Recruitment, Selection and Training of Employees
This chapter explains how businesses manage employees through the Human Resources department, recruit and select suitable workers, train staff, reduce the workforce when needed, and follow legal controls that protect employees.
Topic 1: Human Resources and Recruitment Basics
Students should first understand what HR does and the difference between recruitment and selection.
1. Human Resources Department
The Human Resources (HR) department is responsible for managing employees within the business.
Five important responsibilities
🔎Recruitment and selection
Finding and choosing suitable employees.
🎓Training
Identifying and providing employee training.
💰Wages and salaries
Helping ensure pay attracts and retains employees.
🛡️Health and safety
Making sure employment laws are followed.
🚪Redundancy and dismissal
Dealing with employees who leave because they are no longer needed or because of unsatisfactory performance.
2. Recruitment and Selection
Recruitment
Recruitment is the process from identifying the need for a new employee until applications are received.
Employee selection
Employee selection is choosing the most suitable applicant for the job.
Why a business may recruit
- An employee has left.
- A new business is starting.
- The business is expanding.
3. Main Stages of Recruitment and Selection
The main recruitment process is:
Topic 2: Job Documents and Recruitment Methods
This topic separates the documents used before advertising a vacancy from the methods used to attract applicants.
4. Job Analysis
A job analysis identifies and records the tasks and responsibilities involved in a job.
It helps the business decide exactly what the new employee will need to do.
5. Job Description
A job description outlines the duties and responsibilities of a particular job.
What it may include
- Job title
- Department
- Who the employee reports to
- Main duties and responsibilities
- Working conditions
Why it is useful
- Applicants know what the job involves.
- It helps the business check whether the employee is performing the required duties.
6. Job Specification
A job specification describes the type of person needed for the job.
What it usually includes
- Qualifications
- Experience
- Skills and knowledge
- Personal qualities
7. Internal Recruitment
Internal recruitment is filling a vacancy using someone who already works for the business.
Advantages
- Cheaper and quicker than recruiting externally.
- The business already knows the employee's abilities and reliability.
- Promotion opportunities may motivate other employees.
Disadvantages
- No new ideas or experience are brought into the business.
- Other employees may become jealous if they are not promoted.
8. External Recruitment
External recruitment means filling a vacancy with someone who does not currently work for the business.
Benefits
- Can bring new ideas, skills and experience into the business.
- Gives the business a wider choice of applicants.
Drawbacks
- Usually more expensive.
- The business does not already know how well the applicant will perform.
9. Methods of External Recruitment
Important methods include:
📰Local newspapers
Suitable for jobs where many local people may have the necessary skills.
Example: shop assistant or factory worker.
🗞️National newspapers
Suitable for senior or specialised jobs where suitable applicants may live further away.
🌐Online recruitment
Websites and professional networks can advertise vacancies to a large number of people.
🤝Recruitment agencies
Specialist organisations that help businesses find suitable employees. They may save the business time but can be expensive.
10. Job Advertisements
A job advertisement usually contains:
- Job title
- Duties
- Qualifications required
- Salary
- Working conditions
- How to apply
Choosing the advertising method
The method of advertising should depend on:
- The type of job
- Level of skills required
- Cost of advertising
Topic 3: Applying, Selection and Types of Workers
This topic explains how candidates apply, how the business chooses the best employee, and how part-time and full-time workers differ.
11. Applying for a Job
Applicants may be asked to provide:
- An application form, or
- A letter of application and CV/résumé.
What a CV summarises
- Education and qualifications
- Work experience
- Responsibilities
- Interests
- References
The business compares applications with the job specification and creates a shortlist of suitable candidates.
12. Methods of Selection
The most common selection method is an interview.
What an interview helps the business assess
- Ability to perform the job
- Personal qualities
- Personality and suitability for the organisation
Other selection methods
🧪Skills tests
Test whether applicants can perform specific tasks.
🧠Aptitude tests
Measure a candidate's potential to learn new skills.
🙂Personality tests
Assess whether the person's personality is appropriate for the job.
📞References
Previous employers or other referees provide information about the applicant's character and reliability.
13. Choosing the Best Employee
The most suitable applicant may be selected based on:
- Work experience
- Qualifications
- Skills
- Knowledge of the business
- Suitability for the particular job
14. Part-Time and Full-Time Employees
Part-time employee
A part-time employee usually works fewer hours than a full-time employee.
Full-time employee
A full-time employee will normally work around 35 hours or more per week.
Benefits of part-time workers to a business
- They provide flexibility, especially at busy times.
- They may reduce labour costs.
- They can help businesses extend opening hours.
Limitations
- They may be less committed to the business.
- Communication may be more difficult because they are not always at work.
- They may receive less training and gain less experience.
Topic 4: Training Employees
Training helps workers gain the skills and knowledge needed to perform better and adapt to business changes.
15. Importance of Training
Training helps employees improve their skills and knowledge.
Businesses provide training to:
- Increase employee skills
- Improve efficiency and productivity
- Introduce new technology or equipment
- Improve quality and customer service
- Reduce accidents
Three main types of training
16. Induction Training
Induction training is training given to a new employee when they first join the business.
It introduces them to:
- The business
- Other employees
- Workplace procedures
- Health and safety
- Their job
Advantages
- Helps employees settle in quickly.
- Reduces the chance of mistakes.
- Makes employees aware of health and safety procedures.
Disadvantage
Takes time and costs money while the employee is not fully productive.
17. On-the-Job Training
On-the-job training occurs at the workplace, usually by watching and learning from an experienced worker.
Advantages
- Usually cheaper than off-the-job training.
- Training is directly related to the employee's actual job.
- The employee can produce some output while learning.
Disadvantage
The experienced worker may become less productive while training the new employee, and poor working habits could be passed on.
18. Off-the-Job Training
Off-the-job training takes place away from the normal workplace, often at:
- A college
- Training centre
- Specialist course
It may involve:
- Classroom learning
- Role play
- Case studies
- Simulations
Advantages
- Specialist trainers may be used.
- Employees can learn a wider range of skills.
Disadvantages
- Can be expensive.
- Employees may not produce any output while attending training.
- Better qualifications may make it easier for employees to find another job.
Topic 5: Reducing the Workforce and Employment Law
This topic helps students distinguish between dismissal and redundancy and understand the main legal controls protecting employees.
19. Why a Business May Reduce Its Workforce
A business may need fewer employees because of:
🤖Automation
Machines or technology replace some workers.
📉Falling demand
Lower sales mean fewer employees are required.
📦Closure or relocation
A factory, shop or office may close or move elsewhere.
Other reasons can include mergers and takeovers where some jobs are duplicated.
20. Dismissal
Dismissal occurs when an employee is required to leave because their work or behaviour is unsatisfactory.
Examples
- Repeatedly arriving late
- Stealing
- Failing to perform the job properly
21. Redundancy
Redundancy occurs when an employee loses their job because the business no longer needs the position, not because the employee has done anything wrong.
Example: A fall in sales may mean a factory no longer needs as many workers.
22. Choosing Employees for Redundancy
A business may consider:
- Whether workers volunteer for redundancy
- Length of service
- Skills needed by the business
- Attendance and performance record
23. Legal Controls Over Employment
Important legal controls include:
- Employment contracts
- Protection against unfair dismissal
- Protection against discrimination
- Health and safety laws
- Minimum wage laws
24. Contract of Employment
A contract of employment is a legal agreement between an employer and employee that sets out their rights and responsibilities.
What it may include
- Job title
- Working hours
- Rate of pay
- Benefits
- Holidays
- Notice period
It helps both employer and employee know what is expected.
25. Unfair Dismissal
Unfair dismissal occurs when an employee is dismissed for a reason that is not legally acceptable or not allowed under the employment contract.
Employees may be able to:
- Take legal action
- Receive compensation
- Regain their job
26. Discrimination
Discrimination occurs when employees or applicants are treated unfairly because of characteristics such as:
- Race
- Religion
- Sex
- Age
- Disability
27. Health and Safety Laws
Employers may be legally required to:
- Protect workers from dangerous machinery
- Provide safety equipment
- Maintain safe and hygienic working conditions
- Provide suitable breaks
Effects on businesses
These laws increase costs for businesses but can:
- Reduce accidents
- Increase employee motivation
- Reduce compensation claims
28. Legal Minimum Wage
A legal minimum wage makes it illegal for employers to pay workers below a minimum hourly rate set by the government.
Benefits to employees
- Protects low-paid workers from exploitation.
- Increases income and living standards.
Possible effect on businesses
Higher wages increase labour costs and could cause some businesses to:
- Increase prices
- Employ fewer workers
Topic 6: Key Definitions and Examination Checklist
Use this final topic for quick revision before attempting past-paper questions.
Key Definitions
| Term | Meaning |
|---|---|
| Recruitment | Process of attracting applicants for a vacancy |
| Selection | Choosing the most suitable applicant |
| Job analysis | Identifying the tasks and responsibilities of a job |
| Job description | Document describing duties and responsibilities of a job |
| Job specification | Document describing the qualifications, skills and qualities required |
| Internal recruitment | Filling a vacancy with an existing employee |
| External recruitment | Filling a vacancy with someone from outside the business |
| Induction training | Introduction and training for a new employee |
| On-the-job training | Training received while doing the job |
| Off-the-job training | Training away from the normal workplace |
| Dismissal | Employee loses job because of unsatisfactory work or behaviour |
| Redundancy | Employee loses job because the position is no longer required |
| Contract of employment | Legal agreement stating employee and employer rights and responsibilities |
| Workforce planning | Deciding the number and skills of employees the business will need in the future |
What Students Must Know for the Examination
Students should be able to:
- Explain the main responsibilities of the Human Resources department.
- Understand the stages of recruitment and selection.
- Distinguish between job analysis, job description and job specification.
- Distinguish between internal and external recruitment.
- Identify appropriate methods of advertising vacancies.
- Explain how employees are selected.
- Distinguish between part-time and full-time workers.
- Explain why training is important.
- Distinguish between induction, on-the-job and off-the-job training.
- Distinguish between dismissal and redundancy.
- Explain why businesses may reduce their workforce.
- Understand the main laws protecting employees.