(a)   identifies and records the responsibilities and tasks relating to a job.

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

(a)   is a document that outlines the requirements, qualifications, expertise, physical characteristics, etc., for a specified job.

(a)   is when a vacancy is filled by someone who is an existing employee of the business.

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

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

(a)   will usually work 35 hours or more a week.

(a)   is an introduction given to a new employee, explaining the business’s activities, customs and procedures and introducing them to their fellow workers.

(a)   occurs by watching a more experienced worker doing the job.

(a)   involves being trained away from the workplace, usually by specialist trainers.

(a)   is establishing the workforce needed by the business for the foreseeable future in terms of the number and skills of employees required.

(a)   is when employment is ended against the will of the employee, usually for not working in accordance with the employment contract.

(a)   is 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)   is a legal agreement between an employer and employee, listing the rights and responsibilities of workers.

(a)   is 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.

(a)   is a decision taken by a manager or a company because of the moral code observed by the firm.

(a)   is the process of identifying that the business needs to employ someone up to the point at which applications have arrived at the business.