People In Business Flashcards
(58 cards)
1
Q
What is the recruitment process
A
- Identify a job vacancy
- Carry out job analysis
- Prepare a job description
- Prepare a job specification
- Advertise the job
2
Q
Identify a job vacancy
A
This is the first stage of the process. It means to check that’s a vacancy exists, perhaps as a result of someone leaving the organisation
3
Q
Prepare a job description
A
This is a written document which is sent to potential employees to let them know what hew job involves
4
Q
Carry out a job analysis
A
Each time a job needs to be filled, the company has to analyse what the job involves
5
Q
Prepare a job specification
A
This is also a written document used in the selection process to check that potential employees have the necessary skills and qualifications required for the job
6
Q
Advertise the job
A
Before people can apply for the job, they have to know it exists! Advertising makes people away of the job vacancy.
7
Q
Internal recruitment
A
Looks for staff who are already employed in the organisation
8
Q
External recruitment
A
Looks for suitable candidates outside the organisation
9
Q
Advantages of internal recruitment (3)
A
- Less chance of the ‘wrong’ person as they are known.
- It is cheaper as the costs of advertising in a newspaper are avoided.
- Opportunity to gain promotion can motivate employees.
10
Q
Disadvantages of internal recruitment (4)
A
- A limited pool of candidates to choose from
- Promoting one employees will create a vacancy in their old post
- No new ideas and skills added to the organisation
- employees can resent a colleague being promoted over them.
11
Q
Advantages of external recruitment (3)
A
- A wider pool of candidates is available
- New skills and ideas are brought to the organisation
- Training costs can be saves if attract someone already trained.
12
Q
Disadvantages of external recruitment (4)
A
- Such a large, vast pool of candidates will take a long time to choose from
- The organisation doesn’t know the candidate. They may not be suited to the job, or may be untrustworthy.
- Candidates don’t know the organisation so induction training will have to be carried out. This is time consuming.
- Staff will be de-motivated as there mis no internal promotion.
13
Q
Interviews
A
There is a meeting between an appplicant and people from the business. The applicant has to answer a number of questions about why they want a job.
14
Q
Advantages of interviews (3)
A
- The personality and appearance of the applicant is seen
- The content of the applicants CV or application form can be checked
- The applicant can ask questions
15
Q
Disadvantages of interview (3)
A
- They can be time consuming to carry out .
- some people suffer badly from nerves bad don’t perform well at interviews.
- Interview bias can exist.
16
Q
Induction training
A
Women’s one starts a new job and helps a new employee settle in. This normally provides an induction to the business including health and safety procedures, duties they will be carrying out and fire evacuation policies
17
Q
Advantages of induction training (3)
A
- Employees become familiar with the business and their job role quicker.
- The employee will feel part of the business from day one.
- It shows that employee that the business is interested in the new employee.
18
Q
Disadvantages of induction training (2)
A
- Could be overwhelming for the new employee.
- Time consuming for the new employee and the person carrying out the training.
19
Q
On-the-job training
A
This takes place in the work place and may be delivered by an experienced member of staff.
20
Q
Advantages of on-the-job training (3)
A
- It is less expensive then off-the-job training
- Creates a good working relationship between the employee and the employer
- Training is tailored to suit the business objective and needs
21
Q
Disadvantage of on-the-job training (2)
A
- The employer is still expected to carry out their normal duties
- the quality of the training might not be as high as off-the-job training
22
Q
Off-the-job training
A
This occurs outside the workplace at a college or training centre. The length of time may vary.
23
Q
Advantages of off the-job training (4)
A
- Qualifications can be gained at the end of it.
- Training is being provided by experienced trainers
- It often provides the opportunity to ‘network’- talking to other people from other organisations
- Employees relax more if they are not in their place of work being interrupted by other colleagues
24
Q
Disadvantage of off-the-job training (3)
A
- No work is being completed while people are away undertaking training, therefore less output takes place.
- Training courses can be very expensive
- Some off-the-job training can take a long time to complete.
25
Retraining
Training for a completely new occupation
26
Upgrading
Trained in new skills for an existing job
27
Benefits of training (3)
- Staff are more competent after training and are able to do their jobs better
- This increases productivity for the business
- Staff become more flexible and adaptable to change
28
Costs of training (3)
- The costs of training, particularly at external training centres, can be very expensive.
- Sending staff on training courses results in work not being completed while they are away
- Once staff are trined and have better skills, they may apply for other jobs and leave the organisation.
29
Non-financial methods used to motivate staff (6)
- Staff Training
- Team Working
- Social Events
- Perks
- Working conditions
- Offering flexible working practices
30
Working practices (6)
- Part-Time
- Temporary
- Homeworking
- Teleworking
- Flexi-time
- Jobshare
- condensed hours
31
Benefits to the employee (5)
- Personal commitments can be juggles more easily
- Start if finish times can often be chosen
- Travelling times can be reduced
- Improve happiness and productivity at work
32
Benefits to the employer (4)
- Employees are happier at work and more productive
- Attendance at work will be improved and staff turnover reduced
- Can attract more potential employees.
- Space and money can be saves on desks and other facilities
33
To improve motivation managers could: (7)
- Introduce bonus systems
- Improve working conditions
- Introduced staff training
- Encourage teamwork
- Offer company perks
- Give staff more responsibility for planning and carrying out their work
- Maintain effective communication
34
Industrial relations
Industrial relations refers to the relationship between employers and employees. Employers have historically been in a much stronger position which leads to growth of organised labour and the form of trade unions. Employers have realised the influence train unions can have on an organisation and have responded by establishing their own associations.
35
Benefits of a well-motivated staff (5)
- Lower staff turnover (this can save money on recruitment and training)
- Staff morale will be high (fewer disputes with unions)
- Lower absenteeism
- Productivity will increase
- Good reputation
36
The role of trade unions
A trade union as an organisation that represents a group of employees. Not all employees need to join a trade union and they often have to pay a small annual fee.
37
The aims of trades unions are: (4)
- To improve the pay of its members
- To improve the working conditions and working practices of its members.
- To support the training and the professional development of its members.
- To ensure that their members interests are considered by the employers when any decision is made which will affect the workforce.
38
Strike
Employees refuse to enter the workplace. They ,ight have a picket line or demonstration outside the business to raise awareness of the issues they are facing.
39
Work to rule
Employees only carry out the tasks and duties in their job description and no one takes are performed
40
Sit in
Employees refuse to work and ‘sit in’ the workplace
41
Go slow
Employees work slower than normal in order to reduce productivity
42
Overtime ban
No hours able the minimum required (as per the employee’s contract) are worked.
43
Problem with industrial action (3)
- Lost production, lost sales and impact on business
- Damage to business reputation- customers may go somewhere else
- Employee/employer relations become strained
44
Benefits of industrial actions (3)
- Workers can voice grievances.
- Put procedures in place to avoid future conflict.
- Management can include consultation and worker participation in the future.
45
The equality act 2010
The equality act covers equal opportunities for 9 protected characteristics
46
What are the 9 protected characteristics the equality act protects
- Race and Ethnicity
- Disability
- Religion or Belief
- Age
- Sexual orientation
- Sex
- Gender reassignment
- Pregnancy and Maternity
- Marriage and Civil partnerships
47
Direct discrimination
Direct discrimination happens when an employer treats an employee less favourable than someone else because of one of the 9 protected characteristics
48
Indirect discrimination
Indirect discrimination is when a working condition or rule disadvantages one group of people more than another
49
Harassment
Harassment is when a person engages in unwanted conduct, creates an intimidating environment or violate someone else’s dignity in relations to a protected characteristic
50
Victimisation
Victimisation is where someone is treated badly because they are taking part in proceeding relations to the equality act e.g. they have accused their employer of discrimination.
51
Health and safety at work act (1974)
This act sets out responsibilities of employees and employers concerning health and safety in the workplace
52
Employees are responsible for:
- Taking reasonable care for their own safety and the safety of others.
- Cooperating with employers on health and safety matters.
- Report any dangerous situations.
53
Employers are responsible for:
- Providing and maintaining acceptable working environment.
- Providing staff with training and safety information.
- Providing a health and safety act.
- Provides toilets and clean drinking water.
54
National Minimun wage
The national minimum wage is the minimum pay per hour most workers under the age of 21 are entitled to by law
55
National living wage
The government’s national living wage is the minimum pay per hour most workers age 21 and over are entitled to by law.
56
How technology can impact on working practices
- Software packages with remote access can a flexible working arrangements
- Technology can allow work to be completed outside the ‘traditional’ working hours
- Less office space could be required as staff may be working from home using laptops
- Electronic documents can be shared and stored on the cloud/Internet to be used out with the office.
57
Benefits of a well motivated staff (5)
- Lower staff turnover (this can save money on recruitment and training)
- Staff morale will be high a (fewer disputes of unions)
- Lower absenteeism
- Productivity will increase
- Good reputation
58
Industrial relations
Industrial relations refers to the relationship between employers and employees. Employees have historically been in a much stronger position which is led to growth of organisation labour in the form of trade unions. Emplyees realised that influence that trade unions can have on an organisation and have responded by establishing their own associations.
