BTEC First Award Business

Unit 8 Recruitment, Selection and Employment

Below you can find a collection of resources that should help you with your knowledge and understanding of the Recruitment, Selection and Employment unit of your BTEC studies.

This unit will be based on coursework so you need to ensure that you are ready and prepared for you coursework as good performance in this unit is critical to achieving your highest possible grade in your Business Studies course.

Learning Aims;

  • A Know about job roles and functional areas in business
  • B Produce documentation for specific job roles
  • C Demonstrate interview skills and plan career development

Topic

Content

BeeBusinessBee Resource

Assessment Questions

A.1 Organisational Structures and Functional Areas

Learners should:

● Different organisational structures e.g. hierarchical, flat, matrix, functional, divisional

● Functional areas, e.g. sales, production, purchasing, administration, customer service, distribution, finance, human resources, ICT, marketing, research and development (R&D)

● Purposes of functional areas in supporting business aims and objectives

● Links between functional areas, including relationships and interactions with other functional areas

 Organisational Stucture Types Worksheet

Organisational Structure Recap (Starter)

Functional Areas Worksheet

Organisational Structure / Functional Areas Research Activity

BeePhone Functional Areas and Organisational Structure Activity

BTEC Command Verbs

Organisational Structures Types Quiz

Organisational Structures Quiz

Functional Areas of Business Quiz

A.2 Job roles and responsibilites

Learners should:

● Directors, e.g. looking after interests of shareholders, deciding policy or strategy

● Senior managers, e.g. motivating staff, target setting, recruitment and dismissal, allocating work, communicating, planning and decision making, problem solving

● Supervisors or team leaders, e.g. managing staff or small teams, motivating, allocating tasks

● Operational and support staff/assistants, e.g. day-to-day general work and administration duties

●Impact on roles of different organisational structures

Director Job Description

Manager Job Description

Team Leader / Supervisor Job Description

 

 Business Leaflet Guide

B.1 Recruitment

Learners should:

● Reasons why a vacancy arises in a business, e.g. employee leaving, high staff turnover, extra work (such as growth of the business), sickness, different job roles required, maternity and paternity cover

● Ways of recruiting staff, e.g. job centres, consultants, recruitment agencies, from within the business itself, advertising

● Types of recruitment, including:

o internal or external

o identifying issues with internal and external recruitment

●Cost and legal considerations of recruitment, e.g. equal opportunities

 Recruitment Newsletter Activity

Creating a Job Advert Activity

 Recruitment, Selection and Employment Quiz

B.2 Developing a Job Description and Personal Specification

learners should:

● Methods, including:

o developed by relevant department staff, e.g. staff create a description of what the job entails and the qualities required

o developed by current job holder

o interviewing current job holder to find out what is involved and qualities requiredof the new recruit

 

 

 

B.3 Contents of a Job Description

Learners should:

●Contents may include:

otitle, location, description of organisation’ business

opurpose of job, main tasks, essential and desirable requirements, lines of reporting

opay and benefits, promotion prospects

ostart date

obasis, e.g. full-/part-time, secondment, maternity cover, fixed-term contract

 

 

 Personal Spefication and Job Description Presentation

 

B.4. Contents of a Person Specification

Learners should:

●Contents may include:

o attainments, e.g. qualifications, membership of professional bodies

o competency profiles, e.g. what the candidate should be able to do

o special aptitudes or skills, e.g. numeracy, problem solving

o essential and desirable attributes, e.g. previous relevant experience and product knowledge, relevant interests

o disposition, e.g. leadership qualities

o circumstances, e.g. mobile or not

 

 

 Creating a Person Specification Example

B.5. Applying for jobs

 ● Requirements may include:

o application forms

o curriculum vitae (CV)

o letters of application

oother requirements, e.g. copies of qualification certificates, Criminal Records Bureau (CRB) check

o pre-application tests, e.g. online psychometric tests, physical fitness test, sight test, health checks

●Next steps after applying for a job, e.g. shortlisting, invitation to interview or assessment centre, feedback

 Applying for a Job and Skills Audit

Producing a Curriculum Vitae (CV)

Example CV Template

Producing a Letter of Application

 Recruitment, Selection and Employment Starter Quiz

Assessing Application Forms Activity

Tesco Application Form

Tesco Job Description

C.1. Job Interviews

● Before the interview:

o preparation and research into the business and the job role

o preparation of questions to ask, question anticipation

o preparing for interviews, e.g. appropriate dress, good personal hygiene, location, travel arrangements, arrive in plenty of time

●Behaviour during the interview, e.g. displaying confidence, appropriate body language (such as maintaining eye contact), tone and clarity of voice, active listening, showing interest

 

 

C.2. Personal Audit

● A personal audit may include an assessment of own:

o knowledge

o skills, e.g. technical, practical, communication, numeracy

o interests

● Matching knowledge and skills:

o to job opportunities

ofor use in career planning

 

 National Careers Service Website

C.3. Career development

● Information and advice, including:

o sources of information and advice, e.g. careers advice services, advertisements, word-of-mouth, careers fairs, friends and family, teachers, previous employers, network connections

o employment and government agencies

● Developing a career plan:

o choosing between an academic or vocational pathway, e.g. full-time further or higher education, work-based learning (including NVQs and apprenticeships)

o full- or part-time employment

o training needs, development plans, personal targets

o professional