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Business Management > People > Flashcards

People Flashcards

1
Q

What are the 5 stages of recruitment?

A

identify the vacancy
job analysis
job description
person specification
advertising

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2
Q

What are the reasons why roles may become available? (8)

A

-Organisation may have grown
-Staff member may have been promoted
-Got a job with another organisation
-Been sacked
-Retiring
-Taking a career break
-Maternity leave
-Seasonal demand for staff

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3
Q

What is job analysis?

A

This is when the tasks, duties and responsibilities that the successful candidate would carry out are considered. It is then decided whether the vacancy needs to be filled or the current employees can split the duties of the tasks between them

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4
Q

What is job description?

A

This is a document used to create the job advert which contains information about what the job involves.

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5
Q

What information is included in the job description?

A

Tasks, duties, responsibilities, pay, working hours, holiday entitlement and any other benefits.

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6
Q

What is person specification?

A

This is a document used to create the job advert which contains information about who the ideal candidate is for the job.

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7
Q

What information is included in the person specification document?

A

Skills, qualities, qualifications and experience.

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8
Q

What are the two different ways a job vacancy can be advertised?

A

Internally or externally

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9
Q

Describe the advertisement stage of recruitment?

A

This is when the business makes people aware a vacancy exists. A job vacancy can be advertised internally or externally.

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10
Q

How can a job vacancy be advertised internally?

A

staff noticeboard, email, intranet, posting on the company website

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11
Q

How can a job vacancy be advertised externally?

A

social media, job website, company website, newspaper, the radio

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12
Q

Decribe the 6th stage of recruitment, send out application.

A

This is when the business asks potential candidates to apply to the vacancy by completing an application form or sending in a CV.

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13
Q

What is internal recruitment?

A

when the business looks for a candidate who already works for the business to fill a vacancy.

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14
Q

What are the advantages of internal recruitment?

A

-The candidate is already known in the business therefore there is less chance of appointing the ‘wrong’ person
-It is cheaper – cost of advertising can be avoided
-Opportunity for staff to gain promotion is motivational

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15
Q

What are the disadvantages of recruiting internally?

A

-Limits the number of potential candidates
-No new experience or skills are being brought into the business
-Creates another position that would need to be filled

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16
Q

What is external recruitment?

A

External recruitment is when the business looks for a new candidate outwith the business to fill a vacancy.

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17
Q

What are the advantages of recruiting externally?

A

-There is a wider pool of candidates, better chance of selecting the best candidate
-New staff from out with can bring new skills
-Workers already been trained by other organisations which saves time and money

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18
Q

What are the disadvantages of recruiting externally?

A

-Cost of training new staff in the organisation’s procedures
-Not seen the candidate at work before therefore may select the wrong candidate
-Time consuming to review a large number of CV’s and application forms

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19
Q

What is an application form?

A

An application form is a document created by the HR department that has standardised questions. The application form is sent to all applicants containing the same questions.

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20
Q

What are the advantages of an appliation form?

A

-Easy to compare candidates as they have all answered the same questions
-The business can create questions specific to their own requirements, this means time is not wasted looking through irrelevant information

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21
Q

What are the disadvantages of an appliation form?

A

-The candidate may not be able to show off all their relevant skills or experience due to standardised questions
-It is time consuming for the HR department to create an application form

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22
Q

Describe a CV.

A

Some businesses ask potential candidates to produce a CV which stands for curriculum vitae. It is a document written by a potential candidate giving a brief history of their employment.

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23
Q

What are the advantages of a CV?

A

-The candidate can show off all their relevant skills or experience due to creating the CV themselves

-The business does not need to spend time or money creating questions

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24
Q

What are the disadvantages of a CV?

A

-Difficult to compare candidates as they have all provided slightly different information
-The information a candidate provides may not be specific to the organisations requirements so time may be wasted looking through irrelevant information

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25
Q

What are the 5 stages of the selection process?

A

-Receive CV’s and Application forms
-Shortlisting
-Hold Interviews
-Testing
-Offer candidate the position

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26
Q

Describe the first stage of the selection process, receive CV’s and application forms.

A

This is when the business looks through potentially a large number of application forms and CVs and compares them to the job description and person specification.

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27
Q

Describe shortlisting.

A

This is when the business will draw up a list of the candidates they wish to interview based on what applications best match the job description and person specification.

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28
Q

Describe the 3rd stage of the selection process, holding interviews.

A

The third stage of the selection process is to hold interviews, this is when candidates are invited in to the business and asked questions about their application.

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29
Q

What judgement will be made when interviewing a candidate?

A

Judgements will be made about the candidates’ personality, body language and appearance.

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30
Q

What are the different interview formats?

A

One to one, Panel and Group

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31
Q

What is a one to one interview?

A

The individual candidate is interviewed by one person e.g. manager

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32
Q

What is a panel interview?

A

A group of people, usually between 3-5, interview one candidate.

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33
Q

What is a group interview?

A

A group of candidates are interviewed at the same time.

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34
Q

What are the advantages of interviews?

A

The business can ask additional or follow up question from their application

The business can judge the candidates body language and appearance

It is easy to compare candidate responses if the same interview questions are asked

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35
Q

What are the disadvantages of interviews?

A

Candidates can buckle under pressure and under perform on the day

Expensive to train staff how to interview candidates

It is time consuming to carry out multiple interviews

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36
Q

Decribe the fourth stage of the interview process, testing.

A

In addition to interviews, applicants may have to complete tests. A test will assess other skills and see how people respond to situations. Tests can confirm information given in the application form.

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37
Q

What are the different types of testing?

A

Aptitude tests
Psychometric tests
Medical and physical ability
Assessment centre

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38
Q

What is an aptitude test?

A

This tests the candidates ability at a certain skill e.g. typing test, practical woodwork

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39
Q

What is a pschometric test?

A

This tests the attitudes or character of the candidate usually through a set of multiple choice questions e.g. what if scenarios

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40
Q

Why would you have to take a medical and physical ability test?

A

Some medical tests or physical tests will be required for certain jobs e.g. police, army

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41
Q

What is an assessment centre?

A

A group of candidates will visit the business and participate in a day of interviews, role play, leadership tasks, problem solving activities and tests. This allows organisations to assess large numbers of applicants at once.

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42
Q

What are the advantages of testing?

A

It allows the business to assess large groups of candidates at the same time.

The business can test a candidates specific skill related to the job role.

It is easy to compare candidates scores to the same test and identify which candidates performed the best

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43
Q

What are the disadvantages of testing?

A

It is time consuming to design the tests and set them up.

It is expensive to provide the resources for the test and train staff how to carry them out

Candidates may be having an off day and not perform to their full potential.

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44
Q

Describe the final stage of the selection process.

A

The final stage of the selection process is to offer the successful candidate the position subject to receiving a reference.

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45
Q

Describe a reference

A

A reference comes from the candidates previous employer. It will provide information about the candidates performance in their previous job.

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46
Q

What are the advantages of giving training?

A

-Help new staff settle into the organisation
-Improve employee productivity
-Create a multi-skilled, flexible workforce
-Increase the levels of job satisfaction and motivation of the employees
-Increase employees chances of promotion

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47
Q

What are the three methods of training?

A

Induction training, on-the-job training, off-the-job training

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48
Q

What is induction training?

A

Induction training is when new employees are given an introduction to the business when they start a job.

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49
Q

What does induction trainig include?

A

-A tour of the business
-Meeting the team
-Health and safety information
-Relevant information perhaps given in a manual

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50
Q

What are the advantages of induction training?

A

Helps new employees feel at ease in the business

Improves the productivity of new employees as they know where to access resources and know who to ask for help

It shows the employee that the business is interested in them

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51
Q

What are the disadvantages of induction training?

A

It can be time consuming for more experienced staff to show the new staff around

It can be expensive to create resources required for the training

It can be overwhelming for the new employee

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52
Q

What is on-the-job training?

A

On-the-job training is when training takes place within the business that the employee works for and is usually carried out by a more experienced employee (a ‘peer’) or a manager.

53
Q

What are the advantages of on-the-job training?

A

Training is specific to the company’s needs

Work is not interrupted by staff attending training courses outwith the office

May be cheaper as internal training does not need to be paid for

54
Q

What are the disadvantages of on-the-job training?

A

Quality of training may not be as good as not carried out by an expert

Employees might pick up bad habits from other workers

Concentration may be poor due to work interruptions

55
Q

What are examples of on-the-job training?

A

Work shadowing, apprenticeships, coaching, job rotation

56
Q

What is work shadowing?

A

Involves a new member of staff observing an experienced member of staff for a period of time.

57
Q

What are apprenticeships?

A

The apprentice trains in the workplace for part of the week as well as off-the-job training.

58
Q

What is coaching?

A

Trainer takes a trainee through a task step by step and is on hand to help.

59
Q

What is job rotation?

A

Trainee learns tasks in different departments. And can learn multiple skills

60
Q

What is off-the-job training?

A

Off-the-job training is when employees are training away from the organisation that they work for and the training is usually carried out by an expert.

61
Q

What are advantages of off-the-job training?

A

-Usually a higher quality of training as it usually delivered by experts
-Employees have a higher levels of concentration as less interruptions
-Provides the opportunity for employees to ‘network’ with those from other organisations

62
Q

What are the disadvantages of off-the-job training?

A

-Cost of external training courses may be high
-Productivity decreases due to time being spent away from the place of work
-Employees may learn skills that are not relevant to the business

63
Q

What are examples of off-the-job training?

A

College and university
Distant learning
Workshops or tutorials

64
Q

Describe training at a college or university.

A

Employees attends a facility that may gain them an external qualification

65
Q

Describe distant learning.

A

An employee is given resources to work on their own, usually at home.

66
Q

Desribe workshops or tutorials.

A

Employees attend events organised. At specialist venues or conference facilities

67
Q

What are examples of different financial incentives?

A

Time Rate
Commission
Piece Rate
Bonus
Overtime
Salary

68
Q

What does the term time rate mean?

A

Employees are paid for the exact time that they work at a set amount per hour or per day. The more hours or days an employee works the larger wage they will receive.

69
Q

What does the term commision mean?

A

Employees are paid a percentage of the value of their sales. Employees are encouraged to sell more as the higher their sales the more commission they will receive.

70
Q

Describe the term piece rate?

A

Employees are paid per item they produce. The more productive an employee is the higher the wage they will receive. This will encourage people to work harder and produce more.

71
Q

What is a bonus?

A

Employees are paid an additional amount on top of their basic salary for achieving targets set by the organisation.

72
Q

Describe the term overtime?

A

Employees are paid extra for every hour they work over their contracted hours. Sometimes they are paid above their hourly rate e.g. double time

73
Q

What is a salary?

A

A fixed amount of money paid to an employee each year usually in 12 equal instalments.

74
Q

What are some non financial incentives? (8)

A

-Offering flexible working practices e.g. home working or part time work
-Providing promotion opportunities
-Praising people for a job done well
-Allowing people to work in teams and/or take part in team-building tasks
-Fringe benefits e.g. gym membership, company car
-Providing training
-Conducting appraisals
-Providing social events e.g. payday drinks

75
Q

Give examples of some working practices.

A

Part time work
Temporary contract
Flexitime
Home Working
Teleworking
Job share
Condensed hours

76
Q

What is part time work?

A

An employee works less than 35 hours a week and often work work 9-5pm.

77
Q
A
77
Q

What is a temporary contract?

A

An employee is only employed for a certain time e.g. Christmas period or maternity leave.

78
Q

What is flexitime?

A

Employees work their contracted hours e.g. 35 hours a week, but have flexibility over their start and finish times e.g. start at 7am and finish at 3pm.
They can also work extra hours to take off at a later date.

79
Q

What is home working?

A

Employees can work from home if they have access to technology

80
Q

What is teleworking?

A

Employees can work away from the office e.g. coffee shop

81
Q

What is job share?

A

Two or more employees share the responsibilities of a job. Holidays, pay and duties are split between the employees. For example one person works Mon-Wed and the other works Thurs-Sat.

82
Q

What are condensed hours?

A

An employee may work the contracted hours over fewer days, for example, 35 hours in 4 days. This can help to achieve a better work/life balance while retaining a full time salary, however, it can be stressful and tiring for the employee.

83
Q

What are the benefits of flexible working to the employee?

A

-Personal commitments (e.g., family) can be juggled more easily.
-Start and finish times can often be chosen.
-Travelling times can be reduced.
-Less stress as people are in control of their own working time and other commitments.
-Improved happiness and productivity when at work.

84
Q

What are the benefits of flexible working to the employer?

A

-Employees are happier at work and more productive.
-Attendance at work will be improved and staff turnover reduced.
-Can attract more potential employees.
Space and money can be saved on desks and other facilities.

85
Q

What are some different forms of industrial action?

A

-Sit in
-Overtime ban
-work to rule
-go slow
-strike
-boycott
-demonstration

86
Q

Describe sit in form of industrial action.

A

Employees occupy their workplace in order to prevent any work from taking place. Essentially they go to work but do no work.

87
Q

What is the impact of sit in industrial action?

A

Production will be stopped leading to customers going to the competition to fulfil their needs/orders

88
Q

Describe an overtime ban?

A

Employees will only work their contracted hours and refuse to work any overtime.

89
Q

What is the impact of an overtime ban?

A

Employees refusing to do overtime may lead to deadlines not being met

90
Q

What is work to rule?

A

Employees will only carry out the duties that are specifically listed in their contract of employment.

91
Q

What is the impact of work to rule?

A

Decreased levels of production could lead to delays in orders creating a bad reputation for the organisation

92
Q

What does the term go slow mean in terms of industrial action?

A

Employees will complete all their duties but at a slower pace.

93
Q

What is the impact of going slow?

A

Customers will be lost due to orders not being produced in the required timescale

94
Q

What is a strike?

A

Employees refuse to go to work. They will stand at the entrance to the organisation with banners to demonstrate against the organisation.

95
Q

What is the impact of a strike?

A

Picket lines outside an organisation can lead to a poor image and a fall in share price due to the poor reputation of the organisation

96
Q

What is a boycott?

A

Employees refuse to carry out a new task or to use a new piece of machinery.

97
Q

What is a demonstration?

A

A gathering of people raising awareness of a particular issue.

98
Q

What is the impact of industrial action on the employer?

A

-Production can stop or be slower and this might give the business a bad reputation.
-Customers might be lost to competitors.
-The image and reputation of the business might be damaged.

99
Q

What is the impact of industrial action on the employee?

A

-Relations between the employee and employer can be damaged
-Can lead to stress and worry for employees
-No pay is received for taking part in industrial action

100
Q

How can firms avoid industrial action?

A

-Consulting with employees on matters relating to them and involving employees in decision making.
-Having an appraisal system, where employees and employer sit and discuss the job they are doing, how well they are doing it and where improvements can be made (this usually takes place once a year).
-Following the terms and conditions of each employee’s contract

101
Q

What are trade unions?

A

Trade unions are organisations that employees can join to enable them to have a collective voice.

102
Q

What is the role of a trade union?

A

-negotiate better pay and conditions
-get involved with the resolution of disputes
-provide legal and financial support for its members

102
Q

What are the features of current legislation?

A

-Equality Act
-Health and Safety at -Work Act
-National Minimum Wage Regulations
-National Living Wage Regulations

103
Q

What is the health and safety at work act?

A

The Health and Safety at Work Act 1974 is the main piece of legislation covering health and safety in the workplace. It outlines the responsibilities of both the employer and employee in ensuring there is a safe working environment.

103
Q

What are the features of the health and safety at work act?

A

-ensures that equipment must be safe to use
-provide protective clothing
-safety training must be provided for employees
-details how materials must be stored in a safe manner
-organisations must have health and safety representatives
-employees must take reasonable care of themselves and other workers
-employees must follow H&S policy
-employees must report safety issues

104
Q

What is the national minimum wage act?

A

The National Minimum Wage Act 1998 sets out the minimum amount of pay a worker is entitled to per hour. This wage is based on a worker’s age

105
Q

What is the national living wage act?

A

The National Minimum Wage is the minimum pay per hour almost all workers are entitled to. The National Living Wage is higher than the National Minimum Wage - workers get it if they’re over 23

106
Q

What is the equality act?

A

The Equality Act 2010 is designed to make sure all employees are treated fairly in the workplace and prevent discrimination.
It covers 9 protected characteristics that cannot be used as a reason to treat people unfairly. E.g. You cannot fire an employee on the basis that they are pregnant.

107
Q

What are the features of the equality act?

A

-organisations cannot discriminate employees

-provides protection for individuals who have ‘protected characteristics’

harassment – employees can complain of behaviour they find offensive even if it is not directed at them

victimisation – employees are protected if they are treated badly because they have made/supported a complaint or grievance under the Act

108
Q

What are the 9 protected characteristics?

A

-age
-disability
-gender reassignment
-marriage and civil partnership
-pregnancy and maternity
-race
-religion or belief
-sex
-sexual orientation

109
Q

What is direct discrimination?

A

Where a person discriminates against another because of one of these protected characteristics.

110
Q

What is indirect discrimination?

A

Where a person puts conditions in place that put another at a disadvantage because of one of the protected characteristics.

111
Q

What are the consequences of legislation?

A

-Extra money required to install ramps and other equipment
-Increasing employee’s wages if the minimum wage or living wage is increasing
-Fine if the organisation breaks the law
-Name and Shamed for not following National Minimum Wage Regulation
-Bad publicity for the business, resulting in: a customer boycott, Fall in sales and profits, Challenging to recruit new staff

112
Q

How can a business use a powerpoint?

A

A PowerPoint slides presentation could be used during induction training to introduce the company and share important information to the new staff

113
Q

What is the benefit of using PowerPoints?

A

The benefit of using PowerPoint is that information can be displayed to large groups of employees and picture or videos can be included

114
Q

How can a business use a database?

A

A database package could be used to record employee personal details. This database would have different fields for each specific piece of information.

115
Q

What is the benefit of using a database?

A

A database allows you to search for information quickly and to prepare different reports.

116
Q

How can a business use a spreadsheet?

A

A spreadsheet package could be used to record employee pay details.

117
Q

What is the benefit of using a spreadsheet?

A

The benefit of a spreadsheet is that formulas can be used to reduce calculation errors.

118
Q

How can a business use word processor?

A

-To type up a job advert, application form, job description or person specification
-Create a letter to applicants about successful interviews or unsuccessful notifications.

119
Q

What is the benefit of a word processor?

A

The benefit of Word is that professional templates can be used.

120
Q

How would a business use email?

A

-Used to send or receive application forms/ CV’s
-Notifying candidates of successful/ unsuccessful applications
-Employees can used it to communicate with other employees when working away from the office
-HR department can send out information to staff e.g. a new position in the business, training opportunities etc.

121
Q

What is the benefit of using email?

A

The benefit is that email can speed up communication.

122
Q

How can a business use ediary?

A

-Used to keep track of when interviews are going to be held
-Schedule training sessions

123
Q

What is the benefit of using ediary?

A

-The benefit of Ediary is that it can send reminders to employees of up and coming meetings.
-HR can also add a meeting to multiple employees Ediaries at once.

124
Q

How can a business use their own website?

A

-Online application form
-Electronic job and person specifications could be accessed
-Contact us feature to apply for jobs
-Internal jobs could be posted on the website

125
Q

What is the benefit of a business using their own website?

A

The benefit is that more applicants may apply

126
Q

What is the difference between recruitment and selection?

A

Recruitment is letting someone know the vacancy exists and encouraging people to apply whereas selection is the process of picking the best-suiting candidate for the job.

Business Management (5 decks)

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