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Recruitment and Selection

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Introduction

Recruitment and Selection R&S Procedure Both department managers and HR department carry out the recruitment and selection process. They identify the future needs in terms of human resources for the business and plan to recruit the right labour force for making the company work more efficiently. It means to attract, recruit and retain the best people for the jobs. The following flow chart is recruitment and selection process. Source from (www.hrm.co.uk) Benefit from a good R & S Policy A good R & S policy can attract the best people for the jobs. It is cost effective in recruitment process, as the opportunity cost is lower. And increase the organisation image, best the qualified employees help the company make good decision and strategy so that it lower the group's business risks and increase competitiveness. Recruitment and selection can employ the best people for the specific jobs so that the decrease productivity cost but increase the volume. Also, it stabilises to staff turnover as they shortlist and interview applicant for the jobs. It allows the group to operate efficiently and increase productivity Type of Employment Full time Employment The core employees in the group are in full time employment. Their average working hours is 39 per week. They are trained to do different tasks. ...read more.

Middle

As the external recruitment process are more complicated. And the new employees may not fit in the jobs, they need training so it increases the opportunity cost. There are greater risks of the poor performance of the employees it affects the group productivity. Recruitment Process Determining Vacancies The different departments in Rolls Royce work closely with HR department, if there are any job vacancies, the department manager will report to the HR department so that they can identify and fill the job quickly. There are several reasons of vacancies in the group such as: newly created positions, leaves of absences/short term needs, staff restructuring etc. Job analysis Job analysis is a process of analysis to collect data on a specific job. And it is based on the data to identify and determine the particular job duties and requirements. It is use for the next procedures to recruit employees such as training, selection, compensation, and performance appraisal. For example: corporation communication is responsible for issuing management and media relations for a wide range of high-profile corporate matters. Moreover, it also has to send information to employees, customers, and business partners. After the job is analysed, HR department would base the data to recruit the best people for the future job. But most importantly, the jobs have to meet to group's objectives. ...read more.

Conclusion

It takes about 20 minutes to discus the applicant some of the details on the application. It is to know how interested they are in the work as well as their experience. Group assessment The group interviews the shortlisted applicants to find out the best applicant. Group assessment and interview will be conducted. The candidates are involved in-group interactive activities in order to test their communication skills and qualification. The group will pay for any travel and accommodation costs for candidates who need to fly to these locations. Assessment centre The assessment centre is held at one of the group main sites. They have opportunities to meet and talk with a senior manager and some current trainees about their careers. There is a series of exercises to assess the potential applicants. Numerical and verbal reasoning tests (these are run under exam conditions) An interview that will explore their knowledge of the type of work they are interested in. An interview about candidates and their approach to a range of situations After all the assessment, the will let the applicants know the outcome. Rolls-Royce policy offers all applicants equal interview opportunities according to law. For example: The Sex Discrimination Act 1975, The Disability Discrimination Act 1995 and The Race Relations Act 1976. They provide an environment that protects against discrimination and harassment which people from different backgrounds. References HR department requires references for employees before a contract of employment is agreed. The references may be from for the previous employer or school/college. ...read more.

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