OUR COMMITMENT TO EQUAL OPPORTUNITY
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METHODS OF SELECTION
Skills test:
This test aims to show the ability of the candidate to carry out certain tasks.
Aptitude tests:
This test aims to show the candidate’s potential to gain additional skills. Either general intelligence tests or more specific tests are used to assess the candidate’s ability to train for a particular job.
Personality tests:
This test is used if a particular type of person is required for the job, if the job requires the ability to work under stress or if the person will need to fit in as part of a team of people.
Group Situation Tests:
These give tasks to applicants to complete in group situations and the group is observed. Each applicant will be assessed on the way they work as a member of the team and the way they approach the tasks themselves. Again, if the position advertised is a job that requires the applicant to work as part of a team, for example, on projects, the employer will often use this type of selection procedure during the selection process.
In Cleanup U.K. Plc we will be testing the candidates on their Skill and Personality tests as we feel these particular tests are relevant to the qualities which the successful candidate would need to carry out their job satisfactorily.
Legislation:
Laws:
1976 Race Relations Act – This makes it clear that it is illegal to advertise for people of a specific race or to show discrimination in training procedures, promotion or dismissal on the grounds of an employee’s race.
1944 Disabled Persons (Employment) Act - Firms over a certain size are required to ensure that registered disabled people make up at least 3% of the workforce. This gives a disabled person a chance to gain employment.
EMPLOYMENT CONTRACT
When the most suitable candidate for the position has been selected, an employment contract has to be agreed with the employee within 13 weeks from the date their employment commenced.
A Contract of Employment covers:-
- Job Title Sales Representative for Cleanup (UK)
- Date employment commenced: 15 March 2003
- How many hours the employee works per week?: 40 hours
- Rate and method of pay: £7.50 per hour / monthly payments
- Holiday entitlements: 35 days annual leave plus statutory holidays at Christmas, Easter and bank holidays
- Period of notice required to terminate employment: 3 weeks
- Pension Scheme arrangements:
Full details are available on request from the Personnel Department. A personal pension plan is an investment policy designed to offer a lump sum and income in retirement. They are available to all employees and one of our advisors will call with you to discuss the various options available and assist you in choosing the one most suitable to your own requirements
- Rights concerning Trade Unions:-
Employees may be asked by someone who represents a trade union if they want to join. If they decide to join, they will pay an annual subscription. Part of this subscription will go towards employing union officials. These officials will represent the views of the union to the employers in a bid to achieve their aims. Training, safe work environment, negotiating salary details – all these will be dealt with on your behalf by the trade union official.
- Details of the Company’s disciplinary procedure:
(A complete booklet detailing our company’s Disciplinary Procedure is also available on request from the Personnel Department). The contract of employment between Cleanup (U.K.) Plc and an employee is subject, among other things, to satisfactory conduct. Where there are any shortcomings in an employee’s overall conduct, he/she should, as far as possible, be made aware of these and possible remedies, should be considered before formal steps become necessary. The procedure within our company takes the following course of action:-
- Verbal notification of the employee’s misconduct.
- If the employee continues with his action, then two further verbal warnings will be given by the employer
If this is not successful and the employee continues with his misconduct:-
- a written warning will be issued
- a further meeting between employer/employee will take place
- suspension without pay;
- dismissal with or without notice.
TRAINING
When the suitable candidate has been selected, that person will be given an induction training programme. This is a training programme especially aimed at the new employee and this explains the firms activities, customs and procedures and also is helpful in introducing them to their fellow workers. The Induction Training would probably last for a few days.
There should always be clear objectives for training employees. Training is an ongoing process for some of the following reasons - to
- introduce a new person or new product/equipment into the company
- provide training for the unskilled workers to make them more valuable to the company
- improve the efficiency of the workforce
- improve the opportunity for internal promotion
- to make staff aware of safety procedures and requirements within the company.
In Cleanup U.K. we use three main types of training:-
Induction training ( which I have mentioned above)
On-the-job training
Off the job training
Depending on which type of training is most suitable for the employee, these can be offered in a variety of ways, for example:
- Off-the-job training usually takes place in a venue other than the workplace,eg a College or Conference centre and there is a vast choice of topics available. This type of training often involves classroom type learning using lecture, role-play, case studies or computer simulations. A broad range of skills can be taught using these techniques, especially how to communicate with people in their particular job. When employees have been taught a variety of skills, they become multi-skilled and this makes them more versatile. There may be a chance that they can be moved around the company if and when the need arises.
- On-the-job-training is normally carried out in your workplace by a senior member or more experienced worker doing the job. They are shown what to do. This method of training is only suitable for unskilled and semi-skilled jobs. It has the advantage that individual tuition is given and it is in the workplace so the employee does not need to be sent away (travel costs are expensive). It also has the benefit that the employee will learn quickly and can ask any questions as and when they arise.
The object of the training is to help the employee to have:-
- increased skills ( machinery, equipment etc)
- increased knowledge regarding the company and its products and to keep the employee up to date and well informed regarding the customer service policy of the company and also what their employer expects of them.
INTERVIEW QUESTIONS
1. Have you had any previous relevant experience regarding this Sales Rep position?
2. What do you think you can offer this company?
3. Have you ever had to deal with any argumentative or awkward customers in your previous jobs?
4. Why do you think you are suitable for this job?
5. What do you consider to be your strengths and weaknesses?
6. Are you able to work on your own initiative, give examples if possible?
7. What would you consider to be the most important qualities to enable you to be successful in this particular job?
INDUCTION PROGRAMME
8.30 am Registration and tea/coffee
8.45 am Introduction
9.00 am Company history/Structure
10.00 am Administration details:
Company regulations
Health and safety
Uniform
10.45 am B R E A K
11.15 am Guided tour around building:
Canteen
Fire exits
Manager’s Office
12.00 pm Conditions of employment:
Hours per week
Rate of pay
Holiday and sickness pay
Pensions
12.45 pm L U N C H
1.45 pm Job training:
Customer Service
Pricing goods
Personal appearance and attitude
How to deal with difficult situations/customers
3.15 pm B R E A K
3.45 pm Trade Union:
Different Options available (General Union and White Collar Union)
To join a Union? - Benefits explained
5.00 pm End of Session
THE IMPORTANCE OF GOOD TRAINING
There should always be clear objectives for training employees. Training is often needed to:
- Introduce new procedures, products or equipment
- Improve the efficiency of the workforce
- Provide additional information and guidance for the unskilled workers to help them be more valuable to the company
- Decrease the amount of supervision required
- Improve the opportunity for internal promotion
- Decrease the chances of accidents occurring in the workplace.
The employer is constantly trying to either:
- Increase skills
- Increase knowledge
- Change people’s attitudes/raise awareness, for example, customer service.
Training is necessary for the success of most businesses. It is a form of investment, but in human capital not physical capital. Investment usually leads to greater output in the future and this is true of employees as well as machinery. From the employee’s point of view, they also appreciate training opportunities being given to them. It helps to promote good employee-employer relations and the employee feels that the employer is trying to help them in their career.
It is not only the employers who realise the importance of training the government also appreciates the advantages of encouraging the workforce to be highly trained. From the government’s point of view this will raise productivity and so increase the country’s national income.
THE BEST WAYS TO MOTIVATE NEW STAFF
Our view at Cleanup (UK) is that employees who are happy and enjoy their job generally have a higher level of productivity, in order to keep this job satisfaction we are always looking at the best ways to motivate our staff.
PERSONAL GAIN - INCENTIVES
- Attractive salary packages
- Bonus incentives
- Profit sharing
- PRO – Performance Related Pay
- Company car incentive
- Share options
We have found these to be very successful methods of motivating our staff.
APPRAISALS
We always aim to keep a close relationship with our employees and we find that a regular appraisal procedure helps both sides to ensure the smooth running of the workforce. Any concerns or worries can generally be sorted out before any serious problems have a chance to arise. Topics such as salary etc can be discussed at a mutually convenient time in a confidential atmosphere and the employee can share any problems they may have with their own job.
JOB SATISFACTION
- Recognition for good work; merit rises, PRP etc
- Opportunities for promotion, training should always be offered
- Ensuring the working conditions are always at a satisfactory level
SUITABLE METHODS OF RECRUITMENT
There are always various options as to how the post will be filled.
INTERNAL RECRUITMENT
This means that the post will be filled from inside the organisation. The vacancy may be advertised on a company notice board or, if the business is large, either the company newspaper or intranet. This would be more suitable for an employee who seeks promotion within the business.
There are certain advantages to this type of recruitment:-
- it saves time and money
- the person is already known to the business and their reliability, ability and potential are known
- the person knows the company’s way of working and what is expected
- it can be very motivating for other employees to see their fellow workers being promoted – it makes them work harder.
EXTERNAL RECRUITMENT
Most vacancies are filled by this method. This involves advertising the vacancy, and this can be done is may ways:-
- Local newspapers
- National newspapers
- Specialist magazines and journals
- Recruitment Agencies
- On-line internet recruitment
When all applications have been received and examined, the suitable candidates can be written to and the selection process can begin:-
- interviews and aptitude tests, skill tests, personality tests and group situation tests (if applicable)
- short listing of the suitable candidates
- decision making – when the suitable applicant has been offered the job, the unsuccessful applicants will be informed that they have not got the job and thanked for applying.
BIBLIOGRAPHY
- Belfast Telegraph (Job Finder)
- Citizens Advice Bureau Website -
- OPAS – Office of the Pensions Advisory Service
-
Labour Relations Agency -
-
Business Studies Now for GCSE Borrington Stimpson
- CGP GCSE Business Studies - The Revision Guide
- NIE Human Resources Department
-
Dundee University Website - Disciplinary Procedure
CONCLUSION
After completing this Business Studies Course-work, I discovered the following main conclusions:-
- Businesses and companies are governed by strict employment legislation.
- Jobs/Vacancies within firms must be advertised and filled using Equality and fair employment Legislation.
- Trade Unions and Management have a dual roll in ensuring employees and management achieve the goals of the company.
- Employment Legislation is in place to protect the employee and the employer.
For my overall method of recruitment I am going to advertise the post of Sales Representative by External recruitment. This means that I will be advertising the post in the various ways:-
- Local newspapers
- Specialist magazines and journals
- Recruitment Agencies
To agree on an appropriate method of selection for the suitable candidates I will be setting skill tests and personality tests to establish who would be the most suitable person to take up this position in our company.
When we have carried out all the selection procedures and the most suitable candidate has been chosen we will then commence a training programme. This will take the form of an Induction training day within the building and if further training is thought to be necessary or beneficial, at a later stage, off-the-job training (which has been explained previously in this report) may be arranged.
