recruitment and appraisal Flashcards
(17 cards)
Recruitment is the process of:
identifying the need for a job
defining the requirements of the position and the job holder
advertising the position
choosing the most appropriate person for the job.
Job vacancies in a business can arise for a number of reasons. These include:
expansion
retirement of existing workers
workers leaving for a new job elsewhere
workers having a promotion
temporary reasons such as maternity leave.
Recruitment process
Job analysis
Job description
Person specification
Job advert
Shortlisting
Interview
Job analysis
A job analysis is the process that identifies and determines in detail the duties and requirements of the job. It also determines what the position requires in terms of aptitudes, knowledge, and skills.
Job description
This explains the tasks involved in the job, the job title, responsibilities attached to the job, place of work, and employment conditions (holidays, salary etc.). Job descriptions need to be updated regularly, as jobs often evolve as those doing the job become more experienced and skilled.
Person specification
This describes the skills, knowledge and experience needed by an individual to complete the job. It will detail educational requirements, experience and skills needed, perhaps physical attributes (e.g., for a fireman) and important aspects of personality required.
Selection is the process of hiring the best person for a job vacancy. There are many different selection methods a business can use
interviews
work trials
testing
selection exercises
telephone interviews
Advantages of telephone interviews
They are time and cost-effective (most last about 20–25 minutes).
They test the candidate’s verbal communication skills and telephone technique.
They can test the candidate’s commitment – they often involve questions to check if candidates have researched the employer.
The actual choice of candidates may not just depend on performance in the telephone interview. The application process can also contain tests for personality and aptitude.
Work trials
A work trial is a way of trying out a potential employee before offering them a job. They are the ultimate extended interview. Work trials can last up to 30 days (but normally last around a week). During the trial, the potential employee will be introduced to the core tasks of the job and will try to complete them effectively. Work trials are often used to help people back into employment and are commonly used for unskilled work. A successful work trial is expected to lead to employment.
Psychometric testing
A psychometric test is a way of assessing a person’s personality in a measured and structured way. This type of test is used by employers to help them identify candidates with suitable personality traits for the job. They help employers decide whether candidates have the enthusiasm and motivation that the employer is looking for, and whether they are likely to fit in with the organisation’s culture and methods of working.
Aptitude and ability tests
Aptitude and ability tests can take a variety of forms. However, whatever type is used, they are designed to test the ability of the candidate to complete the core tasks of the job. Within a manufacturing workplace, the test is likely to take the form of work sample tests. These involve completing a sample of the work that the candidate will be expected to do. Alternatively, for a job in accounts, suitability is more likely to be checked using a numeric ability test. This test will include basic arithmetic, number sequences and simple mathematics.
Appraisal
An appraisal is a formal assessment or evaluation of the performance of an employee over a particular time period in terms of meeting set objectives or performance targets.
360 feedback
This involves the appraised staff member receiving feedback from people (named or anonymous) whose views are considered helpful and relevant. This could come from staff or other stakeholders who are in a position to make judgements on performance – fellow workers, line managers, junior staff, team members, customers and suppliers. It could also include self-assessment to give a complete appraisal of the individual. The method should provide a full (360 degree) picture of performance and may help a business when making decisions related to the promotion of individuals.
Different methods of appraisal
Superior assessment
Peer assessment
Self assessment
360 feedback
Benefits of appraisal for business
Employee performance can be improved.
Communication of targets is clear.
Organisational objectives can be met.
Benefits of appraisal for stakeholders
Can be motivating.
Targets are clear.
Skills can be developed through training.
Disadvantages of appraisal
can cause tension in the workplace (especially in relation to the allocation of bonuses)
puts workers under tremendous pressure to keep improving performance
places too much power in the hands of line managers who may be ill-equipped to use the system effectively or, alternatively, may abuse the power the system gives them.
