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Recruitment, Selection and Training of Workers
Rowan Wagner
Business Studies
Baku Oxford School
Workforce Planning
• Is establishing the workforce needed by the business for the foreseeable future in terms of the number and skills of employees required.
Work of the Human Resources Department
• Recruitment and selection
• Wages and salaries
• Industrial relations
• Training programmes
• Health and safety
• Redundancy (retrenchment) and dismissal
Recruitment Process
1. Vacancy arises
2. Job analysis
3. Job description
4. Job specification
5. Job advertised in appropriate media
6. Application forms and short-listing
7. Interviews and selection
8. Vacancy filled
Recruitment
Internal
• Is when a vacancy is filled by someone who is an existing employee of the business.
External
• Is when a vacancy is filled by someone who is not an existing employee and will be new to the business.
Contract of Employment
• Name of employer and name of employee
• Job title
• Date when employment is to begin
• Hours to be worked
• Rate of pay and any other benefits such as bonus, sick pay, pension
• When payment will be made
• Holiday entitlement
• Amount of notice to be given to terminate the employment that the employer or the employee must be given to end the employment
Contracts of Employment
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.
Business: Part-time Workers
Advantage
• More flexible in the hours of work
• Easier to ask employees just to work at busy times
• Easier to extend business opening/operating hours
• Less expensive than employing/paying a full-time worker.
Disadvantage
• Less likely be trained
• 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
• More difficult to communicate with part-time workers when they are not at work
INDUCTION TRAINING
ON-THE-JOB TRAINING
OFF-THE-JOB TRAINING
Training (Management)
Advantage
• Greater flexibility of the labour force – multi-skilled
• Greater motivation and commitment of the employees
• Increased productivity
• Improved quality of the output
• Improved customer service
• Ability to use new technology
Disadvantage
• Loss of output whilst training
• May raise employee expectations of promotion
• Cost of training
• Employees may leave once they are trained and then another business will benefit from the training
Training (Employee)
Advantage
• May get increased pay
• Improved chance of promotion
• Easier to apply for jobs at other businesses
Disadvantage
• May be asked to undertake additional duties
• May have to work in a different way
• May be moved to a different job
Redundancy
• Is when an employee is no longer needed and so loses their job. It is not due to any aspect of their work being unsatisfactory
Legal Controls Over Employment Issues
• Protection against unfair discrimination
• Health and safety at work
• Protection against unfair dismissal
• Wage protection; minimum wage
Legal Minimum Wage
Advantages
• It should prevent strong employers from exploiting unskilled workers.
• It might encourage employer to train low or unskilled workers to make them more productive.
• It will encourage more people to seek work.
• Low-paid workers will earn more and will be able to afford to spend more.
Disadvantages • It increases business costs and
force them to increase prices.• Some employers will not be
able to afford these wage rates. They may make workers redundant instead. Unemployment may rise.
• Other workers receiving just above the minimum level may ask for higher wages to keep the same differential between themselves and lower paid workers.