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Recruitment. I am writing this report to describe how each organisation plans and conducts its recruitment furthermore I will be explaining why there might be a reason for a vacancy (employee leaving, growth, different, work, maternity cover, sickness) mo

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Task 1 To: Gill Slater From: Subject: Date: 8th May 2008 Introduction: I am writing this report to describe how each organisation plans and conducts its recruitment furthermore I will be explaining why there might be a reason for a vacancy (employee leaving, growth, different, work, maternity cover, sickness) moreover I will be looking at the organisation if they have any current vacancies and why might they have arisen. Last but not least I will be explaining the different sources of recruitment that the two organisations use. The need to recruit All business organisations have a need to recruit staff in order to run the business effectively and efficiently as there may be certain work or task need to be done by someone who has the right skills to tackle them. The need to recruit is mainly to manage the organisation effectively, run the business smoothly, and manage the resources effectively and to have a good work level. Furthermore to do a particular job, to get the skills and experience for the business, not got enough employees, previous vacancies, growth in the business, employee leaving, extra work, different work, maternity cover, paternity cover, sickness, high staff turnover/ labour turnover. As without the right people the business cannot make the correct decisions and for this reason it is important to recruit. Features of key recruitment documents, describing the factors to be considered when planning to fill vacancies and conducting interviews Before a business starts recruiting new employees the human resources department compiles a job description and person specification for the specific job they have a vacancy for. The job description gives potential candidates a taste of what is expected of them in the job. The job description is also used after the vacancy has been filled to ensure that the job is being carried out properly. The person specification is focused on the applicant and gives a description of the type of person that would be ideal for the job. ...read more.


Once appointed the employee is entitled to sign a contract of employment this can be done straight away or by eight weeks of starting the job. The contract of employment has information like: * The names of the employer and the name of the employee * The date which the contract began * The job title * The terms and conditions which the employee is to follow. Contract of employment of Joseph Chamberlain College :- Joseph Chamberlain College Contract of Employment To be retained by the employer with a copy to the employee 1. Company Name Address Chief executive 2. Employee Name Address 3. Place of work Address 4. Job description 5. Collective pay agreement, safety representative The following collective pay agreement(s) apply Parties to collective wage agreements Safety representative Check that all of the following points comply with the collective pay agreement. 6. Duration of employment, working hours First day of employment Last day of employment (if applicable) Weekly working hours Daily working hours (from-to) Breaks Notice period Holidays are to be decided according to the provisions of the Act relating to Holidays. 7. Probationary period (if applicable) Duration of probationary period Notice during probationary period Extension of probationary period (cf. section 15-6 (4) of the Working Environment Act) 8. Pay Hourly/monthly pay Overtime supplement (minimum 40%) Public holiday allowance, night allowance Other supplements Allowances/expenses Salary is paid Holiday pay is additional to pay, cf. Act relating to Holidays. 9. Other information 10. Signatures Date Employer's signature Employee's signature Excerpts from Chapter 14 of the Working Environment Act - Appointment In force from 1 January 2006. Section 14-5. Requirements regarding a written contract of employment (1) All employment relationships shall be subject to a written contract of employment. The employer shall draft a written contract of employment in accordance with section 14-6. An employee shall be entitled to engage the assistance of an elected representative or other representative both when drafting and when amending the contract of employment. ...read more.


Hours of work You will be required to work 37.5 hours, Monday to Friday between 8.30 am to 5pm. The exact shift will be confirmed during the induction. Overtime could be available on request. Salary Your salary will be �12,000 and paid monthly in arrears directly into your account and reviewed annually. Motivational package agreements will be made available to you during your induction your induction programme, for example Fringe benefits This offer id subject to a six-month probation period. Your position will be reviewed after the successful completion of your six-month period. If you have any inquiries can you please contact me? I hope you enjoy working with CC Yours Sincerely Gill Slater Personal Manager Chamberlain Enterprises Please do not detach Form of acceptance Employee declaration I _____________ hereby confirm that I agree to this to this Contract of Employment, as detailed above. Signature............................. Date....................................... Letter to unsuccessful candidates Gill Slater Personal Manager Chamberlain Enterprises Highgate Birmingham B12 9DS Akhtar Esmail Adam 19 Oaktree lane, Sellyoak, Birmingham, B29 6JE, UK. 15th May 2008 Dear Reference: Account Clerk Thank you for your recent applicant for the above post. But I am sorry to say that you did not get the position. However if at any time in the future an opportunity should arise we will keep your details on file so we may contact you. In the meantime thank you once again for your interest and wish success in the future. Yours sincerely Gill Slater Personal Manager Chamberlain Enterprises TASK 6 Data Protection Act The data protection act was introduced in 1998 in order to protect employees against the exploitation of personnel information. The data protection act also covers both manual and electronic records. The personal data that is held should be: * Kept and processed only for specific and lawful reasons. * Kept securely and no longer than its necessary. * The data should be accurate, kept up to date, processed fairly, and lawfully. A business is allowed to collect personal data about the employee for the purpose of recruitment and selection. ...read more.

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