Business - 2.3

Question 1

recruitment - definition

Answer 1

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

Question 2

employee selection - definition

Answer 2

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

Question 3

recruitment process (8)

Answer 3

vacancy arises => job analysis => job description => job specification => job advertised in appropriate media => application forms & shortlisting => interviews & selection => vacancy filled

Question 4

job analysis - definition

Answer 4

identifies and records the responsibilities and tasks relating to a job

Question 5

job description - definition

Answer 5

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

Question 6

job specification - definition

Answer 6

is a document which outlines the requirements, qualification, expertise, physical characteristics

Question 7

internal recruitment - definition

Answer 7

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

Question 8

internal recruitment - advantages

Answer 8

• quicker and cheaper
• person is known to the business and their reliability, ability and potential is known
• person knows how the organisation works
• motivating to see colleagues get promoted

Question 9

internal recruitment - disadvantages

Answer 9

• no new ideas
• possible conflict bec of promotion
• quality of internal candidates might be low

Question 10

external recruitment - definition

Answer 10

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

Question 11

external recruitment - advantages

Answer 11

• new ideas
• wider choice of candidates
• can improve company performances

Question 12

external recruitment - disadvantages

Answer 12

• expensive process (advertising, agency, interviews)
• takes more time (recruitment process)
• possible new training
• demotivates staff (overlooked for a promotion)
• cultural mismatch

Question 13

ways to advertise job vacancies externally

Answer 13

• local newspaper
• national newspaper
• specialist magazines
• online recruitment
• recruitment agencies

Question 14

factors to determine employment

Answer 14

• work experience
• educational and other qualifications
• age
• internal (understand how business operates)
• external (skills / experience gained from outside the business)

Question 15

part time vs full time

Answer 15

part time = 30-35 hours per week
full time = more than 35 hours per week

Question 16

part time employees - advantages

Answer 16

• more flexible
• easier to ask
• easier to extend business opening / operating hours by working evenings or at weekends
• fits in with workers lifestyle, possibly accept lower pay
• reduces business costs compared to employing and paying full-time employee
• easier to make part-time workers redundant

Question 17

importance of training

Answer 17

• introduce new process / equipment
• improve efficiency
• make unskilled workers more valuable to company
• decreased supervision
• decreased accidents

Question 18

full time employees - advantages

Answer 18

• easier planning (set work schedules)
• lower turnover
• better trained / more experienced (training is worthwhile)
• easier communication

Question 19

full time employees - disadvantages

Answer 19

• higher labour costs
• less flexibility
• risk of over dependence (absenteeism disrupts business)
• possible lower efficiency

Question 20

part time employees - disadvantages

Answer 20

• less likely to seek training (temporary maybe)
• takes longer to employ 2 part time employees than 1 full time
• part-time employees can be less committed
• less likely to be promoted
• difficult to communicate with part-time employees

Question 21

3 types of training

Answer 21

1. induction training
2. on-the-job training
3. off-the-job training

Question 22

induction training - definition

Answer 22

an intro given to a new employee, explaining the business’s activities, customs and procedures and introducing them to their fellow workers

Question 23

on-the-job training - definition

Answer 23

occurs by watching a more experienced worker doing the job

Question 24

off-the-job training - definition

Answer 24

involves being trained away from the workplace, usually by specialist training

Question 25

induction training - advantages

Answer 25

- helps new employee settle into job quickly - less likely to make mistakes

Question 26

induction training - disadvantages

Answer 26

- time consuming - wages are paid, but no output - delays the start of the employees commencing their job

Question 27

on-the-job training - advantages

Answer 27

- individual tuition is given (travel costs are expensive) - ensures theres some production - usually lower costs compared to off-the-job - training is tailors to business specific needs

Question 28

on-the-job training - disadvantages

Answer 28

- trainer will not be as productive - trainers bad habits may be passed on - may not lead to training qualifications recognised outside the business

Question 29

off-the-job training - advantages

Answer 29

- broad range of skills - IF courses are taught in the evening, there will still be output - can become multi-skilled (employees become more versatile) - often uses expert trainers who are up-to-date

Question 30

off-the-job training - disadvantages

Answer 30

- high costs - wages paid, no output - additional qualifications make it easier for employee to leave and find other job

Question 31

effects of training for managers/business - advantages

Answer 31

- greater motivation and commitment from employees - greater flexibility in workforce (multi-skilled) - increased productivity - improved quality of the output - improved customer service - ability to use new technology

Question 32

effects of training for managers/business - disadvantages

Answer 32

- loss of output during training - may rise employees expectations of pay and promotion - cost of training - unloyal skilled employees

Question 33

effects of training for employee advantages

Answer 33

- possible increase in pay - improved chance of promotion - easier to apply for jobs at other businesses

Question 34

effects of training for employee disadvantages

Answer 34

- may be asked to undertake additional duties - may have to work in a different way - may be moved to a different job

Question 35

workforce planning - definition

Answer 35

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

Question 36

reasons for downsizing the workforce

Answer 36

- automation - falling demand - closure of factory/office/shop - relocating their location abroad - change in management / been merged / taken over, jobs become surplus

Question 37

dismissal - definition

Answer 37

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

Question 38

redundancy - definition

Answer 38

when an employee is no longer needed and so loses their job. its not due to any aspect of their work being unsatisfactory

Question 39

factors to help business to decide which workers to make redundant which to retain

Answer 39

- some workers may volunteer and be happy to redundant - length of time employed by business - amount of skills related to business - employment history of worker - which departments need and don't need workers

Question 40

5 legal controls over employment issues

Answer 40

1. employment contracts 2. unfair dismissal 3. discrimination 4. health and safety 5. minimum wage

Question 41

employment contracts - concept

Answer 41

legal agreement between an employer and employee, listing the rights and responsibility of workers

Question 42

unfair dismissal - concept

Answer 42

when an employer ends a workers contract for a reason that isn't covered by the contract

Question 43

discrimination - concept

Answer 43

when an employer makes decisions based on 'unfair' reasons

Question 44

health & safety - concept

Answer 44

rules that make sure employees work in safe conditions

Question 45

minimum wage - concept

Answer 45

lowest legal minimum amount a business can pay its workers per hour

Question 46

ethical decision - definition

Answer 46

a decision made by a manager / company because of moral code

Question 47

purpose of health and safety laws

Answer 47

- workers are protected - provided safety equipment & clothing - reasonable working temperature - provide hygienic conditions & washing facilities - provided breaks & no excessively long working hour

Question 48

health and safety laws - effects on employer

Answer 48

- increased costs (better equipment) - time taken to train employee - decreased costs of compensation

Question 49

health and safety laws - effects on employee

Answer 49

- increased motivation (feel safer) - reduced accidents

Question 50

contract of employment - effects on employer

Answer 50

- know whats expected of them

Question 51

contract of employment - effects on employee

Answer 51

- provides security - knows whats expected of them - legal dismissal if allowed - can seek legal compensation if employer fails to fulfill contract

Question 52

unfair dismissal - effects on employer

Answer 52

- needs to keep accurate record

Question 53

unfair dismissal - effects on employee

Answer 53

- has security - able to take employers to court (industrial tribunal) - makes business treat employees better

Question 54

minimum wage - effects on employer

Answer 54

- increased business costs - some employers cannot afford the pay rise - possible request for higher pay when compared with other workers

Question 55

minimum wage - effects on employee

Answer 55

- prevents exploitation of workers - unskilled workers are able to get income - encourages people to seek more work - low paid workers can have a better living standards

Question 56

discrimination - effects on employee

Answer 56

- some employees treated differently - loss in jobs bec of being different - possible demotivation