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igcse business studies > recruitment, selection and training > Flashcards

recruitment, selection and training Flashcards

1
Q

why are employees part of the recruitment process

A
  • business wants to expand
  • a new business has been set up
  • an employee leaves their job and they need to be replaced
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2
Q

functions of human resources department

A
  • recruitment and selection: attracting and selecting the best candidates for vacancies
  • wages and salaries: attract and retain the right people and motivate employees
  • industrial relations: effective communication to solve disputes but also encourage feedback
  • training programs: assessing and fulfilling training needs to achieve future goals of the business
  • health and safety: complying with all laws
  • redundancy and dismissal: releasing employees because the business changes or due to unsatisfactory performance, and complying with laws
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3
Q

process of recruitment

A
  • vacancy arises
  • job analysis: employees can gain further insight on vacancy
  • job description: applicants know what job entails, can be used to see if job is being performed well, job specification drawn up
  • job specification: educational qualifications, experience, skills knowledge & aptitude, personal characteristics
  • job advertised in appropriate media: attract the best employees
  • application forms and shortlisting: receive potential employees and start shortlisting the most suitable employees
  • interviews and selection: candidates that perform exceptionally are picked
  • vacancy filled: employment contracts provided and those that accept fill the vacancy
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4
Q

advantages of internal recruitment/disadvantages of external recruitment

A
  • quicker and cheaper
  • can be motivating
  • business already knows reliability and potential
  • no need to provide training
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5
Q

disadvantages of internal recruitment/advantages of external recruitment

A
  • no new ideas or experience come into business
  • quality of existing candidates may be low
  • rivalry between employees could arise
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6
Q

methods of application

A
  • an application is written and a CV is enclosed
  • the applicant explains why they are suited for the job
  • the applicant explains why they want the job
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7
Q

methods of selection

A
  • interviews: applicants ability to do the job, the applicants characteristics
  • skills test: ability of the candidate to carry out certain tasks
  • aptitude test: candidate’s ability to gain potential skills
  • personality test
  • group situation test: how applicants perform in a team
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8
Q

reasons for training

A
  • introduce a new process
  • improve workforce efficiency
  • decrease supervision
  • increase chances of internal promotion
  • make unskilled workers contribute more to workforce
  • decrease chances of accidents
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9
Q

benefits of training to employee

A
  • increased pay
  • improved chances of promotion
  • may increase chances of selection at another business
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10
Q

benefits of training to business

A
  • greater flexibility of the labour force
  • greater motivation
  • better quality
  • increased productivity
  • better customer service
  • can use new technology
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11
Q

drawbacks of training to business

A
  • costs
  • employees may go to another business which means other business will benefit
  • loss of output when training
  • employee expectations of promotion increase
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12
Q

drawbacks of training to employees

A
  • may be asked to undertake additional duties
  • may be moved to a different job
  • may be asked to work in a different way
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13
Q

why is the size of workforce reduced

A
  • introduction of automation
  • merger or takeover with another business
  • falling demand
  • closure of shops or services
  • relocation abroad
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14
Q

who should employers make redundant

A
  • which departments need to lose employees
  • how long has the employee worked for
  • employment record
  • skills of employee
  • some volunteer to be made redundant
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15
Q

contract of employment key points and impact

A

contains:
- name of employer and employee
- job title, hours to be worked, start date
- salary
- holiday
- notice to end employment
impact:
- provides security to employee
- employer can see if employee meets conditions, if not can take legal action
- employee can see if employer meets conditions, if not can sue them

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16
Q

unfair dismissal key points and impact

A

contains:
- worker can take legal action in the form of an industrial tribunal
impact:
- security of employment
- businesses less likely to mistreat employees
- employer keeps very accurate records of employees work

17
Q

protection against discrimination key points and impact

A

contains:
- ensures that employees are not treated differently because of race, age, gender, religion, disabilities
impact:
- employees treated equally as paid equally
- morally correct
- during selection process employers use inclusive terms

18
Q

legal minimum wage key points and impact

A

contains:
- worker hours
- wages and when they will be paid
- when wages will be deducted
impact:
- employers do not exploit unskilled workers
- encourages employees to develop their skills as they are receiving higher wages
- encourage people to join so not much shortage of employees
- higher living standards
- business costs increase so higher prices
- some employers may not be able to afford so workers made redundant

19
Q

health and safety key points and impact

A

contains:
- protect workers from dangerous machinery
- provide safety equipment and clothing
- maintain reasonable workplace temperatures
- provide hygienic conditions and washing facilities
- do not insist on excessively long shifts and provide breaks in the work timetable
impact:
- cost to employer of meeting the health and safety regulations
- time needs to be found to train workers in health and safety precautions
- workers feel ‘safer’ and more motivated at work
- reduces accident rate and the cost of compensation for workers injured at work

20
Q

advantages of part time workers/disadvantages of full time workers

A
  • more flexible
  • can ask employees to work during busy times
  • easier to make redundant
  • lower costs to business
21
Q

disadvantages of part time workers/advantages of full time workers

A
  • less likely to take training
  • less likely to be committed to business
  • takes time to recruit
  • difficult to communicate outside of work
22
Q

advantages of induction training

A
  • helps new employees to settle into their job quickly
  • may be a legal requirement to give health and safety training at the start of a job
  • means workers are less likely to make mistakes
23
Q

disadvantages of induction training

A
  • is time-consuming
  • means wages are paid but no work is being done by the worker
  • delays the start of the employee commencing their job.
24
Q

advantages of on the job training

A
  • individual tuition is given and it is in the workplace so the employee does not need to be sent away (travel costs are expensive)
  • it ensures there is some production from the worker while they are training
  • it usually costs less than off-the-job training
  • it is training tailored to the specific needs of the business
25
Q

disadvantages of on the job training

A
  • the trainer will not be as productive as usual because they are showing the trainee what to do instead of getting on with their job
  • the trainer may have bad habits and they may pass these on to the trainee
  • it may not lead to training qualifications recognised outside the business.
26
Q

advantages of off the job training

A
  • a broad range of skills can be taught using these techniques
  • if these courses are taught in the evening after work, they are cheaper for the business because the employee will still carry out their normal duties during the day
  • the business will only need to pay for the course and it will not also lose the output of the employee
  • employees may be taught a variety of skills, becoming multi-skilled, and this makes them more versatile – they can be moved around the company when the need arises
  • it often uses expert trainers who have up-to-date knowledge of business practices
27
Q

disadvantages of off the job training

A
  • costs are high
  • it means wages are paid but no work is being done by the worker
  • the additional qualifications mean it is easier for the employee to leave and find another job.

igcse business studies (27 decks)

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