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Reqruitment, selection and induction processes within a business.

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Introduction

The recruitment and selection process is used to employ new people for an organisation or business. The recruitment process can be quite expensive due the amount of work needed to be carried out. Recruitment refers to the process of sourcing, screening and selecting people for a job or vacancy within an organization. Though as individuals people can seek jobs themselves, mid and large sized organisations generally retain professional recruiters. * Recruitment - Recruitment Goes as far as actually receiving the applications through the post. * Selection - Consists of many processes to choose a suitable applicant to fill a job position Recruitment can be done from within the company by adding adverts in the paper or specialist papers. Job roles can be advertised through many mediums which are all set up by the company. Any applicants will have to be screened and interviewed internally within the company. People can be recruited from internally or externally to fill a job role, internally is within the company. External is from another source out of the business. A business needs to be able to define key roles and responsibilities that will be expected to come with the new job. Recruitment documents needed are: * Person specification - What the company is looking for * Job description - What the job will entail * Job advertisement - Where and how adverts are used * Application form - The document which applicants fill out Advantages and disadvantages of internal recruitment: Pros- 1. ...read more.

Middle

* Employees won't be sure of what they are doing so the chances of them making a mistake are greatly increased. * Employee conductivity will not be as good as it can be. * Damage to reputation could occur from the member of staff making mistakes. * Low moral can occur if not fully introduced to every aspect of the job and staff member. They may feel confused and lonely in the job. * If there is a poor induction there is an increased amount of staff leaving in the short term because they do not like the way the company is run. In turn this will cause extra expense through having to look for new applicants for that job role again. Frederick Herzberg motivational theory : - Frederick was born in 1923 and was a clinical psychologist and pioneer of 'job enrichment'. He is regarded as one of the great original thinkers in management and motivational theory. Frederick's theory can be compared with Maslow's Hierarchy of needs. They both state what is needed for happy employees and employers. * Achievement - paragraph on each in detail explaining. Promotion and expansion of business * recognition - thanks for work done, self belief that you did a good job * Work itself - enriching work, enjoyable and people look forward to it. * responsibility - Job enlargement/enrichment, being more important * Fringe benefits = laptop, company car, mobile Motivation through achievement is a non financial benefit. ...read more.

Conclusion

But to withdraw shares in Tesco you must have worked there for 5 years to withdraw tax free. There is nothing to stop you from withdrawing these shares from Tesco after you've been given them. This can be treated like a bonus from Tesco if you choose to sell your shares in Tesco right away. Through retail stores, Discounts can be given as incentives too. Tesco offers different levels of discounts dependant on how long you have been working for them. The longer you have worked there the larger the discounts are, this is again another incentive to work there for longer. If staff stay at Tesco for longer, it means less money on looking for new employees and the training needed for them. Certain industry jobs pay on a piece by piece rate, the amount you produce dictates how much you get paid. This is being paid by Piece Rate. Companies that rely on constant output of products will use this, so they are always working to their full potential. So requirements can be set as a minimum production and a target for them to work towards. If they produce more than a certain amount they can be given bonuses etc. With piece rate payment, people can work for the minimum amount of time/units then finish. So targets can not always be guaranteed, especially if people go home early and the amount of products made needs to increase from the standard. This can make employees unreliable as they can go as they wish once their contracted amount is finished. ...read more.

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