The human resources department is responsible for recruitment and selection, compensation, employee relations, training, health and safety, and termination. The recruitment process involves job analysis, descriptions, specifications, internal or external recruitment, job advertisements, reviewing CVs and applications, interviews, skills testing, training, and workforce planning when expanding. Training includes induction, on-the-job, and off-the-job methods to develop employee skills, knowledge, attitudes, and awareness. Dismissal and redundancy may occur due to employee performance, behavior, financial reasons, or business restructuring.

2. • The responsibilities of the human recourses department:
• Recruitment and selection: its job is to select and attract
candidates for business job vacancies.
• Wages and salaries: its job is to motivate employees
sufficiently and attract and retain the people who are fit.
• Industrial relations: its job is too create an effective
communication the different stages of management from the
least to the highest.
• Training programs: this includes accessing and fulfilling the
training needs for workers.
• Health and safety: the business or organization must make
sure that it follows the health and safety regulations
• Retrenchments and dismissal: this involves the sacking or
leaving of a worker due to changes in the business or
unsatisfactory results from the worker.

3. • 1.Job analysis and description: the job analysis is
used to study and identify the responsibilities and duties
the new job or the duties required of the person who is to
fill the vacancy.
• After the job analysis has been done a job description is
made; which contains the duties that are to be
undertaken by the worker as well as the occasional
duties. It is given out to the applicants so they know if
they will be able to do the duties acquired of them. It can
be used as a reference for both the employer and the
employee later if extra jobs are given.
• Job specification: It is made after the job description to
specify the qualifications the applicant needs to have to
take the job which normally include the level of
educational qualifications, experience, special skills,

4. • The next step now is to see how the vacancy will be
filled, either internally or externally.
• - internal recruitment: the post is filled from the
business itself. Some advantages of the internal are
that it saves time and money and that the person
knows the atmosphere that he will work in will be like.
Other workers also get motivated is they see their
fellows being promoted. However, no new ideas or
plans are brought into the business from outside.
Internal recruitment can also be disadvantageous if
some workers have jealousy towards those being
advanced to senior positions. The alternative to
internal recruitment is external recruitment, which we

5. • - External recruitment: the vacancies are filled from
outside the business. The job can be advertised in local
newspapers if the job is low level or national newspapers
if it is a high level job, which applicants for are difficult to
find locally. Specialist newspapers can be used if the job
required is too specialist and technical and the pay is
very high. Recruitment agencies are used to find the
appropriate person for the appropriate job. The agency
looks up its list and finds the required person with the
required skills. If the person put forward is accepted the
agency is paid an amount of money
• Job centers for unemployed people can be a good place
to advertise the vacancy if the worker required is semi-
skilled or unskilled.

6. • - Job advertisement: The next step in the business’s
recruitment cycle is to make an advertisement. The
business should decide, what will be in the advert, where
it will be placed and how much the costs will be and
whether the business can afford it or not.
• Applicants who then see they are suitable for what is
mentioned in the advertisement contact the business and
ask for a form to be filled in and submitted or they can
send a letter of application stating their reason for
applying and why they see they are the best to fill the
vacancy. This letter is attached to a CV, whose features
we will outline now.

7. • CVs should contain:
• A) Basic details of the applicant (Name, Address, Phone
no., Nationality, etc.)
• B) Qualifications (Educational certificates, work
experiences, positions of responsibility, etc.)
• C) Information about the applicants interests and
hobbies.
The business uses the CV as well as the other forms to
determine the applicant (s) closest to the job
specification, who are short-listed and put forward to
interviews.

8. • The applicants who were picked after reading the CVs and
applicant forms are then put forward to interviews .The
interviewers job is to access the applicant capability of
doing the job, the personal qualities that are advantages or
even disadvantages and the general characteristics and
personality of the applicant. Interviewers ask many different
questions which all have different purposes. Interviews can
be 1v1, 2v2 or even grouped.
• Businesses give different tests aiming to see different
aspects of the applicant’s skill, attitude and personality.
These test are:
• Skill tests
• Aptitude tests
• Personality tests
• Group situation test.

9. • Training is mainly used in businesses with new applicants to
introduce them to the job, but it can also be used in thing
such as to increase the efficiency in workplace, to introduce
new processes or new equipment.
• Training is normally used to increase the skills needed for
workers, increase knowledge of workers and change
people’s attitude and raise awareness.
• The three main types of training are:
• Induction training
• On-the job training
• Off-the job training

10. • Induction training: This is used when a new worker starts in
the company so the business introduces him to the
business’s activities, the customs and procedures and his
fellow workers that he will be working with
• On-the job training: This is used by making the worker
watch a more experienced other worker and see how he
does the work effectively and to do his job in a better way
than before.
• Off-the job training: This is when the worker goes to an
external place either in his business or to specialized
training colleges and institutions were he learns more varied
skill and is give more complex tasks to make which make
them produce work more efficiently.

11. • When the business is planning to make an
expansion, the number and skills of employees
are evaluated. After the business decides those
factors, the human recourses department plans
how that will be achieved by finding the skill of
the current employees, cutting out workers who
are leaving soon, consulting with staff about who
would want to leave to fill new jobs of the
employees that are required is the workforce
planning and to prepare a recruitment plan.

12. • Dismissal: this is when an employee is asked to to leave
the job due to his behavior or that his work’s level is
unsatisfactory.
• Redundancy: this is when the business dismisses some
employees but not due to the workers work result but due
to many reasons such as to save money if the business’s
is losing it or the at id a business has merged with
another one and some new jobs need more specialized
workers. Also if the business brings in new machinery
then it needs more specialized workers.