IGCSE Human Resources - Quiz

Businesses need staff to carry out their day-to-day activities. Human resources refers to the coordination of all issues relating to the people a business employs, to ensure that the business is able to operate.

The human resources function of a business is responsible for all staff-related issues, including: the [blank_start]recruitment[blank_end] of new staff the induction, training and development of staff staff [blank_start]performance[blank_end] systems [blank_start]disciplinary[blank_end] procedures ending employment [blank_start]complying[blank_end] with relevant government legislation

To meet the needs of the business, human resources must work with other functional areas of the business to plan ahead. It must consider: The [blank_start]number of staff needed[blank_end] - human resources must ensure that sufficient staff, with the right skills, are recruited to meet the needs of the business. This involves knowing when staff are leaving and whether they need to be replaced. The staffing [blank_start]budget[blank_end] - the amount of money available may affect the salary or wage that is offered during the recruitment process. The types of [blank_start]contract[blank_end] staff will be offered - staff might be offered a range of contracts to make the workforce more flexible. Examples include full time, [blank_start]part time[blank_end], temporary and permanent. The [blank_start]location of staff[blank_end] - a business that operates in more than one location must identify which staff are required at each location. Some businesses must also consider whether the option of working from home should be available to staff. How staff will be managed - human resources needs to know the [blank_start]structure[blank_end] of the business, so that it is able to identify who will manage and [blank_start]supervise[blank_end] staff. How relevant legislation will be met - human resources is responsible for ensuring that the business complies with all relevant [blank_start]employment legislation.[blank_end]

Select three reasons that businesses recruit

Businesses recruit for new roles from both existing employees (inside the business) and potential employees (outside the business). These methods are referred to as internal recruitment and external recruitment. Internal recruitment usually occurs when an existing employee is seeking a promotion or wishes to work in a different role in the business. External recruitment happens when someone from INSIDE the organisation is appointed to a new job?

INTERNAL RECRUITMENT Internal recruitment is often carried out through internal job adverts published via [blank_start]internal emails,[blank_end] notice boards, business websites and internal company memos. Advantages of internal recruitment include: Its a [blank_start]quick process[blank_end] Applicants will already be known to the business Applicants may have [blank_start]previous[blank_end] experience in the role Its usually [blank_start]cheaper[blank_end] to recruit and advertise roles internally Disadvantages of internal recruitment include: Usually a [blank_start]small[blank_end] pool of applicants Applicants may not be experienced in the role A lack of [blank_start]fresh[blank_end] ideas in the business

EXTERNAL RECRUITMENT External recruitment is often carried out through external job adverts published via external emails, job [blank_start]websites[blank_end], recruitment agencies, the business’ own website, newspapers and trade magazines. ADVANTAGES of external recruitment include: May bring [blank_start]new[blank_end] ideas into the business Fresh [blank_start]enthusiasm[blank_end] and skills Larger pool of potential [blank_start]applicants[blank_end] DISADVANTAGES of external recruitment include: May take the new employee time to [blank_start]settle[blank_end] into the business [blank_start]Expensive[blank_end] to recruit New employee not previously known to the business Can take more [blank_start]time[blank_end] than internal recruitment

A business decides to hire a new manager and decides to recruit for the job internally. Why might this be a better choice than recruiting externally? (Select 4 correct answers)

A firm is starting a new part of its business operating in a market it have never worked in before. It needs to recruit new workers. Should it recruit internally or externally? (Select 2 correct responses)

Job description A job description is another document produced by a business that wants to fill a [blank_start]vacancy[blank_end]. Its main purpose is to [blank_start]list[blank_end] all of the duties that are required in the role. A job description may include the job title, [blank_start]rate[blank_end] of pay or salary, bonus information, [blank_start]hours[blank_end] of work, [blank_start]location[blank_end] of work, all duties included in the role and who the new employee would report to in the business.

PERSON SPECIFICATION A person specification is a document created by a business that wants to fill a [blank_start]vacancy[blank_end]. This document provides information about the type of [blank_start]person[blank_end] the business wants to hire. A person specification includes details about the educational background, skills, experience and [blank_start]personal[blank_end] qualities the business wants applicants to have. Often, a person specification is split into two sections – ‘essential’ and ‘[blank_start]desirable[blank_end]’. If something is classed as essential, it means a person [blank_start]must[blank_end] have it in order to apply for the role. An example could be experience in a similar role or a certain qualification. In contrast, if something is classed as [blank_start]desirable[blank_end], it means it is not a necessity to apply for the role, although it may give applicants a better [blank_start]chance[blank_end] of getting the job.

Recruitment & Selection IDENTIFY A JOB - A vacancy may become available due to the promotion of someone or the departure of someone form the business. It can also be due to the creation of a [blank_start]new[blank_end] job role. CREATE A JOB DESCRIPTION - a job description si created or updates detailing the job title, task and [blank_start]duties[blank_end] involved in the role. CREATE A PERSON SPECIFICATION - the person specification outlines the skills, [blank_start]qualifications[blank_end] and characteristics needed to do the job. ADVERTISE THE JOB - the vacancy is [blank_start]advertised[blank_end] so potential candidates can apply for the position. ACCEPT APPLICATIONS - candidates submit their application forms or [blank_start]CV[blank_end] to apply for the role SHORTLIST CANDIDATES - the applications are [blank_start]analysed[blank_end] and sifted to create a shortlist of potential candidates INTERVIEW CANDIDATES - Shortlisted candidates are interviewed to see if the are [blank_start]suitable[blank_end] for the role - in some places responses are scored. TEST CANDIDATES - some employers use tests to [blank_start]assess[blank_end] candidates suitability for the role SELECT CANDIDATE AND OFFER THE POSITION - The most suitable candidate is offered the role provided their reference about their character are [blank_start]positive[blank_end].

An job interview is always carried out one to one?

Select the things that should be included in a job advertisement. (select the 5 correct responses)

When businesses wish to recruit they usually prepare TWO key documents, these are