• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

"Recruitment and Selection".

Extracts from this document...

Introduction

Task 3: "Recruitment and Selection". It is important that human resources are notified of the vacancy so that it can carry out the recruitment and selection of employees. It can start finding candidates to fill up vacancy. If human resources aren't told of vacancy then applications will not be sent out. A job description is important because it enables people applying to know about the job. Anyone applying must know what the job involves. A person specification is important because it tells what is expected from anyone who is applying. It states the qualifications, experience and type of person required. It is important that the job is advertised because if it isn't people will not be aware of the vacancy. A specific job must be advertised in a specific place. Unskilled and unqualified jobs such as cleaners, cashiers and security guards are normally advertised in the store notice board, by word of mouth and in sixth forms for part time workers. ...read more.

Middle

Short listed candidates must be interviewed because if Tesco wants to ensure that the right person is selected then it is vital to meet them face to face because the interview will enable them to judge they way they speak and dress. If the candidate is going to be working in the shop floor, Tesco would not want someone who doesn't dress smartly. If candidates are just selected from their application Tesco are putting themselves at risk of selecting someone who may turn out to not be the right person for the job. It is important that the successful candidate is selected because he/she is ideal for the job. Task 3: "Recruitment and Selection". C. If you want to apply for any position at Tesco, you have to complete a 'People bank online CV'. This can save time and money of Tesco because they don't have to bother sending out applications or replying via post. ...read more.

Conclusion

(Here are the accountabilities of a pharmacist: Accountabilities: You will be providing support for the pharmacy manager and assisting in the smooth running of the department. You will be supported by trained pharmacy assistants and dispensers plus key personnel throughout the store who will help you with stock control, cashing up, personnel issues and training. You will have the opportunity to become involved with local pharmacy services, building relationships with other healthcare professionals and the local community. You will also have the chance to help build our Complementary Medicines offer through in-store activities and using our web-based Nutricentre@Tesco business. Throughout your career you will have access to management and professional skills training.) The job description of a pharmacist doesn't tell the reader about the standards that will be required to achieve or about pay and promotion prospects. This job description isn't very effective. To make it more effective Tesco needs to include more details like the ones mentioned above. If more information is not included people may contact or even pop in, in a store to find out. This will be a waste of time for both Tesco and the person. Dolly 11m 1 ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Functional Areas of Tesco

    This will help Tesco to become a bigger, more efficient and powerful store. Tesco need to communicate with staff when they are doing wrong. They have to communicate when following the disciplinary procedure. This will help Tesco to provide a good service to the customers, helping them in the long term to achieve more aims.

  2. Shareholders - Tesco

    The government forces Tesco to provide disabled facilities such as recycling bins to meet targets of the government. Tesco have responded to this by putting bins at the top of the car park which are used frequently. Shareholders (owners) A shareholder has invested money into Tesco and would like the shop to do well so that they gain profit.

  1. Tesco Recruitment and Selection

    In a person specification the following may be included:- * Experience- this helps the company find about the where the employee has worked before and whether they have the ability for the particular job. * Qualifications- this is included to make sure that the company know of any education which the employee has.

  2. Human Resource Management - Recruitment and Selection

    been received by the due date, the next task is to select those applicants who, on the evidence available, appear to be the most suitable as future employees of NIS Europe and TD Travel Group and therefore, worth the time and cost of further examination in the selection procedures.

  1. Recruitment and selection for Sainsbury's.

    Applicants need to know the location of the organisation and the location of the job (which may be different). Salary expectation. Figures are not always necessary, but an indication of the salary level should always be given. Address and contact. This should appear, with a telephone number if appropriate.

  2. Managing Human Resources in Marks & Spencer.

    three or four minutes of the interview, and then spend the rest of the time finding evidence to confirm their decision. 2. Interviews seldom change the initial opinion formed by the interviewer seeing the application form and the appearance of the candidate.

  1. Business Studies - Recruitment and Selection Task 1

    A job description could be used as a job indictor for applicants. Alternatively it could also be used as a guideline for an employee to his or her role and responsibilities within in the organisation. Job descriptions can be used by organisations to provide information for use in drafting a situation vacant advertisement and for briefing interviews.

  2. Recruitment and Selection - Next

    However Next prefer energetic teenagers or very young because they could be an asset to them in the future add the fact that they are going to be desperate for a few quid. But the disadvantages are that they would need more training than a person who has had experience in this kind of profession before.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work