Recruitment Selection
Introduction The development of human resource management (HRM) is a response to the realisation that the competitive edge can only be achieved through the efforts of highly effective, efficient and motivated employees (Molander and Winterton 1994). Thus, this evidently highlights the importance for the need of a proficient recruitment and selection process. Wood & Payne (1998) describes recruitment as a process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment. Once these candidates are identified, the process of selecting appropriate employees for employment can begin. Similarly, Dale (2003) states that this means collecting, measuring, and evaluating information about candidates' qualifications for specified positions. Organizations use these practices to increase the likelihood of hiring individuals who have the right skills and abilities to be successful in the target job. I have personally experienced a successful recruitment and selection process and it happened after my internship with Hewlett Packard. During the third and final semester at Temasek Polytechnic - Diploma in Business Information Technology, it is a semester where all students will be enrolled into the Internship Programme; each student will be allocated to a company in the relevant fields. I was posted to Hewlett Packard
Recruitment and Selection
Recruitment and Selection R&S Procedure Both department managers and HR department carry out the recruitment and selection process. They identify the future needs in terms of human resources for the business and plan to recruit the right labour force for making the company work more efficiently. It means to attract, recruit and retain the best people for the jobs. The following flow chart is recruitment and selection process. Source from (www.hrm.co.uk) Benefit from a good R & S Policy A good R & S policy can attract the best people for the jobs. It is cost effective in recruitment process, as the opportunity cost is lower. And increase the organisation image, best the qualified employees help the company make good decision and strategy so that it lower the group's business risks and increase competitiveness. Recruitment and selection can employ the best people for the specific jobs so that the decrease productivity cost but increase the volume. Also, it stabilises to staff turnover as they shortlist and interview applicant for the jobs. It allows the group to operate efficiently and increase productivity Type of Employment Full time Employment The core employees in the group are in full time employment. Their average working hours is 39 per week. They are trained to do different tasks. Moreover, they are well paid and have good benefits. For example:
Examine the process by which Grand Union transformed its business. Identify a fast food restaurant you are familiar with, do you feel this business could utilize such a process? Should this business utilize such a process? Why or why not?
A CASE ANALYSIS By: 01720317 Course: MS32A Tutorial: Tuesday 4-5 pm Tutor: Carol Roberts Examine the process by which Grand Union transformed its business. Identify a fast food restaurant you are familiar with, do you feel this business could utilize such a process? Should this business utilize such a process? Why or why not? Grand Union is a large retail grocery. The majority of its stores are located in well-established neighbourhoods. The Grand Union had always seen itself as a grocery store. One where there is a traditional high volume, low margin, limited selection, discount driven. In the mid 1980's came the advent of the super store, the smallest of which was about twice the size of Grand Union's largest store. Grand Union's top managers were faced with the need to redefine what it meant for Grand Union to be a grocery store. This was so since they decided that competing with the super store was not a viable merchandising strategy for Grand Union. Grand Union was only 40 000 square feet in comparison to the super store that was 100 000 - 260 000 square feet. Further, Grand Union would have to move from its current location where space is limited. Even though they would have more space they would have to uproot relationships with customers, suppliers and communities. As a result of this Grand Union would be faced with even more
Recruitment and Selection Procedures.
Recruitment and Selection Procedures Recruitment is: Searching for and attracting candidates - external or internal - for job vacancies. New people are found and brought into the organisation. This involves communicating with actual or potential job seekers, motivating them to apply and persuading candidates that they really want to come and work for the firm. The objectives are to attract candidates of the right quality in the right number and matching the job specification of the company. The importance of good recruitment and selection People are the most important asset of any organisation and the success of that organisation depends on having people with the right skills and abilities. To make sure that the right people are recruited in the first place, a fair, structured and professional selection process must be used. Poor selection decisions can result in increased staff turnover, increased costs for the organisation, the lowering of morale amongst the existing staff and legal claims against the organisation. The aims of the recruitment and selection process should be to: · Recruit high quality staff with the right skills on the appropriate contracts to deliver the key objectives of the position and organisation · Ensure that equality of opportunity is considered as an integral part of recruitment practice, thus encouraging diversity · Ensure that
Cisco E-Business Process Functional Requirements Evaluation
Running head: CISCO E-MARKETING STRATEGY PAPER Cisco e-Marketing Strategy Paper Index Cisco E-Business Process Functional Requirements Evaluation 3 Cisco e-Marketing Strategy 8 Cisco Internal and External Technology Review 13 Transactional Relationships in Global e-Commerce 19 Cisco E-Business Process Functional Requirements Evaluation To be successful in today's competitive marketplace, most organizations need an edge, and using Internet technology to solve the critical e-business challenges can create that competitive advantage. MSN.com's MoneyCentral website reports that Cisco Systems controls almost two-thirds of the global market for routers and switches that link networks and power the Internet. Cisco also makes network access servers and management software, virtually dominating the computer networking market. Additionally, the company competes with giants such as Nortel and Lucent in the telecommunications sector with products designed to accommodate data, voice, and video traffic-sold primarily to business buyers. The recent market conditions have caused the company to decelerate its typically rapid acquisition pace and while it still dominates the networking sector, Cisco faces increasing competition from relative newcomers such as Juniper Networks, who are finding new ways of attracting buyers. Whether any company's e-business focus is
Business Process Reengineering - Cargills' Food City Supermarkets.
Business Process Reengineering Cargills' Food City Supermarkets by Gehan Jayawardane Rasini Mahagamage Yusuf Ali Isaam GF0241COM GCOM-20000401-FULLTIME-1 Bachelor of Science in Computing Staffordshire University A project submitted in partial fulfillment of the award of the Bachelor of Science in Computing Presented to Syed Rehan ACKNOWLEDGEMENT We wish to express our sincere thanks to Mr. Sanjay Niles, who is the Financial Controller for the Cargills super market chain for giving of his valuable time to enlighten us on the operations of Cargills supermarkets. We wish to also thank Mr. Susith Dissanayake, the Manager of Staple Street Cargills for helping us to understand the processes that exist at the Supermarket. CONTENTS Purpose of Report . Cargills Ceylon Ltd. . The 'As Is' Process 4 'As Is' Findings 5 The 'To Be' Process 12 'To Be' Processes Overview 14 'To Be' Process Description 16 'To Be' Process Description 16 'To Be' System Workflow 20 'To Be' Working Environment 22 SWOT Analysis of 'To Be' System 23 Obstacles and advantages of the BPR initiative 27 Obstacles 27 Advantages 27 Transition from 'As Is' to To Be' 30 Conclusion 32 References 33 Purpose The study is on the working of the Cargills supermarket in Staple street, Union Place. The objective is to study the goals of the supermarket and the current processes and propose a new
Recruitment and Selection
Recruitment and Selection Introduction The recruitment of staff is one of the most important tasks within an organisation. People are the most important benefit of any organisation and the success of that organisation depends on having people with the right skills and abilities. To make sure that the right people are recruited in the first place, a fair, structured and professional selection process must be used. The organisation makes sure that people with recruitment and selection responsibilities have the knowledge and skills they need to recruit and select people effectively. Bad selection decisions can result in increased staff turnover, increased costs for the organisation, the lowering of morale amongst the existing staff. The aims of the recruitment and selection process should be to : > Recruit high quality staff with the right skills on the suitable contracts to deliver the key objectives of the position and organisation. > Ensuring that equality of opportunity is considered as an essential part of recruitment practice, therefore encouraging diversity. > Making sure that recruitment is effective as a key public relations exercise for all involved. > Certify that recruitment is fair, efficient and cost-effective. > Aid and encourage best practice by training those involved to follow a structured and systematic process of selection. The Legal Context or
Recruitment and Selection
Recruitment and Selection Unit 15, Task 1 (P1) Introduction; In this assignment, I will produce a written report that will allow me to demonstrate an understanding of the importance of human resource techniques and practises in relation to recruitment and selection. Introduction to task 1; In this task I will look at East Berkshire College, identifying and describing the different stages in the process of planning recruitment and selection. Supply and demand; Supply and demand is when there is need for new employees to fill vacancies. The college may need to recruit new individuals, and this could be due to; more students coming to join the college on their preferred course, a member of staff retiring, or maybe a member of staff leaving for a job role in a different organisation. The college would have to make sure that they have enough members of staff to teach these students, and that the members of staff have the right skills for the subjects as the college has many different subject areas, such as; construction, business, hair and beauty, art and I.T. The college would also have to make sure that they look after their employees so they do not leave, they can do this by; offering them more money, giving them more holidays and also making sure that students are handing work in on time. Overall it is important for the college to advertise their jobs
Recruitment and selection
Report From: William Henry To: Human resource management Ref: JM/WH Date: 10th February 2009 Evaluate the selection practises and procedures in your chosen companies comparing them to best practise. (2d) River Island * River Island is an ever-growing company, with the cashiers and other sales assistants joining and leaving regularly as they are usually students just looking for part-time work. * The different jobs roles are all available online and the objectives that follow them. This therefore pinpoints the needs of what the employer will be looking. * The person/people applying for the certain jobs within River Island need to have the appropriate capabilities, skills and experience in that department so that the company's objectives can be made easier. They specifically ask for certain educational or experience requirements in the application form. * The recruitment and selection process that River Island use is an effective one in their case as they ask for specific requirements and should therefore get the person that they crave to fill the position ready. * The application form complies with the anti-discrimination legislation as they use the equal rights procedure and interview and employ candidates regardless of ethic or disability backgrounds. * The HR manager in this company knows what their strategy is for development and accomplishments.
Business Studies Coursework (Marketing selection)
Marketing Section The element of the marketing mix that I am going to address will be the pricing element. This is because I believe that the price of a chocolate bar is the most important factor to take under consideration whilst trying to sell a chocolate bar. Range of Pricing Strategies The 12 important factors of pricing: Premium Pricing: Use a high price where there is uniqueness about the product or service. This approach is used where a substantial competitive advantage exists. Penetration Pricing: The price charged for products and services is set artificially low in order to gain market share. Once this is achieved, the price is increased. Economy Pricing: This is a no frills low price. The cost of marketing and manufacture are kept at a minimum. Supermarkets often have economy brands for soups, spaghetti, etc. Price Skimming: Charge a high price because you have a substantial competitive advantage. However, the advantage is not sustainable. The high price tends to attract new competitors into the market, and the price inevitably falls due to increased supply. Manufacturers of digital watches used a skimming approach in the 1970s. Once other manufacturers were tempted into the market and the watches were produced at a lower unit cost, other marketing strategies and pricing approaches are implemented. Premium pricing, penetration pricing, economy
