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The recruitment process has eight different stages. - Human resources

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Introduction

HUMAN RESOURCES ASSIGNMENT 2 RECRUITMENT AND SELECTION The recruitment process has eight different stages. They are: - 1. The decision is made as to whether recruitment is necessary. 2. The job description is prepared. 3. The personnel specification is prepared. 4. Plans are made on how and when to advertise. 5. Applicants are short-listed. 6. References are requested. 7. Candidates are invited for interviews and selection tests. 8. The successful candidate is offered the job and signs the contract of employment. Stage 1. Is recruitment necessary? This is the first stage in the recruitment process. When an employee leaves it is not always the case that a replacement is required. A part time employee could replace the employee. Or there work can be shared amongst the existing staff. The recruiter will have to take in account many things. The recruiter will have to take into account the cost of conducting the process. If it is decided that there is need for an employee then a job description will need to be prepared. If a part time replacement is required then it may be possible to recruit an employee from inside the business.

Middle

The employee may not necessarily need to have the right qualifications as training is usually given. Internal methods for recruiting staff are: - > Memos. > E-mail. > Recommendation. > Notice board. External methods for recruiting staff are: - > Teletext. > National paper. > Trade/specialist journal. > National/local television. > Local papers/free papers. Jobs can be advertised in many different places: - > Job centres. > Employment agencies. Employment agencies tend to specialise in providing secretarial staff and office staff. They can be expensive but are usually quick in responding to the employers needs. Employment agencies make their money by charging employers a fee for getting them an employee. > Management and executive recruitment consultants. > Professional associations. > Outplacement consultants. > Schools, colleges or universities. > Government training schemes. > Unsolicited applications. > Direct advertising in the newspapers or on the World Wide Web (Internet). A typical internal job advert for DBF associates would be: - This internal advert has all the necessary requirements on it. However it could be a little more eye catching, because at the moment it is just black and white besides the company logo.

Conclusion

These are: - > Name and address of the employer. > Date when the employment began. > Job title. > Scale or rate of pay. > Intervals at which remuneration is paid. > Terms relating to hours of work and related conditions. > Arrangements relating to holidays and holiday pay. > Arrangements relating to sickness, injury and sick pay. > Pensions and pension scheme. > Termination of employment arrangements. > Disciplinary rules which apply to the employee. > Persons to who appeals can be made. > Arrangements for handling grievances. > Location of work. > Qualifications. A typical contract of employment for DBF would be: - CONTRACT OF EMPLOYMENT Name of Employer: - Devshi Chotani Address of Employer: - Name of Employee: - Mr Smith Address of Employee: - 81 Cambridge street Werneth OL8 4PT Employment To Begin: - 31/04/2002 Job Title: - Accounts Clerk Rate of Pay: - £10.00 per hour Remuneration: - £ 50 000 per annum Hours of Work: - 09.00 - 19.30 Holidays & Pay: - 4 weeks paid holidays Sickness: - Pensions: - Termination of Employment: - Location of Work: - 10 park place Manchester M4 4EY 0161 833 9692 SIGNED: (Employee) SIGNED: (General Manager) SIGNED: (Managing Director) This contract of employment contains all the necessary information. Nasir Ayub 1

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