• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month
Page
  1. 1
    1
  2. 2
    2
  3. 3
    3
  4. 4
    4
  5. 5
    5
  6. 6
    6
  7. 7
    7
  8. 8
    8
  9. 9
    9
  10. 10
    10
  11. 11
    11
  12. 12
    12
  13. 13
    13

The recruitment process has eight different stages. - Human resources

Extracts from this document...

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. ...read more.

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. ...read more.

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 ...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

    These discussions put the locals at ease and provide a lot of encouragement for them to agree with the proposals that Tesco is placing in front of them. Management and Government The conflict between these two stakeholders is the fact that the government does not want the management to break

  2. Human Resources Assignment - Sainsburys.

    A CV should be prepared on a computer; this can be done using a CV template available on some word-processing packages. A CV includes similar details to an application form; the only difference is that a CV would not be in a question answer form.

  1. Report: Type of ownership of J-Sainsbury

    This was the highest profit turnover J-Sainsbury's made in the last 5 years. Overall I think J-Sainsbury's are achieving their objective of maximising profit turnover because there is a significant amount of increase of profit every year. C2 17a. Management style and business culture impacting J-Sainsbury's performance.

  2. Managing Human Resources in Marks & Spencer.

    discriminate against an employee or an applicant for a job, on the grounds of their sex or their marital status). 8) The Race Relations Act, 1976 (stating that it is illegal for an employer to discriminate against an employee or an applicant for a job, on the grounds of their ethnic background).

  1. As a short-term business Consultant, I have been hired by Alton Towers PLC to ...

    This responsibility will motivate them into doing high standard and high quality work. If the employees are putting their best efforts into making the business run well then it is a help towards achieving the aims and objectives set. Employees work off their job roles with role culture.

  2. Boots has a policy of retaining good staff; this is because the recruitment and ...

    Internal supply is considered before looking externally for labour. This is because it is cheaper than external sourcing which could involve advertising paying agencies commissions to look for people. Boots therefore develops and trains current staff in this respect. Information is collected on staff already in Boots covering the following: 1.

  1. Business Studies - Recruitment and Selection Task 1

    timely needs and implementing training timely manner is important to ensure the new employees are equipped with the skills to properly carry out their duties.

  2. Rights and Responsibilities of Employer and Employee

    Employers must pay both men and women equally for doing the same work, unless one of the following exceptions applies, a valid seniority system is in place, when entry level salary is based on experience, or If the job

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