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

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

Extracts from this document...


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.


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.


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.

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. Tesco's different stakeholders are:Employees

    There are also donations made to the local community to keep them happy with the hours that the store will be open for. These donations could be such things as a new sports centre open for the community and Tesco may advertise this to show how great it is and that the community should go.

  2. 1. explore the process of recruitment planning

    This will take time out of the managers working hours when they need to be doing something else but will not necessarily imply any expense. * Writing a job description and person specification for the vacant post. This can take a lot of time and effort but again little cost

  1. Induction and training

    At the Marriott they believe that training and induction are preparing staff to provide good customer service. However this is beneficial to the organisation because it improves job knowledge and builds confidence this would result to more motivated and happier working staff which means employment cost will be reduced.

  2. Job roles and working arrangements of Theatro Technics.

    His working hours are very flexible 27 hours a week any time and gets one month per years holiday (But not all at once). They get paid �35,000 per year, monthly. But as the Theatre director is also the finance manager he is paid �25, 000 for that job.

  1. Business Studies - Recruitment and Selection Task 1

    The human resources department may set out for its own use a person specification. The meaning of person specification is identifying the personal qualities for example qualities such: * Experience: Someone with experience in carrying out a particular job who has a particular responsibilities should be able to draw on that experience n new situations.

  2. Assess the advantages of job specialisation.

    Most organisations find the need to delegate forced on them by circumstances, especially the pressures on managers to concentrate on environmental issues rather than on internal problems. However, the best practice is to be found in organisations that use delegation positively as an important employee motivator as well as a means of facilitating effective decision-making throughout the organisation.

  1. If the company does not have an effective process of hiring staff then they ...

    * An organisation with a reputation for internal advancement will find it easier to motivate staff, whereas in organisations where internal advancement is rare, staff will be less committed to the work and may be preoccupied with external job applications.

  2. Kenwood - Recruitment and Selection

    ( i.e. basic IT skills) When a person leaves in the company the human resources and managers have to take in account the company's budgets, can they afford to recruit? There could be the factors such as that is the post now needed.

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