- INTERNAL RECRUITMENT- the use of staff already employed within the business to fill a vacancy.
- EXTERNAL RECRUITMENT- employing someone from outside of the business to fill a vacancy.
- JOB DESCRIPTION- a document outlining the roles, responsibilities, pay, hours and accountability of a particular position within a business.
- PERSON SPECIFICATION- a document outlining the essential and desirable personal qualities and skills that an employee should hold for a particular position.
- ON-THE-JOB TRANING- the provision of job related skills and knowledge at the place of work by an experienced member of staff.
- OFF-THE-JOB TRANING- where an employee is taught new skills away from the workplace.
- INDUCTION TRAINING- education process for new employees to a firm, showing them how the business operates, its policies and procedures and more about their particular job.
- prior knowledge of the employee
- quicker selection
- lower risk
- less expensive
- motivates other staff
- lack of new skills and ideas
- risk of conflict between staff
- fewer candidates
- new ideas and skills
- more candidates to choose from
- more expensive
- creates conflict if internal staff are over looked
- time consuming process
The recruitment process
- Vacancy Arises
- Create Job Description & Person Specification
- Decision about Internal or External Recruitment
- Advertise the Vacancy
- Receive CV's and Letters of Application
- Shortlist Candidates
- Interviews, Assessment and Testing
- Candidate Appointed
Factors Affecting Methods of Recruitment & Selecti
Factors Affecting Methods of Recruitment & Selection
- How important is the vacancy position within the organisation?
- How quickly does the new recruit have to be in the post?
- How much money is available for finding a new member of staff?
- Are specific and specialised skills required?
Why is it important to recruit the right person?
If the recruitment and selection is poorly managed than the business risks employing staff who might leave shortly afterwards and then they have to go through the entire process again, costing them more money.
Poor recruitment might mean:
- Higher labour turnover levels
- Increased Recruitment Costs
- Low labour productivity
- Poorly motivated employees
Reasons for training might include:
- To improve staff productivity levels
- To raise motivational levels
- To cut labour turnover figures
- To improve customer service levels
- To enable the successful introduction of new technologies or new workking practices e.g. flexible working
The wider benefits of staff training include:
- staff are able to fufill their roles within a business to the best of their abilities.
- to create a more flexible and multi-skilled workforce, more responsive to the changing needs of the market.
- to engender a sense of loyalty to the firm
- to create a positive image for the business which will help with future recruitment.
On- the -Job Training
- Specific to the needs of the business
- Limited loss of productivity
- Allows familiarisation with the working environment
- Bad habits might be passed on
- Limited time available
- Instructor might be unmotivated or lack experience in training
Off- The -Job Training
- Use of expert instructors & tutors
- Staff can gain some new qualifications which motivates.
- Newly skilled staff can feedback ideas to other employees.
- Loss of productivity
- More expensive
- General instruction not specific to the business itself.