8. Recruitment, Selection & Training.pptx

IGCSE - I

1. Recruitment, Selection & Training

2. Work of HR Department Recruitment & Selection Wages & Salaries Industrial Relations Training Programmes Health & Safety Redundancy (Retrenchment) and Dismissal

3. Recruitment - The process from identifying that the business needs to employ someone up to the point at which applications have arrived. Employment Selection- The process of evaluating candidates for a specific job and selecting an individual for employment based on the needs of the organisation.

4. Recruitment Process Vacancy arises Job Analysis Job Description Job Specification Job advertised in appropriate media Application forms and Shortlisting Interviews and Selection Vacancy filled

5. Job Specification: Outlines the requirements, qualifications, expertise, physical characteristics, etc., for a specified job.

6. Sources of Recruitment

7. Internal Sources - Recruiting from within the organisation by promotion & transfer. External Sources - Recruiting from outside the organisation by : Local Newspaper, National Newspaper, Specialist Magazines, Online Recruitment Sites, Recruitment Agencies, Centres run by the government.

8. Methods of Application: Hand written Application Form Curriculum Vitae (CV) - Summary of a person's , Qualifications, Experience and Qualities and is written in a standard format. Resume

9. Methods of Selection Interviews - To assess the ability to do the job Any personal qualities that are advantage or disadvantage Personality Traits- will they fit in ? Selection Test- Skill tests Aptitude tests Personality tests Group situation tests

10. Recommending which workers to employ Work Experience Educational & other qualifications Age Internal Knowledge External Knowledge Rejecting or Selecting

11. Part Time Employees A part time employee is someone who works fewer hours between 1 - 30 or 35 hours a week. Benefits: Flexible working hours Easier to ask employees just to work at busy times. Easy to extend working hours by working evenings or at weekends. Parenting or at lower pays Reduces business cost It is easier to redundant.

12. Limitations: Less likely to seek training Take longer to recruit Less committed Less likely to promote , not have gained the same skills as full time employees. Difficult to communicate

13. Full Time Employees A full time employee usually work 35 hours or more a week.

14. Training Induction Training: Carried out when employee is new to the job. It can be for smaller duration, 1 day or for several days. Duration depends on the organisation to organisation. Advantages: To settle into their job quickly Legal requirement to give health & safety training Workers are less likely to make mistake Disadvantages: Time consuming Wages are paid but no work is being done Delay the start of the employee commencing their job

15. On- the- Job Training: A person is trained by watching a more experienced worker doing the job. It is only suitable for unskilled or semi- skilled jobs. Advantages: Individual attention. Cost efficient. Some production from the worker while in training. Training tailored to the specific needs of the business. Disadvantages: The trainer will not be as productive Behaviour Training qualification recognised

16. Off- the- Job Training: A person goes away from the place where they work, Classroom learning, using lecture method, role play, case study or computer simulation. Advantages: Broad range of skills can be taught Can be taught variety of skills, Multi- skilled makes them more versatile It uses experts trainers who have up to date knowledge of business practices. Need to only pay for the course and will not lose output. Disadvantages: Costs are high Wages is paid but no work is being done by the worker Additional qualifications means it is easier for the employee to leave and find another job.

17. Workforce Planning Establishing the workforce needed by the business for the foreseeable future in the terms of the number and skills of employees required. Planning depends on business sales forecasts, expansion or automation, falling demand for their goods and services, closure of office/ shop/ factory, relocating their factory abroad, merger. Two ways to reduce the number of employees: Dismissal Redundancy More ways: Retire Resign

18. Dismissal This is done when employment is ended against the will of the employee, usually for not working in accordance with the employment contract. Redundancy Is when the employee is no longer needed and so loses their job. It is not due to any aspect of their work being unsatisfactory. Factors help to decide which worker to be retained or to be redundant: Some workers may volunteer and be happy to be made redundant as they have another job to go, they want to retire early or want to start their own business.

19. Length of time employed by the business: workers who have worked for the business for a long time are often retained. They will be most experience and most expensive to make redundant, if redundancy is made. Employment history of the worker. As per the needs of departments.

20. Legal controls over employment issues Employment Contracts : It is a legal agreement between employer and employee, listing the rights and responsibilities of workers. It is usually set out in writing & include: Name of the employee and employer Job title Date when employment is to begin Hours to be worked Rate of pay or other benefits such as bonus, sick pay, pension. When payment will be made Holiday entitlement Amount of notice that the employer or the employee must give to the end of the employment

21. Unfair Dismissal: This occurs when an employer ends a workers contract of employment for a reason that is not covered by that contract. Industrial Tribunal: It is a type of law court (or in some countries a legal meeting) that makes judgments on disagreements between companies and their employees, for example workers complaints of unfair dismissal or discrimination at work. Health & Safety : Protects 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 in the work timetable.

22. Legal Minimum Wage Rate: Fair wage rate to be fixed and provided. Deductions any to be clearly informed. How frequently wages will be paid. India, China & USA have fixed wage rate policy.