1. Something to think about!
Selecting the right person for a job is critical for the organisation. Businesses use application forms, online tests, interviews, personality testing and in-tray exercises. Discuss the role of evidence, logic and intuition when choosing between candidates.

2. Learning Objectives TOPIC: Topic 2: Human Resources
LESSON TITLE: The R&S Process (Recruitment, Appraisal, Training, Dismissal)
COMPETENCY FOCUS:
Research (I1): you will develop your skills in research as throughout this topic, you will need to research the role of human resource in HRM, the different job roles that exist within an organisation and also the recruitment & selection documentation that the organisation uses to help recruit the right people for their vacant job roles.
[IB Learner Profile Development: Thinker]
Learning Objectives
By the end of the lesson, you should be able to…
LO1) Describe the recruitment and retention process 
LO2) Explain methods of recruitment, appraisal, training and dismissal, using specific examples 
LO3) Evaluate methods of recruitment, appraisal and training in finding the right person for the job..
SMSC: You will assess the organisational culture of businesses in terms of fundamental structure, purpose and strategy development.
CRITICAL THINKING KEY:
Knowledge Application Analysis Evaluation

3. Recruitment & Selection Process
Job Description
Stage One:
Define Requirements
Person Specification
Stage Two:
Attract Potential Employees
Job Advertising
Shortlisting
Stage Three:
Select the Right Person for the Job!
Job Interview
Ability Testing

4. What is a job description?
The managers of the company decide they need to hire a new person to fill a vacancy. The job description is then put together by management and describes what skills, qualifications and details the job requires. The job description is usually handed out to applicants when they express an interest in the job or request an application form.

5. What is a Person Specification?
The person specification is produced alongside the job description. It is a profile of the type of person needed to do the job including their skills, personality traits and previous knowledge and experience. It shows essential and desirable skills and how these skills are tested.

6. Recruitment & Selection Process
Job Description
Stage One:
Define Requirements
Person Specification
Stage Two:
Attract Potential Employees
Job Advertising
Shortlisting
Stage Three:
Select the Right Person for the Job!
Job Interview
Ability Testing

7. Ways to Recruit New Staff
Traditional Methods
Internet-based Methods
Newspaper Ad
Online application form CV
Online CV
Letter of application
Word of Mouth
Web Ad
Application Form
Web page pop-up i.e.
Careers Fair

8. Recruitment & Retention
Recruitment: Taking on employees Retention: Keeping employees in the workplace for as long as possible, keeping knowledge in the organisation. Measuring staff turnover: No of staff leaving in a year Average no of staff employed in that year

9. Recruitment & Selection Process
Job Description
Stage One:
Define Requirements
Person Specification
Stage Two:
Attract Potential Employees
Job Advertising
Shortlisting
Stage Three:
Select the Right Person for the Job!
Job Interview
Ability Testing

10. What is a Job Interview? It is the most common form of selection
The job interview allows an employee to see if the candidate is the right person for the job
Interview questions are cross-referenced against the person specification and job description
Present: the person being interviewed (interviewee), and the employers (interviewers). There can be more than one interviewer on the interview panel.

11. Structure of a Job Interview
Start:
Interviewer welcomes the candidate and introduces themselves
Interviewers state the purpose of the interview and describe how it is to be conducted.
Middle:
Questions are asked. Some are open-ended and encourage discussion, some questions are closed questions. Some questions might need the interviewee to give examples
The questions will refer to the person specification & job description.
E.g. Name a situation where you have demonstrated good interpersonal skills or where you have had to work as a team.
At the end of the interview:
Interviewer asks the candidate if they have any questions about the job or the company.

12. Benefits of a job interview
For the Employer:
Information that cannot be obtained on paper from a CV or application form
Conversational ability - often known as people skills
Identify personal qualities
See how applicant reacts under pressure
Queries or extra details missing from CV or application form
For the Candidate:
Whether job or business is right for them
What the culture of company is like
Exact details of job

13. Independent Research Now, independently research:
Training (on-the-job/off-the-job)
Staff Appraisal
Redundancies
Contract of Employment
[40mins research time]

14. Employment Practices & Work Patterns
Peripheral Workers
Temporary/P-Time/Self-employed
Core Workers
Full-time/Permanent

15. Handy’s Shamrock Organisation

16. Exam Question 25marks=45mins
‘College Vacancies at Select College’ Pg. 107
25marks=45mins

17. Reflection
Reflect on what you have learnt this lesson. What do you need to know more about?