2.  Recruitment
and selection is the most
familiar role of the Human Resources
Department (HR).
 However
they are responsible for a lot
more. We will look at a few tasks of
the HR department.

3.  This
involves making sure that your
workers are well trained to do their job
and that you check them every so after
to make sure they are.
 Training
should be linked to the future
plans of the business.

4.  There
are Health and Safety Laws a
business must follow to avoid injury
etc.. We will cover this later
 In
HR they must make sure that all of
the laws are being followed.

5.  This
involves getting rid of staff because of
changes in the business.
 Redundancy
is when a worker is told to leave
their job because they are no longer required
within the business.
A
dismissal is when a worker loses their job
because their work is not good enough for the
business. (i.e. The worker is fired.)

6.  HR
must make sure that there is effective
communication between the management and
the workforces (trade unions).
 If
there is no such communication it could
lead to disputes and grievances and also they
may not be any opportunities for improvement.

7.  These
must attract and retain (keep)
the correct staff in the business.
 They
must also be good enough so that
workers will be motivated.

8.  Involves
attracting and selecting the
best person for the job.
 This
takes place when a new business is
starting up, expanding or somebody
leaves their job.

10. Vacancy
Arises
Vacancy Filled
Job Analysis
Job
Description
person
Specification
Interviews and
Selection
Application
Forms and
Short-listing
Job
Advertised
Very Jittery Diver Spends All Afternoon Sitting In Submarine

11.  Once
a vacancy has become available the HR
Department will carry out a job analysis.
 This
is where they will find out what tasks and
activities are needed to be carried out by that job.
 Once
all these details have been collected a Job
Description is produced.

12.  So
a job descriptions includes all the
information gathered from a job analysis.
 For
example the responsibilities and duties a
person must do in a specific job.
 BUT
what is the purpose of a job description?

13.  So
employees know their job roles.
 It
can help identify if the employee is
working effectively. (doing jobs they
are supposed to)
 Can
help to settle disputes.
 Helps
in the making of a person
Specification

15.  This
is the next step in the recruitment
process. A Job specification outlines
all the qualifications, skills and qualities
needed for a job.
 It
is basically the list of requirements
for the job.

17. Person

18.  The
next stage is for the company to advertise
the vacancy. This can be done in a variety of
ways.
 For
example it could be advertised Internally
or Externally.
 Which
method of advertising do we use? First
lets focus on Internal and External
Recruitment.

19.  This
is when a vacancy is filled from
somebody within the business. (an
existing employee).
 This
vacancy is likely to be advertised
on a company notice board, staff
letter/newspaper or possibly even on an
intranet system.

20. Advantages
Disadvantages
It saves time and money.
(Cheaper advertising and easy to
organise interviews)
No new ideas or experience
come into the business. Other
companies may have different
ways of working. These ideas
can’t be shared if internally
recruitment takes place.
Existing employees may
become jealous and rivalries
may occur if they do not get
promoted.
The person is already known to
the business such as reliability
and skills etc.
The person already knows the
organisation ways of working and
the expectations
It can be motivating for other
employees to see their fellow
staff being promoted.

21.  This
is when a vacancy is filled from
somebody outside of the business.
 They
 For
are not currently an existing employee.
external recruitment an advertisement
must be made this can be done in a number of
ways.

22.  The
following methods of advertisement
can be used for external recruitment:
-Local Newspapers
-National Newspapers
-Specialist Magazines
-Specialist Websites
-Recruitment Agencies
-Government Agencies (Job Centre)

23. 
It is vital that a company uses the correct method of
advertising a job. If they do not, they will get the
wrong people apply for the job which will waste time
and money.

They will then have to re-advertise the same job.

When advertise for a job all government legislation
must be followed. (Equal Opportunities) we will do
this later 

24.  Once
the method of advertisement has been
chosen, the HR department must decide on
the following:
-What should be included in the advert. This
will be the duties involved, qualifications
required, salary, conditions of employment
and how to apply for the job.

25. -Where the advert should be placed.
This depends upon the vacancy that
needs to be filled.
-How much the advertising cost?
Can the company afford to pay the
advertising costs. Is there any cheaper
alternatives.

26. A
job advert will usually request a
person to apply in writing. This can be
done by an application form or CV.
 An
CV is a summary of a person’s
qualifications, experience and qualities.
A CV will usually be sent along with a
covering letter.

27. A
CV will be well laid out and clear and will
include the following information:
-Name, address, telephone number, date of
birth.
-Education and qualifications
-Work experience and positions of
responsibilities
-Interests, name and address of referees.

29.  The
covering letter will include why the
applicant wants the job and why they are best
suited to the job they are applying for.
 The
business will then review all application
before deciding upon a shortlist. The people on
the shortlist will be the best matched to job
and will be invited for an interview.

31.  Once
the referees of the shortlisted
candidates have given reference to the
applicants an interview will take place.
 This
is the most common form of
selection, however it doesn’t always mean
the right person for the job is selected.

32. The main purpose of an interview is to assess in the
shortest time possible:
-The applicant’s ability to do the job.
-Personal qualities
-General character and personality of the person.


It is always best to go through some common questions
that may be asked before going for an interview.

Can you think of any common questions that may be
asked?

33. 
Interviews can be one to one or may involve a panel
of people. A panel of people is generally used for
senior positions.

Some business include tests at this stage. These
could be:
skills tests
aptitude tests,
personality tests
group situation tests.
-

35. 1) A person who sits with their arms and legs crossed
and their head down. No eye contact with the interview
panel
Message to interview panel: "I'm scared and nervous"

36. A person who slouches in their seat, with their legs
outstretched, their hands in their pockets, looking out of
window.
Message to interview panel: "I'm not interested and
bored"

37. Sitting straight up in seat, arms resting in lap, looking
straight at interviewer (eye contact) and smiling.
Message to interview panel: " I'm interested and alert"

38. Leaning forward and stabbing a finger at the
interviewer. Angry expression on face.
Message to interview panel: "I'm aggressive"

39. When a business offers training to their
staff it should have clear objectives as to
what they want to achieve. Training is often
needed to:
-Introduce a new process or equipment.
-Improve the efficiency of the workforce
-Improve unskilled workers
-Decrease supervision
-Improve the opportunity for promotion
-Decrease the chances of accidents.


40.  There
are three main types of training.
These are:
-Induction Training
-On-the-job training
-Off-the-Job Training

41.  This
is given to new employees. It
explains the companies activities,
customs, procedures and introduces
them to their fellow workers.
 Look
226.
at the case study example on page

42.  This
is where a person is trained by watching an
experienced worker doing the job.
 This
allows for individual tuition and as it is in the
workplace the employee doesn’t have to be sent
elsewhere.
 However
it will lead to a decrease in productivity
and any bad habits may be passed on.

43.  This
is where the worker is taken away
from the place they work. This could be
a separate building, a training room,
college or specialist training centre.
 These
use various techniques to teach
new skills, which allows for a wider
range of skills to be taught.

44. A
business may lose the worker during
the time of training as well as having to
pay for the course. However with
greater skills it allows for staff to
become more versatile within the
business.

45.  Workforce
planning is establishing the
workforce needed by the business for
the foreseeable future in terms of the
number and skills required.
 When
this has been decided the human
resources department can plan