Developing and Effective Workforce
- Created by: Jean-Luc Kondabeka
- Created on: 03-06-13 01:45
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Recruitment
- Identifying need for new employees, attracting best candidate + selecting most suitable candidate in order to meet staff requirements of firm
- 1. Vacancy arises
- 2. Job description is written
- 3. Person Specification written
- 4. Advertisements place in appropriate media
- 5. Application forms and CVs and letters of application requested
- 6. Short listing takes place
- 7. Interviews held and testing takes place
- 8. Selection takes place + Appointment is made
Internal vs External Recruitment
- Internal
- Filling a job vacancy by selecting a person who is already within organisation
- External
- Filling job vacancy by selecting person outside firm
- Arguments for Internal
- Employee + abilities already known
- Internal promotions - motivates workforce
- Quicker and cheaper selection
- Shorter induction period
- Reduces risk of employing wrong person
- Arguments for External
- Larger choice of well qualified applicants
- New blood, new ways of thinking
- Overcomes jealousy of internal recruitment
- Can help firm understand how other firms work
- Opportunity cost in relation to recruitment - In firms interest to recruit best person for job at minimum cost in terms of time and resources
Selection - Interviews and other methods of assessment
- Interviews - Most popular and traditional but not most effective, swayed by appearance and personality
- Aptitude and attainment tests - Measures how applicant copes when presented with particular business situation - Or how good applicant is at particular skill eg. Word Processing
- Psychometric or personality tests - Measures personality, attitude and character of applicants eg. loners or team players…
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