People Flashcards
What should the HR department consider when looking to increase/decrease the number of staff?
Finances available – is there a budget to recruit?
- Local area – are there suitable employees nearby?
- Training – is there a cost to employ new staff?
- Current economic climate – are redundancies likely?
- Grants – are there incentives to employ?
- Retirements
- Promotion opportunities
- Maternity/paternity leave
- Work-life balance requests
Benefits of Work Force Planning
Gaps in the current staffing can be identified
🠶 Strategies can be put in place in order to fill gaps in staffing
🠶 Relevant training can be given
🠶 Staffing forecasts can be carried out
🠶 Allows continuity of production
🠶 Avoid overstaffing/surplus
🠶 Save costs through the use of outsourcing and subcontracting
🠶 Flexible working practices may be considered so that staff are available when they are needed most
🠶 Workforce planning encourages managers to prepare and plan for changes rather than simply react to them
🠶 Allows businesses to prepare for periods of significant change eg restructuring, technological change, growth etc
What does workforce planing involve
🠶 Involves analysing what needs to be done in an organisation (eg tasks)
🠶 Attempting to match suitably qualified and skilled staff to achieve the organisations objectives at the right time.
🠶 Monitoring changes and trends in the labour market to establish changes in employment patterns.
🠶 Developing the appropriate training programmes to meet these requirements.
🠶 Forecasting future recruitment requirements.
🠶 Considering the skills that will be required to carry out future job roles.
What are the steps a business follows to put together workforce planning
- Know the strategic business objectives
We are learning abou the role of HRM
🠶 The business must know
what it is aiming to do in terms of developing new products and the timescales. - Analyse the labour market
- The business has to know what is available in terms of the workforce. - Analyse the business
demand
🠶 Gather market research information to gauge the demand for their products and services in the future. - Analyse the existing workforce
Closely examine their current workforce.
🠶 Howmany employees have to be re-trained?
🠶 Anyneedtoretire?
🠶 Howmanyarelikelytoseekjobselsewhere?
🠶 Howaretheseemployeesgoingtobereplaced?
🠶 How are employees retained if they have the necessary skills and experience?
What is the recruitment process
- Identify a job vacancy
🠶 This means to check that a job vacancy actually exists and the reasons why. - Carry out a job analysis
🠶 The job vacancy is looked at in detail.
🠶 This involves identify in more detail what
the role actually involves.
🠶 The tasks, duties and responsibilities that the successful candidate would carry out are considered. - Prepare a job description
🠶 This contains information about what the job involves: the job title, tasks, duties, responsibilities, the location of the job, pay, the working conditions, working hours, holiday entitlement and any other benefits. - Prepare a person specification
🠶 It outlines details of the type of person the business is looking for to do the job.
🠶 The person specification is split into those attributes that are essential (must have) and those that are desirable (ideally would have). - Advertise the job
🠶 Before people can apply for a job, they have to know it exists. - Send out applications
🠶 Businesses can ask people to apply for a job in a number of ways:
- By completing an application form (on paper or online)
What is internal recruitment
The job is only advertised to those in organisation and therefore only existing employees can apply for the position.
🠶 Methodsofinternalrecruitment:
- Vacancy may be:
1. Circulated via email
2. Advertised on the intranet eg. Stirling Council The Source
3. Put up on a staff noticeboard.
What are the advantages of internal recruitment
Job vacancy could be filled quickly as the person is already an existing employee of the company
🠶 Employees are already known in the organisation as they have demonstrated their ability
🠶 Employees feel more valued and motivated if given the chance of a promotion
🠶 Money can be saved on recruitment, selection and training, therefore increasing profitability.
🠶 Existing employees are already familiar with the organisation’s policies and culture and do not need extra guidance and also training has been invested in them so is not wasted.
What are the disadvantages of internal recruitment
The chance to gain new ideas is lost as applicants are restricted and this could mean that new solutions to problems are not discovered
🠶 An existing employee with the correct skills might not be available within the organisation, therefore the position may remain unfilled.
🠶 An internal recruitment creates another vacancy
🠶 Conflict may occur between employees competing for the job
🠶 There may not be that many existing employees to apply for the position.
What is external recruitment
The job vacancy is advertised both within and outwith the organisation and anyone can apply.
The job may be advertised in:
🠶 Online advertisements (company websites)
🠶 Newspapers/magazines
🠶 Recruitment agencies
🠶 Job centres
🠶 Social Media
🠶 In-store
What are the advantages of external recruitment
New ideas can
be brought in
Recruitment agencies can fill a vacancy very quickly
🠶 Internal conflict is reduced
🠶 Specialist newspapers/journals can be used to find appropriate staff, eg. For specialist jobs 🠶 which can enhance the effectiveness
🠶 There will be a wider pool of 🠶 candidates as the job vacancy can attract large quantities of applicants so there is a range of people to choose from.
What are the disadvantages of external recruitment
It is very time consuming to look through all the It is a more expensive method of recruitment, as there are advertising costs eg. In a national newspaper, and more thorough selection methods
🠶 There is also a chance that the wrong person would be employed as they are unknown to the organisation candidates applications
Existing employees may be overlooked which can be demotivating as they may feel unvalued
What are the benefits of training
Improved efficiency and productivity as skills increase
*Improved quality of work which benefits customers – less customer complaints; sales can increase; profits maximised
*Helps to maintain or improve competitiveness
*Employee motivation and job satisfaction is increased – reduced absenteeism and staff turnover
*Staff can become more flexible and work in a variety of roles
What are the costs of training
Workers may have to spend time away from work *Training has to be paid for
What is introduction training
Induction training is offered to new employees when they join an organisation and usually includes:
🠶 a tour of the premises
🠶 health and safety information
🠶 specific training on any duties/skills required to do the job
🠶 company policies such as holiday entitlement and absence procedures
🠶 introduction to colleagues
What is advantages of introduction training
Employees will settle quickly into the job
Employees will be made aware of important health and safety issues before starting the job
Employees will understand who the main personnel in the organisation are
What are the disadvantages of introduction training
Takes time so reduces output
What is on the job training
On-the-job training is training that is undertaken in your place of work. Businesses can carry out several different types of on-the-job training:
Coaching
Role play
Job rotation
Shadowing
Demonstrating
What are the advantages of on the job training
Training is specific to the company’s needs
May be cheaper as internal training does not need to be paid for Work is not interrupted by staff attending training courses outwith the office
What are the disadvantages of on the job training
Quality of training may not be as good
May pick up bad habits from workers
Concentration may be poor due to interruptions
