1. Business Management - Intermediate 2Business Decision Areas © Copyright free to Business Education Network members 2007/2008 1 B111/078 – BDA

2. Business Management - Intermediate 2Business Decision Areas © Copyright free to Business Education Network members 2007/2008 2 B111/078 – BDA

3. Business Management - Intermediate 2Business Decision Areas © Copyright free to Business Education Network members 2007/2008 3 B111/078 – BDA

4. Business Management - Intermediate 2Business Decision Areas © Copyright free to Business Education Network members 2007/2008 4 B111/078 – BDA BUSINESS DECISION AREAS Human Resource Management (HRM) Recruitment and Selection

5. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 5 Human Resource Management 2. Recruitment and Selection B105/078 – BDA – HRM

6. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 6 2. Recruitment and Selection This involves deciding that there is a vacancy and going through a process to attract the right people to apply. RECRUITMENT B111/078 – HRM – Recruitment and Selection

7. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 7 Stages of the Recruitment process: 2. Recruitment and Selection - continued preparing a Job Analysis preparing a Job Description preparing a Person Specification preparing a Job Advertisement sending out Application Forms B111/078 – HRM – Recruitment and Selection

8. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 8 A Job Analysis This is an ‘analysis of what is involved in the job’. It will establish: the tasks involved in performing the job. the knowledge and skills needed to perform the job. the responsibility that the job will have. The main purpose of this is to: establish that the job exists. to help in preparing the job description and person specification. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

9. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 9 Job Description (Job Specification) This is a document which is compiled from the job analysis and it ‘describes the job’. It will give: the job title, place of work and purpose of the job. a description of the job/main duties to be performed. who the person will be accountable to and responsible for. what position the post holder will have. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

10. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 10 The main purpose of this is to: attract the right people to apply for the post. to let potential applicants see what is involved in the job, before applying. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

11. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 11 A Person Specification the essential and the desirable qualities. This is a document which describes the ‘type of person’ you are looking for to perform the job. It will give: information on any qualifications and experience the person must have. the physical characteristics required of the individual. the achievements of the individual. the interests/attitudes expected of the individual. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

12. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 12 The main purpose of this is to: attract the right people to apply for the post. to help the employer to identify who will be the best candidate for the post. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

13. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 13 A Job Advertisement You have included all the essential information eg: Job Advertisements are designed to attract the right people to apply for the job, together with the job description and person specification. You must make sure that: a brief description of the job. whether the job will be full-time or part-time, temporary or permanent. the hours of employment. the wage or salary being offered. any other conditions of employment – flexi-time, health care, pension. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

14. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 14 A Job Advertisement - continued The choice of where to advertise a job vacancy will depend upon: the advertising budget available. the supply of available qualified workers. the nature of the job (skilled or unskilled). 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

15. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 15 A Job Advertisement - continued The most common places to advertise vacancies include: newspapers, journals, trade magazines job centres employment agencies internet websites notice boards radio, television, careers fairs 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

16. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 16 An Application Form These are designed to give enough information in written form to make a decision as to whether or not the person would be suitable for the job. These will be checked against the job description and person specification in order to draw up a ‘leet’ of people to interview for the job. If these are not completed well, they may be eliminated straight away, regardless of the person’s ability to perform the job. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

17. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 17 An Application Form personal details, name/address/date of birth Contains information about the applicant eg: work experience history qualifications gained written reasons why you think you would be suitable for the job referees – names of people who know you and can give further information about you eg previous employer, guidance teacher 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

18. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 18 This involves choosing the right person for the job you have advertised. SELECTION 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

19. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 19 Choosing people from completed application forms for interview. Requesting references from previous employers. Asking candidates to deliver a presentation. Interviewing possible candidates. Testing – aptitude, psychometric and personality. The following are methods of selection: Often a combination of the above will be used in order to get the best candidate for the job. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

20. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 20 Interview is the most common method used to appoint staff. The successful interviewer: explains the interview procedure to all applicants. ensures that all candidates are asked the same questions, to make comparisons fair. puts candidates at their ease so that the best can be brought out of them. encourages candidates to perform at their best. allows the candidate to ask questions. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

21. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 21 Methods of recruitment Internal recruitment Vacancies are advertised within the business organisation. External recruitment Vacancies are advertised outwith the business organisation. Often the business will recruit externally but all potential employees can apply (outwith and within). 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

22. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 22 Internal recruitment ADVANTAGESDISADVANTAGES More motivating for existing employees.May be missing an opportunity to appoint a superior person. Employees are known to the business.There are no new idea being brought into the business. It is more cost effective.Another vacancy may arise which would need to be filled. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection

23. Business Management - Intermediate 2 Business Decision Areas – HRM © Copyright free to Business Education Network members 2007/2008 23 External recruitment ADVANTAGESDISADVANTAGES A larger range of applicants can apply.Can be de-motivating for existing staff. Fresh ideas are brought into the business.It is more expensive to recruit in this way. 2. Recruitment and Selection - continued B111/078 – HRM – Recruitment and Selection