8. Recruitment, selection and training of employees

• • Recruitment and Selection:
  • Recruitment: is the process of identifying that the business needs to employ someone up
  • Employee Selection: is the process of evaluating candidates for a specific job and selecting an individual based on the organization's needs.
• • Wages and Salaries:
  • These must attract and retain the right people and be sufficiently high to motivate employees.
• • Industrial Relations:
  • There must be effective communication between representatives of management and the workforce. This may be to resolve grievances and disputes and put forward ideas and suggestions for improvements.
• • Training Programs:
  • It involves assessing and fulfilling the training needs of employees.
• • Health and Safety:
  • The business must ensure that it complies with all the laws on health and safety.
• • Redundancy and Dismissal:
  • This involves releasing employees, either because the business changes in some way or because the employee is not satisfactory. The business must comply with all the redundancy, dismissal and disciplinary laws.
• businesses need to start recruitment when:

  • employee leaves their job
  • new business starting up
  • wants to expand by employing more people
• • Job analysis: it identifies and records the responsibilities and tasks relating to a job
• Job Specification: outlines the responsibilities and duties to be carried out by someone
• Job description requirements includes:

  • the level of education qualifications
  • the amount of experience and type of experience
  • skills and knowledge
  • personality
• • Several functions of a job Specification:
  • Given to applicants so they know exactly what the job entails.
  • Allows a job specification to be drawn up to see if they are skilled.
  • It shows if an employee is working effectively once they are employed.
• Job description: is a document that outlines the requirements, qualifications, physical characteristics
• Advertise the vacancy:

  • The first stage is to decide how the post will be filled.

  
• Internal Recruitment: is when a vacancy is filled by someone who is an existing employee of the business
• Internal Recruitment Advantages

  Quicker and cheaper than external recruitment.

  The reliability, ability, and potential of the person are known.
• Internal Recruitment Disadvantages

  No new ideas or experiences come into the business.

  The quality of internal candidates might be low.

  jealousy may arise
• External Recruitment: is when a vacancy is filled by someone who is not in the existing business
• External Recruitment Advantages

  • Reduce tension between employees.
  • Adding fresh perspective and ideas.
  • Finding a specialised candidate that fits the requirements perfectly.
• External Recruitment Disadvantages

  Increased costs due to advertising

  Additional training
• • Advertising job vacancies can be done in several ways:
  • Local newspapers
  • National newspapers
  • Specialist magazines
  • Online recruitment sites
  • Recruitment agencies
  • Centres run by the government
• 1. Select suitable applicants and offer them the job. Reply to unsuccessful applicants.

  • The final decision can depend on several factors:
  • Work experience
  • Education and other qualifications
  • Age
  • Internal
  • External
  • Circumstance
• Part-time Employees work for less than 35 hours a week.
• Part-time Employees 

  • Benefits:
  • Work hours are flexible.
  • Easier to ask employees to work at busy times
  • Reduces business cost
• • Part-time Employees
  • Limitations:
  • They are less likely to seek training
  • Takes longer to recruit.
  • Less commitment to business.
  • Less likely to be promoted due to lack of experience.
• • Full-time Employees work for more than 35 hours a week
• Full-time Employees

  • Benefits:
  • Consistency of schedules and reliability
  • Loyalty

  Note: full-time employee benefits are the limitations of part-time and vice versa
• • Full-time Employees
  • Limitations:
  • A permanent contract has to be made
  • Full-time employees have fixed pay, regardless of the number of hours committed to work (ex, sick leave, slow work day, emergency, etc).
• • Importance of training:
  • To introduce new processes or equipment
  • Improve the efficiency of the workforce
  • Provide training for unskilled workers
  • Improve opportunity for internal promotion
  • less mistake
• Aims of training:

  • Increase skills
  • Increase knowledge
• • There are three types of training
  • Induction Training
  • On-the-job Training
  • Off-the-job training
• • Induction Training: carried out when the employee is new, an introduction given to an employee, explaining the business’s activities, customs, and procedures and introducing them to their fellow workers.
• Induction Training Advantages

  Helps new employees settle into their jobs quickly

  • Workers are less likely to make mistakes
• • Induction Training Advantages
  • Helps new employees settle into their jobs quickly
  • Workers are less likely to make mistakes
  • Induction Training Disadvantages
  • Time-consuming
  • Workers are being paid while no work is being done
• • On-the-job Training: Occurs by watching a more experienced worker doing their job.
• • On-the-job Training Advantages
  • Ensures there is some production while training
  • Usually costs less than off-the-job training
  • On-the-job Training Disadvantages
  • Trainers won’t be as productive because they are teaching employee
  • The trainer might have bad habits and pass them on to the employee
• • Off-the-job training: Involves being trained away from the workplace, usually by specialist trainers.
• Off-the-job training Advantages

  • A broad range of skills can be taught in the evening, employees can work during the day
  • Off-the-job training Disadvantages
  • Costs are highWorkers are being paid but not doing any work.
• Workforce planning is where a business decides on the number of employees needed in the future
• • Reasons to reduce workforce:
  • Automation (robots replacing human jobs)
  • Falling demand for their goods or services
  • Factory/chop/office closure
  • The business might have relocated abroad
  • Businesses are being taken over/merged, and now there are too many workers doing the same job
• Two ways a business can reduce the number of employees:

  • Dismissal: worker is told to leave their job because their work or behavior is unsatisfactory, like late for work every time
  • Redundancy: when an employee is no longer needed through no fault of their own, give money to compensate them for it