The process of evaluating candidates for a specific job and selecting an individual for employment based on the needs of the organisation.

Identifies and records the responsibilities and tasks relating to a job.

Outlines the responsibilities and duties to be carried out by someone employed to do a specific job.

A document that outlines the requirements, qualifications, expertise, physical characteristics and so on, for a specified job.

When a vacancy is filled by someone who is an existing employee of the business.

When a vacancy is filled by someone who is not an existing employee and will be new to the business.

Employees who usually work 35 hours or more a week.

Employment is often considered to be between 1 and 30–35 hours a week.

An introduction given to a new employee, explaining the firm’s activities, customs and procedures and introducing them to their fellow workers.

Watching a more experienced worker doing the job.

Involves being trained away from the workplace, usually by specialist trainers.

Establishing the workforce needed by the business for the foreseeable future in terms of the number and skills of employees required.

When employment is ended against the will of the employee, usually for not working in accordance with the employment contract.

When an employee is no longer needed and so loses their job. It is not due to any aspect of their work being unsatisfactory.

A legal agreement between employer and employee listing the rights and responsibilities of workers.

A decision taken by a manager or a company because of the moral code observed by the firm.

A type of law court (or in some countries, a legal meeting) that makes judgments on disagreements between companies and their employees, for example, workers’ complaints of unfair dismissal or discrimination at work.

Asking individuals, a series of questions either face-to-face or over the phone.

The advancement of an employee in an organization, for example, to a higher job/managerial level.