Business Studies - Recruitment
Task Three Business Studies The purpose of the recruitment and selection process is to acquire a suitable number of employees with appropriate skills, in order to meet the man power requirements of the organisation. It is in the interests of the firm to achieve this goal at a minimum cost in terms of both time and resources. Businesses use several standard documents in the recruitment process, below are some of the key documentation used by businesses during recruitment. Authority to recruit - Once it is established that there is a need to fill a vacant post, managers need to know whether there is sufficient budget to cover the cost of the vacancy, although McDonalds are a large company they will have budgets for all their costs, this includes having a cash limits on recruiting as each employee costs £130 to train, this means authority to fill the post must be given before the recruitment process. Job Descriptions A job description should be created for every job role. This document should set out the overall purpose of the job and the key tasks and responsibilities of the post. Structure and components of a job description Component Function Job Title This should be a short descriptive title that explains the nature of the job, such as customer service assistant or senior team leader. Purpose Usually a one sentence summary of why the role exists: for
Applied Business: The Recruitment Process
Applied Business: The Recruitment Process Recruitment is the process in which suitable employees are hired to work for a business. This is done when there is a vacancy for a job within the business which could be due to the expansion of the business, employees being promoted or employees being fired or passing away. Another reason for a business needing to recruit is if an employee has a change of job role. This leaves a role open in the business which can be taken on by someone already in the business or by recruiting somebody. The recruiting within a business is usually carried out by the human resources department of the business or the boss of the business depending on the size of the business or the job role that needs to be filled in the business. The H.R department can measure an 'ideal' candidate by using the attributes of somebody already working within the business. Recruiting can be done either internally by recruitment within the business, or externally by recruiting people from outside the business. By recruiting internally from within the business the advantages would be that you will already know the employee and how hard they work and if they deserve the promotion to fill the gap in the business. The only downside to this is that the business would not be expanding and there may be another gap in the business that was the promoted employee's old job. On the
Analysis of the Aflah business solutions recruitment process
The miscellany process is a step which occurs within the recruitment process where the best applicants are selected therefore they will have an interview with the recruiters for the role they are applying for. Selection process is vital to the Aflah businesses recruitment process, if the selection process of Aflah business solutions recruitment stage doesn’t find the best candidates then the recruitment process of Aflah business solutions is ineffective. Aflah businesses selection process is set out in great detail so the every step of the way is done correctly however some stages are quite long and could be cut out so that ABS can concentrate on the important parts of the recruitment process so that it can be completed resourcefully. I consider that Aflah business solutions reduce there process stages of short listing this can be done by short listing once or twice and short listing to a small number to reduce the number of applicants this will make the recruitment process as it will save Aflah business solutions a lot of time and money as it takes a long time to successfully interview and address all of the candidates so the less candidates you need to interview the more time you will save to find the best candidate and the more money you will save which will most certainly make a great difference to the recruitment budget and this is one of the ways the recruitment
Business Studies - Recruitment and Selection Task 1
Recruitment introduction: Task 1 Every business or organisation has a recruitment department, which is often undertaken by recruiters. It can be undertaken by an employment agency or even a member of staff at the business organisation. Human resources run the recruitment process. Recruitment (run by the human resource department) is the process of finding the right possible candidates for the job. When the organisation knows what candidates they re looking for Advertisement is commonly used for recruiting the right employees. Recruitment process: A business or organisation must have a work plan in order to make sure that they find the right number of employees for their needs. When a business is looking to recruit new employees they need to be able to mention and define the main jobs and responsibilities that will be expected. During the recruitment process there are many stages that need to be followed In order to select the right candidate for the job. The recruitment flow chart: Job analysis: Job analysis is the first part of the recruitment process. This is when the human resources department needs to identify whether a new member of staff is needed or could the work be done by reorganizing existing staff or working over time. Or even consider whether part-time or full time appointment needed. Job analysis is essential for the recruitment process and this defines
Recruitment & Selection
Introduction This is a report that covers recruitment planning, recruitment practices, recruitment procedures, selection practice & recruitment and selection legislation on my chosen business, the Metropolitan Police Service. The Metropolitan Police was established on 29 September 1829 by then Home Secretary Sir Robert Peel. The Met, as it is called colloquially, was London's first organised police service, charged with maintaining law and order in the capital city. When it started, there were just 1,000 officers, policing less than 2 million people across a seven-mile radius around Charing Cross. It was the third official non-paramilitary city police force in the world, after the City of Glasgow Police and the Paris Police. Until the middle of the 18th century, no police force operated in London. One of the priorities of the police force from the beginning was "maintaining public order", and they were very active, for example, against the major Chartist demonstrations. The force continued to be controlled directly by the Home Secretary until 2000, when the newly created Greater London Authority was given responsibility for the force, through the Metropolitan Police Authority. The MPA is made up of members appointed by the Mayor of London and the London Assembly, and several independent members. However the Metropolitan Police Commissioner is still appointed by the Home
HRM - Recruitment
Introduction Today, strategic decisions are related to human resource considerations. For an example, in an information and knowledge-based economy, success depends on an organization's ability to manage human capital. Human capital refers to economic value of the knowledge, experience, skills and capabilities of employees. To build human capital, HRM develops strategies for ensuring a workforce with superior knowledge and skills. This means recruiting to find the best talent, enhancing their skills and knowledge with training programs and opportunities for personal and professional development, and providing compensation and benefits that enhance the sharing of knowledge and appropriately reward people for their contributions to the organization. The act of recruiting is the organization's ability to sell their culture and opportunities to individuals who are in search of employment, while simultaneously matching the needs of the organization with the qualifications of the individuals. Nowadays, employees are viewed as assets of the company. Employees, not buildings and machinery, give a company a competitive advantage. Employees take more responsibility and control in their jobs, especially in service industry, becoming partners in business improvement rather than cogs in a machine. It is because human labor can easily be replaced by machine. Clearly, the organization
Recruitment Report
Recruitment Report In this piece of work I shall explain the current recruitment process at Chester Zoo and what happens at each stage of the recruitment process. Next, I will outline possible improvements to the recruitment process so that it can then improve stages to make their recruitment process better and more reliable. The recruitment process is vital at Chester zoo because at the busiest times of the year the zoo can employ up to 400 people at a time. If Chester zoo get this process wrong then it may be that at busy times of the year they haven't got enough staff to deal with customer demand and also if they hire too many staff then they would be paying for services that they don't need. At Chester Zoo it is easier to get new staff then fire staff that you have already got as when the zoo takes on a new recruit they will have to teach them their new job, show them around the workplace and also give them training and all of this costs money so the zoo would be losing valuable money. Also the new recruit would not be able their job as efficiently as the senior employees as they won't have that much experience. When you a hire a new recruit it could be that they are not doing there job properly because it isn't valuable to them whereas a senior recruit would value their job highly as that is what they life of so they would try to complete the tasks set to the highest
Recruitment and Selection
Recruitment and Selection . 'Recruitment and Selection is arguably the main human resource activity and as a result demands careful attention by line managers and where appropriate, human resource managers.' Based upon this statement critically examine the whole process and the activities to support it, from the perspective of both these managers and from the candidates' viewpoint. Part of your critical analysis should consider the traditional and the processual approaches to this process. Table of Contents Introduction 2 The Need for and Importance of Strategic Recruitment and Selection 3 Recruitment and Selection in Context 4 The HR Managers' Involvement in the Recruitment and Selection Process 5 Line Managers' Involvement in the Recruitment and Selection Process 7 The Candidate 10 Strategy Integration 11 Conclusion 12 Bibliography 13 Appendices 15 Appendix 1 - Recruitment and Selection Models 15 Appendix 1a - Demand and Supply of Labour and Pricing 15 Appendix 1b - The process of human resource planning 16 Appendix 1c - Recruitment and Selection Model 17 Appendix 1d - Strategic Recruitment and Selection 18 Appendix 1e -Internal and External Controls on Organisational Decisions 19 Appendix 1f - Strategic recruitment and selection: an explanatory model 20 Appendix 2 - Context 21 Appendix 2a - PEST Analysis of Coffee ShopIndustry 21 Appendix 2b - SWOT
recruitment and selection
In most organisations recruitment refers to the process of sourcing, screening and selecting people for a certain job, or it can even refer to a vacancy in a volunteer based organisation community group. Recruitment planning Recruitment planning occurs when a firm or an organisation look for staff in order to match its supply. Recruitment planning involves finding out whether or not the firm or organisation needs to recruit someone or not. There are many reasons for why businesses may need to consider recruiting. The reasons could be: * The organisation may have decided to grow or expand which can result in the need for more staff. * Someone within the business may have decided to retire leaving more workload behind in the business due to the lack of skill. * Someone within the business may have been dismissed for one reason or the other * Internal promotion - This means that an employee within the same business has been set and given a better job, meaning his/her previous job will have to be carried out by someone else * Someone may have died * The business may be about to be restructured resulting in holes within the business which may need to be filled * Someone may have decided to leave the business due to personal reasons or the employee may have found a better job elsewhere. For businesses to operate and perform successfully and stay competitive, it is
recruitment and selection
RECRUITMENT AND SELECTION (BOH 300) HR OBJECTIVES AND THE RECRUITMENT AND SELECTION PROCEDURE IN RELIANCE INFOCOMM LTD. Prepared by: Polina Kopnyayeva (539743X) Potchanart Klinnim (5689007) Ankush Malhotra (5687861) Gaurav Korde (5668328) . Introduction This research report looks in to the HR strategies and the objectives of Reliance Infocomm. Additionally it also tries to study the current recruitment and selection methods adopted by the organization and links it to the strategies and policies. 2. About Company Reliance Infocomm is the outcome of late Dhirubhai Ambani's dream of bringing about a digital revolution in India that will bring to every Indian's doorstep an affordable means of information and communication. "Make the tools of Infocomm available to people at an affordable cost. They will overcome the handicaps of illiteracy and lack of mobility", was how Dhirubhai, as he was fondly called, spelt out Reliance Infocomm's mission in late 1999. He firmly believed the country could use information and communication technology to overcome its backwardness and underdevelopment. It was with this belief that Reliance Infocomm began laying its 60,000 route kilometers of pan-India fiber optic backbone in 1999. The backbone was commissioned on December 28, 2002, Dhirubhai's 70th birth anniversary, first since his sad demise on July 6, 2002.
