Human Resources

• Recruitment


  The employment of new workers within a business or other organisation
• Recruitment process


  1. Needs analysis

  2. Job advertisement

  3. Job description

  4. Person specification

  5. Contract of employment
• Needs analysis


  • Identify what skills and qualifications are required, how many new employees are required, if they are required part time or full time, whether employment is permanent or temporary, and when they need to start
• Job description


  Defines the main duties and responsibilities of the role. It is a legal document and can be used if there are any disputes between employee and employer.
• Job description should outline


  • Job title
  • Individual line manager
  • Names of employees who report to the role
  • Conditions and hours of work
  • Date + location of job
  • Main duties and responsibilities
• Person specification


  Identifies the ideal applicant for the role, including personal qualities, qualifications, skills, and previous work experience
• Contract of employment


  Sets out the rights and duties of the employee and employer. It is an agreement that can be enforced by law, providing protection and security to both parties.
• Contract of employment should include


  • Names of employer and employee
  • Name of line manager
  • Job title and description
  • Hours of work
  • Rates and methods of payment
  • Details of any pension schemes or bonuses
  • Length of paid holiday entitlement
  • Level and duration of sickness, injury and maternity pay
  • Legal period of notice
  • Details of grievance and disciplinary procedures
  • Name, job title and location of the business' grievance officer
• Methods of recruitment


  • Internal recruitment
  • External recruitment
• Internal recruitment


  Current employees are recruited into a new position within the business
• Advantages of internal recruitment


  • Applicants are familiar with the business
  • Existing employees are given the opportunity to gain promotion
  • Improves staff morale and motivation
  • Less expensive than advertising externally
  • Quicker than advertising externally
• Disadvantages of internal recruitment


  • Limited range and number of applicants
  • Existing staff may not be suitable
  • Staff discontentment if one employee is promoted over another
  • Promoted employee may need training
  • Promoted employee's job will need to be filled
• External recruitment


  New employees are recruited from outside the business
• Advantages of external recruitment


  • Wider range of applicants
  • New skills introduced to the business
  • Fully trained staff may be employed, saving on training costs
  • No internal staff vacancies created
• Disadvantages of external recruitment


  • Applicants are not familiar with the business
  • Induction training is required for new employees
  • Some methods can be expensive
  • Slower process than internal recruitment
• Role of social media in recruitment


  Social media has become more important in the recruitment process, allowing instant communication and increased global awareness. Around 39% of companies use social media as their main recruitment method.
• Legal controls on recruitment


  • Discrimination based on race, nationality, colour, ethnic origin
  • Discrimination based on religion or political opinion
  • Discrimination against people with disabilities
  • Discrimination based on gender
  • Discrimination based on marital status
  • Discrimination based on sexual orientation
• Equality Commission


  An independent organisation that enforces equality and discrimination law in Northern Ireland, with the aim of building a more equal society.
• Roles of the Equality Commission


  • Advise and assist people who believe they have been discriminated against
  • Arrange legal representation
  • Ensure the law is enforced
  • Provide advisory information and training sessions
  • Publish codes of practice
  • Undertake research into equality
  • Award grants for promotional/educational work
• Fair selection


  The process a business goes through after recruitment to find the most appropriate individual for the role
• Fair selection methods


  • Application form
  • Application letter
  • Curriculum Vitae (CV)
  • Testing
  • Interview
  • Presentation
• Application form


  • A standard form where applicants provide details to help the HR department assess their suitability
• Application letter


  • Shows the employer the applicant's communication skills and why they are suitable for the role
• Curriculum Vitae (CV)


  • Contains personal details, educational background, qualifications, work experience, positions of responsibility, previous employers, referees, hobbies and interests, and achievements
• Testing


  • Used to assess the applicant's practical skills or personality/psychometric profile to determine suitability for the role
• Interview


  • The most common second stage selection method, where shortlisted applicants are interviewed by business representatives to assess their suitability
• Presentation


  • Used for management positions, where applicants give a presentation to show their personality, communication skills, level of preparation, and ideas about the role
• Responsibilities of employer and employee


  Both parties must be honest and objective during the selection process
• Allows employer to check information on application


  Permits two way communication between employer and applicant
• Disadvantage of interview 


  • Can be intimidating so interviewee may become nerves...
• Presentation


  • Uses for management position, in conjunction with an interview
  • Title and length of presentation would be given in advance
  • They show the candidates personality, communication skills, level of preparation and perceived view of the job
• Advantages of presentation


  • Shows level of applicant's preparation
  • Shows applicant's personality and communication skills
  • Shows ideas applicant may have regarding the job
• Disadvantage of presentation


  • Can be intimidating so applicant may become nervous
• Responsibilities of the employer and employee


  The employer and employee have the same but obligation which are expected throughout the selection process
• Responsibilities


  • Honesty
  • Objectivity
  • Fairness
  • Confidentiality
• Honesty


  Both the employer and employee must be truthful
• Examples of honesty


  • Employer: job description and advertisement are accurate and clear
  • Employee: must not give incorrect information in terms of qualifications and experience
• Objectivity


  Both parties are expected to be without prejudice against each other
• Example of objectivity


  • Applicants cannot be rejected based on religious beliefs or race. The most suitable applicant must be given the job.
• Fairness


  Total fairness is expected by everyone