“Training is only required by new members of an organisation.” Discuss this statement.
Not, really. Current employees may require training for things such as new technologies being introduced into the organisation.
No any member of the company can require training when needed. It could also be only new members that can be trained as the company may not have enough money.
This is not true. Other employees in an organisation may need training if their job criteria changes, therefore, the training is essential for the job to be carried out efficiently.
The statement is false, many people believe it’s only new staff who need training but older staff may need training or re-training to upgrade their skills e.g. due to new equipment or tasks having to be carried out by the organisation changing.
It is not true as if an employee is moved up in the organisation they may need to be trained to use different software or technology needed.
Wednesday, 2 December 2009
Tests
Identify the features of the following tests which can be used in the selection process using examples of an organisation that would use them in their selection process.
o Practical Tests
o Medical Tests
o General Ability Test
o Personality Tests
1) To find out if you have the physical ability for the job.
2) To find out if you are medically fit enough for the job.
3) To make sure you have the general ability for the job
4) To make sure you have the correct personality required for the job.
1) To discover whether or not the applicant is willing to take on the tasks within the organisation
2) To find out if the applicant is fit enough to under take the tasks that the company require of them.
3) To see if they can cope :) Also, to see if the interviewee has the stamina to complete all tasks given to the best standard.
4) To find out if their personality and personal qualities are suitable for the job they are applying for.
1. Someone applying to be a joiner would have to sit a practical test to see their skills.
2. someone applying for the police would have to go through a medical examination
3. someone applying to be a shop assistant would need to pass a general ability test
4. Most jobs look for you to pass a personal ability test.
o Practical Tests
o Medical Tests
o General Ability Test
o Personality Tests
1) To find out if you have the physical ability for the job.
2) To find out if you are medically fit enough for the job.
3) To make sure you have the general ability for the job
4) To make sure you have the correct personality required for the job.
1) To discover whether or not the applicant is willing to take on the tasks within the organisation
2) To find out if the applicant is fit enough to under take the tasks that the company require of them.
3) To see if they can cope :) Also, to see if the interviewee has the stamina to complete all tasks given to the best standard.
4) To find out if their personality and personal qualities are suitable for the job they are applying for.
1. Someone applying to be a joiner would have to sit a practical test to see their skills.
2. someone applying for the police would have to go through a medical examination
3. someone applying to be a shop assistant would need to pass a general ability test
4. Most jobs look for you to pass a personal ability test.
Selection Methods
Compare and contrast the effectiveness of a one-to-one interview and a panel interview as methods of selection.
• One to one interviews – get to know the employer and vice versa.
• This might make the interviewee feel less pressured and therefore perform to their best abilities.
• However, it is more difficult to judge who the best interviewee is as it may come down to the interviewers personal preference.
• Applicant may appear too relaxed to the employer
• Panel Interviews – A larger range of questions can be asked during the interview, it’s not as personal as a one to one as there is more than one person talking to you.
• One person on the panel may think that there not up to the job but the rest do and this could affect the interviewee’s chances of getting the job.
• May put the applicant under more pressure, make them more nervous
• One to one
• The applicant will not have as much nerves by having to face a panel of 3-4 as what they will be when it is only one person.
• Panel
• The panel will have a majority vote on who gets the job and therefore the interviewer will be under less pressure to make the correct decision.
• One to one interviews – get to know the employer and vice versa.
• This might make the interviewee feel less pressured and therefore perform to their best abilities.
• However, it is more difficult to judge who the best interviewee is as it may come down to the interviewers personal preference.
• Applicant may appear too relaxed to the employer
• Panel Interviews – A larger range of questions can be asked during the interview, it’s not as personal as a one to one as there is more than one person talking to you.
• One person on the panel may think that there not up to the job but the rest do and this could affect the interviewee’s chances of getting the job.
• May put the applicant under more pressure, make them more nervous
• One to one
• The applicant will not have as much nerves by having to face a panel of 3-4 as what they will be when it is only one person.
• Panel
• The panel will have a majority vote on who gets the job and therefore the interviewer will be under less pressure to make the correct decision.
External Recruitment
Compare and Contrast the use of a National newspaper and the Internet in external recruitment.
Both the national newspaper and the internet are used to advertise open job positions to the public. However the internet has a greater advantage over the national newspaper because the internet is global advertisement and more people can view newspapers which are only aimed at local areas.
A lot of people will see these advertisements and therefore the company will have a better chance of recruitment. They will also have a variety of skill full people to suit the job.
National newspapers can bring local workers in to a business which can have an advantage if the company involves local knowledge. This can save money for small businesses. Internet advertisement is cost effective.
The internet gives lots of opportunities to people further away seeking jobs that may be hard to find near them allowing them to move and get more and better work.
Both the national newspaper and the internet are used to advertise open job positions to the public. However the internet has a greater advantage over the national newspaper because the internet is global advertisement and more people can view newspapers which are only aimed at local areas.
A lot of people will see these advertisements and therefore the company will have a better chance of recruitment. They will also have a variety of skill full people to suit the job.
National newspapers can bring local workers in to a business which can have an advantage if the company involves local knowledge. This can save money for small businesses. Internet advertisement is cost effective.
The internet gives lots of opportunities to people further away seeking jobs that may be hard to find near them allowing them to move and get more and better work.
Internal and External Recruitment
Compare and contrast internal and external recruitment.
Internal recruitment is recruitment within the organisation i.e. promotions whereas external recruitment is recruitment outwith the organisation.
Internal recruitment will be less time consuming then external recruitment as employers don’t need to re-interview employees.
External can be more costly as the organisation has to advertise the vacancy.
Internal- people in the organisation may get annoyed as the may feel that they deserve the job more than the person that actually gets it.
External- there could be someone that is more skill full for the job out with the organisation
Internal- This could give the employees a chance to prove their skills, increase morale.
Internal recruitment - Gives existing employees greater opportunity to advance their careers in the business. May help to retain staff that might otherwise leave. Requires a short induction training period.
Internal recruitment is recruitment within the company, for example someone that works as a admin assistant could apply to be an administrative supervisor. Whereas external recruitment is recruitment from outside the company for example someone that was looking for a new job could apply for it.
External recruitment allows a wider range of people to apply who could bring new skills and ideas to a company whereas internal recruitment means current employees could get promoted who will not bring any new ideas or skills to the business.
Internal recruitment is recruitment within the organisation i.e. promotions whereas external recruitment is recruitment outwith the organisation.
Internal recruitment will be less time consuming then external recruitment as employers don’t need to re-interview employees.
External can be more costly as the organisation has to advertise the vacancy.
Internal- people in the organisation may get annoyed as the may feel that they deserve the job more than the person that actually gets it.
External- there could be someone that is more skill full for the job out with the organisation
Internal- This could give the employees a chance to prove their skills, increase morale.
Internal recruitment - Gives existing employees greater opportunity to advance their careers in the business. May help to retain staff that might otherwise leave. Requires a short induction training period.
Internal recruitment is recruitment within the company, for example someone that works as a admin assistant could apply to be an administrative supervisor. Whereas external recruitment is recruitment from outside the company for example someone that was looking for a new job could apply for it.
External recruitment allows a wider range of people to apply who could bring new skills and ideas to a company whereas internal recruitment means current employees could get promoted who will not bring any new ideas or skills to the business.
Internal v External Training
Compare and contrast internal and external training.
Internal training is training which is carried out within an organisation whereas external training is training which is carried out, out with the organisation e.g. at a local college.
Internal training is a cheaper option because the organisation will not have to spend money to send employees on courses whereas external training is a more expensive option because money will have to be spent on the course and possibly on transport to get the employees to the training centre.
External training can bring in more experienced employees to pass their knowledge to the people in need of training. However it also can have the opposite effect too.
They are both used to recruit people and are very successful.
Internal training is training which is carried out within an organisation whereas external training is training which is carried out, out with the organisation e.g. at a local college.
Internal training is a cheaper option because the organisation will not have to spend money to send employees on courses whereas external training is a more expensive option because money will have to be spent on the course and possibly on transport to get the employees to the training centre.
External training can bring in more experienced employees to pass their knowledge to the people in need of training. However it also can have the opposite effect too.
They are both used to recruit people and are very successful.
Appraisal
Discuss the purpose of an appraisal system as part of an employee’s performance management.
An appraisal is when a manager speaks to the employee and they discuss the strengths and weaknesses of that person. And it may result in a bonus.
The Performance Appraisal System is an integral part of performance management. Revision to the law allows each agency to develop one or more performance appraisal systems for employees covered. The agency appraisal system, in this case the Performance Appraisal System, establishes agency wide policy for the application.
Performance Appraisal PA is the activity, which enables systematic identification of job-related strengths and weaknesses among individual employees and between employee groups.
Appraisal may boost the employee’s moral as the employer will be able to identify their key strengths and weaknesses so the employee can improve on their weak areas of work.
It will allow the employee to perform better and help to produce a higher standard of work once they know what to focus on.
An appraisal is when a manager speaks to the employee and they discuss the strengths and weaknesses of that person. And it may result in a bonus.
The Performance Appraisal System is an integral part of performance management. Revision to the law allows each agency to develop one or more performance appraisal systems for employees covered. The agency appraisal system, in this case the Performance Appraisal System, establishes agency wide policy for the application.
Performance Appraisal PA is the activity, which enables systematic identification of job-related strengths and weaknesses among individual employees and between employee groups.
Appraisal may boost the employee’s moral as the employer will be able to identify their key strengths and weaknesses so the employee can improve on their weak areas of work.
It will allow the employee to perform better and help to produce a higher standard of work once they know what to focus on.
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