Moaz Hany Business Research 8-BB Teacher: Enas Shehata Job Analysis: identifies and records responsibilities and task of a job. Job Description: Outlines the responsibilities and duties to be carried out by someone. Job specification: A document which outlines the requirements, qualifications , expertise, physical characteristics for a job. Functions of job description: • It is given to the applicants for the job so they know exactly what the job entails. • It will allow a job specification to be drawn up, to see if the applicants ‘match up to the job’, so that people with the right skills will be employed. • Once someone has been employed, it can show whether they are carrying out the job effectively. If a dispute occurs about the employee’s tasks, the job specification can be referred to in order to settle these questions. Job Description contains: • the conditions of employment – salary, hours of work, pension scheme and staff welfare • training that will be offered • opportunities for promotion Job Specification This list of desirable and essential requirements for the job is called a job, or person, specification. The requirements will usually include: • the level of educational qualifications • the amount of experience and type of experience • special skills, knowledge or particular aptitude • personal characteristics, such as type of personality Internal recruitment is when a vacancy is filled by someone who is an existing employee of the business. Advantages: • It is quicker and cheaper than external recruitment. • The person is already known to the business and their reliability are known. • The person also knows how the organization works, its structure and what is expected from its employees. • It can be very motivating for employees to see their fellow workers being promoted – it makes them work harder if they consider that promotion is possible for them too. Disadvantages: • No new ideas or experience come into the business. Other companies may have different ways of working and these ways may be better in some respects, including making the business more efficient. Internal recruitment does not allow for these working practices to be brought into the business and this is a major limitation when the industry is changing rapidly. • There may be rivalry among existing employees and jealousy towards the worker who gains promotion. • The quality of internal candidates might be low. External Recruitment External recruitment is when a vacancy is filled by someone who is not an existing employee and will be new to the business. When a business plans to recruit externally, it will need to advertise the vacancy. Advertising job vacancies can be done in several ways: • Local newspapers – These are often used for advertising vacancies for jobs which do not require high skill levels. • National newspapers – These are usually used for senior positions where there may be few, if any, local people who have the right experience, skills and qualifications to do the job. • Specialist magazines – These will usually be used for specialist technical employees such as scientists. These people will read the specialist magazines and see the advertisements. • Online recruitment sites, such as LinkedIn – These offer the ability to create online job adverts for vacant positions in a business. These can be searched by job seekers through their networks. • Recruitment agencies – These are specialists in recruiting employees. They will advertise, usually by means of their website, and interview people for many types of jobs. They hold details of qualified people looking for another job and, when a suitable vacancy arises, they will put forward candidates to be interviewed for the job. Agencies are also approached by companies who need to employ a particular type of skilled worker. • Centres run by the government (Job Centres) – These are places where job vacancies can be advertised. Details of vacancies are given to interested people. The vacancies are usually for unskilled and semi-skilled jobs. Methods of application A job advertisement will require the applicant to apply in writing. This can either be by filling in an application form, or by writing a letter of application and enclosing a curriculum vitae (CV) or résumé. A CV is a summary of a person’s qualifications, experience and qualities, and is written in a standard format. Methods of Selection Some businesses include tests in their selection process, for example: • Skills tests aim to show the ability of the candidate to carry out certain tasks. • Aptitude tests aim to show the candidate’s potential to gain additional skills. Either general intelligence tests or more specific tests are used to assess the candidate’s ability to train for a particular job. Which workers to employ The final decision of which workers to employ depends on several factors: • Work experience – how important is it that the worker has direct experience of the job? • Educational and other qualifications – are these essential for filling the post, for example, doctor? • Age – is youth or ‘experience of life’ more important? However, businesses must be careful not to break any ‘age discrimination laws’ that may exist in their country. • Internal – how important is it that the applicant has a good understanding of how the business operates? • External – how important is it that the new worker has experience and skills gained from outside the business?
