Recruitment And Retention Of Staff
Specification:
4.2 Recruitment and Retention of Staff • the staff recruitment process • appraisal and training • methods of motivation • retention of staff |
Candidates should understand the process
that businesses use to recruit and select new employees. Candidates should understand the benefits of an induction training programme and what might be included in it. Candidates should be aware of the advantages and disadvantages of on the job training, such as in house training, and off the job training such as external courses. Candidates should understand how and why businesses use an appraisal or performance review system. Candidates should understand the methods by which businesses motivate and retain suitable employees, including the roles of training, remuneration and styles of management. Specific motivational theories (such as Maslow) will not be examined. |
The Recruitment Process
Learning Objectives:
- To understand the recruitment process (D-E)
- To analyse the problems associated with hiring staff (B-C)
- To evaluate the best method of recruitment for a selected business (A*-A)
- To understand the recruitment process (D-E)
- To analyse the problems associated with hiring staff (B-C)
- To evaluate the best method of recruitment for a selected business (A*-A)
Starter activity:
What was wrong with this interview?!
stages_in_the_recruitment_and_selection_process_for_2014_2.docx | |
File Size: | 33 kb |
File Type: | docx |
Why might a growing business need to recruit staff? (Mind map)
Job Descriptions:
These are documents stating information about the duties and tasks that make up a particular job. They usually include:
These are documents stating information about the duties and tasks that make up a particular job. They usually include:
- the title of the job
- the hours and place of work
- the main tasks involved
- the employees for whom the person will be responsible
Person Specifications:
These state the qualifications and skills required by an employee to fill a post that is advertised (essential and desirable). It may include:
These state the qualifications and skills required by an employee to fill a post that is advertised (essential and desirable). It may include:
- educational qualifications
- vocational or professional qualifications
- ability to work as part of a team
- experience of similar jobs
Internal and External Recruitment:
Some jobs may be advertised internally via a company's noticeboard or intranet. Whereas some may be advertised externally via newspapers or specialist magazines, or companies may use recruitment agencies. All applicants will then either fill in an application form or send a CV with all their qualifications, employment history and interests.
Some jobs may be advertised internally via a company's noticeboard or intranet. Whereas some may be advertised externally via newspapers or specialist magazines, or companies may use recruitment agencies. All applicants will then either fill in an application form or send a CV with all their qualifications, employment history and interests.
Selection Process:
- Match application forms or CVs to job description
- Draw up short-list of candidates (8-10)
- Invite applicants to attend selection process
- Selection process (interviews, psychometric tests, assessment centre)
- Choose the best candidate on the basis of performance
- Inform all candidates of decision
Post it note activity:
Mike Jones is the owner of a small range of local pubs in the Essex area. At one of his currently successful pubs the manager is leaving after being headhunted by a larger, more successful brewery. Each pub has 3 team leaders. All of them have been recruited within the last 14 months as a result of them being promoted. At one of his less successful pubs Mr Jones has had to terminate the team leader’s contract due to a series of disciplinary problems. The brewery has discovered that staff in all of their pubs are lacking motivation and this is having an effect on their performance and this, in turn, is having a negative impact on already declining profits.
Task: Come up with THREE exam style questions
(2, 6 and a 9 marker)
Mike Jones is the owner of a small range of local pubs in the Essex area. At one of his currently successful pubs the manager is leaving after being headhunted by a larger, more successful brewery. Each pub has 3 team leaders. All of them have been recruited within the last 14 months as a result of them being promoted. At one of his less successful pubs Mr Jones has had to terminate the team leader’s contract due to a series of disciplinary problems. The brewery has discovered that staff in all of their pubs are lacking motivation and this is having an effect on their performance and this, in turn, is having a negative impact on already declining profits.
Task: Come up with THREE exam style questions
(2, 6 and a 9 marker)
Mike Jones is the owner of a small range of local pubs in the Essex area. At one of his currently successful pubs the manager is leaving after being headhunted by a larger, more successful brewery. The pubs each have 3 team leaders . All of them have been recruited within the last 14 months as a result of them being promoted. At one of his less successful pubs Mr Jones has had to terminate the team leader’s contract due to a series of disciplinary problems. The brewery has discovered that staff in all of their pubs are lacking motivation and this is having an effect on their performance and this, in turn, is having a negative impact on already declining profits.
Evaluate if Mr Jones should use Internal or External recruitment to replace the 2 store managers?
(9 marks)
Evaluate if Mr Jones should use Internal or External recruitment to replace the 2 store managers?
(9 marks)
Training and Appraisals
training_and_appraisals.docx | |
File Size: | 195 kb |
File Type: | docx |
Learning Objectives:
- To understand the different types of training available and their advantages and disadvantages (B-C)
- To understand what appraisals are and their advantages and disadvantages (B-C)
- To evaluate whether a chosen business should use appraisals or not (A*-A)
- To understand the different types of training available and their advantages and disadvantages (B-C)
- To understand what appraisals are and their advantages and disadvantages (B-C)
- To evaluate whether a chosen business should use appraisals or not (A*-A)
Starter Activity:
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Training is a range of activities giving employees job-related skills and knowledge.
Advantages of training:
Advantages of training:
- Employees learn new skills and knowledge - makes them better at their jobs
- Makes employees feel motivated - earns loyalty and keeps skills in the business
- Fewer expensive mistakes made
- Costly and cover needed
- Staff can leave after training
Induction training: The first type of training you receive after starting a new job.
The following items should be covered in an effective induction programme:
• Introduction to the business/department and its personnel/management structure
• Layout of the buildings (factory / offices)
• Terms and conditions of employment (explaining the contract of employment)
• Relevant personnel policies, such as training, promotion and health and safety
• Business rules and procedures
• Arrangements for employee involvement and communication
• Welfare and employee benefits or facilities
The following items should be covered in an effective induction programme:
• Introduction to the business/department and its personnel/management structure
• Layout of the buildings (factory / offices)
• Terms and conditions of employment (explaining the contract of employment)
• Relevant personnel policies, such as training, promotion and health and safety
• Business rules and procedures
• Arrangements for employee involvement and communication
• Welfare and employee benefits or facilities
On-the-job training: This is training given in the workplace.
The main methods of one-the-job training include:
The main methods of one-the-job training include:
- Demonstration / instruction - showing the trainee how to do the job
- Coaching - a more intensive method of training that involves a close working relationship between an experienced employee and the trainee
- Job rotation - where the trainee is given several jobs in succession, to gain experience of a wide range of activities (e.g. a graduate management trainee might spend periods in several different departments)
- Projects - employees join a project team - which gives them exposure to other parts of the business and allow them to take part in new activities. Most successful project teams are "multi-disciplinary"
Advantages:
- Generally most cost-effective
- Employees are actually productive
- Opportunity to learn whilst doing
- Training alongside real colleagues
- Quality depends on ability of trainer and time available
- Bad habits might be passed on
- Learning environment may not be conducive
- Potential disruption to production
Off-the-job training: Takes place outside of the place of work.
Common methods of off-the-job training include:
Common methods of off-the-job training include:
- Day release (employee takes time off work to attend a local college or training centre)
- Distance learning / evening classes
- Block release courses - which may involve several weeks at a local college
- Sandwich courses - where the employee spends a longer period of time at college (e.g. six months) before returning to work
- Sponsored courses in higher education
- Self-study, computer-based training
- Course run by a training company
Advantages:
- A wider range of skills or qualifications can be obtained
- Can learn from outside specialists or experts
- Employees can be more confident when starting job
- More expensive – e.g. transport and accommodation
- Lost working time and potential output from employee
- New employees may still need some induction training
- Employees now have new skills/qualifications and may leave for better jobs
The word appraisal implies making a judgement about how well an employee is doing. However, the appraisal process needs to be more than simply scoring or judging past performance. It needs to look forward too.
The appraisal system is used for four reasons;
The appraisal system is used for four reasons;
- Appraise current performance and provide feedback on current performance
- Identify future training needs
- Assess whether promotion is appropriate and other rewards.
- Evaluate the success in achieving previously set individual targets
Advantages:
Disadvantages:
Evaluation:
Appraisals can be a very successful method to open up channels of communication between managers and subordinates and highlight areas for improvement and identify potential skills that could be developed to benefit the employee and the firms operations. However appraisals must take place on a regular basis to prove beneficial. Managers must be prepared to listen to employees views and take action on concerns and interests, without this the system loses value.
- Provide the forum for communication between manager and subordinate
- Identify training needs and potential promotion prospects
- Employees feel that there are opportunities for their opinions to be heard enabling them to feel more valued – Mayo.
- A clear link is established between training and promotional plans and the firm’s corporate objectives.
- Appraisals help to prevent an attitude of shorttermism in employees.
Disadvantages:
- Not all employees feel comfortable talking openly with managers
- Managers must have the correct attitude towards the appraisal system.
- The appraisal system only works when issues discussed are acted upon and promises are creditable. Rewards promised must come to fruition.
Evaluation:
Appraisals can be a very successful method to open up channels of communication between managers and subordinates and highlight areas for improvement and identify potential skills that could be developed to benefit the employee and the firms operations. However appraisals must take place on a regular basis to prove beneficial. Managers must be prepared to listen to employees views and take action on concerns and interests, without this the system loses value.
Motivation and Retention
motivation_and_staff_retention.docx | |
File Size: | 14 kb |
File Type: | docx |
Learning Objectives:
- To understand what motivates different employees (D-E)
- To understand how businesses retain staff (D-E)
- To analyse the effectiveness of these different methods (B-C)
- To evaluate the best way for a business to motivate and retain its staff (A*-A)
- To understand what motivates different employees (D-E)
- To understand how businesses retain staff (D-E)
- To analyse the effectiveness of these different methods (B-C)
- To evaluate the best way for a business to motivate and retain its staff (A*-A)
Starter activity:
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What motivates the people that do each of these jobs?
Motivation is the will or desire to do something.
Financial methods:
- Salaries
- Fringe benefits (e.g. company car or health policy)
- Piece-rate pay (paid per unit produced)
- Commission (performance related pay)
- Profit share
- Shares and options
- Pensions
Non-financial methods:
- Job enlargement
- Job rotation
- Job enrichment
- Teamworking
- Empowerment
- Training
What types of questions do you think you could be asked on motivational methods?
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Autocratic Management Style:
Senior managers take all the important decisions with no involvement from workers
Advantages:
Senior managers take all the important decisions with no involvement from workers
Advantages:
- Quick decision making
- Effective when employing many low skilled workers
- No two-way communication so can be de-motivating
- Creates “them and us” attitude between managers and workers
Democratic Management Style:
Workers allowed to make own decisions. Some businesses run on the basis of majority decisions
Advantages:
Workers allowed to make own decisions. Some businesses run on the basis of majority decisions
Advantages:
- Authority is delegated to workers which is motivating
- Useful when complex decisions are required that need specialist skills
- Mistakes or errors can be made if workers are not skilled or experienced enough
Paternalistic Management Style:
Managers make decisions in best interests of workers after consultation
Advantages:
Managers make decisions in best interests of workers after consultation
Advantages:
- More two-way communication so motivating
- Workers feel their social needs are being met
- Slows down decision making
- Still quite a dictatorial or autocratic style of management
How Businesses Retain Their Staff:
- Training
- Team Work
- Pay
- Management Style
- Good Working Conditions
- Flexible Hours