Recruitment & Selection
Recruitment & Selection The quality and contribution of a company's workforce is the most important determinant and influential factor in the success or failure of organisational objectives. Therefore Marks & Spencer must have an efficient recruitment and selection procedure to ensure the highest quality of employees. This is especially imperative for national retailer Marks & Spencer as the business is operating within a labour-intensive sector of the economy. In recruiting staff there are key recruitment documents the main ones being the following: Recruitment Document Features Job application * Information about the applicant regarding personal attributes, qualifications, experience and so on * Will be compared with the person specification Curriculum vitae * Personal details * Education * Qualifications * Work experience * Interests * Ambitions Letter of application * It is a brief and concise straight to the point recruitment document * It should have non-grammar, punctuation and spelling mistakes * Split into three main paragraphs * 1st being how and why the applicant is applying for the job * 2nd the applicant's personal details * 3rd reasons why applicants want job and to work for the company The various factors to be considered when planning to fill a vacancy are the following: Person Specification This is sometimes referred to as a personal
2. investigate the selection practice
In this part of my assignment I am going to investigate the second learning outcome which is to investigate the selection process for Boots. To do this I will look at things such as the interview process and how it is carried out, who does what and what is looked for in a potential candidate. The Selection process deals with three main areas: the preparation for selection, communication skills, and selection and decision-making. Preparation and Interviews The selection of the right person for the job needs careful planning. Businesses will have different ways of managing interviews. For example once Boots has decided which individuals it wants to interview, it will produce a list of candidates. An interview is the opportunity to ask questions of the applicant and to work out the suitability of the person for the job. It is also the first opportunity that applicants and the organisation have to speak with each other formally. There are numerous ways of interviewing candidates they include - Group interviews - a number of people are interviewed together. This would allow Boots to present information about the job to a number of people at the same time and also allows them to see how people relate to each other. It is the ideal opportunity to do teamwork to see if people will work good together and also a good comparison tool because you can compare the candidates face to
Tesco Recruitment and Selection
Introduction Tesco now controls just over 30% of the grocery market in the UK, approximate to the combined market share of its closest rivals, Asda and Sainsbury's. In 2007, the supermarket chain announced over £2.55 billion in profits. Tesco aims are basic on the 4 Ps of marketing which are price, product, promotion and place. Tesco want to provide online shopping facilities which is idea for people who do not have time to go shopping and they prefer online shopping and also for people with disabilities. Tesco mission statement is to keep loyal people. To make sure Tesco achieve their mission of statement they need to know who their loyal customers are. That is why Tesco offer a clubcard service to their customers which Tesco can award their customers by giving them special vouchers and extra points. This is why Tesco need customer loyalty to remain a successful retail organisation in the private sector. In Tesco communication helps to achieve its aims and objectives. * To make profit * To expand * To provide good services to the customers * To provides jobs Aims/objectives of Tesco: Tosco's own objectives are registered as their aims and seem to reflect the theory above. These are; * Tesco aims to deliver good quality products and services to its customers, through good stores and polite and friendly staff. Tesco aims to attract and retain customers, by
People Resourcing, selection methods
People Resourcing Assesment Two: Job description and Selection methods based on case study List of contents: . Introduction 2. The recruitment process 2.1. Job Analysis 2.1.1. Case study Personnel Specification Table 2.1.2. Possible motivators for the potential candidate 2.2. Attracting and Managing the candidates 2.2.1. Advertising methods on the basis of case study 2.3. Selecting the candidates 3. Selection methods on the basis of case study . Introduction This report investigates the recruitment process for the position of Industrial Relations Manager. Based on the case study the most suitable and appropriate selection methods are thoroughly explained. The study outlines the specific duties and responsibilities of the potential candidate and takes the internal and external relationships within the company under consideration. 2. The recruitment process The aim of the recruitment and selection process is to recruit and appoint the best candidate for the job. Whole process can be divided into three main stages (CIPD, 2007): * Job analysis, which includes job description and person specifications * Attracting and managing applications * Selecting candidates The effective recruitment process can result in employment of a person with necessary skills, expertise and qualifications to deliver organisational objectives. It can add a great team player and a
recuritment and selection
Recruitment and selection Introduction Recruiting and selecting the right people for your organisation is paramount. The recruitment & selection model helps you to recruit the skills and abilities you need for future success as well as for now. It provides you with a simple easy to follow framework to guide you through the process of getting the right person for the job. Recruiting itself is an expensive process, the cost of getting it wrong and having to repeat it is phenomenal. After doing my Research I found out that in the UK indicates that the average cost to recruit and train one new person is £3, 456 per person. This model aims of every organisations is to reduce the cost and get the right person for the right job every time. In this assignment I will be explaining and identifying the different stages of recruitment and selection. Recruitment and selection is all about getting group of people together and finding the suitable person among them. I will also explain why an organisation needs to recruit people and what things they do to find the right person for the job and how they plan to fill the gap, if some one quit the job, retire or dies etc. I will explain how an organisation recruits people and find the right the person for the job. I will explain why is it important for an organisation to go through recruitment and planning process when they need to fill
Site selection plan
Site Selection Plan for 11th Choice home Loans Next Frontier Top Performers Convention 2009 Site Selection Criteria .0 Objective Our goal is to reward and educate our top yearly performers and to come together to share ideas and celebrate partnerships in an enjoyable environment. Although our ownership has changed, Choice management and staff are committed to maintaining our culture, improving our service and adding value whenever we can to our members. Given the volatility of the economic conditions under which we operate, the opportunity is now upon us to reinvent ourselves by evolving in a hyper competitive world. Our theme for 2008 is The Next Frontier, and I am sure you would agree it is an exciting time within our industry and one full of many opportunities that we should explore together. The Gold Coast offers a unique international airport, rainforests, theme parks, world renowned beaches and Australia's dearest real estate street. The top performers will reflect upon the current status, achievements and progresses of varying aspects of the current worldwide economic downturn, sharing insights of various economic opportunities from a global perspective. The Gold Coast's attractions rank as some of the most breathtaking natural scenery in Australia. The attendees will be able to enjoy golden sunny beaches flanked by pristine rainforest, theme parks, restaurants
Recruitment and Selection - MacDonalds
Recruitment and Selection Both recruitment and selection play an important part for large businesses and issues need to be taken into consideration when recruitment and selection takes place. In the following paragraphs I will explain recruitment and selection by outline the fundamentals used to make the process successful. Recruitment Recruitment is the first part of the process of filling a vacancy with in business or organization. It includes examination of the applicant for the vacancy, the consideration of the sources of suitable candidate applicants, making contact with the suitable candidates and receive applications from them. By the end of 2000, McDonalds employed 49728 people: 46,209 restaurant staff, 2,974 restaurant management and 545 office staff. Around 18,200 more were employed by McDonalds franchises. McDonalds is an equal opportunity employer. The ratio is between male and female staff is 56:46 With a target of 100 new stores opening in 2002, McDonalds will create in excess of 6,000 new jobs this year. Job analysis In management it is often necessary to obtain and record a description of a job. The description must be kept up to date to take account of changes in the organization or in the technology. Job analysis is the process by which a description of a job is complied. There are many various difficulties associated with job analysis, some
Recruitment and Selection.
Recruitment and Selection Organisations are always needed to recruit new staff every so often. There are many reasons behind this: * If the business has grown, more staff are needed to carry out existing jobs and new posts. * If any existing staff have left by retirement, dismissal and other reasons, these vacancies need to be filled. * Internal promotion offers the existing employees more goals to set. If they take this up, a new member of staff must replace their previous position. In order to perform successfully and remain competitive, a business must have a good recruitment and selection team within their human resource function. Recruitment must be a success by ensuring that they attract the best candidate for to fill the job vacancy. Selection processes are carefully devised and carried out on the possible candidates to help the organisation choose the best person possible to do the job. The Recruitment and Selection Process Job Analysis Job Description Person Specification Recruitment Selection Appointment/ Interview Induction Job Analysis A job analysis is carried out to try and make the position available attractive to the right candidate straight away. In order to attract the ideal candidate, the Human Resources Department must state exactly what they want and be very clear about it. A job analysis must include exact information about: * What the
Recruitment and Selection
Q6) Recruitment and Selection Recruiting the best employees will give William Hill the a competitive edge over rivals this is because when you once have the best possible staff for the job you know it will be done to the best also William Hill will be making the most out of the recruitment and selection process because less cost of having to advertise, interview and training again will enable them to benefit from economies of scales when the right staff are appointed. William Hill know that less time is wasted recruiting the right applicants when done the first time round thus following this method carefully makes the recruitment process convenient in employing the right person and it takes in the form of stages which is shown below: Human Resources plan Identifies staffing needs Identify the vacancy Draw up the job description and the person specification Advertise the post internally and externally Short-list the candidates using: letters of application CV's application forms Plan and run the selection procedures using: Tests Interviews Select and appoint If no suitable candidate appropriate candidate(s) re-advertise There are many factors that the human resource department must consider when arranging to fill a vacancy and here is the result that I and my class produced through a
A User Specification for Business Process Re-engineering: customer order process of the computec, inc.
BACKGROUND Computec, Inc ("CI") is a computer software company in two Asian countries. The company was a pioneer in the industry responsible for designing, producing, marketing, selling and training of software for business applications. Due to the ineffective customer order process and keen competitions from competitors, the company is under tremendous pressure of shortening its product delivery time to their customers. OBJECTIVES The objectives of this Business Process Re-engineering (BPR) are: * to reduce the time required to convert a customer accepted proposal into a completed order; and * to increase CI's competitiveness and improve its customer satisfaction. CHARACTERISITCS OF RE-ENGINEERED PROCESS To shorten the time to convert a customer proposal to a completed order, the existing customer order process has been analysed. A modified customer order process map is in figure 1, which outlines the newly re-engineered process. Implementation of IT and Staff Empowerment Under the new process, the company will develop a database for mobile devices (mobile database), a central database for sharing of common data and provide each business representative with an appropriate mobile device, like a notebook or PDA. Before meeting a customer, the business representative connects his notebook to the central database and preloads updated customer information into the
