management of people (UB N5)

• Job analysis

  The process of gathering information about the job, for example, skills required, responsibilities, qualifications and experience
• Job description

  A detailed overview of the job, including its title, responsibilities, location, tasks and responsibilities, hours of work and pay
• Person specification

  A document that states specific criteria that candidates should possess to be considered for the role, including education, training, relevant work experience, personal qualities, and any additional requirements
• Internal advertising

  • Gives existing employees an opportunity to advance their careers and take on new challenges
  • Internal candidates are already familiar with the company's culture, policies, and procedures
  • Shows that the organisation values its employees, leading to increased job satisfaction and higher staff morale
  • The recruitment process is usually quicker and cheaper than advertising the post externally
• Disadvantages of internal advertising

  • Limits the pool of candidates, potentially restricting new talent and fresh perspectives
  • Internal candidates may lack certain skills or qualifications required for the job
  • Promoting an employee internally can lead to tensions or conflicts among colleagues not selected for the position
• External advertising

  • Larger pool of potential candidates, increasing the chances of finding the most suitable match for the job
  • External candidates bring diverse experiences, skills, and fresh ideas to the organisation, contributing to innovation and creativity
  • External candidates may bring specialised knowledge and expertise from their previous roles or different industries
• Disadvantages of external advertising

  • Usually a longer recruitment process due to the need to attract and evaluate a larger number of candidates
  • May incur costs, such as job board fees or recruitment agency fees – making it more costly than internal advertising
  • External appointments may require more time to adapt to the organisation's culture and processes compared to internal candidates
• Application form

  A standardised document used by employers to collect essential information from job applicants, including personal details, educational background, qualifications, work experience, skills, and references
• Advantages of application form

  • Ensure that employers receive consistent information from all applicants, making it easier to compare and assess qualifications
  • Employers can design application forms to collect specific information relevant to the job
  • Employers can quickly review application forms to identify qualified candidates based on the provided information
• Disadvantages of application form

  • Filling out an application form can be time-consuming for applicants
  • Application forms may not allow applicants to showcase their unique qualifications, experiences, or skills effectively or provide additional information
• Curriculum Vitae (CV)

  A document created by the applicant that covers their educational background, work experience, skills, achievements, qualifications and other relevant information
• Advantages of Curriculum Vitae (CV)

  • Allows applicants to provide a comprehensive overview of their education, work history, skills, and accomplishments in a structured manner
  • More personal than a standard application form, allowing individuals to highlight their strengths and showcase their achievements
  • Allows applicants to include a detailed work history, including specific responsibilities, projects, and achievements from each position
• Disadvantages of Curriculum Vitae (CV)

  • CVs can become lengthy, especially for individuals with extensive work experience or multiple qualifications
  • CVs are not standardised, and the format may vary, making it challenging for employers to compare and assess candidates consistently
• Reference

  A document or statement provided by a person (referee) who can vouch for the qualifications, skills, and character of the job applicant
• Reviewing applications

  The recruiting manager reviews the applications submitted by candidates, comparing each candidate's skills, qualifications, and experience with the job description or person specification
• Shortlisting

  The process of identifying the applicants deemed to have the qualifications, skills, and experience that closely match the requirements of the job description/specification
• Job interviews

  A common selection method used by employers to assess the suitability of candidates for a specific job role, where the employer or hiring manager asks questions to evaluate the candidate's qualifications, skills, experience, and suitability for the position
• Types of tests used in recruitment

  • Aptitude tests
  • Skills tests
  • Personality assessments
  • Situational judgment tests
• Assessment centres

  Involve a combination of activities and exercises designed to assess various skills, competencies, and behaviours, such as group exercises, presentations, role plays, and in-tray exercises
• Informing the successful candidate

  1. Sending a job offer in writing which sets out the terms and conditions of the appointment

  2. Communicating next steps such as a starting date
• Use of technology in recruitment and selection

  • Software templates
  • Online job boards and websites
  • Online interviews
  • Online testing
  • Social media screening
• Benefits of employee training

  • Improves employee skills and knowledge
  • Leads to higher productivity and quality of work
  • Boosts employee satisfaction and motivation
  • Provides opportunities for career advancement
  • Helps employees adapt to changes in the workplace
  • Promotes a standardised approach to work
  • Improves customer service
• Induction training

  A process designed to introduce new employees to the organisation, helping them feel comfortable, confident, and prepared for their new roles
• On-the-job training

  Learning and skill development that takes place within the actual work environment, involving hands-on experience and practical application of knowledge under the guidance of experienced colleagues or supervisors
• Examples of on-the-job training

  • Coaching
  • Role play
  • Job rotation
• Purpose of on-the-job training

  • To provide employees with job-specific skills, knowledge, and competencies required to perform their roles effectively
  • To help them acquire practical experience, learn job tasks, and adapt to the work environment
• Advantages of on-the-job training

  • Allows employees to learn in a real-world context
  • Training is specific to the organisation's needs
  • Employees can apply new knowledge immediately, and receive immediate feedback
  • Helps build relationships within the organisation
  • Work is not interrupted by staff having to attend training outside the workplace
  • Usually more cost-effective than external training
• Disadvantages of on-the-job training

  • May lack structured content and formal assessment
  • Can be time-consuming for both the trainer and trainee, potentially affecting productivity
  • Risk of passing on bad habits or inadequate practices if the trainer is not properly skilled or experienced
• Off-the-job training

  Training activities conducted outside of the regular work environment, to provide employees with new skills, qualifications and broader perspectives that can enhance their professional development and ability to do the job
• Off-the-job training methods

  • Classroom-based training
  • E-learning courses
  • Industry conferences or seminars
  • Visits to external training providers
  • Workshops
• Advantages of off-the-job training

  • The quality of training is higher since it is often delivered by specialists or industry experts
  • Workers can gain qualifications and certificates from external bodies
  • Trainees are able to focus better on their learning since there are less interruptions to work
  • It allows employees to network with new contacts
• Disadvantages of off-the-job training

  • Can be expensive
  • May take employees away from their work responsibilities, potentially impacting productivity
  • The organisation may have to hire other workers to cover for absence
• Benefits of a motivated workforce

  • Increased pride in work
  • Better quality product or service
  • Increased productivity
  • Lower absenteeism
  • Lower staff turnover and better staff retention
  • Better company reputation
• Strategies for motivating and retaining staff

  • Training and development
  • Promotion opportunities
  • Worker participation
  • Fringe benefits
  • Job rotation
  • Job enrichment
  • Positive working environment
• Financial incentives

  A form of compensation provided to employees as a means to motivate and reward them for their performance, productivity, or achievement of specific goals
• Types of financial incentives

  • Time rate
  • Piece rate
  • Commission
  • Bonus
  • Performance-related pay
  • Profit sharing
• Flexible working practices (flexitime)

  Arrangements that provide employees with the ability to have more control and flexibility in their work, including when, where, and how many hours they work
• Examples of flexible working practices

  • Part-time working
  • Job share
  • Homeworking
  • Flexitime
  • Compressed hours
  • Shift swapping
• Benefits of flexible working practices for employers

  • Improved employee retention
  • Increased productivity
  • Enhanced recruitment
  • Cost savings
  • Improved employee well-being
  • Increased loyalty and commitment
  • Enhanced company reputation
• Using technology to support flexible working

  Technology allows employees to work in a way that suits them, even outside the office, by enabling communication, collaboration, and access to work-related resources from anywhere