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This module is based around the job of a Human Resource Officer for a chain of outlets called Top Gear.

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Introduction

Introduction This module is based around the job of a Human Resource Officer for a chain of outlets called Top Gear. To research this job, I will be looking at what sort of things it entails such as the process of recruitment and job interviews. I will also be interviewing an every day personnel manager to research what he does in his job, how he advertises available job positions and how he goes about selecting the right person for the job. I will look at why jobs become available within a company and the adverts a company produces to advertise the job. This project also involves how you are motivated to work and why companies use these methods for their workers. Recruitment Jobs can become available in a company such as 'Top Gear', for lot of different reasons. Some of these reasons are: * A member of staff retires. * A member of staff is fired. * If a member of staff becomes pregnant. * A member of staff gets promoted leaving their old position empty. * Someone leaves for a job elsewhere. * The company expands needing extra workers. * It could be a completely new job for a firm which is newly established and has just started to recruit staff. * If a member of staff becomes ill. * If someone's contract expires. * Demotion Application Form Application forms are sent out so that people interested in the job can fill it in and then the employers will have the applicants information. This is good because they can then read the forms and decide who sounds like they would be good in the job and then give them an interview, rather than interviewing every single person that applies. Why are Job Descriptions and Person Specifications sent out to Prospective Employees? Job Description A job description is sent out so that people can see what the job entails. ...read more.

Middle

The personnel manager in McDonalds hired people mainly on gut feeling about whether they were right or not, which would not be an appropriate method of choosing for a big company like a bank. A Score Sheet That Would Help Me Select The Most Suitable Applicant. During the interview, I would use a score sheet to help me decide which applicants are good. The score sheets would have different areas and I would mark the applicants out of ten for how well they perform in all the different areas. If an applicant scores very low on the score sheet then they are obviously not right for the job position and not what the company is looking for. The person who scores highest on the score sheet will not necessarily be the one who gets hired for the job, but a score sheet will still give you a good idea of who is better than the other applicants. Here is a score sheet that could be used in an interview for a sales person at Top Gear: Applicant 1 Applicant 2 Applicant 3 Applicant 4 Appearance Confidence Friendliness Response to Questions asked Did they speak clearly? Good humoured? Are their answers relevant? Ease Choosing Who to Employ From the Score Sheet This score sheet is only to mark the applicants on how well they perform in the interview. It does not mark them on their qualifications or past experience in this sort of job. I would use these areas to see how friendly the applicant is with new people and how confident they are, because if they aren't friendly or confident around the interviewer then they won't be the right person to be working in a shop. The kind of person Top Gear would want to be working in their outlet would be someone who is friendly and polite to everyone and someone who does not lose their temper easily. ...read more.

Conclusion

Two of these theories are: 1) Maslow's Hierarchy of Needs Maslow believed that all people are motivated by the same things. The three lower needs at the bottom of the pyramid have to be achieved before the two higher things can be met. The things on this pyramid starting with the ones at the bottom are: * Physical Survival People need food, water, shelter, clothing and warmth. These should be met by a basic wage. * Safety People want to feel safe and secure from harm. Managers should give their workers job security. * Love and Belonging People enjoy the company of others. Managers should encourage team work and social contact. * Self-esteem People want to feel valued by others. Managers should praise and encourage and give financial rewards for good performance. * Self-Actualisation People want to feel they are achieving something. Managers should help staff set and reach their own personal targets. 2) Herzberg's Hygiene Factors Herzberg's ideas are much more straightforward than Maslow's. Herzberg believed that all the needs of workers can be put into two groups. 1) Hygiene Factors. Are the things a business has to provide to keep workers contented. These include clean, quiet and safe working conditions as well as adequate rest breaks. 2) Motivating factors Are the things that will encourage workers to do their best, like praise from managers, career advancement for good workers and more responsibility. Motivation at Top Gear I would use mainly Herzberg's theory if I were manager at Top Gear. I think that giving staff the right conditions to work in will help them get a better job done. Telling employee's that they are doing well will make them happy and willing to do more of the same. Employee's who have been consistently good would be promoted. Seeing a fellow member of staff being promoted may cause others to work for a promotion as well. I would try and make staff feel happy and secure in their job as it would make them like coming to work and enjoy what they are doing more. 1 1 ...read more.

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