Recruitment, selection and training of employees

Question 1

Recruitment

Answer 1

is the process from identifying that the business needs to employ someone up to the point at which applications have arrived in the business

Question 2

Employee selection

Answer 2

is the process of evaluating candidates for a specific job and selecting individual for employment based on the needs of the organizations.

Question 3

Human resource department

Answer 3

• Recruitment and selection – attracting and selective the best candidates for vacancies
• Wages and salaries – Must retain the right people and be sufficiently high to motivate them
• Industrial relations – Effective communication between representatives of the management and workforce
• Training programmes – Assessing and fulfilling training needs of the employees
• Health and safety
• Redundancy and dismissal – Releasing employees due to changes in the company or the employee was not satisfactory

Question 4

Recruitment process

Answer 4

1. Vacancy arises
2. job analysis
3. job description
4. job specification
5. job advertised in suitable media
6. application forms and shortlisting
7. interviews and selection
8. vacancy filled

Question 5

Job analysis

Answer 5

identifies and records the responsibilities and tasks relating to a job.

Question 6

Job description

Answer 6

outlines the responsibilities and duties to be carried out by someone employed to do a specific job.

Question 7

Job specification

Answer 7

is a document which outlines the requirements, qualification, expertise, physics=al characteristics etc. for a specific job

Question 8

Job description features

Answer 8

• Helps the applicants know what exactly the job entails
• Allows job specification to be drawn, so that people with right skills will be employed
• Once someone employed, it helps to check whether they ae doing the job effectively

Question 9

Job descriptions features

Answer 9

• the condition of employment (ex: salary, hours of work etc)
• training that will be offered
• opportunities for promotion

Question 10

Job specification requirements

Answer 10

• level of educational qualifications
• the amount and type of experience
• Special skills, knowledge
• Personal characteristics (ex: type of personality)

Question 11

Internal recruitment

Answer 11

is when a vacancy is filled by someone who is an existing employee of the business

Question 12

Advantages of Internal recruitment

Answer 12

• Quicker and cheaper than external recruitment which involves expensive ads
• The person’s reliability, ability and potential are already known by the business
• The person know the companies organization works, its structure and the expectations
• Motivating to see workers get promoted, make others work harder to get a promotion as well

Question 13

disadvantages of Internal recruitment

Answer 13

• No new ideas or experience come into the business, for example other companies might use strategies that are more efficient
• Rivalry and jealousy between employees when others are promoted
• Quality of internal candidates may be low

Question 14

External recruitment

Answer 14

is when a vacancy is filled by someone who is not an existing employee and will be new to the business

Question 15

Part time

Answer 15

employment is often considered to be between 1 and 30-35 hours a week

Question 16

Full time

Answer 16

employees will usually work 35 hours or more a week

Question 17

Advantages of part time employees

Answer 17

• more flexible in the hours of work
• easier to ask employees to work at busy times
• easier to extend operating hours by working in weekends
• fits in with looking after children, so lower pay is accepted
• reduces business costs
• easier to make part time workers redundant

Question 18

disadvantages of part time employees

Answer 18

• less likely to seek training because employees may see the job as temporary
• takes longer to recruit part time workers (2 part time instead of 1 full time)
• Less committed to the business, so may leave to another job
• difficult when communicating when workers not at work

Question 19

Importance of training

Answer 19

• introduce a new process or equipment
• improve efficiency of the workforce
• train unskilled employees to make them ore valuable
• decrease supervision needed
• improve the opportunity for internal promotion
• decrease the chances of accidents

Question 20

Induction training

Answer 20

is an introduction given to a new employee, explaining the business activities, customs and introducing them to their fellow workers

Question 21

On-the-job training

Answer 21

occurs by watching someone more experienced doing the job

Question 22

Off-the-job training

Answer 22

involves being trained away from the workplace, usually by specialist trainers

Question 23

Advantages of induction training

Answer 23

• helps new employees to settle into their job quickly
• may be legal requirements to give health and safety training
• less likely for workers to make mistakes

Question 24

Disadvantages of induction training

Answer 24

• time consuming
• means wages are paid but no work done
• delays start of the employee on the job

Question 25

Advantages of On-the-job training

Answer 25

• travel costa are saves as the worker is trained within the company
• ensure some production of the worker during training
• costs are less than off-the-job training
• tailored specifc to the job needs.

Question 26

Disadvantages of On-the-job training

Answer 26

• The trainer will be less productive when showing the trainee what to do
• The trainers bad habits may be passed down the trainee
• May not lead to training qualification recognized outside the business

Question 27

Advantages of Off-the-job training

Answer 27

• broad range of skills can be taught
• if courses are taught away from business hours, the employee will carry out their duties during working hours
• the output of the employee wouldn’t be lost, only course fees
• may become multi skilled, which maked them more versatile
• expert trainers are used to give business knowledge

Question 28

Disadvantages of Off-the-job training

Answer 28

• costs are high
• wages paid but no work done by trainee
• when additional qualification are given, easier for the employee to leave for an better job

Question 29

Workforce planning

Answer 29

is establishing the workforce needed by the business for the foreseeable future in terms of the number and skills of employees required

Question 30

Dismissal

Answer 30

is when employment is ended against the will of the employee, usually for not working in accordance to the employment contract.

Question 31

Redundancy

Answer 31

is when an employee is no longer needed and so loses their job. It is not due to employment unsatisfactory

Question 32

Contract of employement

Answer 32

is a legal agreement between an employer and employee, listing the rights and responsibilities of workers

Question 33

Impact of employment contract

Answer 33

• Both employees and employees know what is expected of them
• Provides some security of employment to the employee
• employee does not meet the conditions of the contract, legal dismissal is allowed.
• If employer fails to give conditions in the contract to the employee, they can go and seek legally binding compensation`

Question 34

Industrial tribunal

Answer 34

is a type of law court that makes some judgements on disagreements between companies and their employees, for ex : workers complaints of unfair dismissal or discriminations at work

Question 35

Impacts of unfair dismissal

Answer 35

• Employer must keep a very clear track of the employee, for evidence
• Employees have security of employment, as long as they fulfil the contract
• Allows employees to take their employer to an industrial tribunal, if treated unfairly
• Makes business less likely to treat employees unfairly

Question 36

Ethical decesion

Answer 36

is a decision taken by a manager or a company because of the moral code observed by the firm.

Question 37

Impacts of legal minimum wages

Answer 37

• Prevents strong employers from exploiting unskilled workers who could not easily find other work
• Might encourage employers to train employees who are receiving a higher pay in order to get the best out of them
• Encourages more people to seek work
• Low paid workers will earn more
• increases business costs, forces to increase prices
• Some employers will not be able to afford these wage rates, so workers get redundant
• Workers receiving just above the minimum wage would demand higher income to keep the differential between them and lower paid workers