Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

ACCA: F1: D: Leading & Managing Individuals & Teams > Recruitment & Selection > Flashcards

Recruitment & Selection Flashcards

1
Q

3 main stages of recruitment and selection

A
  1. Defining requirements (Job description, specification and person spec!)
  2. Attracting applicants
  3. Selecting
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Recruitment is…

A

…the part of the process concerned with finding applicants; positive action by management; generating interest

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Selection is…

A

…employee resourcing process; choosing between applicants; (negative process - eliminating unsuitable candidates)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

The HR Department: Role of HR in recruitment and selection:

A
  1. Assessing needs
  2. Maintaining records
  3. Keeping in touch
  4. Advertising
  5. Ensuring compliance
  6. Designing application forms
  7. Liaising with consultants
  8. Preliminary interviews and testing
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Factors in outsourcing HR:

A
  1. Cost
  2. Knowledge and contacts
  3. Expertise available within organisation
  4. Impartiality requirement
  5. Supported or rejected by in-house staff
  6. Organisation culture
  7. Time
  8. Supply of labour readily available (large or accessible pool)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Job analysis produces 2 outputs:

A
  1. Job description

2. Person specification

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

A Job Description is…

A

…a statement of the component tasks, objectives and standards involved in a job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

A Person Specification is…

A

…a reworking of the job description in terms of the kind of person needed to perform the job

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Recruitment advertising will have 3 aims:

A
  1. Attract attention and interest
  2. Give a favourable impression of the job and organisation
  3. Equip those interested to make an appropriate application
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Type of information needed for a job anaylsis:

A
  1. Purpose of the job (set in context)
  2. Content of the job (tasks)
  3. Accountabilities (Responsibilities)
  4. Performance criteria (How good you are)
  5. Responsibility (Importance of the job)
  6. Organisation factors (Reporting line)
  7. Developmental factors (Promotion path)
  8. Environmental factors (Work conditions)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

A person’s competence is…

A

…a capacity that leads to behaviour that meets the job demands within the parameters of the organisational environment and that, in turn, brings about desired results

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

3 different sorts of competences:

A
  1. Behaviour / personal (underlying)
  2. Work-based / occupational (expectations)
  3. Generic (Universal)
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

Competences for managers:

A
  1. Intellectual
  2. Interpersonal
  3. Adaptability
  4. Results
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

3 Intellectual competences for managers:

A
  1. Strategic perspective
  2. Analytical judgement
  3. Planning & organising
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

5 Interpersonal competences for managers:

A
  1. Managing staff
  2. Persuasiveness
  3. Assertiveness & decisiveness
  4. Interpersonal sensitivity
  5. Oral communication
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

2 Adaptability competences for managers:

A
  1. Flexibility

2. Coping with change

17
Q

3 Results competences for managers:

A
  1. Initiative
  2. Motivation to achievement
  3. Business sense
18
Q

Mintzberg’s parameters of job design:

A
  1. Job specialisation (Different tasks (broad / narrow) and job control)
  2. Regulation & behaviour
  3. Training in skills and values
19
Q

4 purposes of job descriptions:

A
  1. Organisational (job’s place)
  2. Recruitment (sort of person needed)
  3. Legal (Contract of employment)
  4. Performance (Performance objectives)
20
Q

Contents of a job description:

A
  1. Title
  2. Reporting to
  3. Subordinates
  4. Overall purpose
  5. Principal accountabilities / main tasks
  6. Flexibility is expected!
  7. Role definition (Part played in meeting objectives)
21
Q

Person specification: Areas covered may include: (5)

A
  1. Personal skills
  2. Qualifications
  3. Innate ability
  4. Motivation
  5. Personality
22
Q

Alec Rodgers’ 7 point plan:

A
  1. Physical makeup (Strength appearance, health)
  2. Attainments (Qualifications, achievements)
  3. General intelligence (Average, above, etc)
  4. Special aptitudes (Dexterity, mental sharpness)
  5. Interests (Mechanical, people)
  6. Disposition (Calm, independent)
  7. Circumstances (Location, car owner)
23
Q

Factors in the recruit or promote decision: (6)

A
  1. Availability in current staff
  2. Availability in external labour pool
  3. Accuracy of selection decisions (Familiarity)
  4. Time for induction
  5. Staff development
  6. Fresh blood
24
Q

Qualities of a good job advert: (4)

A
  1. Concise
  2. Attractive
  3. Positive & honest
  4. Relevant & appropriate
25
Q

Contents of a job advert: (6)

A
  1. Organisation (Business, location)
  2. Job (Title, duties, responsibility)
  3. Conditions (Special factors)
  4. Qualification & experience (preferred / required)
  5. Rewards (Salary, benefits, training, development)
  6. Application process (How, to whom, by when)
26
Q

Factors affecting the choice of advertising medium include: (5)

A
  1. Type of organisation
  2. Type of job
  3. Cost of advertising
  4. Readership & circulation
  5. Frequency
27
Q

A systematic approach to selection:

A
  1. Deal with responses
  2. Assess against key criteria in job ad and job spec
  3. Sort applications
  4. Invite candidates for interviews
  5. Reinforce with selection testing
  6. Review possibles and marginals
  7. Send standard letters to unsuccessful candidates
  8. Make a provisional offer
28
Q

Selection methods: (5)

A
  1. Interviewing
  2. Selection tests
  3. Reference checking
  4. Work sampling
  5. Group selection methods
29
Q

The limitation of interviews: (8)

A
  1. Scope - too brief
  2. Artificiality - best behaviour or so nervous
  3. Halo effect - neatly dressed or well-spoken
  4. Contagious bias - Verbal and non-verbal cues
  5. Stereotyping - Women, vegetarians, etc
  6. Incorrect assessment - Motivation, honesty, integrity
  7. Logical error - young with 2 jobs for short period
  8. Inexperienced interviewer
30
Q

Selection Testing: Effective tests must be: (6)

A
  1. Sensitive
  2. Standardised
  3. Reliable
  4. Valid
31
Q

2 basic types of selection tests:

A
  1. Proficiency & attainment (current ability)

2. Psychometric

32
Q

4 types of selection tests:

A
  1. Proficiency, attainment / competence test
  2. Intelligence test
  3. Aptitude test (Reasoning, spatio-visual, perceptual speed & accuracy, physical ability)
  4. Personality test
33
Q

Review Recruitment & Selection practices: (5)

A
  1. Performance indicators (time to process)
  2. Cost-effectiveness (Cost of responses)
  3. Monitoring the workforce (turnover, absenteeism)
  4. Attitude surveys (Ask recruits what they thought)
  5. Actual individual job performance

ACCA: F1: D: Leading & Managing Individuals & Teams (7 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions