Business Studies lectures material smester 2

1. Recruitment, Selection and
Training of Workers
Rowan Wagner
Business Studies
Baku Oxford School

2. Workforce Planning
• Is establishing the
workforce needed by
the business for the
foreseeable future in
terms of the number
and skills of
employees required.

3. Work of the Human Resources
Department
• Recruitment and
selection
• Wages and salaries
• Industrial relations
• Training programmes
• Health and safety
• Redundancy
(retrenchment) and
dismissal

4. 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

5. 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.

6. 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

7. 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.

8. 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

9. INDUCTION
TRAINING
ON-THE-JOB
TRAINING
OFF-THE-JOB
TRAINING

10. 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

11. 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

13. 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

14. Legal Controls Over Employment Issues
• Protection against unfair discrimination
• Health and safety at work
• Protection against unfair dismissal
• Wage protection; minimum wage

15. 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.