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Flashcards in HR Workforce Planning Deck (23)
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1
Q

What does Workforce Planning involve?

A
  • Analysing what needs to be done in the organisation to make sure there are the correct number of correctly skilled staff to carry out these tasks
  • Analyse the skills of current staff to ensure they are skilled to conduct tasks, if not train or hire more
  • Analyse and anticipate future growth of the business to make sure there are enough staff
  • Conduct staffing forecasts to meet demand
  • Consider skills required for future jobs and plan the training required
2
Q

Benefits of workforce planning

A
  • Avoids surplus of staff
  • Makes sure there are enough staff and ensures production can carry on
  • Ensures correct training for staff
  • Allows for the business to grow
  • Prepares for any change, don’t have to react to it
3
Q

What is internal recruitment?

A

When a job vacancy is only advertised to existing employees of the organisation. Normally advertised through an intranet, notice board.

4
Q

Benefits of internal recruitment

A
  • The staff will already understand the procedures of the business, and will require less training.
  • Managers know the skills and work ethic of the staff already, they’re already known to the organisation
  • It motivates staff as they feel they have an opportunity for promotion
  • Cheaper than external recruitment as it avoids having to advertise in job centres, websites, newspapers
  • The job vacancy can be filled quickly
5
Q

Disadvantages of internal recruitment

A
  • There is no ‘fresh blood’ coming into the organisation, no new ideas are being brought it.
  • It creates another job vacancy which needs to be filled
  • Other employees that do not get the promotion can become demotivated
  • Existing employees might now have the skills required to carry out the job
6
Q

What is external recruitment?

A

As well as being advertised within the business, the job is also advertised to people outside of the business. This is often done through job centres, websites, newspapers.

7
Q

Benefits of external recruitment

A
  • New ideas are being brought into the business
  • There is a larger pool of candidates to choose from
  • It avoids creating conflict within existing employees
8
Q

Disadvantages of external recruitment

A
  • It can be quite costly to use job centres or specialist websites
  • If people are always being hired externally, it can demotivate existing staff as they feel they have no chance of promotion
  • The candidate is unknown to the organisation and their true qualities and work ethic cannot be shown in a job interview.
9
Q

What are the steps of the recruitment process?

A
  1. Identify a job vacancy
  2. Conduct a job analysis
  3. Create a job description
  4. Create a person specification
  5. Advertise the job vacancy
10
Q

What are different methods of selection?

A
  • Interview
  • Testing
  • Assessment centres
  • CV/ Application
  • References
11
Q

Benefits of CV/Application

A
  • Employers can immediately see which candidates have the correct skills for the job and which candidates don’t
  • Can compare all of the candidates and compile a shortlist of people to interview, saving money and time
12
Q

Disadvantages of a CV/Application

A

-Doesn’t give a full picture of the candidates personality and requires an interview.

13
Q

Advantages of telephone interview

A
  • Candidates from further away can apply without having to travel long distances
  • The organisation avoids travel expenses
  • The organisation can hear the candidate’s ‘telephone voice’
14
Q

Disadvantages of telephone interview

A

-The candidate’s body language, mannerisms, appearance cannot be seen

15
Q

Advantages of panel interview

A
  • Different interviewers can ask questions to clarify understanding
  • Avoids bias as multiple interviewers
  • Can see the interviewee’s body language, personality, mannerisms
  • Can see how well an interviewee copes under pressure
16
Q

Disadvantages of panel interview

A
  • Many people are not good at interviews, but would be good at the job, and could result in choosing the wrong person
  • Panel interviews are expensive as multiple interviewers required
17
Q

Advantages of one on one interview

A
  • Cheaper as only one interviewer is required
  • Can ask questions to get a further understanding of the candidate
  • Can view the candidates body language, mannerisms, appearance, personality.
18
Q

Disadvantages of one on one interview

A
  • There could be bias as there is only one interviewer

- Far away candidates may have to travel

19
Q

What are the different types of tests?

A
  • Attainment test
  • Psychometric test
  • General ability test
  • Specific ability test
  • Medical test
  • Intelligence test
  • Physical fitness test
20
Q

Advantages of tests

A
  • Many tests will show if the candidate has the correct skills or qualities required to do the job
  • Test results can be compared to find the best candidate
  • Attainment tests often ask candidates to perform in a scenario, showing how suitable they would be for the job
21
Q

Disadvantages of tests

A
  • Many tests, such as psychometric are subjective

- Many people might not cope well under test pressure, but do well on the job

22
Q

Advantages of assessment centres

A
  • It is assessed by specialist staff
  • Reduces interview bias
  • Can perform different tasks such as role playing, team building to see how suitable the candidate is for the role
23
Q

Disadvantages of assessment centres

A

-It can be quite time consuming and costly