Recruitment, selection

and training of employees

Topic 8

By Yvonne, Vanessa & Goh

 The work of the Human Resources department

Recruitment and Training

selection programmes

Wages and
Health and safety
salaries

Redundancy and
Industrial relations
dismissal
Involves attracting and selecting the
best candidates for vacancies that
arise
 The work of the Human Resources department

Recruitment and Training

selection programmes

Wages and
Health and safety
salaries

Redundancy and
Industrial relations
dismissal
These must attract and retain the right people and
be sufficiently high to motivate employees
 The work of the Human Resources department

Recruitment and Training

selection programmes

Wages and
Health and safety
salaries

Redundancy and
Industrial relations
dismissal
 There must be effective communication between
representatives of the management and of the
workforce This may resolve grievances and disputes
but also put forward ideas and suggestions for
improvements
 The work of the Human Resources department

Recruitment and Training

selection programmes

Wages and
Health and safety
salaries

Redundancy and
Industrial relations
dismissal
 Involves assessing and fulfilling the
training needs of employees. This should
be linked to the future plans of the
business
 The work of the Human Resources department

Recruitment and Training

selection programmes

Wages and
Health and safety
salaries

Redundancy and
Industrial relations
dismissal
 The business needs to make sure that it
complies With all the laws on health and
safety
 The work of the Human Resources department

Recruitment and Training

selection programmes

Wages and
Health and safety
salaries

Redundancy and
Industrial relations
dismissal
 This involves releasing employees either because the
business changes in some way or because the employee
is not satisfactory. The company must be sure to
comply with all the laws on redundancy. dismissal and
disciplinary matters
 Recruitment process

job
vacancy arises job analysis job descriptions
specifications

jobs advertised application

interviews and
in appropriate forms and vacancies filled
selection
media shortlisting
 Recruitment Infographics
Job analysis Job description Job specification

01
identifies and
03
records the
responsibilities and A document outlining
tasks relating to a requirements, qualifications,
job. expertise, physical attributes
02
outlines the
responsibilities and
duties to be carried out
by someone employed
to do a specific job
 They are two types of recruitment
Internal recruitment External recruitment
This is when a vacancy is filled by This is when a vacancy is filled by
someone who is an existing employee someone who is not an existing
of the business. employee and will be new to the
business.
 Internal recruitment
Advantages:
• Quicker and cheaper than external recruitment.
• The person is already known to the business and their reliability, ability and
potential are known.
• The person also knows how the organisation works, its structure and what is
expected from its employees.
• It can be very motivating for employees to see their fellow workers being promoted –
it makes them work harder if they consider that promotion is possible for them too.
Disadvantages:
• No new ideas or experiences come into the business.
• Internal recruitment does not allow for different working practices to be brought
into the business and this is a major limitation when the industry is changing rapidly.
• There may be rivalry among existing employees and jealousy towards the worker
who gains a promotion.
 External recruitment

Advantages Disadvantages

Qualified candidates Time consuming

Better competition High costs

Internal disputes with existing

Generation of creative ideas
employees

Lesser internal politics Issues of Maladjustment

Better growth Agencies are not trusted

 Advertise vacancy
a vacancy which is advertised through various media

• Internal - (noticeboard, which may be electronically

available to all employees-email, WhatsApp, messages)

• External - (local newspapers, a national newspapers,

specialist magazines, online recruitment sites, recruitment
agencies, centres run by the government (job centres)
Application forms

PL
AM
S
E
 Interviews and selection
• Skills tests aim to show the ability of the candidate to carry out certain tasks.
• Aptitude tests aim to show the candidate’s potential to gain additional skills. Either
general intelligence tests or more specific tests are used to assess the candidate’s
ability to train for a particular job.
• Personality tests are used if a particular type of person is required for the job, if the job
requires the ability to work under stress or if the person will need to fit in as part of a
team of people.
• Group situation tests give tasks to applicants to complete in a group situation and the
group is observed. Each applicant will be assessed on the way they work as a member
of the team and the way they tackle the tasks themselves.
 Training
There are three main types:
 Training
There are three main types:

Induction Off-the-job
On the job
training training
training
 Induction training
is an introduction given to a new employee, explaining the business’s activities, customs and procedures
and introducing them to their fellow workers.

The advantages of induction training are that it:

• helps new employees to settle into their job quickly
• may be a legal requirement to give health and safety training at the
start of a job
• means workers are less likely to make mistakes.

The disadvantages of induction training are that it:

• is time-consuming
• means wages are paid but no work is being done by the worker
• delays the start of the employee commencing their job
 On-the-job training
occurs by watching a more experienced worker doing the job.

The advantages of on-the-job training are that:

• individual tuition is given, and it is in the workplace, so the employee does not need to be sent away
(travel costs are expensive)
• it ensures there is some production from the worker while they are training
• it usually costs less than off-the-job training
• it is training tailored to the specific needs of the business.

The disadvantages of on-the-job training are that:

• the trainer will not be as productive as usual because they are showing the trainee what to do instead of
getting on with their job
• the trainer may have bad habits and they may pass these on to the trainee
• it may not lead to training qualifications recognised outside the business
 Off-the-job training

involves being trained away from the workplace, usually by specialist trainers.

Advantages Disadvantages

Off-the-job training can bring new

It can be expensive
ideas into a business
As off-the-job training is expensive,
employees who receive it may feel There is a risk that the newly trained
more valued by the company and employee will leave the business
therefore more motivated and loyal
Training might not be tailored to the
The trainer is more likely to provide
business and the employee is
high quality training, as they will be a
spending time away from the
skilled expert in this specific area
workplace to complete the training
Lost productivity whilst the trainee is
There are many options available
away from their role
What are the two ways of downsizing the workforce?

Dismissal
This is when employment is ended
against the will of the employee,
usually for not working in accordance
with the employment contract
Redundancy
This 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.
What are the two ways of downsizing the workforce?

Dismissal
This is when employment is ended
against the will of the employee,
usually for not working in accordance
with the employment contract
Redundancy
This 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.
What are the two ways of downsizing the workforce?
Dismissal
This is when employment is ended
against the will of the employee,
usually for not working in accordance
with the employment contract
For example, doing an illegal activity
such as stealing or dishonesty,
breaking company rules, poor job
performance and more
Redundancy
This 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.
For example, a manufacturing
company that begins using
more machine learning might
realize some of their employees
are no longer necessary.
What are the two ways of downsizing the workforce?
Dismissal
This is when employment is ended
against the will of the employee,
usually for not working in accordance
with the employment contract
For example, doing an illegal activity
such as stealing or dishonesty,
breaking company rules, poor job
performance and more
Redundancy
This 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.
For example, a manufacturing
company that begins using
more machine learning might
realize some of their employees
are no longer necessary.
Employment contract
• name of the employer and name
of the 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 that the
employer or the employee must
give to
end the employment.
Impact of employment contracts on
employers and employees
• Both employers and employees know what is expected
of them.
• It provides some security of employment to the
employee.
• If the employee does not meet the conditions of the
contract, then legal dismissal is allowed.
• If the employer fails to meet the conditions of the
contract, for example, does not offer the holidays the
worker is entitled to, then the employee can seek
legally binding compensation
Hours of work
• Part-time: between 1 and 30-35 hours a week
• Full-time: 35 hours or more a week