recruitment, selection and training of workers
human resources department
recruitment and selection
involves attracting and selecting the best candidates for vacancies that arise
wages and salaries
these must attract and retain the right people and be sufficiently high to motivate employees
industrial relations
these must be effective communication between representatives of the management and of the workforce. This may be to resolve grievances and disputes but also put forward ideas and suggestions for improvements
training programmes
involves assessing and fulfilling the training needs of employees. this should be linked to the future plans of the business
health and safety
the business needs to make sure that it compiles with all the laws on health and safety
redundancy (retrenchment) and dismissal
this involves shedding employees either because the business changes in some way or because the employee is not satisfactory. the business must be sure to comply with all the laws on redundancy, dismissal and disciplinary matters
recruitment and selection process
job analysis and description
study the tasks and activities to be carried out by the new employee
job description
given to candidates for job so they know what the job entails
will allow a job specification to be drawn up (so people with right skills will be employed)
once someone has been employed, it will show whether they are carrying out the job effectively
also contain info about
the conditions of employment (salary, hours of work, pension scheme and staff welfare
training that will be offered
opportunities for promotion
job specifiaction
requires
special skills, knowledge or particular aptitude
the amount of experience and type of experience
the level of educational qualifications
personal characteristics, such as type of personality
advertising the vacancy
internal recruitment
post could be filled from inside the organisation. vacancy may be advertised on company noticeboard or newspaper.
suitable for an employee who seeks promotion within the business
Advantages
saves time and money (less advertising, interviewing)
person is already known to the business (reliability, ability and potential)
knows the organisation's way of working and what is expected
can be motivating for other employees to see their fellow workers being promoted (makes them work harder)
Disadvantages
no new ideas/experience coming into the business. other companies may have different ways of working and these ways may be better in some respects, including making the business more efficient. (allows working practices to be spread0
there may be jealousy and rivalry amongst existing employees
external recruitment
local newspaper
job advertisement
what should be included in the advert
where the advertisement should be placed
how much the advertising will cost (can they afford it)
duties involved
qualifications required
salary
conditions of employment
information about method of applicaition
application forms and CVs/résumés
name
address
telephone number
date of birth
nationality
education and qualificaitons
work experience
positions of responsibility
interests
names and addresses of referees
why the applicant wants the job
why the applicant feels he/she would be suitable
interviews
this would assess
the applicant's ability to do the job
any personal qualities that are an advantage/disadvantage
general character & personality of the applicant (will they fit in)
might include tests such as
skills tests
aptitude tests
personality tests
group situation tests
to show the ability of the candidate to carry out certain tasks
show candidate's potential to gain additional skills (general intelligence test or more specific tests are used
used if a particular type of person is required for the job, if the job requires the ability to work under stress or if the person will need to fit in as part of a team of people
complete a group task and the group is observed
national newspapers
specialist magazines and journals
recruitment agencies
centres run by the government (job centres)
office/factory positions
senior positions
particular technical people (scientists)
employees/skilled workers
unskilled and semi-skilled jobs
the contract of employment
includes
name of the employer & employee
job title
date when employment is to begin
hours to be worked
rate of pay and any other benefits(sick pay, bonus, pension)
when payment will be made
holiday entitlement
amount of notice to be given to terminate the employment that the employer or the employee myst give to end the employment
part-time & full-time
someone who works fewer hours than a full-time worker
no specific hours but full-time (35 or more hours a week) but hours will vary in different countries
Advantages to the business (PTW) Disadvantages to the business (FTW)
more flexible in the hours of work
easier to ask employees to work at busy times
easier to extend operating hours by working evenings/weekends
fits in with looking after children and so employee is willing to accept lower pay
less expensive than paying a full-time worker
Disadvantages to the employer (P.T.W) Advantages to the employer (FTW)
less likely to be trained because the workers see the job as temporary
takes longer to recruit 2 part-time workers than 1 full-time worker
can be less committed to the business/more likely to leave to get another job
less likely to be promoted because they will not have gained the skills and expertise compared to full-time employees
more difficult to communicate with part-time workers when they're not in work
Training
may be used to
introduce a new process/new equipment
improve efficiency of the workforce
provide training for the unskilled workers to make them more valuable to the company
decrease the supervision needed
improve the opportunity for internal promotion
decrease the chances of accidents
to achieve
increase skills
increase knowledge
change people's attitudes/raise awareness (customer service)
Induction training
carried out when employee is new to the post
usually lasts depending on the company and the particular job
Advantages
helps new employees to settle into their job quickly
may be legal requirement to give Health and Safety training
means workers are less likely to make mistakes
Disadvantages
is time consuming
means wages are paid but no work is being done by the worker
delays the start of the employee commencing their job
on-the-job training
trained by watching a more experienced worker doing the job
suitable for unskilled and semi-skilled jobs
Advantages
individual tuition is given and it is in the workplace so the employees does not need to be sent away (travel costs are expensive)
it ensures there is some production from the worker whilst they are training
it usually costs less than off-the-job training
training to do the specific needs of the business
Disadvantages
the trainer will not be as productive as usual because they are showing the trainee what to do instead of getting on with their job
the trainer may have bad habits and they may pass these on
it may not necessarily be recognized training qualifications outside the business
off-the-job training
the worker goes away from the place they work
could be different building/place altogether (college/specialist training centre)
more varied and can involve complex tasks
often involves
classroom learning
using lecture
role play
case studies
computer simulation
Advantages
a broad range of skills can be taught using these techniques
cheaper for the business if courses are taught in the evening
the business will only need to pay for the course and it will not also lose the output of the employee
employees may be taught a variety of skills (can be multi-skilled which makes them versatile)
often uses expert trainers who have up-to-date knowledge of business practices
Disadvantages
costs are high
it means wages are paid but no work is being done by worker
additional qualifications means it is easier for employee to leave and find another job
situations in which downsizing of workforce is necessary
reduce in the number of employees because of
introduction of automation
falling demand for their goods or services
factory/shop/office closure
relocating their factory abroad
a business has merged/taken over and some jobs have become surplus
HR plans how many employees will be required and what their skills need to be by
finding out the skills of all present employees
counting out anyone who will be leaving soon (retirement)
consulting with existing staff as to who could and would want to retrain to fill in new jobs
preparing a recruitment plan to show how many new staff will be needed and how (internally/externally)
Dismissal
worker's job is unsatisfactory
late for work, given warnings but continued to be late
caught stealing
Redundancy
when employees are no longer needed (economic recession)
how a business decides which workers to retain/redundant
some workers may volunteer
length of time employed by the business
workers with essential skills that are needed by the business
employment history of the worker
which departments of the business needs to lose/retain workers
legal controls over employment issues
what does this mean for the business?
have to be careful when wording an advertisement for a job
they must treat applicants equally or else they will be prosecuted and fined
by following these laws carefully, business should recruit and promote staff on merit alone and this should help increase motivation at work
employees need protection in
against unfair discrimination at work and when applying for job
health and safety at work
against unfair dismissal
wage protection
protection against unfair discrimination
different race or colour
belong to a different region
the opposite sex
considered too old/young for the job
disabled in some way
health and safety at work
most employers now care for their workers' safety
many laws have been passed that have forced them to improve health and safety at work
laws which make sure that all employees
protect workers from dangerous machinery
provide safety equipment and clothing
maintain reasonable workplace temperatures
provide hygienic conditions and washing facilities
do not insist on excessively long shifts and provide breaks
protection against unfair dismissal
joining a trade union
being pregnant
when no warnings are given before dismissal
wage protection
workers have a right to be paid for the work they do
contract of employment also includes
the wages rate to be paid
how frequently wages will be paid
what deductions will be made from wages (income tax)
advantages of a legal min. wage
should prevent strong employers from exploiting unskilled workers who could not easily find other work
as many unskilled workers will be receiving higher wages, it might encourage employers to train them to make sure that they are more productive
encourage more people to seek work (fewer shortages of workers)
low-paid workers will earn more and will be able to afford to spend more
disadvantages of a legal min. wage
it increases business cost which will force them to increase prices
some employers will not be able to afford these wages rates. they may make workers redundant instead (unemployment may rise)
other workers receiving just above the min. level may ask for higher wages to keep the same differential between themselves and lower paid workers. buisness costs will again increase