Presentacion

1. Recruitment and
employment
By: Agustin Segura and Lucia Roggero

2. Full time employees
They work an average of 38 hours per week.
The amount of hours they have to work per
week are pre arranged with the employer.

3. Part time employees
They work an average of less than 38 hours a
week, generally regular hours.
Both receive the same wages and conditions on
a proportionate basis, according to hours.

4. The advantages and disadvantages of full-time workers are the opposites
Advantages for the business for a part-time
worker:
flexible hours of work
Easier to extend business operating hours
Employee is willing to accept lower pay
Less expensive than a full-time worker
Easier to ask employees to work at busy
times
Disadvantages to the employer:
Workers are less likely to be trained since the
employers consider the job is temporary
Takes longer to recruit a part-time worker
rather than a full-time worker
Workers can be less committed to the job
Employees are less likely to be promoted
since they don't have the skills
Communication is more difficult when part-
time workers when they are not working.

5. Employee or contractor?
An employee is somebody that works in your
business and is part of your business (represent
it).
A contractor is somebody that runs their own
business and provide services to your business.

6. When comparing employees and contractors,
continuing with this school’s case, Meri, our
business teacher would be an employee of
Las Cumbres. A painting company hired to
paint the walls of the school would be the
contractor as it only comes to complete this
specific job, ut isn’t a permanent member of
the school.

7. Comission and piece rate employees
This means that you pay them based on the
results they achieve instead an hourly or weekly
pay rate.
A good reason to incorporate this type of
employment, would be that it may help
incentivize the employee to sell more and
therefore make more cash inflow and more
people interested in the company/business.

8. Recruitment and selection
Takes place when an employee leaves a job, when a new business is starting up or when a business
wants to expand.
Gives the business the opportunity to reassess the future of people's jobs
In large business the Human Resources department takes care of recruiting and selecting staff
In small businesses, there isn't enough people recruited to have a separate Human Resources
department, the task is undertaken by managers
The more important the job, the more the process will take

9. Become an employer for the first time
Take on staff
Ensuring your workers are eligible to work
Create a written statement of employment
Find out if you need to operate PAYE
Make sure you need to operate PAYE before
you register as an employer with HMRC

10. The recruitment process
Vacancy arises
Job Analysis
Job description
Job specification
Job advertisement
Application forms and short listing
Interviews and selection
Vacancy filled

11. Job Analysis
When the vacancy arises, the first stage is job analysis which identifies and
records the responsibilities and tasks relating to a job.
Examples:
* A business recruiting an employee to fill an existing post
* A new employee needed due to business expanding or because
it has identified skills that it needs but nobody there has.

12. Job description
The second stage is job description which
outlines the responsibilities and duties to be
carried out by someone employed to do a
specific job.
It's functions include:
So that candidates can know exactly what the
jobs entails.
Allows job description to be drawn up, to see
if the candidate matches the job.
Once someone has been employed, it will act
as a guideline to determine if they are
doing their job correctly and efficiently.
The job title: Chemistry Teacher
Department: Secondary school
Who they are responsible to/ for: They are
responsible to Hugo and are responsible for
the students in their class.
The jobs main purpose: Educate their
students on the
Its main duties: Make sure the students follow
the school rules and principles while learning
all that is necessary and
Occasional duties:supervision of students.
The conditions of the employment:
replacement of Alejandro Gomez
Training offered:none
Opportunities for promotion: After third year,
salary increase and expansion of classes will

13. Job specification
The third stage is job specification which is a
document which outlines the requirements,
qualifications, expertise, physical characteristics,
etc. for a specified job.
The listed requirements usually include:
The level of educational qualification: must have
finished high school, have at least 4 years of college
(studying chemistry) done.
Amount and type of experience: Must have worked
in at least to other schools before. Recommendation
is seeked.
Special skills, knowledge or particular aptitude:
Must have studied molecules, the chemical elements
and enzymes. All of the theoretical and practical work
that comes with it and the ins and out of the subject.
Must teach in a way that is efficient and clear, so that
the students expand to their full potential and prepare
themselves for life after high school
Personal characteristics: must be patient,
passionate for her subject, organized, polite and like
working with teenagers.

14. Internal Recruitment
Internal recruitment is when a vacancy of the
business is filled by someone who is an existing
employee
May be advertised on a company noticeboard,
or a company newspaper. It is suitable for those
seeking promotion within the business.
Advantages:
It saves time and money
The person is already known to the business
The person knows the organization's way of
working
It is very motivating for other employees
Disadvantages:
No new ideas or experience come to the
business
There may be jealousy and rivalry amongst

15. External Recruitment
External recruitment is when a vacancy is filled by someone who is not an existing employee and will
be new to the business.
Local newspaper:
● For clerical or manual positions.
● For type of jobs which don't require
high level of skills. This makes it more
local.
National newspaper:
● Used for more senior positions, where it would be
harder to find the employee with all of the
requirements.
● Read by many people: in different parts of country
or outside
● Highly paid positions → people will be willing to

16. Specialist magazines and journals
● Used for particular technical
people
● For home countries or
abroad.
Recruitment agencies:
● Specialist in recruiting employees →
Advertise and interview people
● Keep details of qualified people on their
‘books’
● Put forward candidates to be interviewed
or send out those who are thought as
suitable (usually with skilled workers,
when temporary contracts need filling or
when it is abroad)
● Use has increased→ Some businesses
leave them the recruitment process
since they already have a range of
candidates.
.
Centres run by the government (Job Centres)
● Places where job vacancies can be advertised
● Details given to interested people
● For unskilled and semi-skilled jobs.

17. Job advertisement
For this businesses will need to decide:
What should be included in the advert
Where the advertisement should be placed
How much the advertisement will cost
Information about the job has to be included. This means the duties involved,
qualifications required, salary, conditions of employment and information about the
method of application.

18. A CV or résumé is a summary of a person’s
qualifications, experiences and qualities. It
is written in a standard format.
A curriculum or résumé must be well laid out
and clear.
It should contain:
Name: Gabriela
Adress: Palermo nuevo 1762
Telephone number:1525874419
Date of birth: 03/10/90
Nationality:Argentinian
Education and qualifications: High school
finished. 1 year from graduating college for
chemistry in the Uces
Work experience: Work in Palermo Chico and
San Tarsicio
Position of responsibility:Chemistry teacher
References: If you ask Caro in Palermo Chico or
Application forms and CVs/resumes

20. The applicants who are shortlisted are invited to an interview. This people will have to provide the names
and addresses of reference.
The main purposes of an interview are to assess, in the shortest period of time:
The applicant's ability to do the job
Any general qualities that are an advantage or disadvantage
The general character and personality of the applicant

21. Rejecting unsuccessful applicants
When the suitable applicant has been offered the job and accepted, there’s a task that has to be done.
Which is inform the unsuccessful applicants that they do not have the job and thank them for applying.

22. The Contract of Employment
The contract will set out the relationship terms between the employee and employer.
1. Name of the employer and employee
2. Job title
3. Date of the employment
4. Hours of work
5. Pay, and other benefits (sick pay, pension)
6. When will payment take place
7. Holiday entitlement
8. Amount of notice that needs to be given ir order to terminate the employment.

23. Managing staff performance
Getting the most from your staff requires you to actively manage their performance. This could be
recognising those that are performing well and counselling those who are not.
Managing performance can help you check if your employees have the right skills and attitude, or identify
areas for further training and development.
If an employee is underperforming, it is a good practice to:
provide them with a letter that highlights the performance issue and how you expect it to be rectified;
provide them with sufficient time to improve their performance or conduct;
offer further training or an opportunity to improve their skills; and
advise them of possible consequences if they don’t reach the required performance level

24. Ending employment
The most common reasons employment ends are:
resignation
redundancy
termination