bus man unit 2 aos 3

Internal Recruitment

Finding a suitable candidate for a job who is already an employee within the business

Advantages of Internal Recruitment

Applicants are already knowledgable on business practices, costs of advertising the vacancy are minimised

Disadvantages of Internal Recruitment

Difficult to find a suitable applicant due to small business pool, internal applicant could get jealous

External Recruitment

Finding applicant for a job outside of the business, involves advertising position on social media and job listing sites

Advantages of External Recruitment

Larger pool of talent and skill to get an employee suitable for the job. Applicants outside the business may have new ways of thinking which can improve current business practices.

Disadvantages of External Recruitment

More advertising cost for the business, more applicants to review so it will take a longer time to find the most suitable employee.

Employee Selection

Collating information about employees and then concluding which applicant is the most appropriate for the job.

Selection methods

Interviews, psychological testing, work testing, online selection

Interview

An employer meets, either in person or online with the potential employee to discuss their appropriate skills and attributes for the advertised job.

Advantages of an Interview

Employers can get to know the employee, can get a clearer level of communication

Disadvantages of an interview

Employees tend to be more nervous in interviews and may seem shy or unsure of themselves

Psychological testing advantage

Provides insight into character, personality, and leadership capabilities

Psychological testing disadvantage

If the applicant lies and gives inaccurate information, then psychological testing will not work as well.

Work Testing

Employer will get the potential employees to perform example job-related tasks to watch how they would perform in the workplace. (e.g. Simulated call, sales interaction)

Advantages of work testing

Allows employer to see how the applicant can carry out the actual jobs, increases employer’s ability to assess skills

Disadvantages of Work Testing

Employer can not see if applicant possess leadership skills and other traits. Some applicants might struggle to learn new tasks quickly

Online selection

Simply allows applicants filling out a form online

Advantages of online selection

Quick and convenient for both employers and applicants

Disadvantages of online selection

Can not get a thorough understanding of each applicant

National Employment Standards: Hours of work

Full time employees have a maximum of 38 hours of work per week

National Employment Standards: Flexible working arrangements

Some employees may ask to change their working arrangements to fit their situation

National Employment Standards: Parental leave

Can have 12 months unpaid parental leave or more

National Employment Standards: annual leave

usually, employees get 4 weeks paid leave per year

National Employment Standards: Personal, carers and compassionate leave:

every year, full time employees have 10 days paid personal or carer's leave.

National Employment Standards: Long Service Leave

Employees who work for a company for a long time can be given paid long service leave

National Employment Standards: Notice of termination and redundancy

According to the Fair Work website, an employee is entitled to a maximum of 5 weeks notice depending on their years of service

Employer Expectations

Employers expect things from employees who work for them. Expectations include employment contracts, loyalty, and terms of notice

Employer Expectations: Contracts of Employment

These contracts outline the job arrangements and what policies the employee will have to follow. It also details the commencement date, pay, and the conclusion date if it is a fixed term contract.

Employer Expectations: Loyalty

Employers do not want their employees to disclose confidential information to competitors.

Employer Expectation: Terms Of Notice

employees may want to stop working for a business. In such cases, they should have a reasonable amount of time to give notice to their employees (4 weeks is common.)

Employee Expectations: Conditions Of Employment

Employees need to know what the employers have given them in return for their time in the job, it is in this document. (some conditions include the number of hours employees have to work)

Employee Expectations: Renumeration

Refers to wages given as a monetary return for their time working at the company

Employee Expectations: Job Security

How stable the employee feels their position in the business is. Most employees want to be ensured their job will not be made redundant

Employee Expectations: Work-Life Balance

Employees wish for them not to be consumed by work. They want time with family and friends so their mental health is maintained.

Legal Obligation: Safety

Employers in businesses must ensure the safety of the business premises to minimise risk to employees.

Legal Obligation: Equal Opportunity

Managers must provide this to all people, regardless of race, gender and sexual orientation

Employee Induction

formal process to help new hires adjust to a new workplace by familiarizing them with the company's culture, structure, policies, and their specific roles and responsibilities.

Induction Methods

Powerpoint presentation and visuals describing business culture, having a mentor to assist the employee during the induction process. they can answer questions

CSR Management Considerations: Nepotism

should be avoided. An example might be recruiting the son of the owner simply because he is the son and not because he has the qualifications.

CSR Management Considerations: Diversity

Employers should try to hire more diverse employees like those from minority and disadvantaged backgrounds.

Overseas recruitment

Overseas recruitment refers to hiring employees from other countries. In this case, businesses should try to recruit people from traditionally discriminated groups. This makes their business a more inclusive place to be

Relationship Between Staff and Objectives

Staff are integral to a business, without staff a business can not function properly. Hardworking employees = productivity, more output per unit of input (Improve business performance)

Staffing needs

Businesses must know what jobs in their company are lacking and need to be filled, identify then advertise these jobs, idenfify knowledge skills and ideas are required in business for lacking skills

Staffing Needs and HR

Human resource managers should look for skills that are in demand but lacking in the current workforce when recruiting new employees.

Job Analysis

Refer’s to employee’s duties carried out in the job environment (what is done, capital + equipment needed)

Job Description

The responsibilities which the employee needs to carry out

Job Specification

Qualifications needed for the job

Job Design

Refers to the assortment of tasks that need to be completed within a job