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Business Studies - Recruitment and Selection Task 1

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Introduction

Recruitment introduction: Task 1 Every business or organisation has a recruitment department, which is often undertaken by recruiters. It can be undertaken by an employment agency or even a member of staff at the business organisation. Human resources run the recruitment process. Recruitment (run by the human resource department) is the process of finding the right possible candidates for the job. When the organisation knows what candidates they re looking for Advertisement is commonly used for recruiting the right employees. Recruitment process: A business or organisation must have a work plan in order to make sure that they find the right number of employees for their needs. When a business is looking to recruit new employees they need to be able to mention and define the main jobs and responsibilities that will be expected. During the recruitment process there are many stages that need to be followed In order to select the right candidate for the job. The recruitment flow chart: Job analysis: Job analysis is the first part of the recruitment process. This is when the human resources department needs to identify whether a new member of staff is needed or could the work be done by reorganizing existing staff or working over time. Or even consider whether part-time or full time appointment needed. Job analysis is essential for the recruitment process and this defines whether they need workers and is so will the business recruit internal or external employees. The human resources department will need to decide whether to recruit employees internally or externally. Recruiting internal candidates will benefit the business as this will increase their workers morale and their motivation will increase because there is a higher chance of them getting promoted than the external employees. Another advantage of recruiting an internal employee is there's a lower cost of not having to go through training, as they already know the business. ...read more.

Middle

Application form: Having an application form is essential. If business's or organisations provide an application form, it means that they're looking for someone precise. This is good for the business, because the candidates have to right specific stuff that are required, which means the business can find the right employee. Where as some businesses ask for employees CV. In my opinion this is a disadvantage to the organisation, as the candidate can write what ever they feel, most likely something that will advantage them to getting the job. So therefore the organisation wont be able to find the right candidate to do the job. Both Application and CV form provide same information: Motivation theories: Financial: Wages, salaries and bonuses: Wages- time rate: Under this scheme workers receive a set rate per hour. Any hours worked above a set number are paid at an 'overtime rate' Salary: flat rate: This is a set rate of weekly or monthly pay, based on a set number of hours. It is easy to calculate and administer but does not provide an incentive to employees o work harder. Piece rate: This system is sometimes used in the textile and electronics industries, among others. Payment is made for each item produced that meets quality standards. The advantage of this is that it encourages effort motivates workers. However it is not suitable for jobs that require time and care. Also many jobs particularly in the service sector produce outputs are impossible to measure. Bonus: A bonus is paid as an added encouragement and motivation towards employees. It can be paid out f additional profits earned by the employer as a result of the employee's effort and hard work or as an incentive to workers at times when they might be inclined to slacken effort for example at Christmas and summer holiday times. Commission: Commission is a payment made as a percentage of sales a salesperson has made. ...read more.

Conclusion

Mentoring involves a trainee being 'paired' with a more experienced employee. The trainee carries out the job but uses the 'mentor' to discuss problems that may occur and ho best to solve them. This approach is used in many lines of work. For example it is common practice for trainee teachers to work with a mentor who s responsible for their early training and development. The student teacher will match the mentor teacher before starting his or her own teaching. The mentor will then give ongoing guidance to the student teacher on how best to improve his or her performance. If the student teacher has any problems or difficulties he or she can talk to the mentor for advice. Coaching: Coaching involves providing individuals with personal coaches in the workplace. The person who is going to take on the coaching role will need to develop coaching skills and ill also need to have the time slots for the coaching to take place. The coach and the individual being. Acquired needs theory: Need are shaped over time by our experiences over time. Most of these fall into three general categories of needs: * Achievement (nAch) * Affiliation (nAff) * Power (nPow) Some businesses may have different preferences and will tend have one of these needs that affect the business more powerfully than others and thus affects our behaviors: * Achievers seek to excel and appreciate frequent recognition of how well they are doing. They will avoid low risk activities that have no chance of gain. They also will avoid high risks where there is a significant chance of failure. * Affiliation seekers look for harmonious relationships with other people. They will thus tend to conform and shy away from standing out. The seek approval rather than recognition. * Power seekers want power either to control other people (for their own goals) or to achieve higher goals (for the greater good). They seek neither recognition nor approval from others -- only agreement and compliance. ...read more.

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