recruitment, selection and training Flashcards
why are employees part of the recruitment process
- business wants to expand
- a new business has been set up
- an employee leaves their job and they need to be replaced
functions of human resources department
- 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
process of recruitment
- 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
advantages of internal recruitment/disadvantages of external recruitment
- quicker and cheaper
- can be motivating
- business already knows reliability and potential
- no need to provide training
disadvantages of internal recruitment/advantages of external recruitment
- no new ideas or experience come into business
- quality of existing candidates may be low
- rivalry between employees could arise
methods of application
- 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
methods of selection
- 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
reasons for training
- 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
benefits of training to employee
- increased pay
- improved chances of promotion
- may increase chances of selection at another business
benefits of training to business
- greater flexibility of the labour force
- greater motivation
- better quality
- increased productivity
- better customer service
- can use new technology
drawbacks of training to business
- costs
- employees may go to another business which means other business will benefit
- loss of output when training
- employee expectations of promotion increase
drawbacks of training to employees
- may be asked to undertake additional duties
- may be moved to a different job
- may be asked to work in a different way
why is the size of workforce reduced
- introduction of automation
- merger or takeover with another business
- falling demand
- closure of shops or services
- relocation abroad
who should employers make redundant
- which departments need to lose employees
- how long has the employee worked for
- employment record
- skills of employee
- some volunteer to be made redundant
contract of employment key points and impact
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
unfair dismissal key points and impact
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
protection against discrimination key points and impact
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
legal minimum wage key points and impact
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
health and safety key points and impact
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
advantages of part time workers/disadvantages of full time workers
- more flexible
- can ask employees to work during busy times
- easier to make redundant
- lower costs to business
disadvantages of part time workers/advantages of full time workers
- less likely to take training
- less likely to be committed to business
- takes time to recruit
- difficult to communicate outside of work
advantages of induction training
- 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
disadvantages of induction training
- 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.
advantages of on the job training
- 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
disadvantages of on the job training
- 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.
advantages of off the job training
- 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
disadvantages of off the job training
- 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.
