Job description: A list of tasks, duties and responsibilities attached to a particular job. A job description may be sent, with the application form, to a person applying for a job. It spells out the duties of the job and helps applicants o decide whether or not they want the job, job descriptions can include, the job title, and the grade of the job and to whom the job holder is responsible.
Person specification: is a list of the personal qualities, experience and qualifications needed for a job. The person specification is also known as the job specification. It gives details of the qualifications and experience needed to do the job. It may also detail excepted attitudes, e.g. towards equal opportunities, and qualities such as the ability to make judgments, and to show initiative. The person specification gives details of the task and responsibilities required.
3) Applicants for a job will usually apply for a vacancy using a combination of three methods
Application form: a standardized form produced by the business for selecting appropriate application for a job
Curriculum vitae: a personal statement outlying a applicants education, employment history, skills and professional qualifications
Covering letter: an introductory letter written by the applicant, stating which position is being applied for and why the applicant should be considered for the job.
4) Shortlisting: is having a list of applicants for a job that have been chosen for an interview. It is done, as there may be a large number of applications for one job. It would be very expensive and probably a waste of time to interview everybody. The relevant personnel department considers the applications.
5) a employment contract:, is a written statement of the terms and conditions of a employee, it could include:
- Job title
- Job role and specification
- Date the job starts (and ends, if the agreement is a finite contract)
- Hours and days of work
- Rates and method of pay
- Holiday and sick pay entitlements
- Pension scheme arrangements
- Outline of disciplinary procedures
- Period of notice that must be given when employment is terminated (by either party)
- Names and signatures of both parties (employee and employer)
6) Internal recruitment involves hiring people who already work for the firm to fill vacant positions.
Advantages
- Cost effective
- Less down-time
- Less risk
- Motivational
Disadvantages
- Fewer applicants
- Time consuming
- Fewer new ideas
- Internal politics
External recruitment is the process of hiring employees from outside the business, there are various methods, such as newspaper advertising, specialist trade publications, internet advertising, commercial employment agencies and job centers, headhunting, university visits, employee referrals
Advantages
- New ideas
- Wider range of experiences
- Larger pool of applicants
Disadvantages
- Time consuming
- Expensive
- Greater degree of uncertainty
7) Appraisals are a formal assessment of an employees’ performance in fulfilling his or her job based on the tasks and responsibilities set out in their job description
Advantages:
- Allow managers to praise staff
- Provide a form of constructive criticism
- Useful method of getting feedback from staff
Disadvantages:
- Monitoring of targets can be difficult, as they take place annually
- It can be a daunting experience
- They can be rather subjective
- Staff may get offended
- Is appraisals are linked to pay, then staff can experience unnecessary anxiety
- There must be confidential feedback and follow-up action, which requires funding and monitoring.
