2.3 Recruitment, selection and training of employees

recruitment

• the process of identifying that the business needs to employ someone up to the point at which applications have arrived at the business

employee selection

• the process of evaluating candidates for a specific job and selecting an individual for employment based on the needs of the organisation

job analysis

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

job description

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

job specification

• a document which outlines the requirements, qualifications, expertise, physical characteristics for a specific job

internal recruitment

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

external recruitment

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

part time employment

• considered to be between 1 and 30-35 hours a week

full time employees

• usually work 35 hours or more a week

induction training

• an introduction is given to the new employee, explaining the business’s activities, customs and procedure and introducing them to their fellow workers

on the job training

• occurs by watching a more experienced worker doing their job

off the job training

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

workforce planning

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

dismissal

• when employment is ended against the will of an employee, usually for not working in accordance with the employment contract

redundancy

• when an employee is no longer needed and so loses their job

• it is not due to any aspect of their work being unsatisfactory

contract of employment

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

industrial tribunal

• a type of law court that makes judgements on disagreements between companies and their emplouees

ethical decision

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

work of the human resources department

• recruitment and selection

• wages and salaries

• industrial relations

• training programmes

• health and safety

• redundancy and dismissal

businesses need to start the process of recruitment and selection when

• an employee leaves their job and they need to be replaced

• it is a new business starting up and needs new employees

• it is a successful business and wants to expand by employing more people

recruitment process

1. analyse the exact nature of the job and duties to be undertaken

2. design a job specification

3. job requirements

4. personal specification

5. advertise the vaccancy

6. send out application forms to the applicants or read curriculum resumes and letters of application

7. produce a short list for interviews and take up references

8. hold interviews and select tasks

9. select suitable applicants and offer them the job, reply to unsuccessful applicants

internal recruitment advantages

• quicker and cheaper than external recruitment

• the reliability, ability, and potential of the person are known

• the person is already familiar with the organisation’s structure and expectations

• it can be motivating for other employees to see their fellow workers promoted

internal recruitment disadvantages

• no new ideas or experiences come into the business

• rivalry and jealousy may arise

• the quality of internal candidates might be low

external recruitment advantages

• a more comprehensive selection of candidates

• adding fresh perspectives and ideas

• enhancing diversity in the organisation

• finding a specialized candidate who fit the requirements perfectly

• can help the competitiveness of the business

• reduce tension between employees

external recruitment disadvantages

• increased costs due to advertising

• additional training

• adds a transitional period for all employees to adjust to the new business

• effects on employee morale

part time workers benefits

• work hours are flexible

• easier to ask employees to work at busy times

• easier to extend business opening/operating hours by working evenings or weekends

• fits in with looking after children and therefore employee is willing to accept lower pay

• reduces business costs

• in some countries, it’s easier to make part-time workers redundant

part time workers limitations

• they are less likely to seek training, as they see the job as temporary

• takes longer to recruit

• less commitment to business

• less likely to be promoted due to lack of experience

• it is more difficult to communicate outside of work

full time employees benefits

• consistency of schedules and reliability

• loyalty

full time employees limitations

• a permanent contract has been made, long term commitment

• full time employees have fixed pay, regardless of number hours comitted to work

importance of training

• to introduce new processes or equipment

• improve the efficiency of the workforce

• provide training for unskilled workers

• decrease the supervision needed

• improve opportunity for internal promotion

• decreases chances of accidents

aims of training

• increase skills

• increase knowledge

• improve employee’s attitudes to encourage them to accept change and raise awareness

induction training advantages

• helps new employees settle into their jobs quickly

• may be a legal requirement to give health and safety training at the start

• workers are less likely to make mistakes

induction training disadvantages

• time consuming

• workers are being paid while no work is being done

• delays the start of work for the employee

on the job training advantages

• the individual is given training in the workplace, so there is no need to send them away

• ensures there is some production while training

• usually costs less than off the job training

• training tailored to the specific needs of the business

on the job training disadvantages

• trainers won’t be productive because they are teaching employee

• trainer might have bad habits and pass them on to the employee

• not recognised training qualifications outside the business

off the job training advantages

• a broad range of skills can be taught

• if taught in the evening, employees can work during the day

• often uses expert trainers who have up to date business practices and knowledge

off the job training disadvantages

• costs are high

• workers are being paid but not doing any work

• additional qualifications mean an employee’s chances of leaving for another job are high

reasons to reduce workforce

• automation replacing human jobs

• falling demand for their goods and services

• factory/shop/office closure

• the business might have relocated abroad

• business are being taken over/merged, and now there are too many workers doing the same job

two ways a business can reduce the number of employees

• dismissal

• redundancy

factors that decide in redundancy

• workers may volunteer and are happy to be made redundant due to finding another job

• length of time employed by the business, employees might have worked long hours and expect high payments, loyalty of the employee

• workers who have skills that could be used in multiple departments are retained

• the worker’s employment history, punctuality, good at their job

• which departments need to lose, and which need to retain workers

contract of employment impact on employees and employers

• both know what is expected from them

• provides security of employment for employee

• if the employee does not meet the condition of the contract, then legal dismissal is allowed

• if an employee fails to meet the conditions of the contract, then the employee can seek legally binding compensation

unfair dismissal

• when an employee ends a worker’s employment contract for a reason not covered by the contract

industrial tribunal impact on employers and employees

• the employer must have an accurate record of a worker’s performance if they claim that the employee has broken the contract before dismissing that

• employees have employment security, as long as they fulfill their contract or are not made redundant

• allowed employees to take their employer of an individual tribunal if they felt like they were not being treated fairly, and they could get compensation if it were found to be true

• it make businesses less likely to mistreat employees

protection against discrimination impact on employers and employees

• employers have to be careful when wording advertisements for a job

• applicants must be treated equally, or the business will be prosecuted and fined

• employees must all be treated equally, regardless of gender, race, disability

• when a business recruit and promote staff on merit alone, it helps to increase motivation

laws of health and safety at work

• protect workers against dangerous machinery

• provide safety equipment and clopthing

• maintain reasonable workplace temperatures

• provide hygienic conditions and washing facilities

• do not insist on excessively long shifts, and provide breaks

laws of health and safety at work impact on employers and employees

• cost to the employer of meeting the health and safety regulations

• time needs to be found to train workers in health/safety precautions

• workers feel safer and more motivated at work

• reduce accident rates and the cost compensation for workers injured at work

legal minimum wage impact on employers and employees

• it should prevent strong employers from exploiting unskilled workers

• as many unskilled workers receive higher wages, it will encourage them to be more productive

• it will encourage people to work

• low paid workers will earn more and have higher living standards, making them afford to buy more

• increase business costs

• some employers will not be able to afford these wage rates

• higher receiving workers may ask for higher pay to keep the exact difference between the, increasing business costs

functions of a job specification

• this information should be given to applicants so they know exactly what the job entails

• allows a job specification to be drawn up to see if they are skilled

• it shows if an employee is working effectively once they are employed

contents of a job specification

• condition of employment, salary, hours, permission

• training that will be offered

• opportunities for promotion

• purpose of the job

• main duties/addition or occasional duties

usual requirements in a job description

• level of educational qualification

• special skills, knowledge, or a particular attitude

• personal characteristics

mediums to advertise job vacancy

• newspaper

• recruitment website

• recruitment agencies

purpose of interviewing applicants

• applicant’s ability to do the job

• personal qualities that could be helpful or not

• general character and personality of the applicant

some businesses include tasks in the selection process, such as

• skill test

• aptitude tests

• personality test

• group situation test

the final decision can depend on several factors

• work experience

• education and other qualifications

• age

• internal

• external

• circumstance