management of people Flashcards
(26 cards)
recruitment
attracting a suitable number of people to apply for the post
selection
choosing a suitable person from those who have applied for the post
the recruitment process
identify the vacancy carry out a job analysis prepare a job description prepare a person specification advertise the vacancy (internally or externally)
identify the vacancy
when a position becomes available in the organisation, caused by someone leaving
carry out a job analysis
a detailed study of what the job actually involves - tasks, responsibilities, workload etc
this process will determine whether or not the recruitment process needs to continue
prepare a job description
a written document containing the main details of the job - tasks, responsibilities, job title, department etc
prepare a person specification
a written document outlining the ideal person required for the job - skills, qualities, experience, qualifications
the person specification will divide this information into essential and desirable criteria
advertise the vacancy
posting information about the vacancy to allow internal and external candidates to apply
the purpose of the job description and person specification
may be posted along with the job advert to inform prospective candidates about details of the role
can let prospective candidates know whether applying for the job is worthwhile or not - this could help the business only receive suitable applications
will be compared against job applications to see if candidates meet the criteria (selection process)
can be used to help devise questions for the interview (selection process)
internal
applicants from within the organisation
external
applicants from outside the organisation
internal recruitment
inviting applicants from current members of staff can be achieved in a number of ways:
office bulletin boards
internal email
staff newsletter
external recruitment
posting the job vacancy externally can be achieved in the following ways: recruitment agency job websites newspaper social media
application forms
a structured set of questions completed by the applicant including personal details, experience and references
curriculum vitae (cvs)
a formal document written by the candidate providing details of work experience, skills/abilities and references
references
the name and contact details of an individual who may be contacted by your future employers to confirm information/details about your application
benefits of training
increased productivity
improved quality of finished product
fewer accidents will occur
lower staff turnover
costs of training
financial cost of training can be high
once trained, staff may leave for better paid jobs
productivity may decrease as staff are trained
some employees may not want to be trained
types of training
induction (internal)
on the job (internal)
off the job (external)
on the job
this is training carried out within the workplace whilst the employee is performing their normal duties
off the job
this is training that occurs outside the workplace, e.g. at college or training centre
induction
this is training given to new employees to cover aspects such as health and safety procedures, organisational policies and overview of facilities
methods of training
apprenticeship job rotation multimedia coaching demonstration role play
can be used to contact candidates to invite them for an interview
