1. Job description
1.1. Provides a clear idea of what the job is, helps avoid applicants from people who cannot do the job
1.1.1. • Title • Location • Summary of job • Reporting to • Work conditions • Job duties • Hazards
2. Job specification
2.1. Document that outlines the requirements, qualifications, expertise, skill and characteristic required by the employee
2.1.1. Clearly identifies the qualities required by the business
2.1.1.1. • Clearly identifies the qualities required by the business. • Qualifications • Expertise • Specialised training • Skills • Personality
3. Importance of training
3.1. • Introduce new process • Improved efficiency • Increased motivation • Fewer mistakes • Fewer accidents • Employee flexibility • Less supervision needed • Reduce number of employees • Fewer customer complaints
3.1.1. Induction training
3.1.1.1. Introduction given to a new employee, explaining its activities, customs and procedures. Introducing them to their fellow workers
3.1.1.1.1. Advantages
3.1.1.1.2. Disadvantages
3.1.2. On job training
3.1.2.1. Watching a more experienced worker do the job while working
3.1.2.1.1. Advantages
3.1.2.1.2. Disadvantages
3.1.3. Off job training
3.1.3.1. Trained away from the workplace, usually by a specialist trainers
3.1.3.1.1. Advantages
3.1.3.1.2. Disadvantages
4. Legal controls of employment
4.1. Contract of employment
4.1.1. Legally binding document, sets out the terms of the relationship between the employee and the employer
4.1.1.1. • Name of employer • Job title • Date of employment • Hours worked • Rate of pay • When payment will be made • Holiday entitlement
4.1.1.1.1. Impacts
4.2. Unfair dismissal
4.2.1. When an employer ends a workers contract of employer a reason that is not valid ex by the contract
4.2.1.1. • Discrimination at the workplace • Reduce worker numbers but not pay redundancy compensation • Illegal
4.2.1.1.1. Impacts
4.3. Protection against discrimination
4.3.1. When the employee makes decisions that are based on unfair reasons
4.3.1.1. Race, gender, age, religion, disability
4.3.1.1.1. Impacts
4.4. Health and safety at work
4.4.1. Protection from dangerous machinery, safety clothing and equipment
4.4.1.1. • Dangerous machinery • Provision of safety equipment and clothing • Maintain reasonable temperatures • Provide hygienic conditions and washing facilities • Cannot insist on long shifts • Adequate breaks
4.4.1.1.1. Impacts
5. Job analysis
5.1. To study the tasks and activities to be carried out by the new employee
5.1.1. • Identifies and records the tasks and responsibilities required for the job • Reasons may be for business expansion or replacing an employee • Helps work out if they need to recruit or task the duties to someone else
6. Recruitment
6.1. Internal recruitment
6.1.1. When a vacancy is fuelled by an existing employee of the business
6.1.1.1. Advantages
6.1.1.1.1. • Saves time and money. • Already knows the business culture and ways • Has a deep understanding of the business operations • Motivates collegues
6.1.1.2. Disadvantages
6.1.1.2.1. • No new skills and experience coming to the business • Jealousy among workers • No suitable candidates available
6.2. External recruitment
6.2.1. When a vacancy is filled buy a non existing employee of the business
6.2.1.1. Advantages
6.2.1.1.1. • Bring in news skills or ideas • Wider pool of candidates • Fresh perspective
6.2.1.2. Disadvantages
6.2.1.2.1. • No knowledge of current operations and culture • Increased costs to hire • Time to hire
6.3. Stages of recruitment
6.3.1. Advertising the vacancy (external)
6.3.1.1. Raises awareness increasing the nr of potential applicants
6.3.1.1.1. Special magazines, websites, television
6.3.2. Selection
6.3.2.1. Selects best candidate for the job
6.3.2.1.1. They view letter of application and cv, → they get short listed → interview → selected → test (maybe)
6.4. Part time VS full time employee
6.4.1. Part time employee
6.4.1.1. Advantages
6.4.1.1.1. • More flexible hours of work • Easier ask employees to work more during busy times • Easier to extend business hours by working weekends • Less expensive than paying full-time workers
6.4.1.2. Disatvanges
6.4.1.2.1. • Less training, lower quality • Less committed to the business v • Time to recruit & train • May leave job for full time job elsewhere
6.4.2. Full time employees
6.4.2.1. Advantages
6.4.2.1.1. • Consistency of work/service • Likely to be more committed to the business • Easy to communicate • Internal pool of candidates for future promotion • Fewer workers needed
6.4.2.2. Disadvantages
6.4.2.2.1. • High overhead costs as labour is fixed regardless of output • Less flexibility to scale down • Higher labour costs
7. Reducing workforce
7.1. Dismissal
7.1.1. Workers told to leave their job because their work or behaviour was unsatisfactory
7.1.1.1. Lateness, stealing from the bussines, unable to do the job at a satisfactory standard
7.2. Redundancy
7.2.1. An employee is no longer needed and so loses their work through no fault of their own
7.2.1.1. Introduction of technology, fall of demand, factory, relocation of business
7.3. Why down sizing is necessary
7.3.1. Reducing the nr of employees
7.3.1.1. • Introduction of technology and automation • Economic crisis • Factory or shop closure • Relocation of business or factory • Need to reduce costs • Excess workforce
7.3.2. Which workers not to fire?
7.3.2.1. • Important or essential job • High performance • Highly experienced • Highly skilled • Salary paid • Length of service • Excellent attitude to work