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What is workforce audit?
a check on the skills and qualifications of all existing workers/managers
What is JOB DESCRIPTION
a detailed list of the key points about the job to be filled, stating all its key tasks and responsibilites.
What is Internal recturitment
when a business aims to fill a vacancy from within its existing workforce
BONUS
Explain the difference between curriculum vitae (CV) and resume
curriculum vitae (CV)
difference between employee redundancy and dismissal
redundancy: when a job is no longer required, the employee doing this job becomes unnecessary through no fault of their own
dismissal: being dismissed or fired from a job due to incompetence or breach of discipline
difference between employee morale and welfare
morale: overall outlook, attitude and level of satisfaction of employees when at work
welfare: employees' health, safety and level of morale when at work
what is equality policy?
equality policy: practices and processes aimed at achieving a fair organisation where everyone is treated in the same way without prejudice and has the opportunity to fulfil thier potential
Give 3 factors when calculating number of employees required. And Explain.
Forecast demand for the product: This will be influenced by market and external conditions, seasonal factors, competitors’ actions, trends in consumer tastes and so on. Demand forecasts may be necessary to help establish labour needs. Some businesses build provision for additional employees into the workforce plan to allow for unplanned increases in demand. An alternative could be to recruit temporary or part-time staff on flexible hours contracts. On the other hand, it might be a mistake to replace a worker who decides to leave the business if consumer demand is falling or if there is likely to be a seasonal downturn in demand. • The productivity level: If productivity (output per worker) is forecast to increase – perhaps as a result of more efficient machinery – fewer workers will be needed to produce the same level of output. • The objectives of the business: If the business plans to expand over the coming years, then employee numbers will have to rise to accommodate this growth. If the business aims to increase customer-service levels, possibly at the expense of short-term profits, then more workers might need to be recruited. • Changes in the law regarding workers’ rights: If a government introduces laws that establish a shorter maximum working week or a minimum wage level, then there could be a big impact on the workforce plan. • The labour turnover and absenteeism rate: The higher the rate at which workers leave a business, then the greater the need will be to recruit replacements. If employees are frequently absent, then more workers will need to be recruited to cover for absences.
give two advantages and disadvantages of High labour tunover
costs of recruiting, selecting and training new staff • poor output levels and customer service due to staff vacancies before new recruits are appointed • difficult to establish customer loyalty due to a lack of regular, familiar contact • difficult to establish team spirit • low-skilled and less-productive staff might be leaving and could be replaced with more carefully selected workers • new ideas and practices brought into an organisation by new workers • high labour turnover can help a business plan to reduce employee numbers, as workers who leave will not be replaced
give advantages of internal and external recruitment ( 3 for each atleast)
Advantages of internal recruitment:
• Applicants may already be known to the selection team.
• Applicants will already know the organisation and its internal methods so there is no need for induction training.
• The culture of the organisation will be well understood by the applicants.
• It is often quicker than external recruitment.
• It is likely to be cheaper than using external advertising and recruitment agencies.
• It gives internal staff a career structure and a chance to progress.
• If the vacancy is for a senior post, workers will not have to get used to a new style of management
Advantages of external recruitment:
• External applicants will bring new ideas and practices to the business, which helps to keep existing employees focused on the future rather than the past.
• There is a wider choice of potential applicants, not just limited to internal staff.
• It avoids the resentment sometimes felt by existing staff if one of their colleagues is promoted above them.
• The standard of applicants could be higher than if the job is open only to internal applicants.
Fill the gaps: ____ policy practices and processing aimed at creating a _____ workforce and placing a ____ value on diversity in the workplace.
Diversity; Mixed; Positive.