welcome to ol's business studies Unit 8 recruitment selection and training of employees the human resources HR department manages employees and ensures compliance with legal requirements key responsibilities include recruitment attracting and hiring suitable candidates for job vacancies Human Resources overseas wages and salaries to remain competitive retain talent and motivate employees it organizes training programs by assessing employee needs and aligning them with business goals Human Resources maintains health and safety standards by adhering to laws and fostering a safe workplace industrial relations involve facilitating communication between management and employees resolving disputes and implementing improvements the department also handles redundancy and dismissal ensuring legal compliance and effective management of these transitions recruitment is initiated when there is a vacancy due to employee departure business growth or the need for additional staff it allows businesses to assess Workforce needs and match candidates to roles the process includes identifying a vacancy conducting job analysis creating a job description and specification advertising the position shortlisting candidates conducting interviews and filling the role job analysis identifies the responsibilities tasks and activities of a role and forms the basis for the job description and specification the job description description details the roles responsibilities expectations employment conditions and benefits including training and promotion opportunities the job specification outlines the required qualifications experience skills and personal traits the job description focuses on tasks and duties while the job specification highlights the ideal candidates qualifications and attributes together they provide Clarity and Precision in recruitment internal recruitment fills a vacancy with an existing employee using methods like company notice boards or internal communication it is ideal for promoting employees seeking career growth advantages include speed cost Effectiveness and familiarity with the organization reducing training time the employees abilities and potential are already known and they understand the company's structure and expectations it also motivates employees by highlighting growth opportunities drawbacks include limited new ideas and practices potential staff rivalries and a restricted candidate pool which may exclude valuable skills or perspectives from outside the organization this can hinder Innovation and fresh thinking external recruitment sources candidates from outside the organization using methods like advertisements online job portals recruitment agencies and government job centers advantages include access to a wider talent pool fresh perspectives and specialized skills not available internally drawbacks include higher costs longer timelines and uncertainty about candidates reliability and abilities increasing the risk of incorrect hiring decisions despite these challenges external recruitment is often necessary for acquiring specific expertise or new ideas when creating job advertisements for external recruitment businesses should focus on key factors for Effectiveness the advertisement should clearly state job duties required qualifications skills salary benefits and working hours placement is crucial to reach the target audience effectively and cost should align with the HR budget addressing these elements helps attract suitable candidates efficiently and economically the job application process typically requires candidates to submit an application form or a letter of application with a CV a CV summarizes qualifications experience and personal details including name contact information nationality education work experience responsibilities interests and referees a letter of application introduces the candidate explaining their interest in the position and suitability for the role some employers use application forms instead of CVS requesting similar information along with job specific questions this structured method helps employers collect relevant details efficiently while enabling candidates to present themselves effectively the selection process evaluates candidates suitability using various methods references involve feedback from former employers or educational institutions on the applicant's character honesty and suitability interviews assess the applicant's job performance ability personal qualities and character they can be one-on-one or panel-based with panels often used for senior roles tests measure specific competencies skills tests assess task performance aptitude tests evaluate learning potential and personality tests identify traits like teamwork or Stress Management Group situations observe candidates collaboration and problem solving abilities these methods ensure a thorough assessment of candidates when recommending workers several factors ensure the best fit for the role work experience is critical especially for jobs requiring similar expertise educational qualifications and certifications are essential for technical roles age May influence decisions balancing energy with experience but discrimination must be avoided internal candidates offer familiarity with operations while external candidates bring fresh skills and perspectives the importance of these factors depends on the business's type size and needs unsuccessful applicants should be informed professionally and courteously after a candidate is chosen thanking them for their interest maintains a positive impression of the organization and respectful relationships a part-time employee works fewer hours than a full-time employee typically 1 to 35 hours per week while full-time employment usually exceeds 35 hours contracts specify working hours and whether the role is part-time or full-time part-time employees offer flexibility helping manage busy periods and extending business hours these roles often align with employees preferences reducing costs for businesses part-time staff are also easier to make redundant providing adaptability however part-time employees may show lower commitment and training multiple part-time workers can be more timec consuming than training one full-time employee they may lack experience or skills limiting promotion opportunities communication challenges can arise when they are unavailable during key hours these factors require careful consideration in workforce planning training enhances employee skills and business efficiency its goals include introducing new processes improving efficiency providing essential skills reducing supervision creating promotion opportunities decreasing accidents and fostering positive attitudes for better service and awareness induction training introduces new employees to company policies key personnel and job expectations it helps employees adjust quickly reduces mistakes and meets legal requirements such as health and safety training however it can be time consuming And Delay productivity while wages are paid during non-productive periods on the job training occurs at the workplace led by experienced workers it suits unskilled or semi-skilled jobs offering personalized cost-effective training without travel expenses and allowing production to continue however it can lower the trainer's productivity risk passing on bad habits and provide skills that may not be recognized externally off the job training takes place away from the workplace using lecture role play or simulations it offers broader skills multi-skilling flexibility and expert knowledge however it is expensive with fees and lost working hours and employees may leave after gaining new qualifications selecting the right Training Method equips employees with skills and knowledge to support organizational success workforce planning determines the number and skills of employees needed to meet future business needs Guided by sales forecasts future plans and business objectives a key challenge is downsizing often required due to automation declining demand Factory closures relocation or merges and takeovers resulting in Surplus roles steps in workforce planning include assessing current employee skills and anticipating departures such as retirements to ensure the right Workforce for business goals and adaptability Workforce reduction occurs through dismissal or redundancy dismissal is due to unsatisfactory performance or behavior such as poor performance misconduct or failure to meet standards legal compliance is essential to avoid unfair dismissal claims redundancy happens when a role is no longer needed due to external factors like economic downturns or restructuring it is not performance related and affected employees are often entitled to compensation under labor laws When selecting employees for redundancy businesses consider vol ters length of service essential skills employment history EG attendance and departmental needs ensuring fairness while meeting operational priorities employment laws protect both employers and employees ensuring fair and safe working conditions the contract of employment is a legally binding agreement outlining the terms of the employer employee relationship including names job title start date hours pay rate benefits holiday and lement and notice period it defines Mutual expectations protects employees and allows compensation claims if breached unfair dismissal occurs when an employee is terminated for invalid reasons which is illegal in many countries employees can appeal through tribunals encouraging employers to maintain accurate records and ensuring job security for employees fulfilling their contracts protection against discrimination prohibits employers from making decisions based on race Rel religion gender age or disability promoting equality in hiring pay and promotions and enhancing workplace diversity non-compliance may result in legal consequences health and safety at work require employers to provide safe environments including safety equipment temperature control limited shifts and hygienic conditions these measures reduce accidents improve morale and help businesses comply with regulations legal minimum wage laws set Baseline pay rates to prevent exploitation improving living standards encouraging Workforce participation and boosting productivity however they can raise business costs potentially increasing prices or leading to redundancies by following these laws businesses ensure compliance fairness and a positive working environment thanks for watching