People Flashcards
Describe the stages of RECRUITMENT
- Identify the VACANCY
- Job ANALYSIS
- Job DESCRIPTION
- Person SPECIFICATION
- ADVERTISE the job
VADSA
Describe ‘IDENTIFY THE VACANCY’
Identify why the job vacancy exists.
Describe ‘JOB ANALYSIS’
This identifies the key features of the job - tasks, duties, skills and responsibilities
Describe ‘JOB DESCRIPTION’
This is a DOCUMENT that states the job title, tasks, duties and responsibilities.
Describe ‘PERSON SPECIFICATION’
This is a description of the type of person the firm wants - skills, qualifications, and experience needed to do the job.
Describe ‘ADVERTISE THE JOB’
Advertise the job vacancy, either internally or externally.
Outline the forms of INTERNAL recruitment
- Staff bulletin board
- Internal email
- Intranet
- Staff newsletter
What are the BENEFITS of Internal recruitment?
- It is very quick and cheaper as no external advertising costs.
- Increase staff morale if they get opportunities for promotion
- Can save time and cost of induction and training costs
What are the COSTS of Internal recruitment?
- There is a small pool of potential candidates
2. The firm will eventually have to employ an external candidate
Outline the forms of EXTERNAL recruitment
- Newspapers
- Specialist magazines
- Recruitment agencies
- Specialist websites e.g. S1 Jobs
What are BENEFITS of External recruitment?
- It opens up the pool of potential candidates
2. It might avoid jealousy between internal candidates
What are the COSTS of External recruitment?
- It costs money to advertise externally
Describe the stages of SELECTION
- APPLICATION Forms and CVS
- Create a SHORTLIST
- INTERVIEW candidates
- ASSESSMENT centres / testing
- Making a SELECTION
- REFERENCE
- APPOINTING
ASIASRA
Describe ‘APPLICATION FORMS AND CVs’
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.
Describe ‘CREATING A SHORTLIST’
The firm will compare the CV or Application Forms against the Person Specification to identify candidates suitable for interview
Describe ‘INTERVIEWING CANDIDATES’
Most common way for the firm to gather additional information from the candidate.
Give examples of different types of INTERVIEWS
- One-on-One Interviews - one interviewer conducts all interviews
- Panel Interviews - a group of interviewers conduct the interviews
- Successive Interviews - candidates have several interviews with different interviewers
- Online Interviews - take place via Skype of MS Teams
Describe ‘ASSESSMENT CENTRE / TESTING’
Candidates may be asked to attend an assessment centre or to be tested.
Tests include:
- Attainment tests
- Aptitude tests
- Intelligence tests (IQ)
- Psychometric tests
- Medical tests
- Assessment centres - various tests & activities
Describe ‘MAKING A SELECTION’
Once the firm decides on a suitable candidate, they will be offered the job by letter
Describe ‘REFERENCE’
The offer may be conditional upon receiving a suitable reference from a previous employer stating the candidate’s suitability
Describe ‘APPOINTING’
The firm must provide a legal ‘Contract of Employment’ that is signed by the candidate
Describe a CONTRACT OF EMPLOYMENT and describe 4 of its contents
This is a legal document signed by the employee before they start their employment. It contains:
- Job title
- Hours worked
- Holidays
- Duties
Can you list the 3 types of TRAINING?
INDUCTION training
ON THE JOB training
OFF THE JOB training
Define ‘INDUCTION’ training
This training is given to new employees joining a firm
Define ON THE JOB training
This is training that takes place at the employee’s work station
Define OFF THE JOB training
This is training away from the workplace.
Provide features of INDUCTION training
- Tour of the premises
- Health & Safety information
- Introduction to tasks
- Company policies
- Meet new colleagues
- Given passwords to computer
Describe the COSTS of Induction training
- Staff have to take time from work
2. Whist being inducted there is no output
Describe the BENEFITS of Induction training
- The employee settles in quickly
- The employee feels welcome
- The firm is covered legally
Provide examples of ON THE JOB training
- Coaching
- Mentoring
- Shadowing
- Job rotation
- Demonstration
Describe the COSTS of On the Job training
- No chance to network
2. Not always the most current
Describe the BENEFITS of On the Job training
- Highly relevant
- Staff can ask questions with an instant response
- It is cheap
Provide examples of OFF THE JOB training
- Training centre
- College
- Distance learning
Describe the COSTS of Off the Job training
- Expensive
2. Not always directly relevant to your job
Describe the BENEFITS of Off the Job Training
- Taught by expert
- Chance to network with others in their field
- Staff feel refreshed as they get distance from firm.
Describe COSTS of training in general and state whether it is for the firm or employee
- Costs can be high - Firm
- Work time is lost - Firm
- Staff may leave for better job when fully trained - Firm
Describe BENEFITS of training (in general) and state whether it is for the firm core the employee)
- Skilled employees produce better outputs - Firm
- Trained staff less likely to have accidents - Employee
- Less waste - Firm
- Staff become more flexible - Firm
- Staff motivated - Employee
Provide examples of technology used in the management of people
- Video conferencing - firm can interview candidates online
- Database - maintain records of staff training
- Internet - can advertise vacancies
- E-mail - you can email candidates to offer job
- E-diary. - staff can book appointments in e-diary
