• Chapter 8:

• 2.3.1 Recruitment and selecting employees:

BUSINESS IG: • 2.3.2 The Importance of training and the methods of
training:
2.3.1 RECRUITMENT, SELECTION AND
TRAINING OF WORKERS:

- The success of any business

depends on several factors, one
Methods of recruitment and
key factor to the success of a
selecting workers:
business is having the best
possible workforce.
 RECRUITMENT AND SELECTION:

Reasons for Fill a vacancy

Business might
recruiting new (worker has
be growing
workers: left)
 DIFFERENCE BETWEEN INTERNAL AND
EXTERNAL RECRUITMENT:
Internal recruitment: “filling a vacant post with someone already employed in
External recruitment: “filling a vacant post with somebody not
the business.”
already employed in the business.
Advantages:
Advantages:
 Vacancy can be filled more quickly and more cheaply  New ideas
 Applicants already knows how the business works  Wider choice of applicants (skills & experience)
 Avoids risk of conflict internally
 Business already knows the strengths and weaknesses of applicants
Disadvantages: (limitations)
 Workers can become more motivated when they see that there is a chance of
 Takes longer to fill vacancy
promotion  More expensive
Disadvantages: (limitations)  Need training, increased expense

 Better candidates may be available externally

 Cause conflict within the business
 No new ideas
 Still be a vacancy to be filled. Unless previous job becomes redundant
MAIN STAGES IN
RECRUITMENT
AND SELECTION
OF STAFF:
 • Job analysis: when a job vacancy occurs, the human
STEP 1 resource department carries out a job analysis along
(RECRUITMEN with the manager.
T PROCESS) - Identifying the content of a job in terms of activities
involved, skills, experience and other qualities needed
to perform the work.
JOB ANALYSIS:
- Identifies the main job requirements
 • Job description: “a list of the key points about a job,
job title, key duties and accountability.”
STEP 2: • Needs to include:
(RECRUITMEN
- Job title (sales and marketing executive)
T PROCESS)
- The main duties of the post: (plan and carry-out
marketing activities to agreed budget and timescales)
JOB
- Responsibilities: (who the job holder is responsible for
DESCRIPTION: supervising/managing)
- Accountability: (who the job holder reports to)
 STEP 3: (RECRUITMENT PROCESS)

PERSON SPECIFICATION:

Person specification: “a list of the qualifications, skills, experience and

personal qualities looked for in a successful applicant.”

- A written document that is produced by the human resource department

with input from relevant managers.
 STEP 4: (RECRUITMENT PROCESS)

ADVERTISING A JOB:
Once the job description and person specification have been produced
the business needs to advertise the vacancy.

Internal recruitment: advertisement placed on staff notice board,

emailed to staff, or included in a workplace newsletter

External recruitment: advertisement can be placed in local/ national

newspapers and specialist magazines.
 • Once the job has been advertised, the next step is to
send out further details and application forms to people
STEP 5: who have shown interest in applying.
(RECRUITMEN • Those who decide to apply need to fill out the
T PROCESS) application form and send it back with a CV-
Curriculum Vitae: (employee details; name, address
SENDING OUT and other contact information, education and
APPLICATION qualifications obtained, history of employment, other
skills and experiences, hobbies and interests, and the
FORMS:
name and contact details of people who will provide
references.)
 STEP 6 & 7: (RECRUITMENT
PROCESS)

RECEIVING APPLICATIONS &

SHORTLISTING CANDIDATES
STEP 8:

INTERVIEWING SHORTLISTED CANDIDATES:

• Shortlist: “a list of candidates who are
chosen from all of the applicants to be
interviewed for the job.”
• Discuss receiving applications and shortlisting
applicants & interviewing shortlisted candidates.
 STEP 9: (RECRUITMENT PROCESS)

SELECTING THE RIGHT CANDIDATES:

After the interviews have been complete and results of tests are in. The
interview panel will select who they think is the best applicant for the job.

The applicant will receive a formal job offer in writing, although they might
first receive a phone call offering them the job.

Once they start working, they will be given an employment contract and
induction training.
 BENEFITS AND LIMITATIONS OF PART-TIME
AND FULL-TIME WORKERS:
Benefits: Part-time workers Limitations:
Attract well-qualified workers– mainly women – returning to work, Increased induction training costs
needing flexible hours
Offering a full-time workers, the opportunity to work part-time can help Communication problems. Getting the same
keep experienced workers message to all workers is difficult. Some may only
work few days a week
Provide greater flexibility, allowing for changes In demand, working Full-time workers often more committed to the
more hours during busy periods and vise versa business.

More productive, fewer hours = less tired Quality of service offered to customers may not
Employing 2 part-time workers instead of 1 full-time worker, increasing be as good with a part-time worker as it would
the skills and experience of the workforce have been with full-time staff. The follow-up and
consistency issue with part-time workers
No time-off needed for medical or dental appointments.
 2.3.2 THE IMPORTANCE OF TRAINING
METHODS:

To do the job
The importance of New equipment
effectively and
training methods: and technology
efficiently

Unhappy
Without training: Demotivated staff
customers
 BENEFITS OF TRAINING:

Trained workers: = increased productivity and quality

Trained managers: = increased quality of decisions , decreased risk of mistakes

Easier to recruit new workers and to keep existing workers (retention)

Develop abilities and reach potential

Increased motivation and morale

Increased customer services = increased customer relationship and increased customer loyalty

Health and safety training reduces accidents and improves a business's competitiveness.
 METHODS OF TRAINING:
1. Induction: Advantage: Disadvantage:
A program that helps new recruits become - Employees quickly feel -increases costs during the period
familiar with their workplace, the people they part of the business of induction, workers not adding
work with and procedures to follow. to output but receiving wages.

2. On-the-job:
Training at the workplace
[watching/ following an
experienced worker]
Advantages: Disadvantages:
-pick up bad habits from workers
--learn the way the business wants it done
-cheap -not up-to-date methods
-Producing output while learning -more mistakes, increases waste
-slows down production of experienced
workers

3. Off-the-job; Advantages: Disadvantages:

Takes place away from workplace [specialists -latest techniques and -expensive, provided by third party
training, university course at service provider’s methods -worker does not produce any output
premises] -not disruptive of production during training
of other workers
 ACTIVITY:

ACTIVITY 8.5 PG. 116 TEST YOURSELF

ACTIVITY