business - human recourses

• why do people work?:

  • to make money
  • to be successful
  • to reach their goals
  • for enjoyment
• HR is responsible for:

  • recruitment of staff
  • selection of staff
  • training staff
  • motivating staff
  • ensuring legislation is followed
• why might a business need new staff?:

  • staff turnover
  • business growth
  • retirement
  • promotion
• recruitment process in order

  • identify job vacancy
  • job analysis
  • job description
  • person specification
  • job advert
  • receive applications
• job vacancy


  acknowledging the job opening that needs to be filled
• job analysis


  HR looks at what the job involves, skills, qualifications
• job description


  details all the requirements of the vacant position, what the job is, what it involves, hours etc.
• person specification


  identifies the persons qualities and qualifications required for the position
• job advert


  will bring together the job description and person specification and include how to apply for the position.
• selection process in order:

  • check applications
  • shortlisting candidates
  • hold interviews
  • carry out testing
  • select best candidate
  • check references + offer positions
• check applications


  HR will check the information provided in the applications and CVs against the job description + person specification to ensure only those suitable for the position will continue to the next stages
• shortlisting 


  HR will create a list of applicants who will move onto testing and interviews.

  ensures only the best candidates will move forward
• interviews


  successful candidates attend a meeting with the company to answer a series of questions relating to themselves, the job and the company.

  allows the company to meet the candidates in person and make decisions
• testing


  allows the company to see if the candidate is able to demonstrate their knowledge, skills and personality.
• selection


  once all the candidates have been selected, tested and interviewed the company decides who they want to hire.
• references


  the company contacts ____ to ensure that the information the candidate has given was correct before offering the job
• why train employees?

  • improves skills + knowledge
  • develops confidence
  • motivates staff
  • ensures safety
• types of training:

  • induction training
  • on the job training
  • off the job training
• induction training


  helps new employees settle into their workplace, includes:

  • a tour
  • introduction to employees
  • company policy
  • health + safety
  • intro to the company
• pros to induction training:

  • settle in quickly
  • makes employees feel welcome
  • reduces errors
• cons to introduction training:

  • time consuming
  • employee can feel overwhelmed
  • costly process
• on the job training


  when the employee receives training at their place of work, includes:

  • shadowing
  • coaching
  • job rotation
• pros to on the job training:

  • learn from experienced employees
  • less costly
  • little working time is lost
• cons to on the job training:

  • pick up bad habits
  • expected to still carry out duties
  • quality not as high
• off the job training


  when the employees receives training out with their workplace, includes:

  • college
  • uni
  • training facilities
• pros to off the job training:

  • high quality training
  • can gain qualifications
  • knowledge can be shared
• cons to off the job training:

  • can be expensive
  • working time is lost
  • time consuming
• a happy workplace will result in:

  • higher productivity
  • better quality outputs
  • less absence
• a business can motivate staff through:

  • financial incentives
  • non-financial incentives
• financial incentives

  • salary - (fixed amount of money)
  • piece rate pay - (productivity = earnings)
  • commission - (percentage of what they sell)
  • bonus
  • overtime
• non-financial incentives

  • job rotation - (variety of tasks)
  • benefits - (memberships, insurance, discounts)
  • teamworking
• poor motivation can lead to:

  • high absence rates
  • poor timekeeping
  • low quality outputs
• industrial action

  • strike
  • work to rule
  • so slow
  • sit in
  • boycott
• work to rule


  employees will only do duties outlined in their contract
• go slow


  employees will work much slower than usual to deliberately reduce output
• strike


  employees refuse to enter their workplace and may protest outside to show their concerns
• sit in


  employees refuse to do work inside their workplace
• boycott


  employees refuse to carry out a new task to show disapproval
• industrial actions effect on the employer:

  • loss of productivity
  • bad publicity
  • sales decrease
• industrial actions effect on the employee:

  • forces employer to take concerns seriously
  • employees don't get paid
  • may be fired