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Recruitment and training in Theatro Technics takes lace in different ways, depending on the job position

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Introduction

UNIT 2 Task 4 RECRUITMENT AND TRAINING Most companies recruit and train employees for skills they should have Theatro Technics have a fixed procedure for doing this. DESCRIPTION OF RECRUITMENT AND TRAINING Recruitment and training in Theatro Technics takes lace in different ways, depending on the job position. Theatro Technics are keen to employ new staff and have different ways of applying for jobs. In the theatre, staff can take home publicity with information on a job position at Theatro Technics and then arrange a meeting with a member of staff, the theatre director. They can also apply online using the internet, the Theatro Technics website, under internships, the web address is http://home.btconnect.com/theatrotechnics/framset/Volunteering-Internships.html (Theatro Technics logo and an advertisement For people to join the company.) An example of a recruitment and selection flowchart is: FLOW CHART RECRUITMENT & SELECTION (R&S) PROCEDURE See Training varies depending on the job role. Ushers and bartenders undergo one weeks training followed by a probation period of 6-10 weeks, after which the employee can request more training towards promotion to the position of manager of that field. ...read more.

Middle

The training of these staff members is minimal; the general idea is that they get the necessary skills from the existing staff. They seem to be aimed at people with low levels of skills, many of which are looking for temporary work. The Theatro Technics trainee management scheme is very different. There is an applicants quiz designed to help the user find their skill set, and how they could fit into Theatro Technics. This attracts a younger audience looking for future employment, who can be targeted for a Theatro Technics career and keep the theatre fresh. The training scheme also seems to be designed for a university or college student as well because the times are flexible. The training is flexible and after the first day of training the trainee will enrol on courses and not work in the theatre. This is so the employee can gain more experience during the trainee period and is not full time. ...read more.

Conclusion

So the different methods of recruitment have all been used. But there are weaknesses. There seems to be very little transfer from the basic jobs to management, which is a shame. As I'm sure that with some training and opportunities and incorporated with their basic job skills they would become ideal managers. The lack of transfer seems biased and ignores talented workers by continuously giving them basic tasks. I also think that more training should be encouraged and available for all, rather than applying for additional training which encourages training but only for promotional purposes. It could be improved by making a compulsory training scheme, which would create a smarter more willing workforce and better the theatre as a whole. The threats to employment and training come from a big expansion and the hiring of poor quality workers. This means that future employees would get inadequate training from poor quality workers and putt the customers off loosing business. A cut in training costs could have the same effect. ...read more.

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