Recruitment,
Selection and
Training of
workers
Recruitment
● Two ways to do recruitment:
○ Internal Recruitment
○ External Recruitment
Internal Recruitment
● Filling a vacant post with someone already employed in the
business.
● Advantages:
○ The vacancy can be filled more quickly and more cheaply
○ Applicants already know how the business works
○ The business already know the strength and weaknesses of
the applicants
○ Workers can be more motivated when there is a chance of
promotion.
● Limitations:
○ A better candidate may have been available from outside of
business.
○ Could cause internal conflict.
○ It does not bring any new ideas
○ There will be a vacancy to fill, unless the worker’s previous
job has become redundant.
External Recruitment
● Filling a vacant post with somebody not already employed in the
business.
● Reasons:
○ Current employees didn’t have the necessary skill or
expertise to fill a vacancy
○ Firm want to increase the choice of candidates for a job.
● Benefits:
○ External applicants might bring new ideas and this can
improve the effectiveness and efficiency of the business.
○ There will be a wider a choice of applicants with different
skills and experience.
○ It avoids risk of upsetting worker when someone who is
internal is promoted.
● Limitations:
○ It take longer to fill the vacancy
○ It is more expensive than internal recruitment because of
advertising costs and the time spent interviewing
candidates.
○ External applicants will need induction training, which
increases their expenses.
Recruitment process
1. Identifying the need for new worker and carries out Job
analysis
○ The process that identifies the content of a job in
terms of activities involved, skills, experienced, and
other qualities needed to perform the work.
2. A Job Description is produced
○ Written document that provides all the details about
what a job involves.
○ Prepared by Human Resources Department with
input from the manager of the department that has
vacancy
● Job Description needs to include:
○ Job title
○ The main duties of the post
○ Responsibilities
○ Accountibility
3. A person specification is produced
○ A list of the qualifications, skills, experience and
personal qualities looked for in successful applicant.
○ Example Textbook page. 110 Fig. 8.4
4. Advertising a job
○ Internal recruitment - Staff notice board, Email or
workplace newsletter.
○ External- National newspaper, specialist magazines.
i. Depends on the nature of of the jobs
1. Middle and senior management - National
advertisement
2. Unskilled or semi-skilled - Local Newspaper
5. Sending out application forms and job details.
○ Those who decide to apply will complete and return
application form or send CV (Curriculum vitae).
6. Receiving applications and shortlisting applicants.
○ The Human Resource Department and managers of
the department will look through all the applications.
○ Compare and make shortlist.
i. List of candidates who are choses from all the
applicants to be interviewed for the job.
7. Interviewing shortlisted candidates
● The interview may just questions and answer session with
one or two people interviewing each candidate, or there
maybe a panel of interviewers.
8. Selecting the right candidate
● Following the interviews and result of any test, the
interview panel will select who they think is the best
applicants for the job.
● The applicants may receive a formal job offer in writing,
although they might first receive a phone call offering them
job.
Training
● Benefits of training
○ Trained production workers are more efficient.
○ Improves of business decisions and reduces the risk of
costly mistakes.
○ Develop worker abilities and reach their potential.
○ It is easier to recruit new worker and to keep existing
employee
○ Improve customer service
○ Health and safety training helps to reduce accidents
○ Improve business competitions
Methods of Training
● 3 main methods of training
○ Induction
○ On-the-Job
○ Off-the-job
● Induction Training
○ Training programme to help new recruits to become familiar
with their workplace, the people they work with and the
procedures the need to follow.
● Induction training introduces the new worker to:
○ Their work colleagues
○ Organizational structure, their role and responsibilities.
○ Health and safety procedures.
○ Facilities available to workers
● Benefits of inductions training
○ New recruit will quickly feel part of the business.
○ They can perform effectively from the start of their
employment.
● Limitations:
○ Increase business costs.
○ During the induction new recruit are not adding to output
but receiving their salary / costs.
● On-the-Job training
○ Training at the places or work, watching or following an
experienced worker.
● Benefits:
○ It is relatively cheap
○ Workers learn the way that the business wants the job done
○ Worker are producing output while training
● Limitations
○ Workers might pick up experienced workers bad habits
○ Might not learn up-to-date methods
○ Make more mistakes and increases wastes
○ Slows down the production of the experienced worker
● Off-the-the job training
○ Training take place away
○ This might be at the company’s own training facilities, or
attending courses offered by specialist training companies,
or at local college and universities.
○ Often used where the job requires high level of technical
skills, or specific management skills to be devolped.
● Benefit off-the-job training
○ Workers learn the latest methods and techniques
○ It does not disrupt the production of others.
● Limitations
○ Expensive
○ Worker does not produce any output during training
Reasons for reducing the size of workforce
● Several reasons why worker’s employment with a business may
be ended, or terminated
○ Resignation
■ Termination of employment by the worker, perhaps
they have found a job with different employer.
○ Retirement
■ Termination of employment due to the worker reaching
an age beyond which the do not need to work.
■ Average 67 years old
Reasons for reducing the size of workforce
○ Redundancy
■ Termination of employment by the employer because
the job is no longer needed
■ Reasons: Business Failed, Relocation of company,
introducing new technology,
○ Dismissal
■ Termination by the employer because the worker has
broken company rules or it is not performing work to
the required standard.
Reasons for downsizing the workforce
● There may be fall in demand for the product the worker
produces.
● The business introducing new technology.
● The business may relocate some distance from its current site,
perhaps another country.
In all these cases, the business will make employees redundant.
● Criteria to select worker for redundancy
○ How productive workers are
○ How often workers have been late or absent from work in
past years
○ How old a worker is
Legal control over employment issues
● Government intervention to protect workers:
○ Contract of employment
○ Unfair dismissal
○ Discrimination
○ Health and safety
○ Legal minimum wage
