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Business: Theme 1 & 4 > Recruitment, selection and training 1.4.2 > Flashcards

Recruitment, selection and training 1.4.2 Flashcards

1
Q

What is recruitment and selection?

A

The process of a business hiring new employees.

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2
Q

Who is likely to handle recruitment and selection in a large business?

A

Human resources department.

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3
Q

Why may a business need new staff?

A

Business is expanding
People are leaving
People being promoted
Temporary absence. (maternity/paternity)

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4
Q

Outline the stages in the recruitment process.

A
  1. Identify the vacancy.
  2. Create job description and person specification.
  3. Advertise the vacancy (internal and external).
  4. Receive applications/ shortlist candidates.
  5. Selection procedure: interviews, assessment days, in-tray exercises.
  6. Select the best candidate.
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5
Q

What is the most common recruitment method currently?

A

Online recruitment, may involve sending in a CV and doing an online test - people can apply at anytime and businesses can view applications at their leisure.

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6
Q

What is a job description?

A

Description of the duties and responsibilities of a job, its working conditions, and the tools, materials, equipment, and information used to perform it.

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7
Q

What is a person specification?

A

Specification providing details of the qualification, experience, skills, attitudes and any other characteristics expected expected of a person appointed to do a particular job.

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8
Q

What is internal recruitment?

A

Means that potential applicants are found within the organisation

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9
Q

What are the advantages of internal recruitment?

A
  • Cheaper (less training, no advertising).
  • Employees may be more familiar and comfortable with the environment and procedures requiring less training.
  • Qualities, abilities and potential of candidates are better known.
  • Provides opportunities for promotion within a business.
  • Reduces training costs.
  • Motivates the workforce with chances of career progression.
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10
Q

What are the disadvantages of internal recruitment?

A
  • A limited number of employees to choose from.
  • New ideas and experiences from other businesses not utilised.
  • Internal candidates may not have the right skills.
  • May cause resentment among workers not selected.
  • The internal candidate’s previous role will now need to be filled.
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11
Q

What is external recruitment?

A

This means that potential candidates are found from outside the organisation, either by advertising, job centres, recruitment agencies (online and offline), headhunting and personal recommendation.

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12
Q

What are the advantages of external recruitment?

A
  • Employers can bring someone in with different ideas and outlooks.
  • Will likely attract a larger number of applicants.
  • Less resentment.
  • Highly qualified/ already trained.
  • A larger pool of workers from which to find the best candidate
  • People have a wider range of experience
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13
Q

What are the disadvantages of external recruitment?

A
  • Risky: Candidates not known.
  • No knowledge of how the business runs: specific training may be needed on machinery.
  • Longer process
  • More expensive process due to advertisements and interviews required
  • The selection process may not be effective enough to reveal the best candidate.
  • May need a longer training and induction period.
  • Impressions at the interview might be misleading and mistakes may be made.
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14
Q

What is the selection process?

A
  • Interviews
  • Assessment centres
  • Tests
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15
Q

What was Alec Rogers 7 point plan for carrying out selection interviews?

A
  1. Physical make-up –> health, appearance, speech
  2. Attainments –> education, training, experience
  3. Intelligence –> ability to learn, analyse and evaluate situations
  4. Aptitudes –> special skills e.g. maths and IT
  5. Interests –> social, active, intellectual
  6. Disposition –> humour, maturity, independence
  7. Circumstances –> geographical mobility and availability
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16
Q

What is human resources?

A

The business function responsible for the deployment, training and development of people as a strategic resource within an organisation.

17
Q

What is labour turnover?

A

Measures the rate at which staff leave the business. They may or may not need replacing. It can be measured by the percentage of staff leaving within a time period.

18
Q

What is training?

A

Equipping employees with skills and knowledge necessary to carry out job effectively.

19
Q

What are some objectives of training?

A
  • Making workers more productive.
  • Familiarising with new equipment or tech.
  • Educating workers in new methods e.g. shifting from production line to cell.
  • Making workers more flexible (multi skilling).
  • Preparing workers to move in to different job within the business.
  • Improving quality.
  • Implementing health and safety.
20
Q

What are costs involved in training?

A
  • Courses
  • Legal health and safety
  • Loss of output
  • Employee leaving can be wasted investment also
21
Q

What is recruitment?

A

Steps taken by a business to identify vacancy & attract suitable candidates. (internal & external)

22
Q

What is selection?

A

Actions taken to identify best candidate for role.

23
Q

What are the hard costs of recruitment?

A
  • Advertising and recruitment agency costs
  • Interview costs and expenses and managerial time diverted
  • Costs of training and induction
24
Q

What are the soft costs of recruitment?

A
  • Loss of production when staff are involved in recruitment and training.
  • Time is taken to build up knowledge, experience and working relationships with co-workers and customers.
25
Q

What are the 3 types of training?

A
  • Induction
  • On the job
  • Off the job
26
Q

What does the cost of recruitment and training result in?

A
  • The costs of recruitment and training mean that a high rate of labour turnover can be a real problem. It entails the loss of valued skills and knowledge and therefore lowers productivity. It may affect employee motivation. Even so, a certain amount of labour turnover can bring in capable and innovative people who will have a positive effect.
  • Training costs can be significant in any business. Most employers are prepared to incur these costs because they expect their business to benefit from employees’ development and progress.
27
Q

What does common training needs include:

A
  • Supporting new employees (induction training)
  • To improve productivity
  • Supporting high standards of customer service and production quality
  • Introduction to new technology, systems and or other change
  • Support employee progression and promotion (internal recruitment)
28
Q

What is induction training?

A

A period of initial training given when a new employee joins a company.

29
Q

What is on the job training?

A

Training that takes place whilst the employee is still engaged in their work task.

30
Q

What is off the job training?

A

Training that takes place away from the workplace. (e.g. university, MBA course)

31
Q

What are the types of on the job training?

A
  • COACHING: using a supervisor to support and teach the employee.

-MENTORING: the employee is assigned an experienced colleague that can advise/support.

  • JOB ROTATION: the employee is moved around the business to work on different tasks/ areas.
  • SHADOWING: the less experienced follows/ observes the work of a more experienced colleague.
32
Q

What are the types of off the job training?

A
  • DAY RELEASE: employee takes time off work to attend a local collage or training centre.
  • DISTANCE LEARNING/EVENING CLASSES: done in the employees own time.
  • BLOCK RELEASE COURSES: may involve several weeks at a local collage to learn a new skill.
  • SANDWHICH COURSES: where the employee spends a larger amount of time at collage to learn a new skill before returning to work.
  • SPONSORED COURSES IN HIGHER EDUCATION: may be completed in employees own time.
33
Q

What are the advantages and disadvantages of off-the-job training?

A

A:
- A wider range of skills or qualifications can be obtained
- Can learn from outside specialists or experts
- Employees can be more confident when starting a job
- Training can be both relevant and intensive
- Training will be professional
- Training will be up-to-date

D:
- More expensive - e.g. transport and accommodation.
- Lost working time and potential output from the employee.
- New employees may still need some induction training.
- Employees now have new skills/qualifications and may leave for better jobs.

34
Q

What are the advantages and disadvantages of on-the-job training?

A

A:
- Generally most cost-effective
- Employees are actually productive
- Opportunity to learn whilst doing
- Training alongside real colleagues
- Easy to organise
- Training is specific to the business and therefore fully relevant

D:
- Quality depends on the ability of the trainer and time available
- Bad habits might be passed on
- The learning environment may not be helpful
- Potential disruption to production
- Trainers may not have up-to-date knowledge

35
Q

What are the advantages and disadvantages of induction training?

A

A:
+ Employee settles quickly and can function more effectively in their job role.
+ Prevents costly mistakes.
+ Introduces the new employee to colleagues.
+ Decreases labour turnover and further recruitment costs.

D:
- Takes time so reduces output.

36
Q

What are the benefits of effective training?

A
  • Better productivity
  • Higher quality
  • More flexibility through better skills
  • Less supervision required
  • Improved motivation - through greater empowerment
  • Better recruitment and better employee retention
  • More loyal employees
37
Q

Motivation and effective training?

A
  • Assuming training is effective; then…
  • Employees feel more loyal to the firm
  • Shows that business is taking an interest in their workers
  • Provide employees with greater promotional opportunities
  • Enables employees to achieve more at work - perhaps gaining financially from this
38
Q

What are the reasons businesses neglect effective training procedures?

A
  • They fear employees will be poached by competitors (who will then benefit from the training).
  • A desire to minimise short-term costs.
  • They cannot make a justifiable investment case.
  • Training takes time to have the desired effect.
  • Sometimes the benefits of training are more intangible (e.g.morale) than tangible.

Business: Theme 1 & 4 (40 decks)

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