people: workforce planning Flashcards
internal recruitment
this involves only advertising the vacancy to people who already work for the organisation.
benefits of internal recruitment
- is very quick
- cheaper as you don’t have to pay any external advertisement costs
- promoting from within enhances morale
- saves time and money on induction costs
costs of internal recruitment
- small pool of potential candidates
- have to eventually employ an external candidate
external recruitment
this is when the company advertise the vacancy to those outside the organisation
benefits of external recruitment
- opens up the pool of candidates so new ideas and experiences
- avoids jealousy between candidates
- external applicant more willing to accept change
- new blood allows the firm to take a different way of thinking
costs of external recruitment
- firm doesn’t know the candidate fully
- risky if the applicant does not fit with the firm’s culture
benefits of application forms
- firm can tailor the questions to suit what they want to know
- the documents form the basis of the questions for the interview process
- the applicant has a chance to ponder the questions
costs of application forms
- applicant may exaggerate statements so firm doesn’t truly understand them
- the application form does not show the applicant’s character
benefits of references
- firm has a true account of an applicant’s performance
- the information can be cross checked against the applicant’s claims
costs of references
- referee may dismiss a fault in the applicant so the applicant leaves their business
- the referee may not always give a detailed account of the applicant’s work
types of interviews
- one on one interviews
- panel interviews
- successive interviews
tests
- attainment tests
- aptitude tests
- intelligence tests
- psychometric tests
- medical tests
one on one interviews
where one interviewer conducts all the
interviews and selects the best person.
benefits and costs of one on one interviews
- quick
- not effective as poor interviewer might have a personality clash
panel interviews
where several people will interview the candidate with each member of the panel taking a turn to ask questions about different aspects of the job.
costs of panel interviews
- difficult to arrange a time when all the panel members are free at the same time
successive interviews
where the candidate has several interviews with different interviewers, and then at the end of the process the interviewers compare their notes.
cost of successive interviews
- takes a long time
what is a skills gap analysis?
A skills gap analysis helps a firm identify training needs
benefits of assessment centres
- gather more insightful information about the candidate that in an interview
- can put candidates into real life scenarios to see how they perform
- range of skills can be tested
- the centre are manned by specialist who can interpretate well
cost of assessment centres
- can cost a firm a lot of money to set up and man the centres
- only suitable for large firm with a high turnover of staff
staffing forecasts to meet demand
- agree their intended future growth
- they will consider technology advancements
- the firm will look at the turnover and absenteeism rates
- the firm will consider if they have sufficient management to implement strategies
how can a firm ensure it has the correct staff
- use assessment centres
- carry out training
- offer apprenticeship to attract young people
- testing
- trial periods
benefits of workplace planning
- gaps in current staffing can be identified
- relevant training can be given
- avoid overstaffing
- saves costs through the use of outsourcing
benefits of employment agency
- larger number of applicants on their books
- save the firm time and money looking for a new applicant
- they will undertake initial interviews and shortlist the candidates
costs of employment agency
- agency charges a fee
-firm still need to interview candidates
