People

Question 1

RECRUITMENT
What are the stages of the Recruitment Process?

Answer 1

Identify a job vacancy
* a job vacancy may arise as a result of:
-an employee leaving the business, e.g. retires or resigns -an employee is on long term absence, e.g. maternity leave or sick leave
-new position available because of growth in the business

Conduct a job analysis
* a job analysis will outline:
-areas of responsibility
-areas of accountability
-tasks, duties and skills required for the job

Create a job description
* this document gives applicants information about the vacancy.
* the document will include:
-job title
-salary/wage
-hours of work
-responsibilities
-tasks and duties
-holiday entitlement
-location of the position

Create a person specification
* describes the personal attributes that a business is seeking in a potential employee, such as:
-skills
-qualities
-experience
-qualifications

Advertise the vacancy
* can be advertised internally or externally, the advertisement will include information from both the job description and person specification, e.g. job title, salary, qualifications and experience needed.

Question 2

RECRUITMENT
What is Internal Recruitment?

Answer 2

When the job vacancy is filled by a person who already works for the business, methods used include e-mail, notice boards, staff meetings, intranet.

Question 3

RECRUITMENT
Advantages and Disadvantages of Internal Recruitment:

Answer 3

Advantages
* it can improve staff morale and motivation
* little induction is needed as the employee is already familiar with the business
* strengths and weaknesses of the employee are already known by the employer

Disadvantages
* can demotivate unsuccessful candidates
* limited pool of candidates to choose from
* no fresh ideas or new skills brought into the business

Question 4

RECRUITMENT
What is External Recruitment?

Answer 4

When the job vacancy is filled by a person from outside the business, methods used include internet adverts on the business’s website, job centre, recruitment agency, online job sites e.g. indeed and myjobscotland.

Question 5

RECRUITMENT
Advantages and Disadvantages of Internal Recruitment:

Answer 5

Advantages
* a larger range of people can apply for the job
* the business has more candidates to choose from
* external candidates may bring fresh ideas and new skills to the business

Disadvantages
* higher risk as new employee is unknown to the organisation
* takes more time for new employees to settle in
* expensive and more time consuming – process of recruitment, selection and induction training can take several months

Question 6

RECRUITMENT
What are the Methods of Recruitment?

Answer 6

The method used will depend on the budget available and position being advertised.

• online advertising – using the business website or specialist recruitment websites, such as indeed or myjobscotland.gov.uk
• local or national newspaper – an expensive form of advertising, however, it will reach a large audience both through print and online versions
• recruitment agencies - will match suitable candidates with the business’ vacancies, saves on advertising costs however, the business pays a fee to the agency for their services
• request Application Forms/Request CV’s - most application forms are now available online on the business website or other websites, e.g. www.myjobscotland.gov.uk and if a CV is required, this will be asked for as part of the job advert

Question 7

TRAINING
What is Induction Training?

Answer 7

Given to all new employees when they begin employment to make the new employee feel comfortable in their job and to ensure they become productive as soon as possible.

Question 8

TRAINING
Advantages and Disadvantages of Induction Training?

Answer 8

Advantages
* employees will become aware of the business’ policies and procedures
* employees will become familiar with people and surroundings they are working with
* * employees feel at ease and more confident in their role

Disadvantages
* employees who provide the training are not able to do their own tasks which reduced productivity

Question 9

TRAINING
What is On The Job Training?

Answer 9

This takes place at the employee’s normal place of work while the employee is doing the job.

Methods include:
* observation – one employee watches and learns as another carries out tasks, known as “Sitting Next to Nellie”
* demonstration – experienced employee demonstrates a task and then the trainee carries out the task

Question 10

TRAINING
What are the Advantages and Disadvantages of On The Job Training?

Answer 10

Advantages
* flexible for employees and the business
* more relevant to the business specific training needs
* more cost effective than off the job training, e.g. saves money on travel costs etc

Disadvantages
* training is not done by a qualified instructor – quality may not be as good as off the job training
* bad habits might be passed on to other employees

Question 11

TRAINING
What is Off The Job Training?

Answer 11

This takes place away from the employees’ normal place of work.

This may involve the employee:
* attending a conference
* attending a training centre to develop specialist skills
* attending college or university on day release/part time to gain a qualification while still working in the business

Question 12

TRAINING
What are the Advantages and Disadvantages of Off The Job Training?

Answer 12

Advantages
* delivered by qualified and trained instructors and is of a high standard

Disadvantages
* productivity decreases due to time spend away from the workplace
* more expensive than on-the-job training due to fees, travel, hotel etc
* temporary staff may be needed to cover for those training

Question 13

TRAINING
What are the Benefits of Staff Training?

Answer 13

• there are fewer accidents, leading to fewer customer complaints
• employees become more competent (better) at their jobs
• employee motivation increases and they become more productive
• employees become more flexible – can undertake a range of tasks/roles

Question 14

TRAINING
What are the Costs of Staff Training?

Answer 14

• financial cost of training can be high
• after training staff may request a pay rise
• output is lost when staff are being trained
• work time is lost when staff are being trained
• quality of training must be high for it to have a positive effect
• once trained, staff may leave for better paid jobs

Question 15

RETAINING AND MOTIVATING STAFF
Why is Retaining and Motivating Staff imporant?

Answer 15

• lower staff turnover
• higher rates of productivity
• gives the business a good reputation
• saves costs and time as the business will not have to recruit or train new staff

Question 16

RETAINING AND MOTIVATING STAFF
Financial Rewards:

Answer 16

• bonus payments – one-off payment, normally because the employee has performed well and achieved specific goals
• overtime payments – for extra hours that are worked employees are paid at a higher rate than time rate, e.g. ‘‘time and a half’’
• commission – employees receive a % of each sale made
• time rate – employees are paid for every hour they work, e.g. £10 per hour

Question 17

RETAINING AND MOTIVATING STAFF
Non-Financial Rewards:

Answer 17

Flexi Time
* allows employees to vary their start and finish times, provided the contracted hours are worked - employees must be in the workplace during core hours, e.g. between 11am – 2pm.
* Working flexi time means that employees can avoid travelling during peak times and they can arrange their personal life around work, e.g. doctor’s appointments and the school run.

Job Share
* when one full time job is split between two employees (not always 50:50). The hours, salary, and holiday entitlement are shared pro rata between the employees.
* Working only part of the week will allow the employee to achieve a better work/life balance and retain staff who do not want to work full-time.

Homeworking
* advances in technology mean that some employees can work effectively from home using email, mobile phones, and video chat to communicate with colleagues and clients.
* Employees benefit as they save time and money by not travelling to work.

Question 18

RETAINING AND MOTIVATING STAFF
What are the Benefits to the Employer and Employee?

Answer 18

Employee
* will increase productivity
* staff turnover will be reduced
* the quality of product/service will be higher
* employees will feel more valued and motivated which

Employer
* less likely to be stressed
* work life balance is easier to achieve
* save time and money by avoiding travel

Question 19

RELATIONS
Benefits of Employee Relations:

Answer 19

• disputes are less likely to arise
• business will get more people wanting to work for them
• productivity will be higher as the number of days staff are absent will reduce
• employees will be more motivated and happier at work which will result in customers receiving a better standard of service/product
• staff turnover will decrease which will reduce costs - recruitment, selection etc.
• change will be easier to implement in the business
• the workforce will be committed to the business and will help to ensure it meets its objectives

Question 20

RELATIONS
Costs of Employee Relations:

Answer 20

• high staff turnover
• less cooperative staff
• poor quality of output and customer service
• mployees are not motivated in the workplace - decrease in productivity