recruitment, training and motivating staff
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A business will start the recruitment process by drawing up a number of documents. The first is a job advert. This may be in a local newspaper or at the local JobCentre. This will give a brief description of the job and the skills and experience needed in the applicant. It may have the rate of pay or this may be included in the job particulars.
The job particulars usually give information about the business and about the job. The information is more detailed than in a job advert. It may give a brief history of the business and what is expected of the successful job applicant. It will give the conditions of work, rate of pay, hours and holidays. Finally, it will explain how to apply for the job.
Key term: JOB APPLICANT - A person who shows they would like to be considered for appointment to a particular job with a business.
Why might new employees be needed in a business?
- Company is expanding
- Retirement of a worker
- Vacancy as a worker is sacked
- Employee finds a new Job
- Cover needed for maternity leave
Key term: JOB DESCRIPTION - document that describes the duties of a worker and his or her status in the organisation.
The job description will be sent out with the job particulars to all applicants. It will set out what the person appointed to the job will have to do.
Key term: PERSON SPECIFICATION - a profile of the type of person needed for a job - their skills and qualities.
A person specification will also be available. This is a description of the sort of person who would be suited to the job. The person specification is a description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties. The specificationshould be derived from the job description and forms the foundation for the recruitment process.
Key term: APPLICATION FORM - document to be filled in with personal details.
A business may produce an application form. This would be filled out by job applicants giving details about themselves and why they wanted the job. A small business may instead ask its applicants to send in a CV and a letter explaining why they wanted the job.
Key term: CURRICULUM VITAE - a brief list of the main details about a person, including name, address, qualifications and experience.
CV is an abbreviation of curriculum vitae. This is a document that the applicant writes. It gives the main details about the applicant such as name, address, qualifications and experience.
selection
Once a business has received the application forms or the CVs from job applicants, it is in a position to start the process of selection. This is about choosing someone to fill a job. The business will decide on a shortlist of candidates once it has looked through the experience of the applicants (also looking at spelling and grammar!). These shortlisted candidates will be invited to an interview.
This is where the employer and the candidate meet. It is a two-way process. It allows the business to see if the candidate is suitable for the role, but also allows the candidate see if they feel the business is a good fit for them. The last stage of the selection process is to take up references. These are reports on the employee from his or her current or last employer, or from someone who knows them and can say something about them.
training
In the modern work environment, it is important that employees receive regular training. There is on-the-job training - this is training workers in the workplace as they work. Larger businesses tend to use off-the-job training - this is where workers are taken away from their work to be trained.
The skills of workers is important because often they are making high quality products that are sold at premium or high prices. Equally important is the attitude of workers. Do employees work hard, are they honest, are they loyal, are they positive and are they team players?
motivation
Key term: MOTIVATION - In work, the desire to complete a task and meet the needs of the business consistently.
A well motivated workforce is more likely to work hard. Methods of motivating your workforce are:
- pay a fair wage
- provide decent working conditions
- keep workers informed with what is happening in the business
- give workers as much power as possible to organise the way in which they do their work - working from home or flexible hours
- be sympathetic about requests for time off due to family and other problems
- be consistent in how staff are dealt with - have set rules and follow what is laid down in the law
the law
Workers have considerable rights in law. Parliament have passed legislation that protect workers from unfair practices:
- Appointment and training of staff - Workers cannot be discriminated against on the basis of age, sex, race or disability
- Protection at work - Workers must be paid the same for doing the same job. Female workers cannot be paid less than male workers for the same work. Workers must also be paid regularly and be given holiday entitlement. They must also be protected from accidents under health and safety laws and have rights to join a trade union
- Leaving work - Workers are protected from unfair dismissal by law. They cannot lose their job without good reason. They may also be entitled to a pension
- Other rights - Women have the right to time off to have children and workers can only work a set number of hours a week