Unit 8: Recruitment, selection and training of workers Flashcards
Work of human resources
# Recruitment and selection: Attracting and selecting the best candidates # Wages and salaries: Make sure they are enough to retain people # Industrial relations: Achieve effective communication between the management and the workforce # Training programmes: Assessing and fulfilling the training needs of the employees # Health and safety: Make sure that it complies with all the laws #Redundancy and dismissal: Shedding employees according the laws
Recruitment
the process from identifying that the business needs to employ someone up to the point at which applications have arrived at the business.
Recruitment Process
1) Vacancy arises
2) job analysis
3) job description
4) job specification
5) job advertised in appropriate media
6) application forms and short listing
7) interviews and selection
8) vacancy filled
Job analysis
identifies and records the responsibilities and tasks relating to a job. First step of the recruitment process. Necessary to know what tasks the new employee will do.
Job description
outlines the responsibilities and duties to be carried out by someone employed to do a specific job. It is given to the candidates so they know exactly what the job entails. It will allow for a job specification. They usually contain:
Job title
Who they are responsible to and for
Main purpose of the job
Main duties
Occasional duties
Conditions of employment (salary, hours of work, pension scheme)
Job specification
a document which outlines the requirements, qualifications, expertise, and physical characteristics needed for a job. (Level of educational qualifications, amount of expertise, special skills or knowledge, personal characteristics).
Internal recruitment
when a vacancy is filled by someone who is an existing employee of the business. It can be advertised on a company noticeboard.
Advantages
Saves time and money
Person already known to the business and their reliability, ability and potential are known
The person knows the organisation’s way of working
Can be very motivating for other workers
Disadvantages
No new ideas or experience
There may be jealousy or rivalry among existing employees
External recruitment
when the vacancy is filled by someone who is not an existing employee and will be new to the business. The advertisement can be placed in a:
Local newspaper: for office or manual positions. Jobs that do not require high level of skill so many people locally could fill the vacancies.
National newspaper: for more senior positions where you need skilled and expertise people. This will be read by people from different parts of the country, therefore they should be highly paid so they are willing to move.
Specialist magazines and journals: for particular technical people such as scientists
Recruitment agencies: they will advertise and interview people for particular types of jobs and when a suitable vacancy arises they will put forward the candidates. They are expensive.
Centres run by the government: usually for unskilled and semi-skilled jobs.
Application forms and CV/s résumés
the applicant of the job advertisement should apply in writing by an application form or by a letter of application including a curriculum vitae or résumé. A curriculum vitae should contain: name, address, telephone, birth, nationality, education, work experience, positions of responsibility, interests; and it should briefly outline why the applicant wants the job and why he/she feels suitable for it.
Interviews
their main purposes are to assess the applicant’s ability to do the job, any personal characteristics that are an advantage or disadvantage and the general personality of the applicant. They might include test such as a skills test, which shows the ability of the candidate to carry out certain tasks, and aptitude test, to show the candidate’s potential, a personality test, used if a particular type of person is needed for the job, or a group situation test which tasks applicants to complete in group situations.
Contract of employment
it is a legal requirement for employers to provide the new employee with a contract of employment to sign. It contains: name of employer and employee, job title, date when employment begins, hours of work, rate of pay, when payment will be made, and holiday entitlement.
Part time worker
considered to be between 1 and 30-35 hours a week.
Advantages for the business
More flexible in the hours of work
Easier to ask employees to work at busy times
Employee is willing to accept lower prices
Less expensive than paying a full time
Disadvantages for the business
Less likely to be trained
Takes longer to recruit two part time workers than on full time worker
Less committed to the business
Less likely to be promoted because they will not have gained the skills
Full time worker
usually work 35 hours or more a week. Their advantages and disadvantages are the opposite of the part time workers.
Training
it may be used to: introduce a new process or equipment, improve the efficiency of the workforce, make unskilled workers valuable for the company, decrease the supervision needed, improve the opportunity for internal promotion, and decrease the chances of accidents. There are different types of training: Induction training, On the job training, Off the job training.
Induction training
an introduction given to a new employee, explaining the firm’s activities and procedures and introducing them to their fellow workers. (few days)
Advantages
Helps new employees to settle in quickly
May be a legal requirement to give Health and Safety training at the start of the job
Workers are less likely to make mistakes
Disadvantages
Time consuming
Wages are paid but no work is being done
Delays the start of the employee commencing their job
