Business Studies
The human resources function
Recruitment
The human resources function is responsible for a wide variety of core functions. This
function plays one of the most critical roles in a business because the application of sound
human resources practices and policies primarily influences the types of employees that
the business employs/attracts.
Employees are the most valuable asset of a business, and therefore the success of
a business is strongly influenced by sound recruitment processes applied by the
human resources function.
The meaning of recruitment
The process used by a business to identify certain vacancies in the business and
attract suitable candidates for them.
Businesses may choose to use an internal or external method of recruitment. The
method they choose will depend on the nature/requirements of the vacancy.
Recruitment is an ongoing process because employees leave their jobs for other
jobs/achieve promotions/retire/as new technical skills are required.
It begins with the process of actively seeking out/finding candidates for vacancies,
to the successful integration of the candidate/recruit into the business.
Recruitment procedure
The HRM should indicate the job specification/key performance areas to attract
suitable candidates.
Choose the method of recruitment, e.g. internal/external recruitment, to
reach/target the suitable applicants/ candidates.
If external recruitment is chosen, the relevant recruitment sources should be
selected, e.g. recruitment agencies/tertiary institutions/newspapers/electronic
media, etc.
Vacancies can be internally advertised via internal email/word of mouth/
posters/office notice boards etc.
The meaning of job analysis
A job analysis is a tool used by the human resources function to source and analyse
information about the business’s workforce. This information is then used to
place/recruit the right person in the right job.
, The differences between a job description and job
specification
Methods of recruitment
Internal recruitment
Sources of internal recruitment
Internal emails/intranet/websites to staff
Word of mouth
Business newsletters/Circulars to staff
Internal/management referrals
Office notice boards
Internal bulletins
Recommendation of current employees
Headhunting within the business/organisational database
The impact of internal recruitment
Advantages
The business recruits existing employees through promotions/transfers from inside
the business.
Opportunities for promotion rewards good work and motivates current employees.
Reliable/key staff members are retained if they are promoted/transferred within the
business.
Staff morale and productivity increases if suitable staff members are promoted
regularly.
Disadvantages
Current employees may not bring new ideas into the business./Limited idea
generation from current employees.
The human resources function
Recruitment
The human resources function is responsible for a wide variety of core functions. This
function plays one of the most critical roles in a business because the application of sound
human resources practices and policies primarily influences the types of employees that
the business employs/attracts.
Employees are the most valuable asset of a business, and therefore the success of
a business is strongly influenced by sound recruitment processes applied by the
human resources function.
The meaning of recruitment
The process used by a business to identify certain vacancies in the business and
attract suitable candidates for them.
Businesses may choose to use an internal or external method of recruitment. The
method they choose will depend on the nature/requirements of the vacancy.
Recruitment is an ongoing process because employees leave their jobs for other
jobs/achieve promotions/retire/as new technical skills are required.
It begins with the process of actively seeking out/finding candidates for vacancies,
to the successful integration of the candidate/recruit into the business.
Recruitment procedure
The HRM should indicate the job specification/key performance areas to attract
suitable candidates.
Choose the method of recruitment, e.g. internal/external recruitment, to
reach/target the suitable applicants/ candidates.
If external recruitment is chosen, the relevant recruitment sources should be
selected, e.g. recruitment agencies/tertiary institutions/newspapers/electronic
media, etc.
Vacancies can be internally advertised via internal email/word of mouth/
posters/office notice boards etc.
The meaning of job analysis
A job analysis is a tool used by the human resources function to source and analyse
information about the business’s workforce. This information is then used to
place/recruit the right person in the right job.
, The differences between a job description and job
specification
Methods of recruitment
Internal recruitment
Sources of internal recruitment
Internal emails/intranet/websites to staff
Word of mouth
Business newsletters/Circulars to staff
Internal/management referrals
Office notice boards
Internal bulletins
Recommendation of current employees
Headhunting within the business/organisational database
The impact of internal recruitment
Advantages
The business recruits existing employees through promotions/transfers from inside
the business.
Opportunities for promotion rewards good work and motivates current employees.
Reliable/key staff members are retained if they are promoted/transferred within the
business.
Staff morale and productivity increases if suitable staff members are promoted
regularly.
Disadvantages
Current employees may not bring new ideas into the business./Limited idea
generation from current employees.
