People

Question 1

Describe the stages of RECRUITMENT

Answer 1

1. Identify the VACANCY
2. Job ANALYSIS
3. Job DESCRIPTION
4. Person SPECIFICATION
5. ADVERTISE the job

VADSA

Question 2

Describe ‘IDENTIFY THE VACANCY’

Answer 2

Identify why the job vacancy exists.

Question 3

Describe ‘JOB ANALYSIS’

Answer 3

This identifies the key features of the job - tasks, duties, skills and responsibilities

Question 4

Describe ‘JOB DESCRIPTION’

Answer 4

This is a DOCUMENT that states the job title, tasks, duties and responsibilities.

Question 5

Describe ‘PERSON SPECIFICATION’

Answer 5

This is a description of the type of person the firm wants - skills, qualifications, and experience needed to do the job.

Question 6

Describe ‘ADVERTISE THE JOB’

Answer 6

Advertise the job vacancy, either internally or externally.

Question 7

Outline the forms of INTERNAL recruitment

Answer 7

1. Staff bulletin board
2. Internal email
3. Intranet
4. Staff newsletter

Question 8

What are the BENEFITS of Internal recruitment?

Answer 8

1. It is very quick and cheaper as no external advertising costs.
2. Increase staff morale if they get opportunities for promotion
3. Can save time and cost of induction and training costs

Question 9

What are the COSTS of Internal recruitment?

Answer 9

1. There is a small pool of potential candidates

2. The firm will eventually have to employ an external candidate

Question 10

Outline the forms of EXTERNAL recruitment

Answer 10

1. Newspapers
2. Specialist magazines
3. Recruitment agencies
4. Specialist websites e.g. S1 Jobs

Question 11

What are BENEFITS of External recruitment?

Answer 11

1. It opens up the pool of potential candidates

2. It might avoid jealousy between internal candidates

Question 12

What are the COSTS of External recruitment?

Answer 12

1. It costs money to advertise externally

Question 13

Describe the stages of SELECTION

Answer 13

1. APPLICATION Forms and CVS
2. Create a SHORTLIST
3. INTERVIEW candidates
4. ASSESSMENT centres / testing
5. Making a SELECTION
6. REFERENCE
7. APPOINTING

ASIASRA

Question 14

Describe ‘APPLICATION FORMS AND CVs’

Answer 14

Candidates submit their CV or application form for vacancy

Application Form - pre-prepared questions set by firm

CV - summary of person’s experience and qualifications. Format set by candidate.

Question 15

Describe ‘CREATING A SHORTLIST’

Answer 15

The firm will compare the CV or Application Forms against the Person Specification to identify candidates suitable for interview

Question 16

Describe ‘INTERVIEWING CANDIDATES’

Answer 16

Most common way for the firm to gather additional information from the candidate.

Question 17

Give examples of different types of INTERVIEWS

Answer 17

1. One-on-One Interviews - one interviewer conducts all interviews
2. Panel Interviews - a group of interviewers conduct the interviews
3. Successive Interviews - candidates have several interviews with different interviewers
4. Online Interviews - take place via Skype of MS Teams

Question 18

Describe ‘ASSESSMENT CENTRE / TESTING’

Answer 18

Candidates may be asked to attend an assessment centre or to be tested.

Tests include:

1. Attainment tests
2. Aptitude tests
3. Intelligence tests (IQ)
4. Psychometric tests
5. Medical tests
6. Assessment centres - various tests & activities

Question 19

Describe ‘MAKING A SELECTION’

Answer 19

Once the firm decides on a suitable candidate, they will be offered the job by letter

Question 20

Describe ‘REFERENCE’

Answer 20

The offer may be conditional upon receiving a suitable reference from a previous employer stating the candidate’s suitability

Question 21

Describe ‘APPOINTING’

Answer 21

The firm must provide a legal ‘Contract of Employment’ that is signed by the candidate

Question 22

Describe a CONTRACT OF EMPLOYMENT and describe 4 of its contents

Answer 22

This is a legal document signed by the employee before they start their employment. It contains:

1. Job title
2. Hours worked
3. Holidays
4. Duties

Question 23

Can you list the 3 types of TRAINING?

Answer 23

INDUCTION training

ON THE JOB training

OFF THE JOB training

Question 24

Define ‘INDUCTION’ training

Answer 24

This training is given to new employees joining a firm

Question 25

Define ON THE JOB training

Answer 25

This is training that takes place at the employee’s work station

Question 26

Define OFF THE JOB training

Answer 26

This is training away from the workplace.

Question 27

Provide features of INDUCTION training

Answer 27

1. Tour of the premises 2. Health & Safety information 3. Introduction to tasks 4. Company policies 5. Meet new colleagues 6. Given passwords to computer

Question 28

Describe the COSTS of Induction training

Answer 28

1. Staff have to take time from work | 2. Whist being inducted there is no output

Question 29

Describe the BENEFITS of Induction training

Answer 29

1. The employee settles in quickly 2. The employee feels welcome 3. The firm is covered legally

Question 30

Provide examples of ON THE JOB training

Answer 30

1. Coaching 2. Mentoring 3. Shadowing 4. Job rotation 5. Demonstration

Question 31

Describe the COSTS of On the Job training

Answer 31

1. No chance to network | 2. Not always the most current

Question 32

Describe the BENEFITS of On the Job training

Answer 32

1. Highly relevant 2. Staff can ask questions with an instant response 3. It is cheap

Question 33

Provide examples of OFF THE JOB training

Answer 33

1. Training centre 2. College 3. Distance learning

Question 34

Describe the COSTS of Off the Job training

Answer 34

1. Expensive | 2. Not always directly relevant to your job

Question 35

Describe the BENEFITS of Off the Job Training

Answer 35

1. Taught by expert 2. Chance to network with others in their field 3. Staff feel refreshed as they get distance from firm.

Question 36

Describe COSTS of training in general and state whether it is for the firm or employee

Answer 36

1. Costs can be high - Firm 2. Work time is lost - Firm 3. Staff may leave for better job when fully trained - Firm

Question 37

Describe BENEFITS of training (in general) and state whether it is for the firm core the employee)

Answer 37

1. Skilled employees produce better outputs - Firm 2. Trained staff less likely to have accidents - Employee 3. Less waste - Firm 4. Staff become more flexible - Firm 5. Staff motivated - Employee

Question 38

Provide examples of technology used in the management of people

Answer 38

1. Video conferencing - firm can interview candidates online 2. Database - maintain records of staff training 3. Internet - can advertise vacancies 4. E-mail - you can email candidates to offer job 5. E-diary. - staff can book appointments in e-diary