Unit 4 - Management of people Flashcards
What is workforce planning
Workforce planning is about deciding how many and what types of workers are required in the future
Workforce planning steps
Step 1:
- Analyse potential demand for goods/services and decide on the number of staff and skills required in the future
Step 2:
- Analyse the profile of the current workforce to identify needs for new staff and skills development of existing staff
Step 3:
- “Closing the gap” to meet their objectives by recruiting and selecting new staff or training existing staff
Benefits of Workforce planning
- Strategies can be put in place in order to fill gaps in staffing
- Relevant training can be given
- It allows continuity of production and avoids overstaffing
- Workforce planning encourages managers to prepare and plan for changes rather than simply react to them
- It allows businesses to prepare for periods of significant change (e.g. re-structuring, technological changes)
Selection methods (Application forms) (Advantages and Disadvantages)
An application form includes personal information, e.g. name, address, contact details, education and employment history
It also contains answers to questions about their work experience
Advantages:
- Relevant information from each candidate is provided
- Easy to match against person specification
- Makes it easier to compare candidates achievements
Disadvantages:
- It is hard to get a “feel” for the candidate
- Could be filled out by someone else on the candidates behalf
Selection methods (CV) (Advantages and Disadvantages)
A CV is a word processed document that applicants create themselves that includes:
- Personal and contact information
- Details of education and work experience
- Hobbies, interests and achievements
Advantages:
- Allows candidates to demonstrate their range of relevant qualifications and experience
- Allows for applicants personality to show, they can express themselves more fully
Disadvantages:
- Potential for exaggeration
- Candidate may provide information not required by the organisation
- Candidate may provide to much information
Other methods of selection
- IQ Test (Assesses a persons mental capability)
- Aptitude (Assesses a persons natural ability to perform certain duties)
- Personality/ psychometric (Explore attitude and personality of applicant)
- Physical abilities test (Checks the fitness of an applicant e.g. strength, speed)
- Assessment centres (Tested in a variety of ways)
Internal recruitment Costs & Benefits
Benefits:
- New employees bring fresh ideas to the business
- Can attract a large quantity of candidates (More likely to find best candidate)
Costs:
- Opportunities for fresh ideas and new ways of working are lost
- Conflict amongst employees competing for the vacant job
- Fewer candidates to choose from
External recruitment Costs & Benefits
Benefits:
- New employees bring fresh new ideas & new ways of working leading to an increase in productivity
- Specialist newspapers, magazines etc. can be used to attract appropriate staff
Costs:
- Expensive to advertise the job externally
- Time consuming
- Demotivates existing employees
Different types of appraisal
One-to-one
Peer-to-peer
360-Degree
One-to-one appraisal
A regular and formal review of an employee’s performance by their line manager, which normally takes place at least once a year
One-to-one appraisal (Advantages and Disadvantages)
Advantages:
- It identifies areas of improvements
- It identifies training needs
- Specific targets from previous appraisals are discussed to see if they have been met
Disadvantages:
- Employees may give false feedback as they feel pressured from line managers
Peer-to-Peer Appraisal
When the review interview is carried out by a fellow employee at the same level and in the same organisation as the employee
Peer-to-Peer Appraisal (Advantages & Disadvantages)
Advantages:
- Employees may relax more and react better to a review given by a colleague
- Relationships with line managers are not harmed through judgment or weaknesses being highlighted
Disadvantages:
- Personal relationships between peers could result in the appraisal being ineffective
- Bias could wrongly highlight an employee for a pay
rise or promotion
360-Degree Appraisal
The most complete method of appraisal
Whoever conducts the appraisal interviews the employee then interview other employees, line managers, etc about the performance of the employee
360-Degree appraisal (Advantages & Disadvantages)
Advantages:
- A complete profile of the employees is gained
- Areas of subjectivity, such as character and
leadership skills are measured
Disadvantages:
- Some employees may find it difficult to be critical of the colleagues
- Time constraints can limit the quality of responses from so many people in the organisation
