People in Business

Unit 2: People in Business

Recruitment and Selection

Recruitment: This is the process of attracting people to apply for job vacancies. A good recruitment strategy uses different methods to find candidates, such as job boards, social media, recruitment agencies, and referrals from current employees.

Selection: This involves choosing the most suitable candidate from the applicants. It includes looking at their qualifications, skills, experience, and how well they fit with the company culture. The selection process can involve tests, interviews, and checking references to make sure the best candidate is chosen.

Types of Employment

• Casual Employment: This type of work has flexible hours, and employees can be called in on short notice. It is common in industries where demand changes frequently.

• Seasonal Employment: This is regular work that lasts for a short time to meet specific needs during certain times of the year, such as during harvest seasons in agriculture or busy retail seasons.

• Full-time Employment: Typically involves working up to 48 hours a week, following EU regulations. Full-time employees often receive benefits like health insurance and paid leave.

• Part-time Employment: Generally means working less than 30 hours a week, providing more flexibility for students or those wanting a work-life balance, but may come with fewer benefits.

• Job Share: This allows two part-time workers to share the responsibilities of one full-time job. This can help meet both the needs of the business and the personal needs of employees.

• Temporary Employment: Workers are hired for a short time to cover for absent employees or to handle increased workload during busy periods, often lasting around three months.

Nantgwynfaen Organic Farm (NOF)

Overview: This is a farm in West Wales focused on growing organic produce and using environmentally friendly practices. It was founded by Amanda and Ken Edwards, and during busy harvest times, they particularly rely on seasonal staff.

Reason for Using Seasonal Staff: Hiring seasonal workers during peak times is more cost-effective because it allows the farm to adjust its labor costs based on how much produce is in demand, rather than keeping a full-time staff all year round.

Stages of the Recruitment Process

1. Identify Vacancy: Determine if there is a need for a new employee based on workload, employee turnover, or business expansion.

2. Job Analysis: Create a clear job description that lists the duties and responsibilities of the position.

3. Person Specification: Define the necessary qualifications, experience, skills, and personal attributes needed for the job to find the right candidate.

4. Advertise the Job: Use different channels to share job vacancies so they reach suitable candidates.

5. Collect Applications: Gather applications, including CVs and cover letters, making sure to follow deadlines.

6. Shortlist Candidates: Review applications to find candidates who meet the essential requirements for the job.

7. Hold Interviews: Conduct interviews to assess the candidates' skills, fit with the company culture, and potential contributions to the team.

8. Inform Successful Candidate: Let all candidates know the results, including those who were not chosen, to maintain a positive image of the employer.

Details of Recruitment Documents

• Job Description: A clear document that outlines the job title, responsibilities, expectations, and reporting structure to help candidates understand the role.

• Person Specification: This document helps recruiters identify essential qualifications that candidates must have and desirable attributes that are nice to have.

• Curriculum Vitae (CV): A document summarizing a candidate’s work history, education, skills, and achievements, often used to assess whether a candidate qualifies for an interview.

Advantages and Disadvantages of Recruitment Methods

• Internal Recruitment:

  • Advantages: Faster hiring process, lower advertising costs, and better knowledge of current staff's skills.

  • Disadvantages: May cause competition among existing employees, limit new ideas, and lead to less diversity.

• External Recruitment:

  • Advantages: Access to a wider range of candidates and new ideas that can boost competitiveness.

  • Disadvantages: Higher hiring costs and new employees may take longer to adapt to the company culture.

The Role of Technology in Recruitment

• Using online job postings to reach more candidates and attract those not actively looking for work.

• Video conferencing tools make interviews easier for both employers and candidates, regardless of their locations.

• Online assessments help streamline the selection process, allowing employers to evaluate candidates’ abilities before interviews to save time.

Importance of Training

• Induction Training: Is crucial for helping new employees understand company values, procedures, and expectations, improving retention and job satisfaction. It also introduces them to their coworkers, fostering a sense of belonging.

• Health and Safety Training: Ensures employees know how to stay safe at work, preventing accidents and reducing the company’s liability.

Motivation in the Workplace

• Motivation is essential for employee satisfaction and productivity. It can come from internal factors (like personal growth) or external factors (like pay and recognition). Employers can enhance motivation through rewards and acknowledgment.

Herzberg's Two-Factor Theory

• Hygiene Factors: These are necessary to prevent dissatisfaction, but they do not boost job satisfaction (like salary, working conditions).

• Motivating Factors: These increase job satisfaction and motivation (like recognition, achievement).

Maslow's Hierarchy of Needs

• This is a model outlining five levels of human needs, starting with basic needs (like salary) at the bottom, up to self-fulfillment (like personal growth) at the top. HR strategies should identify and work to meet these needs to improve overall job satisfaction and performance.