Analyse the benefits of a job description and a person specification when recruiting a new employee.

Mark scheme

Marking points from the official mark scheme (Feb/Mar 2018). The mark or mark type is shown in brackets.

1. [8] A job description is a detailed explanation of the roles and responsibilities of the post advertised, focusing on the post rather than the person.
2. [8] Most applicants will ask for a job description before applying, allowing them to assess their suitability and whether they are able to undertake the role, thus deterring unsuitable applicants and saving time during the shortlisting process.
3. [8] A person specification outlines the qualifications, skills, experience, and personal attributes a successful candidate should possess, focusing on the person.
4. [8] It is a vital tool for assessing applicant suitability and provides clear grounds for rejecting candidates at the application stage if they lack the required qualifications and experience.
5. [12] Understanding of leadership styles, including autocratic, paternalistic, democratic, and laissez-faire, or McGregor's theories, is foundational.
6. [12] The size of the workforce; larger workforces may make democratic or laissez-faire styles more challenging.
7. [12] The skills and experience level of the workforce; lower skill levels may necessitate a more autocratic or Theory X approach.
8. [12] The type of decisions required; instant decisions or emergencies might need an autocratic style, while long-term worker well-being benefits from a democratic style.
9. [12] The organisation structure; a flat structure supports laissez-faire, while a tall structure might be more autocratic but can also be democratic.
10. [12] The amount of delegation; none implies autocratic, extensive delegation implies laissez-faire.
11. [12] Attitudes to decision-making and business culture; workers' expectations regarding consultation vs. being told what to do.
12. [12] Workforce motivation levels; low motivation may require an autocratic approach; high motivation might suit laissez-faire.
13. [12] The amount of change; rapid strategic changes may require strong, decisive leadership, potentially shifting from democratic to autocratic if resistance is met.
14. [12] The personality of the leader, e.g., decisive, forceful, easy-going, or open.
15. [12] The most effective leadership style is likely to vary depending on specific scenarios and the interaction of various factors.