1. Recruitment / Selection / Training (Year 12 AS)

2. The recruitment process The recruitment process is the steps involved when recruiting a new member of staff.

3. Why have a process? So all staff do the same thing. So that the best candidate is appointed. So that the process is efficient (recruitment is expensive) and gets the best result. So that recruitment is legal and ethical.

4. Recruitment law and ethics The law states there must be no discrimination – everyone must have the same opportunity regardless of race or sex or disability. Ethical recruitment means there is no favouritism – eg all candidates are treated the same and asked the same questions.

5. Steps in the process Advertise the vacancy Identify the vacancy Draw up a person specificationDraw up a job description Shortlist the candidates Interview the applicants Select and appoint the best candidate

6. Differences in processes In a large organisation, recruitment is undertaken by the Human Resources department. Managers are involved in filling vacancies in their own area. In a small firm, recruitment is overseen by a manager or supervisor – to ensure the candidate will ‘fit in’.

7. Analysing and evaluating recruitment processes A good process will result in: Appropriate job descriptions and person specifications A clear, appropriate advertisement A straightforward process for candidates In-depth interviews by experienced interviewers Fair treatment for all candidates The best person being offered the job Unsuccessful candidates treated courteously

8. Staff development and training

9. What is ‘training and development’? Training relates to job specific skills and abilities, learned at work or somewhere else (eg how to use a spreadsheet package). Development relates to any activities to increase knowledge, skills or experience (eg learning a foreign language).

10. Why train and develop staff? Because: Jobs and technology changes New staff need special training Promoted staff need new skills It increases staff motivation and retention It increases staff efficiency It improves employee career prospects Staff become multi-skilled and can do more interesting jobs

11. Types of training (required keywords) Induction training = for new staff On-the-job training = to learn company equipment and systems Off-the-job training = to learn about other aspects of the job or area of work (might include - E-learning = learning by computer Cost is important. Training budgets are usually limited.

12. Identifying training needs New employees – may be identified at interview Existing employees – usually identified during appraisal or performance review Employees expected to identify own needs and make suggestions. Normally expected to link to company needs.

13. Assessing training What opportunities are available? What financial support is available? Are events checked to make sure they are relevant/interesting? Is health and safety training ongoing? Are staff more efficient after being trained? Do staff enjoy training sessions?

14. Future training needs 1 To enable staff to benefit from: New technology New business developments Changing job content Changing job roles Ongoing personal development Better career prospects

15. Future training needs 2 To enable business to benefit from: Multi-skilled staff Greater flexibility amongst staff New technology Greater efficiency New business opportunities Greater staff motivation and retention.