Describe the recruitment and retention process and documentation in a selected organisation. (Coop)

hand and analyses all areas for where a job would maybe be appropriate. This could be in the shop front, tills, or behind the scenes with customer services and stock flow.Job description is preparedThe job selected by the Cooperative manager is looked into in detail and a description is typed up online and printed out so that they know what exactly is needed for the job.A person specification is preparedThe Cooperative manager then looks into detail about what the person who would be doing the job needs to have and types up a specification. These tell the public what would be needed for the role and give them an idea if they are suitable or not.Plans are made for advertising the jobThe department manager or marketing department would start to plan on how to advertise the job. The Cooperative normally does their job applications online but also have a print out of the application form to hand in in-store. Sometimes they may place them in the local newspaper if their store is located clearly in a local town.Advertisements are placedThe Cooperative manager or marketing department will place the adverts out to the areas that they have decided to place them in and await for a response.Applicants are short listedOnce the applicants have started applying for the job then the Cooperative human resources department comes into action by reading the CV’s and narrowing the choice down until they have a select few applicants.References are requestedThe Cooperative human resources will contact the short listed people and request two references to see how if they are reliable or not.Candidates are invited for interviews and selection testsThe human resources team gets all the people from the short list with good referrals in for an interview. In the Cooperative’s process they take tests at the same time to give a guide on the job seeker’s personality, intelligence and attitude.Data obtained from interviews is compared to person specificationAll of the information obtained from questioning in the cooperative interview is taken down and compared to the actual specification of the person to see if they are being truthful. Anyone that doesn’t necessarily match will be dropped from the short list without question for lying on their CV.Successful candidate is offered the job.After a long process of narrowing down all the application forms the human resources team from the Cooperative get in contact with the successful candidate and tell them that they have got the job. They also tell them the dates in which they are starting and refer them to the FAQ page of the website. All new workers get a mentor they can contact for guidance if they are finding anything hard in their new job at the Cooperative. The Cooperative’s retention process The Cooperative takes time to get all of the right applicants for the job and they came up with effective ways to keep them in the same job. Discounts Discounts on all the products of the Cooperative, up to 20% off on stock and big reductions on reduced product lines. Bonuses Bonuses are shared out between the workers of the Cooperative, more profit for the business means bigger bonuses for the workers. Holidays Longer holidays are offered for people who have been working for a long time. The longer the employees work at the Cooperative the longer their holiday breaks can be. Promotions Promotions of job roles can be offered to those who have excelled in their department and this means a higher pay and more control over a certain department of the Cooperative. Unit 4 Effective people, communication and information P1