Recruitment, Selection and Training of Workers

Rowan Wagner

Business Studies

Baku Oxford School

Workforce Planning

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

Work of the Human Resources Department

• Recruitment and selection

• Wages and salaries

• Industrial relations

• Training programmes

• Health and safety

• Redundancy (retrenchment) and dismissal

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

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.

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

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.

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

INDUCTION TRAINING

ON-THE-JOB TRAINING

OFF-THE-JOB TRAINING

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

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

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

Legal Controls Over Employment Issues

• Protection against unfair discrimination

• Health and safety at work

• Protection against unfair dismissal

• Wage protection; minimum wage

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.