People Flashcards
Describe a skills analysis
This involves collecting staffs individual skills to build a big picture of the workforce to highlight areas of strength and weakness.
This allows the business to plan appropriately: how many staff are needed, what type of staff are needed, when are these staff needed.
The organisation analyses the demand for its products and decides on how many staff are required to be employed to meet this demand.
The organisation carries out a skills analysis to determine if new, more skilled staff are required or if current staffs skills can be developed.
Describe a staffing forecast
The organisation will conduct a staffing forecast to highlight if any staff are due to leave (maternity, retirement) and if there is a shortfall or surplus.
If there is a surplus - some may need to be removed (redundancy) and if there is a shortfall - they will recruit new staff or train existing staff to fill the gap.
Describe an application form
An application form is a document produced by the organisation that provides applicants with the same questions.
These questions should allow applicants to give details of their skills, experience and qualities.
The business will then look at these applications and move successful candidates onto the next stage of the selection process.
Describe the advantages of an application form
Allows for easy comparison between candidates.
Allows the business to ask questions that are relevant to the business unlike a CV.
Describe the disadvantages of an application form
As all candidates have the same questions it is hard for them to stand out and for employers to see their personal flair.
Takes time to read through all applications.
Describe an interview
Interviews are face to face meetings where a manager questions candidates and assesses their responses against set criteria. Who ever preforms the best and provides the best answers will be most likely to get the job.
Interviews can be one to one, successive - one manager after another or panels - a number of people at the same time.
Describe the advantages of an interview
Good way of finding out how applicants act under pressure.
Give a good indication of an applicants personality and appearance.
Describe the disadvantages of an interview
Interview performance may be rehearsed and not a true insight into how they will preform on the job.
Organisations may miss out on high quality employees as they are nervous when sitting the interview.
Describe aptitude testing
Aptitude tests tests the candidates ability to preform specific tasks and react to a range of different situations usually related to the job they have applied for.
Describe personality testing
‘Measure’ the applicants personality to determine their strengths, weaknesses and whether they are a team player.
Describe medical testing
Used to determine whether a candidate is fit and healthy enough to carry out the job role.
Describe a traditional appraisal
This is a two way meeting between two members of staff to discuss the employees performance and to set targets for the future.
This is usually a formal meeting between an employee and their line manager.
This meeting usually highlights areas for training.
Describe the advantages of a traditional appraisal
Positive feedback and targets can be given which will motivate the employee.
Training needs can be highlighted - motivating and can increase their loyalty to the business.
Employees can be identified for promotions which can strengthen their loyalty to the business.
Strong relationships can be formed.
Describe the disadvantages of a traditional appraisal
Negative feedback can be given which can demotivate employees.
If a few areas of development are highlighted this can stress the employee.
Appraisals are time consuming and will result in less work being carried out.
Employees can resent the appraisals system as they fell they are being checked up on.
Describe a peer to peer appraisal
This is when the appraisal is carried out by a colleague at the same level in the organisation.
