Recruitment, Selection And Training Of Employees (Copy)
2.3 Recruitment, Selection and Training of Employees
2.3.1 Recruitment and Selecting Employees
Recruitment Methods
- Internal recruitment: filling vacancy from within the organisation.
- Advantages: cheaper, quicker, known performance, motivates staff.
- Disadvantages: limits new ideas, leaves another vacancy.
- External recruitment: hiring from outside (advertising, agencies, online, job centres).
- Advantages: brings fresh ideas, wider choice.
- Disadvantages: expensive, longer process, outsider may not fit culture.
Stages in Recruitment and Selection
- Job analysis – identify duties/responsibilities.
- Job description – outlines tasks & duties.
- Person specification – qualifications, skills, experience required.
- Job advertisement – attract candidates.
- Application forms/CVs – gather information.
- Shortlisting – select best applicants.
- Interviews/tests – assess suitability.
- Selection & job offer – final decision.
Part-time vs Full-time
- Part-time
- Pros: flexible, cheaper wages, wider pool (students, parents).
- Cons: less loyalty, lower availability, harder communication.
- Full-time
- Pros: committed, consistent, skilled base.
- Cons: higher costs, less flexibility.
Written and Compiled By Sir Hunain Zia, World Record Holder With 154 Total A Grades, 7 Distinctions and 11 World Records For Educate A Change O Level And IGCSE Business Studies Full Scale Course
2.3.2 Importance of Training
Why training matters
- For business: improves productivity, efficiency, quality, adaptability.
- For employees: improves skills, motivation, career progression, job satisfaction.
Training Methods
| Type | Features | Benefits | Limitations |
|---|---|---|---|
| Induction | Introduces new employees to business, policies, roles. | Smooth entry, reduces mistakes. | Time-consuming, costly if many hires. |
| On-the-job | Learning by doing, supervised at workplace. | Cheap, directly relevant. | Mistakes may occur, trainer may lack skill. |
| Off-the-job | Formal courses outside workplace. | Expert training, new ideas. | Expensive, not directly linked to job tasks. |
2.3.3 Reducing Workforce Size
- Dismissal: worker is removed due to misconduct or poor performance. Example: theft, repeated absence.
- Redundancy: job no longer needed (not employee’s fault). Example: automation, reduced demand.
Reasons for downsizing:
- Cost reduction.
- Technology replacing labour.
- Business closure or relocation.
- Drop in product demand.
Deciding redundancies:
- Last in, first out (LIFO).
- Skills & performance based.
- Voluntary redundancy schemes.
Written and Compiled By Sir Hunain Zia, World Record Holder With 154 Total A Grades, 7 Distinctions and 11 World Records For Educate A Change O Level And IGCSE Business Studies Full Scale Course
2.3.4 Legal Controls over Employment
- Employment contracts: legal agreement between employer & employee (terms, pay, hours).
- Unfair dismissal laws: employees cannot be fired without valid reason.
- Discrimination laws: protects against bias (gender, race, religion, disability).
- Health & safety laws: ensure safe working conditions.
- Legal minimum wage: protects workers from exploitation.
Impact on employers:
- Must comply or face legal penalties.
- Higher costs due to compliance.
- Improves reputation, reduces turnover.
Impact on employees:
- Job security.
- Fair pay and treatment.
- Safer work environment.
Quick Recap Keywords
- Internal vs External recruitment
- Job description & Person specification
- Part-time vs Full-time
- Induction, On-the-job, Off-the-job training
- Dismissal vs Redundancy
- Employment law protections
Written and Compiled By Sir Hunain Zia, World Record Holder With 154 Total A Grades, 7 Distinctions and 11 World Records For Educate A Change O Level And IGCSE Business Studies Full Scale Course