Recruitment And Selection Flashcards
Workforce planning
Ensuring there will be the right number of workers, with the right skills, doing the right jobs, at the right time and in the right place
Main factors that influence workforce planning
•business objectives
•labour market changes
•demographic and social change
•technological change
Benefits of workforce planning
•decide how many employees are and will be needed
•manage employment expenditure by anticipating changes
•ensure sufficient and appropriate training is provided
•cope with peaks and troughs in supply and demand for different skills
•deliver an improved service to customers
•reduced employee turnover
•mamage staff performance and sickness absence
Importance of workforce planning
•establish that sufficient numbers are employees to fulfil tasks
•cost how many employees it will need in the future
•identify skills necessary for vacancies
•when these employees will be needed
•where will they be needed
•identify who may need training
•important if business needs to rationalise
•establish the types of contracts to offer employees
Features of a HR plan
•matching up the right types of employees to the needs
•forecast demand for employees
•analyses current employees
•planning internal supply- promotion, training, retirement
•planning external supply- unemployment rates, gov policy, skills, population trends
Steps in recruitment process
•job analysis
•draw up job description, then person specification
•advertise
•send out application forms
•receive applications
•short list
•interview
•selection
•request references
Work trials
A way of trying out a potential employee before offering them a job
•can last up to 30 days and will be introduced to the core tasks of the job
•commonly used for unskilled work
Job analysis
The process that identifies and determines in detail the particular duties and requirements of the job, also what the position required in terms of aptitudes, knowledge and skills
Job description
Used in the job advertisement to show that the job entails and what the employee will be expected to do
Content of job description
•job title
•title
•pay
•nature of work
•days worked
•part or full time
•holiday entitlement
•superiors
•subordinates
•location
•date to start
•duties
Person specification
A profile of a person suited for a job/the type of person an employer is looking for
Content of person specification
•qualifications
•skills
•experience
•work history
•personality
•qualities
•an example
Drawbacks of internal recruitment
•number of applicants is limited
•better quality external candidates may be lost
•another post now has to be filled
•prejudices may exist
•may not bring innovation
Advantages of internally recruiting
•employees have a chance to develop their career- greater motivation
•induction period will be shorter
•abilities are well known- less risk
•process is quicker and less expensive
Selection techniques examples
•business own application form
•interviews
•psychometric tests
•assessment centres
