before returning to work
- SPONSERED COURSES IN HIGHER EDUCATION: may be completed in employees own time
- SELF STUDY/COMPUTER BASED TRAING
-
benefits and drawbacks of on the job training
+ job and company specific
+ comparatively expensive
+ easy to monitor and organise
- trainers may not have specialist training skills
- can be disruptive to the work environment: trainers taken away from their work environment
-employees may not receive recognised qualifications and so may question the value of their training
benefits and drawbacks of off the job training:
+ delivered by specialists
+ trainee can concentrate on the course, no work place distractions
+ training can result in nationally accredited qualifications
- training may be more general and not company specific
- comparatively expensive
- can be disruptive to the work environment as trainees are away from their normal working role
general benefits and drawbacks of training for a business:
+ increased productivity
+ increased motivation and staff morale (treating staff as an asset)
+ increased quality of goods, services and health and safety records
- cost of training
- disruption to a normal working day
- employees may be poached by competitors
