People In Business

Internal Recruitment- where a job is advertised and given to someone already in the business.

Advantages:

• Cheaper, no need to advertise externally.
• Quicker process.
• Motivating to internal staff.

Disadvantages:

• No experience of that job level = initial productivity decrease.
• Conflict within the business.
• No new skills or perspectives from outside the business.

External Recruitment- where a job is advertised and given to someone outside the business.

Advantages:

• New skills from outside the business brought in.
• Larger pool of applicants to choose from.
• More likely to have correct experience for that job level.

Disadvantages:

• Expensive.
• Time-consuming.
• Possibly needs induction and training.
• Unkown characteristics.
• Demotivating to internal employees = lower labour turnover.

Job Description:

A document that is created by HR that outlines the details of the job itself. It includes:

• Roles and Duties.
• Hours and Pay.
• Conditions.
• Length of Contract.
• Holiday/Sick Pay.
• Location
• Job title/Position in company.

Person Specification:

A Document created by HR that describes the type of person they are looking for. It includes:

• Qualifications
• Previous Experience
• Personal characteristics.

Once HR have made both these documents, the job will be advertised either internally or externally, and the advert may contain elements of JD or PS.

Selection- Involves the method the business uses in order to choose the best possible candidate after applicancy arrives.

Step 1: Comparing CVs and Application Forms to JB/PS.

CV- Curriculum Vitae

• Should be a 2 page document that includes personal details, qualifications, previous job history
• A covering letter introducing your candidacy and explaining why you're the ideal candidate.

Application Form- a premade document that the business makes that all applicants have to fill in.

Benefits:

• Specific, Relevant information to the candidacy.
• Easier to compare with standardised format.
• More likely the applicants fill out themselves.

Step 2: Create a Shortlist

Reducing the number of applicants to make it less time-consuming and expensive.

Step 3: Arrange Interviews.

Step 4: Conduct Interviews

Step 5: Check References

Step 6: Appoint the Candidate.

Benefits of Interviews:

• A chance to meet candidates.
• Question their claims on CV and Application Form.
• Shows candidate's response to pressure.
• Candidate's proffesionalism, attitude, communication.

Problems of Interviews:

• Doesn't always reveal the best candidate.
• Answers can be pre-planned.
• Time-consuming and expensive.

Motivation: the desire to complete a job to the best of your ability.

Extrinsic Motivation: Motivation that is influenced by other people- reward or threat of punishment.

Intrinsic Motivation: Motivation that comes from within the employee.

Benefits of motivated workers:

• Better Quality Products = customer satisfaction = repeat custom = possible higher prices.
• Higher productivity = reduces average cost = higher profit margins.
• Better customer service.
• Job satisfaction = lower labour turnover = lower R+S costs.
• Overall morale increase.
• Better external reputation.  

• Employment Law
• Consumer Protection
• Competition Law

1. National Minimum Wage (1998)

2. Equal Pay Act (1970)

3. Sex Discrimination Act (1975)

4. Health & Safety at Work Act (1974)

5. Race Relations Act (1976)

6. Employment Protection Act (1978).

Costs:

• Health & Safety training and equipment is expensive.
• Minimum Wage increases labour cost in low-skilled workers.
• Employees can sue for damages and compensation.
• Legal costs if equal opportunities are not provided.
• Can be damaging to reputation.

Benefits:

• Can help reduce accidents.
• Prevent compensation claims.
• Positive public image.
• Helps with recruitment.
• No redundancies needed.
• Seen as an inclusive employer.