Unit 8: Recruitment, Selection and Training of workers
Recruitment is the process from identifying that the business needs to employ someone up to the point at which applications have arrived at the business.
Recruitment and selection are the most familiar roles of the Human Resources department
Recruitment and selection are the most familiar roles of the Human Resources department
HUMAN RESOURCES DEPARTMENT
* Recruitment and selection: involves selecting and attracting the best workers.
* Wages and salaries: must be enough to motivate or attract workers.
* Industrial relations: there must be effective communication between departments.
* Training programmes: must meet the training needs of employees and finish business objectives.
* Health and safety: must do things according to the law.
* Redundancy and dismissal: must follow all laws when firing the workers
* Recruitment and selection: involves selecting and attracting the best workers.
* Wages and salaries: must be enough to motivate or attract workers.
* Industrial relations: there must be effective communication between departments.
* Training programmes: must meet the training needs of employees and finish business objectives.
* Health and safety: must do things according to the law.
* Redundancy and dismissal: must follow all laws when firing the workers
The recruitment process is summarized:
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 ---> vacancy filled.
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 ---> vacancy filled.
A job analysis identifies and records the responsibilities and tasks relating to a job.
A job description outlines the responsibilities and duties of someone that employed to do a specific job.
A job specification is a document which outlines the recruitments, qualifications, expertise, physical characteristics, etc. for a specified job.
A job description outlines the responsibilities and duties of someone that employed to do a specific job.
A job specification is a document which outlines the recruitments, qualifications, expertise, physical characteristics, etc. for a specified job.
Understand more about the job description:
The several functions:
- The candidates will know exactly what details of the job
- It will allow a job specification to be draw up to see what the candidates can do and we can employ right person
- If someone has been employed, it will show how effective they are carrying out.
Understand more about the job specification:
The listed requirements will usually include:
- The level of educational qualifications
- The amount of experience and type of its
- Special skills, knowledge or particular aptitude
- Personal characteristics
The job specification has to contain these things:
- Job title
- Department
- Details of job
- Qualifications
- Skills
- Physical fitness
- Personal characteristics
Advertising the vacancy
Internal recruitment is when a vacancy is filled by someone who is existing employee of the business
ADVANTAGES:
ADVANTAGES:
- It saves time and money
- Is already known to the business and their reliability, ability and potential are known
- Also knows the organization's way of working and what is expected from employees
- Motivating for other employees to see their fellow workers being promoted
- No new ideas or experience come into the business
- There may be jealousy and rivalry amongst existing employees.
External recruitment is when a vacancy is filled by someone who isn't an existing employee and will be new to the business
ADVANTAGES:
+ Local newspaper
+ National newspaper
+ Specialist magazines and journals
+ Recruitment agencies
+ Centres run by the government ( Job Centres)
ADVANTAGES:
- Outside people bring in new ideas
- Larger pool of workers from which to find the best candidate
- People have a wider range of experience
- Longer process
- More expensive process due to advertising and interviews required
- Selection process may not be effective enough to reveal the best candidate
+ Local newspaper
+ National newspaper
+ Specialist magazines and journals
+ Recruitment agencies
+ Centres run by the government ( Job Centres)
A CV is a summery of a person's qualifications, experience and qualities, and is written in a standard format.
A CV should contain these details:
A CV should contain these details:
- name
- address
- telephone number
- date birth
- nationality
- education and qualifications
- work experience
- positions of responsibility
- interests
- names and addresses of referees
- why the applicant wants the job
- why the application feel that they would be suitable
Interviews
The applicants will need to interview about themselves
The main purposes of an interview:
The main purposes of an interview:
- the ability to do the job
- the benefits and disadvantages of the personal qualities
- the general character and personality of the applicant
Part time and full time workers
Part time employment is considered to be between 1 and 30-35 hours a week
Full time employees will usually work 35 hours or more a week
The benefits of being a part time workers:
Full time employees will usually work 35 hours or more a week
The benefits of being a part time workers:
- easier to ask the employees work more times
- less expensive than full time workers
- easier to extend business opening
- less likely to be trained
- less likely to be promoted
- more difficult to communicate with a part time workers
Training
Training is important to a business:
- improve the efficiency of the workforce
- decrease the supervision needed
- decrease the chances of accidents
- give the workers more skill to make them more valuable to the company
- increase skills
- increase knowledge
- change people's attitudes
There are 3 types of training:
Induction training: give the new employees the information about the company such as the activities, customs and procedures.
On-the-job training: means the new employees will go to the factory and watch the workers doing the job
Off-the-job training: means the new employees will go to another places that away from workplace to learn
On-the-job training: means the new employees will go to the factory and watch the workers doing the job
Off-the-job training: means the new employees will go to another places that away from workplace to learn
Learn more about Induction, On-the-job and Off-the-job training
Induction traing
The advantages:
- help the new employees to finish the job quickly
- the worker are less likely to make mistakes
- give them health and safety training at the start of the job
- waste of time
- wages are paid but no work is being done by the worker
- delay the start of the new employees
On-the-job training
The advantages:
- travel costs are expensive
- it usually costs less than Off-the-job training
- there are some production from the new employees when they are training
- the trainer will not be productive
- the trainer may have bad habits
- the information that you learnt may be just useful in the business that taught you
Off-the-job training
The advantages:
- the business just need to pay for the course
- employees may be taught a variety of skills
- if the courses are taught in the evening after work, they are cheaper for the busniess
- costs are high
- wages are paid but no work is being done by the worker
- when the new employees have a higher qualifications they can easier to leave and find another job
Workforce planning is where the business will need to decide on the type and number of employees needed in the future.
Sometimes, we need to reduce the workforce (number of employees) because of:
Sometimes, we need to reduce the workforce (number of employees) because of:
- introduction of automation
- the reducing of need for their goods and services
- factory/shop/office close
- move their factory to another place
- finding out the skills of all employees
- counting how many people will leave soon
- helping the employees who need to retrain to fill the new jobs
- make a plan to show how many new staff we need and how they should be recruited
- they retire
- they resign
- dismissal: the worker is told to leave their job because of their work or behavior is unsatisfactory
- redundancy: is when the worker is no longer needed and so loses their job without doing anything wrong
REDUNDANCY
The ways that help the business chooses who will be made redundant and who will be kept:
- Some workers may be a volunteer for many reason
- People have worked for business for a long time are often retained
- Choose who are good/bad for the cost of business
- Which departments need to retain and which is needed to lose workers
- People who have high standard skills should be retained
The difference between dismissal and redundancy
LEGAL CONTROL OVER EMPLOYMENT PROBLEMS
WHAT DOES THIS MEAN FOR THE BUSINESS?
- Be careful when selecting an employee and make sure that all applicant is equal or they will be fined and prosecuted
- Be careful when wording and advertisement for a job
- Business should recruit and promote employees and this will help to increase motivation at work.
- Unfair discrimination at work and when applying the job
- Health and safety at work
- Unfair dismissal
- Wage protection
Discrimination means to make a choice.
Sometimes we have unfair discrimination, because they:
Sometimes we have unfair discrimination, because they:
- Different race or color
- Different religion
- Sex
- Age (too old or young)
- Are disabled in some way
Ethical decision means they have a set of standards or some rules to prevent them from acting in unfair or make their workers in danger.
An industrial tribunal is a legal meeting for workers to complain about unfair dismissal or discrimination at work
A contract of employment is a legal agreement between employer and employee listing the rights and responsibilities of workers
An industrial tribunal is a legal meeting for workers to complain about unfair dismissal or discrimination at work
A contract of employment is a legal agreement between employer and employee listing the rights and responsibilities of workers