This chapter helped me to learn more things about Business. Now today I have a small business and it's becoming a big business.

1. Recruitment, Selection and
Training of Workers

2. Learning Objectives
This chapter will explain:
 Recruitment and selection methods
 Differences between internal recruitment and external
recruitment
 The main stages in recruitment and selection of employees
 How to recommend and justify who to employ in given
circumstances

3. Learning Objectives
 The benefits and limitations of part-time employees and
full-time employees
 The importance of training to a business and employees
 The benefits and limitations of induction training, on-the-
job training and off-the-job training
 The differences between dismissal and redundancy, with
examples

4. Learning Objectives
 how to understand situations in which downsizing the
workforce might be necessary, for example, automation or
reduced demand for products
 how to recommend and justify which employees to make
redundant in given circumstances
 legal controls over employment contracts, unfair dismissal,
discrimination, health and safety, legal minimum wage,
and their impact on employers and employees.

5. The work of the Human Resources
department
 Recruitment and selection are the most familiar
roles of the Human Resources Department, and this
chapter will look at these roles in detail, and at
another important areas of human resources work –
the training of employees. Redundancy and
dismissal are also the responsibility of the Human
Resources department and these are discussed

7. Recruitment and Selection
When an employee leaves a job, when a new
business is starting up or when a business is
successful and wants to expand, the process of
recruitment and selection starts
In a large business, the process of recruitment and
selecting staff is usually undertaken by the Human
Resources department.

8. Recruitment and Selection..
The more important the job is to the business (the
more technical and senior the position), the more
careful and time-consuming the recruitment and
selection process will be.
The recruitment process is summarized in the
following diagram

10. Recruitment Process- Job Analysis
and Description
The first stage of the recruitment process is to carry out a job
analysis to study the tasks and activities to be carried out by
the new employee.
Job Analysis – Identifies and records the responsibilities and
tasks relating to a job.
Once all these details about the job have been gathered, a

11. CONT
job description will be produced. A job description has
several functions:
 It is given to the candidates for the job so they know
exactly what the job entails.
 It will allow a job description to be drawn up, to see if
the candidates ‘match up to the job’, so that people
with the right skills will be employed.

12. CONT---
 Once someone has bee appointed, it will show whether
they are carrying out the job effectively.
Job Description – Outlines the responsibilities and duties
to be carried out by someone employed to do a specific
job.

13. Job Specification
Job Specification – A document which outlines the
requirements, qualifications, expertise, physical
characteristics, etc. for a specific job.
The listed requirements will usually include:
 The level of educational qualifications
 The amount of experience and type of experience
 Special skills, knowledge or particular aptitude

14. Difference between internal
recruitment and external
recruitment
Internal Recruitment – When a vacancy is filled by
someone who is an existing employee of the business.
 Advantages of Internal Recruitment
It saves time and money, compared with recruiting
someone from outside the business (advertising,
interviewing, etc.)

15. Advantages of internal Recruitment..
The person is already known to the business and
their reliability, ability and potential are known.
The person who knows the organization's way of
working and what is expected from employees.
It can be very motivating for other employees to
see their fellow workers being promoted – it makes
them work harder

16. Disadvantages of Internal
Recruitment
No new ideas or experience come into the
business. Other companies may have different
ways of working and these ways may be better in
some respects, including making the business
more efficient. Internal recruitment does not allow
for these working practices to be spread.
There may be a jealousy and rivalry amongst
existing employees.

17. External recruitment
 external recruitment. This involves advertising the
vacancy beyond the business itself.
 When a business plans to recruit externally, it will
need to advertise the vacancy.
 Advertising job vacancies can be done in several ways:

18. CONT---
National Newspapers – These will normally be
used for more senior positions where there may be a
few
Recruitment Agencies – These are specialists in
recruiting employees.
Centers run by the government (Job Centers) –
These are places where job vacancies can be
advertised

19. Recruitment Process – Application
Forms and CV’s
A job advertisement will require the applicant to
apply in writing
A business will use the application forms, or letters
and CV’s, to see which of the applicants match the
job specification.
A curriculum vitae (CV) or résumé must be well laid
out and clear.

20. Recruitment Process – Interviews
Interviews can be one-to-one, two-to-one or a panel
of people to interview the applicant. Panel interviews
are usually used for more senior positions.
Some businesses include tests in their selection
process, e.g.
 Skills Tests to show the ability of the candidate to
carry out certain tasks.

21. CONT
 Aptitude tests aim to show the candidate’s potential to
gain additional skills.
 Either general intelligence tests or more specific tests
are sued to assess the candidate’s ability to train for a
particular job.
 Personality tests are used if a particular type of person
is required for the job, if the job requires the ability to
work under stress or if the person will need to fit in as
part of a team of people.

22. CONT..
 Group situation tests give tasks to applicants to
complete in group situations and the group is
observed.
 Each applicant will be assessed on the way they
work as a member of the team and the way they
tackle the tasks themselves.

23. PART TWO

24. Recruitment – Contract of
Employment
 In many countries of the world it is a legal requirement
for employers to provide a new employee with a
contract of employment to sign. It will set out the terms
of the relationship between the employer and employee.
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

25. The advantages to the business
of employing part-time workers
 More flexible in the hours of work
Easier to ask employees just to work at busy times
Easier to extend business opening/operating hours by
working evenings or at weekends
Fits in with looking after children and therefor employee
is willing to accept lower pay
Less expensive than employing/paying a full-time worker.

26. The disadvantages to the
employer
Less likely to be trained because the workers see
the job as temporary or the employers think the
employees will leave or won’t want promotion.
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

27. CONT---
Less likely to be promoted because they will not
have gained the skills and experience as full-time
employees.
More difficult to communicate because they will not
have gained the skills and experience as full-time
employees.
The advantages and disadvantages of full-time
workers are the opposite to part-time workers

28. Training
There should be clear objectives for training
employees. Training is important to a business to:
 Introduce a new process or new equipment
 Improve the efficiency of the workforce
 Provide training for the unskilled workers to make
them more valuable to the company
 Decrease the supervision needed
 Improve the opportunity for internal promotion
 Decrease the chances of accidents

29. Training
There are 3 main types of training:
 Induction training
 On-the-job training
 Off-the-job training
 Induction Training – An introduction given to a new
employee, examining the firm’s activities, customs and
procedures and introducing them to their fellow workers.

30. The advantages
of induction training
The advantages of induction training are that it:
Helps new employees to settle into their job quickly
May be a legal requirement to give Health and
Safety training at the start of a job
Means workers are less likely to make mistakes

31. The disadvantages of
induction training
The disadvantages of induction training are that it:
Is time consuming
Wages are paid but no work is being done by the
worker
Delays the start of the employee commencing their
job

32. On-the-job training
This is where a person is training by watching a more
experienced worker doing the job. the Advantages include
individual tuition is given and it is in the workplace so the
employee does not need to be sent away (travel costs
are expensive)
It ensures there is some production from the worker
whilst they are training
It usually costs less than off-the-job training
It is training to the specific needs of the business

33. The disadvantages of on-the-
job training are that
The trainer will not be as productive as usual
because they are showing the trainee what to do
instead of getting on with their job
The trainer may have bad habits and they may
pass these on to the trainee
It may not necessarily be recognized training
qualifications outside the business

34. Off-The-Job Training
 Off-The-Job Training – Involved being trained away from
the workplace, usually by specialist trainers.

35. The advantages of off-the-job
training are that:
A broad range of skills can be taught using these techniques
The business will only need to pay for the course and it will
not also lose the output of the employee
Employees may be taught a variety of skills, they become
multi-skilled and this makes them more versatile – they can be
moved around the company when the need arises
It often uses expert trainers who have up-to-the-date
knowledge of business practices.

36. The disadvantages of off-the-
job training are that
Costs are high
It means wages are paid but no work is being done
by the worker
The additional qualifications means it is easier for
the employee to leave and find another job

37. Job Downsizing
Workforce planning is where the business will need
to decide on the type and number of employees
needed in the future.
Often businesses will require additional employees
when they are expanding but sometimes they will
need to downsize the workforce (reduce the number
of employees).

38. CONT---
This can be because of:
 Introduction of automation
 Falling demand for their goods or services
 Factory / shop / office closure
 Relocating their factory abroad
 A business has merged or been taken over and
some jobs have become surplus to requirements in
the newly combined business.

39. Job Downsizing
If a business needs to reduce the number of
employees this can be done in one of two ways:
 Dismissal
 Redundancy
Workers may also leave their job because they:
 Retire (they are getting older and want to stop
working)
 Resign (because they have found another job)

40. Job Downsizing - Dismissal
This is where a worker is told to leave their job because
their work or behavior is unsatisfactory
An employee who was caught stealing or who was
unable to do the job to a satisfactory standard would be
dismissed
There for a business needs to make sure they have
followed all the laws in their country when dealing with
their employees

41. Job Downsizing - Redundancy
There may be occasions when a number of
employees will no longer be needed through no fault
of their own – i.e. during a period of falling sales
resulting from an economic recession

42. CONT..
The following factors help a business to decide
which workers to make redundant and which to
retain.
Some workers may volunteer
Length of time employed by the business
Workers with essential skills that are needed by
the business or whose skills could be transferrable
to other departments are often retained.
Employment history of the worker
Which departments of the business need to lose
workers and which need to retain workers.

43. END