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2.3 Recruitment, Selection and Training of Workers (1. Methods of…
2.3 Recruitment, Selection and Training of Workers
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2. Training
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Induction Training
Advantages
- Helps employees to settle in faster
- May be a legal requirement for health and safety training
- Workers are less likely to make mistakes in the future
Disadvantages
- Time consuming
- Wages are paid but they aren't being productive
- Delays the employee starting their job
On-the-job Training
Advantages
- Done in the workplace (not travel costs)
- There is still some production while training
- Costs less than off-the-job training
- Training is specific to the needs of the business
- More efficient than off-the-job training
Disadvantages
- Trainer won't be as productive
- Bad habits from the trainer can be passed to trainee
- May not be recognised as training qualification externally
Off-the-job Training
Advantages
- Broad range of skills being taught
- If trained after work, it may be cheaper (still productive at work)
- Variety of skills taught --> multi skilled --> can move around the company if there's a problem
- Done by expert trainers with up-to-date knowledge
Disadvantages
- Costs are high
- Additional qualifications makes it more likely for employee to leave and find another job easily
- If done during working hours, employee will be paid for no productivity
Training Advantages
Management
- Greater flexibility of the labour force (Multi-skilled)
- Greater motivation and commitment of the employees
- Increased productivity
- Improved quality of output
- Improved customer service
- Ability to use new technology
Employee
- May get increased pay
- Improved chance of promotion
- Easier to apply for jobs at other businesses
Training Disadvantages
Management
- Loss of output while training
- May raise expectations for promotion
- Cost of training
- Employee may leave after training and other businesses may benefit from the training
Employee
- May be asked to undertake additional duties
- May have to work differently
- May be moved to a different job
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Recruitment
:pencil2: The process from identifying that the business needs to employ someone up to the point where applications for the job has arrived.
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:pencil2: Outlines responsibilities and duties to be carried out by someone employed to do a specific job.
:pencil2: A document which outlines the requirements, qualifications, physical characteristics, skills etc. for a specified job.
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:pencil2: When a vacancy is filled by someone who is not an existing employee and will be new to the business.
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:pencil2: An introduction given to a new employee, explaining the firm's activities, customs and procedures and introducing them to their co-workers.
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:pencil2: Involves being trained away from the workplace, usually by specialist trainers.
:pencil2: Establishing the workforce needed by the business for the future in terms of the number and skills of employees required.
:pencil2: When a worker is told to leave their job because their work or behaviour is unsatisfactory.
e.g. Constantly late despite warnings, stealing, not meeting deadlines
:pencil2: When a worker is no longer needed and so loses their job. It is not due to any aspect of their work being unsatisfactory.
e.g. Falling sales, economic recession
:pencil2: A decision taken by a manager or a company because of the moral code observed by the firm.
:pencil2: A legal meeting which considers workers' complaints of unfair dismissal or discrimination at work.
:pencil2: A legal agreement between employer and employee listing the rights and responsibilities of workers.