Introduction You probably know people who are looking for a job, or who have recently startel ‘a new job. You will have teachers who leave your school or college and need tobe replaced so that subjects can continue to be taught. All of these are examples ; situations that involve recruitment of staff. ‘When employees start a new job, they will need some training so that they produa shhiete work that is up to the standard required. In this chapter you will find out how organisations recruit employees and why it 2 important that they receive training when they first start their job. You will also oa : at the importance of training to existing employees as the needs of the job change “The success of any business depends on a number of factors, One of the key factos to business success is having the best possible workforce. A business is unlikely © che right number of employ achieve its aims and be competitive unless it recrui with the right skills. Figure 8.1 tis important to have the best possible workforce Recruitment and selection methods All businesses will, at some point, have to recruit new employees. They may nedlly ‘more employees because the business is growing in size, or they may need toll vacancy where an employee has left the business.Qo Internat recruitment: fling2 ‘secant post with someone already empioyed in the business, External recruitment: ‘ling ‘vacant post with somebody nct -eady employed in the business, ESCs a eu Tere eee Recruitment of new employees can be time-consuming and costly. However, it is important that the business recruits the right people because if it fails to do so, it will have to go through the whole process again, Difference between internal and external recruitment When a business has a job vacancy to fill it can look for someone in its existing workforce - internal recruitment - or search outside the business ~ external recruitment, Internal recruitment A business may decide that it already has the right people with the right skills to do the job. Ifso then instead of filling a job vacaney by employing someone from outside, they can choose someone who already works for the busi ‘The main advantages of internal recruitment are The vacancy can be fled more quickiy and more cheaply. Applicants already know how the business works. The business already knows the strengths and weaknesses of applicants. Employees can become more motivated when they see that there is a chance of promotion, ‘There are limitations to internal recruitment including: = There will stillbe a vacancy to fil, unless the employee's previous job has become redundant. External recruitment Ifa business decides that none of its current employees has the necessary skills or expertise to fill a vacancy, or they want to increase the choice of candidates for a job, then they will use external recruitment, This does not mean that current employees cannot apply for the job and might even be successful in getting the job. Businesses that are growing rapidly or that have a high labour turnover will frequently use external recruitment to fill job vacancies, ‘The main benefits to a business of external recruitment are = External applicants might bring new ideas and this can improve the effectiveness and efficiency of the business = There will be a wider choice of applicants with different skills and experience. 1 It avoids the risk of upsetting employees when someone who is internal is promoted, ‘The limitations of external r ruitment include: = Ittakes longer to fillthe vacancy. = Itismore expensive than internal recruitment because of advertising costs and the time spentinterviewing candidates. = External applicants will need induction training, which increases their expenses.Cambridge IGCSE and 0 Level Business Studies Bee UP CE Renae ely the human resource manager for Coggins Plastics (CP).CP has twovacancles: 4 machining supervisor 2 factory manager. Moly and the operations director are considering which method of recruitment to use tofitboth ofthese vacancies. Recommend ‘whether internal orexteral recruitment shouldbe used toflthese posts. Justfy yourrecommendation. Main stages in recruitment and selection of employees Finding new employees requires a business to go through a recruitment and selection process, There are several stages to this process, as shown in Figure 82 77 The business dentas he nesd for are employee and carres out 0b anal 2. Aled description is produces A person specification produced 4. The pis advertised aiadinamaa tiene 3, Asplicatin forms andjob deals ae sent ©, Completed appliatons are receves 7. Ahorlist is selected fom al ofthe apelicants 3. The shorted candidates are inteniowed I 9. The right condidatols seocted Figure 8.2 The recruitment process Job analysis, When vacancy occurs, the human resource department carries out a job an along with the manager of the department where the vacancy is. This is ap that identifies the content of a job in terms of the activities involved and thesl experience and other qualities needed to perform the work. It also identifies main job requirements.TOPTIP Remember that job description ismainly used to help managers decide what the job involves and selectthe applicant who best matches the requirements of the job. ofthe qualifications sil, Somienceanc personal quaities looked forina sce applicant. = Ca et euch eee Job descripti A job description is a written document that provides all the details about what a job involves. It is usually prepared by the human resource department with input from the manager of the department which has the vacancy. It will be sent to anyone interested in applying for the job and should help to attract the best applicants for the job. A job description needs to include: Job title - for example Sales and Marketing Executive. ‘The main duties of the post - for example plan and carry out marketing activities to agreed budgets and timescales. ies - who the job holder is responsible for supervising/managing. ~ who the ob holder reports to, An example of a simple job descri 1 is shown in Figure 8.3. TEER Se arc Marccing Beoave ob Furpece: To plan and cary out Sect makeing aed soles aces, so as to madrian and cevecp sales, acodarce win agreed Busness plans. Maintain anc develop a computerised customer databese, Plan anc cary out drect marketing aces 0 agreed busgets and timescales Develop ideas and create oes tor cvect mal and marketing to major accourts, 4 Respcnd te and fol up sales enquiries by poet, teephone, and personal vist Monitor and report on activites and provide relevant management in tor and customer surveys, lovant knowiedge an shi Responsibe for |Salos and Marketing Aseictant ‘Accountable to: Sabs and Marketing Director Figure 8.3 An example of a job description Person specification A person specification is a written document that is usually produced by the human resource department with input from the relevant manager. It is an analysis of the type of qualifications, skills, experience and personal qualities the business is looking for in applicants. Some businesses provide applicants with a person specification to help them understand the type of person they are looking for and hopefully attract only those applicants with the right level of skills, experience and personal qualities. Other businesses use the person specification to help in the selection processfee a ces ene eo rere Ey Personality: Sef-druen, reeuts-orentated wth a clear focus on high quality a ‘oft, Relabe, tclerant, end determined. Abie to get on with other and be a taam-payat | Specific ob skis: Excotent writen communication skis. Understands the principles of ing and adverising cost-ffectveness. Experionce of managing marketing agony essential Must be an excelent face-to-ace and telephone Computer skis: Must be adept in use of IS Offce 2007 or later, paticulary Excel and Vio or siilr database to besic lve, intent ard ema | Management ability: Some paopie-menagemert sls, experience and natural ably wil be weet Qualifications: Must be educated to’ Level standard Figure 8.4 An example of a person specification sana Think of job you might like to do when you have finished your studies Write the key duties’ section of the job descript for this ob. Use the example ofa person specification in Figure 8.4 to write @ person specification fortis job. Advertising a job Once the job description and person specification have been produced, the needs to advertise the vacancy. If the job is tobe filled using internal recruitment, then the advertiseme be placed on the staff noticeboard, emailed to all staff, or included in a wor newsletter, If external recruitment is being used, then the advertisement could be p in local or national newspapers and specialist magazines. The choice of whi use local or national newspapers to advertise job vacancies will often deper nature of the job. Ifit is for middle and senior management jobs, or jobs re a specialist skill, then advertising nationally will probably attract more bet quality applicants than local advertising. Unskilled or semi-skilled job vac ‘will probably be filled from the local population, so there is no need to adw nationally. This is an important decision to make because advertising in na ch more expensive and would be a waste of mone) newspapers is always mi job is likely to be filled by a local applicant.A aaa Recreate Ces Many businesses now include details of any job vacancies on their website In some countries there are government-run job centres where vacancies can be advertised, usually for free. There are also a number of job websites stch as Seek in New Zealand and JobsDB in Malaysia ‘Some businesses might also use specialist recruitment agencies such as Candor Group (pvt) Lid in Pakistan. These agencies often provide a complete recruitment service, which saves the time of the managers in the business with the vacancy. However, such agencies can be expensive to use. The advert must be designed so that it attracts the right applicants and provides all the information they need about how to apply for the post. ~ @loTech Engineering Products | Sales Manager | js rnanegement bonus. comoary | San ts ac bona porae | ered products seeks a highly experienced en tome Sales Director yu wilpersonayand | ‘ott of you toam anc De e compa sales busget, target se | i roporting on activity to the Board. Reporting di Gosely manage the day-0-day responsible forthe daivery of | ta earrmance mostorng ara ‘You must have a proven track recordin sales, but asobea natural | | and stable sales team leer, i = ee elgea | yout ee nafomyou Pease al Premium Floorcoverings | Seite senate ran ronyou Pas |, save, we wot eon Moti, Puman Reso | bain acre | sone of ou Saas Advise Ce Setomers reese re bast eon we Merman epoeonane ero fases | ‘er a competitive basic salary of $12000, a gener | eee ot ach sale made and a range of fringe — | a | ve youre he cnarce Tastesges | lve. You willbe te people skis | ‘benefits such as product ascot | Sounds interesting? Then apply’ ve | pay, a welcoming and supportive workin on | ‘Sending out application forms and job det: Once the job has been advertised then the business will need to send out further details and application forms to people who have shown an interest in applying Those who decide to apply will complete and return an application form or send curriculum vitae ~ known asa CV ~ whichever the employer requests. ACV contains the person’s name, address and other contact details; the education and qualifications obtained: a history of their employment; other skills and experiences they have that might be relevant to the job; hobbies and interests; and the name and contact details of people who will provide references.eer ences Renee esa Brat Pao CEL asd eae) A sample CV is shown in Figure 8.5. ‘Adress Home telechone number Moble number Emal acres and qualica Univ Secondary schoo! Werk experience tncude dates rom ana to and reasons ‘or leaving) er relavant qualifctions and seis sts and hobbies act tals of to referees Figure 8.5 A sample CV Use the above CV template as 2 guide and writeyour own curriculum vitae. Qc Shortlist: 2 istofcancidates vino are chosen from all ofthe applicantsto be ncenfewed for thejob Recei jing applications and shortlisting apy The human resource department and the manager of the department where the vacancy exists wil look through all the applications. They will compare th information on the application forms and CVs with the job description and th person specification to produce a shortlist of applicants for interview. Interviewing shortlisted candidates Shortlisted candidates will be invited to attend for interview. The interview ay just be a question and answer session with one or two people interviewing each candidate, or there may be a panel of interviewers. Usually the more seni the position, the more people are likely to be involved in the interview process Candidates may be asked to complete tests. These may include aptitude test: ‘example someone applying for a car mechanics job may be asked to fix a prob ‘ona car, watched by the interviewer. Other tests may involve team activities r tray exercises, such as reading typical letters that the business receives and deo on the best course of action to take in response.ToPTIP Don't confuse ajob description with a person specification, Learn the difference between the two andhew they are used in the recruitment process, BSS Cu eae Rec eee A candidate being interviewed for a job Selecting the right candidate Following the interviews and the results of any test, the interview panel will select who they think i the best applicant for the job. They could base ther selection not only on the candidate’s performance in the interview and any tests they have taken, bt also on other factors such as educational qualifications, the number of years of relevant experience and skills gained, and references from previous and current employers. The applicant will receive a formal job offer in writing, although they might fst receive a phone cal offering them the job. Once they start work, they will be given a contract of employment and induction training (see below). Benefits and limitations of part-time and full-time employees Not all employees want to, or are able to, work full-time, Although in some countries things ae changing, women are more likely to want to work part-time so that they can combine work with raising a family or other commitments. College and university students are another important source of part-time employees. ‘There are a number of benefits to a business of employing part-time employees, such as: = Abusiness can often attract well-qualified employees - mainly women - who want to retum to work but need to have flexible working hours. Offering. full-time employee the opportunity to work part-time can help a business to keep experienced staf. = Part-time work provides greater flexibility. For example, ifn employee is off sick, part-time employees can often cover their duties at short notice, = The contract hours of parttime employees may be flexible to allow for changes in demand. The part-time employee works longer houts during busy periods and fewer hours when the business is less busy. = There's some evidence to suggest that part-time employees are more productive than full-time employees. Perhaps because they work fewer hours so are less tired, or because they are motivated to work for an employer who recognises the benefits of parttime employees. 1 Employing two part-time employees instead of one full-time employee often increases the sils and experiences of the workforce. = Parttime employees do not need to take time off work for medical and dental appointments. When fulltime employees take time of for these reasons, output falls.ere ees RRC Seca Sa aad Quality: see Chapter 17, page 229, Customer relationships and ‘customer loyalty: ‘see Chapter 10, page 140. ‘= There will be an increase in induction and training costs, Re PC There are also limitations to employing part-time employees: ‘a There could be communication problems. Getting the same message to all Jome employees are only in the workplace at cert ‘employees is difficult when s times during the week. The quality of service offered to customers may not be as good with parttime: time staff. For example, ifan employee is dealing with a custone then the as itis with full complaint on a Monday but is not at work again until Wednesday, customer has to wait longer for a solution. “The disadvantages of employing part-time employees are removed if full-time employees are employed. In addition, full-time employees are often more comms to the business and doing a good job because they are perhaps more keen on ga jon than part-time employees. prom end external 1. Whatis the main difference between internal recruitmer recruitment? 2. Identify two features of a job description. 3 State two advantages toa business of employing part-time employees. The importance of training and methods Why employees need training Imagine you have just started a part-time job in a local department store. Iti first day at work. How will you know what to do? Your friend has been workin atthe store for some time. He has just changed jobs and itis his first day in an ‘ow will he know what to do? Both employees need to be traine ame store has js department. Hi they can do their jobs effectively and efficiently. The s introduced new technology at the tills. All till operators have been trained to\ the new equipment. Without training, staff may become demotivated, and the likely to be many unhappy customers, which will be bad for the business. training is important to both businesses and employees. so that “Asyou can see, main benefits of training include: ‘= Trained production workers are more efficient. This increases productivity an improves quality = Management training improves the quality of busi risk of costly mistakes. ‘= Training helps employees to develop their abilities and reat improves their motivation and morale. Employees ae les likely to want tol business that provides them with good training. Itis easier to recruit new employees and to keep existing employees. ‘omer service. This helps to improve customer iness decisions and reduce! sch their potential ‘= Training can improve cust relationships and increases customer loyalty. ‘= Health and safety training helps to reduce accidents. ‘well-trained workforce improves a business's competitiveness.See uae oe eT) eo Methods of training ‘There are three main methods of training: = induction = on-thejob & off-the-job. QQ ectiontaining Sea Itis not enough for a business to recruit the right staff. Even the best qualified o Salting: o.taiuie employee will need some form of training when they start a new job. Ths trainin Rees ceesoail ployee will need some form of training when they start a new job. This training pee re ee is known as induction training, Seine rere enh Induction training introduces the new employee to: vith and the procedures they peed tole? = theirwork colleagues On-the-job training: taining = the organisation structure and their role and responsibilities within the structure atthe place of work watching = thehealth and safety procedures in the workplace ‘orfollowing snewperienced = the facilities available to employees, for example canteen facilities. 1e business. This brings a benefit to the business because employees who ema ‘Working n pats, imagine you have been given the responsibilty forheloing 2 new pupil to settlein quickly at your school. Write an induction programme for this new pupil include all ofthe things they will need to know, the people they will need to meet, the rules they mustlearn and the facilities they are able to use Some new employees will need to receive training so that they are able to do their job efficiently. Also, to keep their workforce operating at its most efficient level, businesses may need to provide employees with further training to update their skills, or learn how to use new technology. This training could be provided on-the- job or off-the-job, On-the-job training On-the-job training involves the employee learning the skills they need to complete tasks in the workplace. They will often sit with an experienced employee and watch how they perform the task. They will then complete the task under the guidance of the experienced employee. ‘The main advantages of on-the-job tr ining are: On-the-job training tis relatively cheap. = Employees learn the way that the business wants the job done. = Employees are producing output while training,fee ae RPC oy Rea Pa However there are also disadvantages of this meth including: = Employees might pick up any of the experienced employee's bad habits. Employees might not learn the most up-to-date methods, Employees make more mistakes when learning ad this increases waste, It slows down the production of the experienced employee. Off-the-job training Off-the-job training takes place away from the workplace. This might be at the company’s own trai Off.the-job training, facility, or attending courses offered by specialist training companies, or at local colleges and universities. It is most often used vl the job requires a high level of technical skill, or specific management skills ne be developed. ‘The main advantages of offthe-job training include: = Employees learn the latest methods and techniques. = Itdoes not disrupt the production of other employees. ‘The disadvantages include: = Itcan be expensive, especially when the training is provided by a private training provider. = Theemployee does not produce any output during training. tomers repair and maintenance service. Ravinder has interviewed for a new post of trainee repair and maintenance technician. He has decided to offerthe job to Suri. Surithas very litte experience of repairing or maintaining office equipment, but Ravinder thinks he will bea ‘uick learner. However, Ravinder isnot sure how best to train Sujit. He asks himself: ‘Should | use on-the-job or offthe-jo training?” \Write 2 brief report to Ravinder that identifies the advantages and disadvantages to Ravinder and his business of each method of raining. You should conclude your report by recommending which method Ravinder should use and why. Ra 21. Whatis induction training? 2. Explain the main difference between on-the-job and off-the-job training, Reasons for reducing the size of the workforce “There are several reasons why a worker’s employment with a business may be ended, or terminated. These are shown in Figure 8.6.See Sue Ca ACLS Rc eka Figure 8.6 Reasons for terminating employment Resignation Resignation means that an employee may decide to leave their job voluntarily; for example they leave to go and work far another employer. There may be several reasons for this such as promotion, better pay, shorter working hours or the new workplace is closer to home so easier to get to Qa Retirement In some countries, employees must leave their job when they reach retirement eae ehsera. I -ountries, employees must j they retirement SAREE GcemOSE age. Other countries do not have a compulsory retirement age. In these countries punapsbecawsetheyhavefound employees can work to any age ajcbwitha diferentemployer Retirement: termination of Redundancy employment dueto theempioyee Sometimes a business closes down because the owners no longer want to run the Teachingan agebeyondiwhich business, or ithas failed because itis no longer profitable. Sometimes businesses theydo not need to work. decide to relocate far away from their current location, perhaps even relocating to Redundancy: termination of another country. Manufacturing businesses may introduce new technology into employment byteempiever the workplace which can perform the work of several employees. In all of these pegs tnelob Is noiorees situations a workers employment can be terminated because their job is redundant. == ee Redundancy describes a situation where the job that an employee does is no longer employerbecausetheemployee «needed. ieee ee ; isnotperformingworkto the Dismissal required standard, 3 An employer may dismiss an employee from their job for one of two reasons: 1 Incompetence the employe doe not perfor thatthe guid sande 3 Foc ener Fa or cmp iy a oes er pevtenshesandtiescpersin cane by aang lirand sy pers Redundancy and dismissal are both decisions that are made by the employer. They both result in an employee no longer having a job. However, with redundancy the job loss is not the employee's fault, but if they are dismissed then it is their fault. Reasons for downsizing the workforce A business may need to reduce the size of its workforce for any of the following reasons: = There may be fall in demand for the product the employee produces. If demand doesnot nese te bnssnayerdto reduce Sze twee beens itis costly to employ employees who have nothing to do for any length of time. 1 Thebusinessmayneoducenewtechology which automates tasks that (© cboyees caren do, Thebusiness ayo longer ned there employees eee coun Rime nt be pes for employers veer weet the newex, and they will have to leave their jobs. Inall these cases, the business will make employees redundant.Resa Cambridge IGCSE and O Level Business Studies Cer CE Deciding which employees to recruit or make redundant It is much easier for managers to deal with recruiting extra employees than it make employees redundant. Selecting new recruits and selecting employees to be made redundant are b important tasks of managers and tasks that must be done fairly. “The process of selecting employees for redundancy must be clear and fait. V often a business will use the last-in, first-out method. This means that employe who have been employed for the least amount of time will be the first to be ma redundant. However, although this system is clear and might be seen as fair i sometimes means that businesses lose employees who are better skilled and me productive than employees who have been employed longer. For this reason some employers may use more measurable criteria to select employees for redundancy such as: = How productive employees are - keeping the more productive employees ast are better for the future of the business. = How often employees have been late or absent from work in the past year- employees who are often late or absent will be less productive because they: not at work. = How old an employee is - perhaps those closer to retirement should be made redundant so that younger employees can be kept on. 2. Identify two ways a workfor 2. State two reasor way need to be reduced in size, why a business might dismiss an employee Legal controls over employment issues “The governments of most countries have passed laws aimed at protecting empl from being exploited by employers and dismissed unfairly. The main areas cot by these legal controls are shown in Figure 87.Ee Son eae cat RE Ue eet ats oe Contract of employment In most countries it is a legal requis sment that employees are given a written contract of employment. This is a legally binding agreement between the employer and the employee and will include details such as: the name of the employer the name of the employee the date of commencement of employment the amount the employee will be paid ‘the number of hours the employee is expected to work the job title and main responsibilities of the employee the number of days of holiday they will receive the period of time the employee has to give the employer f they wish to leave their employment -thisis known as the ‘period of notice’ '= the grievance and disciplinary procedures and where employees can find information about these. A contract of employment has benefits to both the employer and the employee. It Temoves any misunderstanding that could arise over issues such as hours of work, rate of pay and holidays. Ifan employer ignores any of the terms of the employment contract, for example pays the employee less than the amount agreed in the contract, then the employee could take legal action against their employer. Hones fanempoyeebraksanyofthetemsefthecntact,oreample | refuses to work the number of hours in their contract of employment, then the employer could dismiss the employee for breaking their contract Unfair dismissal In most countries the law will protect employees and ensure that they are treated fairly by their employer. This includes the legal right not to be dismissed from their job without good reason. If they are, then this would be unfair dismissal ‘An employee who thinks they have been unfairly dismissed can take legal action against the employer. Ifthe employee is a member of a trade union then they will fight the case on the employee's behalf. Ifthe courts decide that an employee has been unfairly dismissed, they can force the employer to give the employee their job back and/or compensate them for the loss of earnings. Discrimination Many countries also have laws that prevent employers from discrimination when recruiting new employees, or in how they treat employees who are in their employment. Laws to prevent discrimination on the grounds of gender, race, colour, religion, disability and age are the most common. Any employee who feels that they have been discriminated against for any of these reasons has the legal right to take their employer to court. Trade unions will provide legal advice and support to any of its members who have been subject to any form of discrimination covered by law. Health and safety The workplace can be a very dangerous environment for employees. Health and safety laws aim to protect employees from injury or physical discomfort, forCea Ceara accel eR aS oy Section 2 People in business example being too hot or too cold. These laws also require the employee no! anything that might cause harm or injury to their fellow employees Employees who ignore health and safety rules and procedures and caus to themselves or others could be dismissed for misconduct. Health and safety in the workplace increases business costs but ifit reduces accidents then fewer days will be lost due to employee injury. Th will help to keep output at high levels and the employer will not have to pay employees’ health bills or compensation for any injuries they receive while at work. Legal minimum wage Some countries have introduced minimum wage laws to prevent employers exploiting employees by paying very low wages. Minimum wage laws state t ‘employee cannot be paid less than a certain rate per hour, Minimum wage laws often increase business costs. However, if employe receive a fair wage then this could motivate them to work harder and incre: productivity. peas 1. State two features of an employment contract. 2. Identify two types of discrimination in the workplace Unfair dismissal Dismissal for Rastafarian dreadlocks in the workplace | declared unfairly discriminatory | pe No evidence was led to support the suggestion that the deadlocked officials were less dis plined than their colleagues. On the contrary they were regarded as exemplary employees. Therefore the employees had been unfairly missed and the dismissals were automatically | The Labour Appeal Court has held that five True prison employees a Pollsmoor Pris, | who had been dismissed after refusing to cut th racks, ha een fy msed srison dress code only prohibited male Se aera pune he maeie while emale_unfrbensetheemplner wnt ascriin prison ofiials nee fee to do. seed apanst hem ; Source: Adapted from www.nortonrosefulbright.com/knowledge/publications/72309/dismissal-for rastafarian-dreadlocks-in-the-workplace-declared-unfairly-dis ninator TASK a. Define“unfair dismissal’ 1b Identify two types of discrimination that the prison employees were subject to by their employer ¢ Doyou think that employees should be protected from discrimination in the workplace? Justify your answer. J For camonBusinesses can use internal and external ‘methods of recruitment to fil ajob vacancy. The main stages of recruitment include producing job descriptions and person specifications, advertising the vacancy and Interviewing shortlisted applicants iduction, on-the-job and off-the job training have benefits and limitations for ‘employees and businesses. “There are legal controls on the recruitment and selection of staf Laws also protect employees in the workplace, 2 Aishais the hn a “ 8: Recruitment, selection apd training tome 1 Glowtech is a specialist lighting manufacturer. The company is expanding into new markets. It needs to employ ten n production workers and a supervisor. The human resource ‘anager has prepared job descriptio person specifications. nd a. Define ‘person specification b State two legal features of a job description, a © Outline how Glowtech i 0 by two. legal co Is on employment. i 4 Explain two benefits to Glowtech of induction training, 6 @ The human resource manager whether to use int the supervisor vacancy. recommend? Justi is unde ided about tment for filing Nich method would you our answer. an resource manager for Bright Sparks, The technology. This wil company has decided to introduce ne result in {undancy for four employees. 30 received a letter of resignation from the marketing manager. She has been asked by the marketing director to recruit a replacement, a. Define ‘resignation’ 2 b Define ‘redundancy’ a © Outline how Bright Sparks might use 4 d_ Exolain two benefits to Bright Spx contract of employmer (6) The marketing director thinks that the costs of training ere great Justity your answer [al Total available marks 40