Recruitment, selection and

training of workers
• The work of human resources department
• Recruitment and selection
• The recruitment process
– Job analysis and description
– Job specification
– Advertising the vacancy
• Internal recruitment
• External recruitment
• Job advertisement
– Application forms and CVs resumes
– Interviews
– Rejecting unsuccessful applicants
– The contract of employment
– Training
• Induction training
• On job training
• Off the job training
• Local newspapers
• National newspapers
• Specialist magazines and journals
• Recruitment agencies
• Centres run by the government ( Job Centres )
 Job advertisement
• What should be included in advert
• Where should it be placed
• Cost effectiveness
– Activity 8.3
 Application forms and CVs / Resumes
• Which applications match the job specification
• Invite for interview
• Shortlist
• Outline of application letter
• Why applicant wants the job
• Why the applicant feels he/she is suitable
– Activity 8.4
• Reference
Interviews
• One to one, two to one, panel
• Purpose of interview
• Applicants ability
• Personal qualities
• General qualities and personality
• Additional selection process
– Skill tests (carry out certain task)
– Aptitude test ( ability to train for a particular job)
– Personality test (ability to work under stress / in team)
– Group situation test
• Offer job to successful candidates and thank you letter
to rejected candidates
• Activity 8.5
 The contract of employment
• Legal requirement (in many countries)
• Terms of relationship between employee and
employer
– Name of employer and employee
– Job title
– Commencement date
– Working hours
– Rate of pay and other benefits
– Payment procedure and days
– Holidays
– Termination procedure
 Part time workers
• Advantages to businesses
– Flexible timing (can call during busy hours)
– Able to extend operating hours
– Suits employees' personal needs, so may accept lower
pay
– Less expensive than fulltime employee
• Disadvantages to businesses
– Less likely to be trained (temporary nature of job)
– Need two par-time workers for one fulltime (longer
recruitment)
– Can be less committed to business
– Difficult communication when they are not at work
 Training
• Necessary investment in human capital
• Why
– Increase skills
– Increase knowledge
– Change attitude / raise awareness
• Types
– Induction
– On the job
– Off the job
 Induction training
• For new employees, duration depends upon
company and nature of job
• Advantages
– Quickly settles new employee
– May be a legal requirement
– Less likely to make mistakes
• Disadvantages
– Time consuming
– Costly as wages are paid
– Delayed commencement
 On the job training
• Training by watching experienced worker doing
job
• Suitable for unskilled and semi skilled jobs
• Advantages
– Cheaper (saves travel cost)
– Some production while training
– Can be trained to specific needs of the business
• Disadvantages
– Reduces productivity of trainer
– Trainer’s bad habits might passed on
– Training not recognized outside business
 Off the job training
• Away from work place
• Involves
– Classroom learning , Lectures, Role play, Case studies, computer
simulation
• Advantages
– Range of skills can be taught
– If conducted out of business hours – employee can carry normal
duties, output is not lost
– Range of skills taught, multi skilled workers can be moved across jobs
– Trainers are generally experts
• Disadvantages
– Costly
– Paid wages – but no output
– Employee may leave after gaining new skills
 Downsizing the workforce
• Reasons
– Automation
– Fall in demand
– Closure of branch/ office
– Relocation
– Merger / takeover
• How to achieve
– Asses skills of present employees vs required skills
– Willingness to retrain
– Rule out those leaving or retiring
– Recruitment plan to show new staff requirement and
how they will be recruited
 Reducing number of employees
• Dismissal
– Asked to leave due to unsatisfactory work or
behavior
• Redundancy
– Employee is no longer needed NOT BECAUSE OF
unsatisfactory work or behavior but other reasons
such as recession
• Factors that affect redundancy or retaining
– Voluntary retirement, duration of employment,
skillset, employment history, department / section
 Employment issues and legal controls
• Equal employment opportunities
• Unfair discrimination (race, religion, sex, age,
disability)
• Health and safety (safety equipment and
clothing, hygiene, temperature, working hours
with breaks)
• Unfair dismissal (Joining trade union, without
warning, pregnancy)
• Wage protection (Contract - wage rate,
frequency, deductions)
 Legal minimum wage
Advantages Disadvantages
• Prevents exploitation of • Increase in prices
unskilled workers • Rise in unemployment –
• Employers might want tot unable to afford
train unskilled workers • Skilled workers may seek a
• Fewer worker shortage raise
• Can afford to spend more