CH08 Recruitment, Selection and Training of Workers.pptx

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1. CHAPTER EIGHT Recruitment, Selection and Training of Workers

2. Learning Objectives This chapter will explain: Recruitment and selection methods Differences between internal recruitment and external recruitment The main stages in recruitment and selection of employees How to recommend and justify who to employ in given circumstances

3. Learning Objectives The benefits and limitations of part-time employees and full-time employees The importance of training to a business and employees The benefits and limitations of induction training, on-the-job training and off-the-job training The differences between dismissal and redundancy, with examples

4. Learning Objectives how to understand situations in which downsizing the workforce might be necessary, for example, automation or reduced demand for products how to recommend and justify which employees to make redundant in given circumstances legal controls over employment contracts, unfair dismissal, discrimination , health and safety, legal minimum wage, and their impact on employers and employees.

5. The work of the Human Resources department Recruitment and selection are the most familiar roles of the Human Resources Department, and this chapter will look at these roles in detail, and at another important areas of human resources work – the training of employees. Redundancy and dismissal are also the responsibility of the Human Resources department and these are discussed

6. Recruitment and Selection When an employee leaves a job, when a new business is starting up or when a business is successful and wants to expand, the process of recruitment and selection starts In a large business, the process of recruitment and selecting staff is usually undertaken by the Human Resources department.

7. Recruitment and Selection.. The more important the job is to the business (the more technical and senior the position), the more careful and time-consuming the recruitment and selection process will be. The recruitment process is summarized in the following diagram

8. Recruitment Process- Job Analysis and Description The first stage of the recruitment process is to carry out a job analysis to study the tasks and activities to be carried out by the new employee. Job Analysis – Identifies and records the responsibilities and tasks relating to a job. Once all these details about the job have been gathered, a

9. CONT job description will be produced. A job description has several functions: It is given to the candidates for the job so they know exactly what the job entails. It will allow a job description to be drawn up, to see if the candidates ‘match up to the job’, so that people with the right skills will be employed.

10. CONT--- Once someone has bee appointed, it will show whether they are carrying out the job effectively. Job Description – Outlines the responsibilities and duties to be carried out by someone employed to do a specific job.

11. Job Specification Job Specification – A document which outlines the requirements, qualifications, expertise, physical characteristics, etc. for a specific job. The listed requirements will usually include: The level of educational qualifications The amount of experience and type of experience Special skills, knowledge or particular aptitude

12. Difference between internal recruitment and external recruitment Internal Recruitment – When a vacancy is filled by someone who is an existing employee of the business. Advantages of Internal Recruitment It saves time and money, compared with recruiting someone from outside the business (advertising, interviewing, etc.)

13. Advantages of internal Recruitment.. The person is already known to the business and their reliability, ability and potential are known . The person who knows the organization's way of working and what is expected from employees. It can be very motivating for other employees to see their fellow workers being promoted – it makes them work harder

14. Disadvantages of Internal Recruitment No new ideas or experience come 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. Internal recruitment does not allow for these working practices to be spread. There may be a jealousy and rivalry amongst existing employees.

15. External recruitment external recruitment . This involves advertising the vacancy beyond the business itself. When a business plans to recruit externally, it will need to advertise the vacancy. Advertising job vacancies can be done in several ways:

16. CONT--- National Newspapers – These will normally be used for more senior positions where there may be a few Recruitment Agencies – These are specialists in recruiting employees. Centers run by the government (Job Centers) – These are places where job vacancies can be advertised

17. Recruitment Process – Application Forms and CV’s A job advertisement will require the applicant to apply in writing A business will use the application forms, or letters and CV’s, to see which of the applicants match the job specification. A curriculum vitae (CV) or résumé must be well laid out and clear.

18. Recruitment Process – Interviews Interviews can be one-to-one, two-to-one or a panel of people to interview the applicant. Panel interviews are usually used for more senior positions. Some businesses include tests in their selection process, e.g. Skills Tests to show the ability of the candidate to carry out certain tasks.

19. CONT Aptitude tests aim to show the candidate’s potential to gain additional skills. Either general intelligence tests or more specific tests are sued to assess the candidate’s ability to train for a particular job . Personality tests are 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.

20. CONT.. Group situation tests give tasks to applicants to complete in group situations and the group is observed. Each applicant will be assessed on the way they work as a member of the team and the way they tackle the tasks themselves.

21. PART TWO

22. Recruitment – Contract of Employment In many countries of the world it is a legal requirement for employers to provide a new employee with a contract of employment to sign. It will set out the terms of the relationship between the employer and employee. Part-Time – Employment is often considered to be between 1 and 30-35 hours a week. Full-Time – Employees will usually work 35 hours or more a week

23. The advantages to the business of employing part-time workers More flexible in the hours of work Easier to ask employees just to work at busy times Easier to extend business opening/operating hours by working evenings or at weekends Fits in with looking after children and therefor employee is willing to accept lower pay Less expensive than employing/paying a full-time worker.

24. The disadvantages to the employer Less likely to be trained because the workers see the job as temporary or the employers think the employees will leave or won’t want promotion. Takes longer to recruit two part-time workers than one full-time worker Can be less committed to the business / more likely to leave to get another job

25. CONT--- Less likely to be promoted because they will not have gained the skills and experience as full-time employees. More difficult to communicate because they will not have gained the skills and experience as full-time employees. The advantages and disadvantages of full-time workers are the opposite to part-time workers

26. Training There should be clear objectives for training employees. Training is important to a business to: Introduce a new process or new equipment Improve the 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

27. Training There are 3 main types of training: Induction training On-the-job training Off-the-job training Induction Training – An introduction given to a new employee, examining the firm’s activities, customs and procedures and introducing them to their fellow workers.

28. The advantages of induction training The advantages of induction training are that it: Helps new employees to settle into their job quickly May be a legal requirement to give Health and Safety training at the start of a job Means workers are less likely to make mistakes

29. The disadvantages of induction training The disadvantages of induction training are that it: Is time consuming Wages are paid but no work is being done by the worker Delays the start of the employee commencing their job

30. On-the-job training This is where a person is training by watching a more experienced worker doing the job. the Advantages include individual tuition is given and it is in the workplace so the employee 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 It is training to the specific needs of the business

31. The disadvantages of on-the-job training are that 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 to the trainee It may not necessarily be recognized training qualifications outside the business

32. Off-The-Job Training Off-The-Job Training – Involved being trained away from the workplace, usually by specialist trainers.

33. The advantages of off-the-job training are that : A broad range of skills can be taught using these techniques 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, they become multi-skilled and this makes them more versatile – they can be moved around the company when the need arises It often uses expert trainers who have up-to-the-date knowledge of business practices.

34. The disadvantages of off-the-job training are that Costs are high It means wages are paid but no work is being done by the worker The additional qualifications means it is easier for the employee to leave and find another job

35. Job Downsizing Workforce planning is where the business will need to decide on the type and number of employees needed in the future. Often businesses will require additional employees when they are expanding but sometimes they will need to downsize the workforce (reduce the number of employees).

36. CONT--- This can be because of: Introduction of automation Falling demand for their goods or services Factory / shop / office closure Relocating their factory abroad A business has merged or been taken over and some jobs have become surplus to requirements in the newly combined business.

37. Job Downsizing If a business needs to reduce the number of employees this can be done in one of two ways: Dismissal Redundancy Workers may also leave their job because they: Retire (they are getting older and want to stop working) Resign (because they have found another job)

38. Job Downsizing - Dismissal This is where a worker is told to leave their job because their work or behavior is unsatisfactory An employee who was caught stealing or who was unable to do the job to a satisfactory standard would be dismissed There for a business needs to make sure they have followed all the laws in their country when dealing with their employees

39. Job Downsizing - Redundancy There may be occasions when a number of employees will no longer be needed through no fault of their own – i.e. during a period of falling sales resulting from an economic recession

40. CONT.. The following factors help a business to decide which workers to make redundant and which to retain. Some workers may volunteer Length of time employed by the business Workers with essential skills that are needed by the business or whose skills could be transferrable to other departments are often retained. Employment history of the worker Which departments of the business need to lose workers and which need to retain workers.

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