Chapter 44- Recruitment, selection and training Flashcards
(33 cards)
1
Q
Why is the recruitment process vitally important?
A
- To ensure staff levels are correct
2
Q
Job description
A
- First part of the recruitment process
- Produced by the Human Resources department
- Sets out the job requirements
3
Q
Person specification
A
- The ideal characteristics of the person to undertake the job
4
Q
Factors that may be included on the person specification
A
- Qualifications
- Previous experience
- Ability to work with a team
- Flexibility
- Able to wonrk under supervision/ independently
- Willingness to travel
5
Q
Internal or external appointment
A
- The recruiter needs to decide whether to recruit internally or externally
- The decision will depend on the nature of the job and whether or not there are already suitable candidates within the business
6
Q
Benefits of appointing an internal candidate
A
- Recruitment will take less time because the prospective candidate is already known to the business
- No need to spend money on costly advertisements
- Less need for induction training
- The ways in which the business works will already be known to the candidate
7
Q
Disadvantages of appointing an internal candidate
A
- Risk that internal candidates who aren’t successful may react badly and sour the working relationship
- May fail to work well in a new position
8
Q
Benefits of appointing an external candidate
A
- Likely to bring new ideas and enthusiasm to the job
- Field of applicants will be bigger
- Might cause less resentment than choosing an internal candidate
9
Q
Factors that should be took into account when advertising externally
A
- The job advert must contain enough information to attract suitable applicants and deter unsuitable ones
- Certain vital information should be included (e.g. title of job, qualifications)
- Advert must be put in the right place to attract suitable applicants
10
Q
Applications
A
- Businesses use application forms so that the process of comparison between applicants and choosing who to interview is made easier
- In the initial stages, forms ask for basic information (e.g. experience/qualifications)
- Then more of a complex form asking for information about past experiences relating to the role
- Business may ask for a letter of application from the candidate and a curriculum vitae (CV)
- business will use information from the application to draw up a list of candidates to be looked at more closely
- interviews might follow at this point
- businesses carry out more selection before proceeding to face to face interview
- candidates might be asked to do a psychometric test
- all of these things help to reduce the number of candidates for interview by assessing their suitability
11
Q
What is a CV?
A
- Gives an overview in brief of an individuals experience, qualifications, job history and other interests
12
Q
Interviews
A
- many businesses perform a telephone interview to reduce costs
- candidates to be interviewed face-to-face will be selected after the telephone interview
- ## some people feel like the process is flawed and that decisions are made on first impressions and not facts
13
Q
Factors which are important for the business in the interview process
A
- having the right number of people on the interview panel
- deciding beforehand what information is to be gathered
- making sure the interviewee is put at ease and is not interrogated
- allowing adequate time for the interview to take place
- giving the interviewee the opportunity to ask questions
14
Q
What other tasks may help businesses in the recruitment process
A
- team tasks and activities
- presentations on a requested topic
- personality tests
- work task/ work trial
15
Q
Training
A
- need for training an employee begins as soon as they start to work for a business
- should continue for the length of their employment
- need for ongoing training has become more important
- as a result of government incentives, initiatives and legislation
- businesses has experienced benefits from investing in training for employees
- e.g. better motivation/ performance, gives business access to new markets
16
Q
ISO
A
An internationally accepted standard for quality
Ensures the businesses have effective processes and effective employees so that they can deliver an effective product
17
Q
Induction training
A
- getting this right is crucial if the businesses wants its new recruits to stay
18
Q
Factors that should be included in induction training
A
- disciplinary procedure
- salary/wages information
- health and safety requirements
- finding your way around
- expectations for the job
- basic rules and regulating
- meeting the managers
- meeting colleagues
19
Q
What may discourage new workers rather than making them enthuastic about the job?
A
- if the induction bombards the employee with huge amounts of information
- most concerned about finding their way around the building
20
Q
Advantages of on the job training
A
- much cheaper
- can be tailored to the specific requirements of the businesss
- may be easier to do a series of shorter training sessions where the worker is released for part of the day
21
Q
Disadvantages of on the job training
A
- may be regarded as less valuable especially if it is delivered by people who work within the business
- can be regarded as tedious, unimportant and a waste of time
22
Q
Advanatges of off the job training
A
- may be regarded as a perk, involving time away from work in pleasant surroundings
- being away from the workplace may encourage employees to think more seriously about training issues
- opportunity to spend time with colleagues in a different environment
23
Q
Disadvantages of off the job training
A
- more expensive
- may be regarded as a waste of time and money by employees
24
Q
Training methods- learning by watching and doing
A
- sometimes called ‘sitting next to Nellie’
- depends on the business having spare capacity so that an experienced member of staff can deliver the training
25
Training methods- apprenticeships
- involve training that is both on the job and college on a day-release system
26
Training methods- distance and e learning
- individuals take responsibility for their own work under the supervision of a mentor or tutor who will give feedback and assistance as required
27
Training methods- courses
- may be used if it felt that a particular group of workers as not working
28
Training methods- academic training
- gain the necessary qualifications to practice
29
Training methods- vocational training
- instructions in the practical skills needed for certain jobs
30
How is the government involved in a number of training initiatives
- investors in people: involves developing skills in the workforce to meet government criteria
- skills funding agency: a government organisation
31
Training needs analysis
- a business ensures that its workers are given the skills that they need to do their job effectively
- business will collect information from workers, customers, managers and suppliers as well as observing the way in which jobs are performed in different areas
- should help to resolve problems by highlighting such problems in particular areas of the business
- feedback will be collated and analysed to make sure that training is appropriate and not a waste of money or time
- end result should be a better trained workforce and able to do its job more effectively
32
Factors considered as part of TNA
- Firm must decide what it wants to achieve for the future, maybe in terms of sales, output, productivity or market share
- decisions must be made on who is to be trained and how (from the results gained in the initial survey)
- vitally important in this stage to involve people who are to be trained in the process so they have an input in the type of training they need
- decisions must be made about how the training is to be delivered
- external training providers need to be chosen carefully to match the style of the business and budget
- cost of a particular training solution needs to be considered before it is undertaken
- number of people who need training
33
Evaluation of training
- once training process is completed managers need to assess the work that has been done
- businesses need to do a cost benefit analysis on the training provided to enable better decision making in this area in the future and avoid wasting money
