In the following assignment, the various issues of recruitment in childcare will be discussed; this will include the integration and retention of qualified and experienced members of staff.

Authors Avatar

                9774562

The success of any childcare organisation is dependent not only on appropriate recruitment but also the integration and retention of qualified and experienced members of staff

  • Explore/ discuss this statement
  • Compile a folder of documentation required to successfully recruit a new employee within your chosen organisation.

In the following assignment, the various issues of recruitment in childcare will be discussed; this will include the integration and retention of qualified and experienced members of staff.

Other factors that will be discussed include legal requirements, legislation, equal opportunities, job descriptions, person specifications and the process of recruitment.

The above, will all be related to the above statement as to whether the success of any childcare organisation is dependent not only on appropriate recruitment but also the integration and retention of qualified and experienced members of staff.

This will be discussed in relation to the appendix, which includes job descriptions, person specifications, advertisement sites, an application form and an overview of organisation for applicants’ perusal.

Howard Green 1994 states

“The task of appointing staff has always been of crucial importance, for the quality and commitment of staff is vital in ensuring that the whole curriculum is effectively provided for pupils.”

                                                                (Green: 1994:109)

Within recruitment, the aim is to get the right person for the job.  It could be said that hiring the right people is the key to success within any organisation.  The recruitment process needs to be quick and efficient and part of the reason for this is due to expenses.

When children are concerned, it could be said that whether the person can do the job is not the only necessity, there are a few other factors that need to be taken into consideration.

As stated in Good Practice in Nursery Management,

“The standards accepted by staff become the standards of the institution and these directly affect the satisfaction of parents”

                                                        (Sadek.E & E: 1996:99)

The process of recruitment is very important in any organisation, and throughout the process, there a variety of actions that need to be undertaken.  

Mullins 1996:674 suggested that there are three considerations, which should be involved in the recruitment and selection of staff.  These include that recruitment and selection should not be considered in isolation, the question as to whether the new member of staff will fit into the organisation is equally as important as the technical competence.  Also, the ability to perform certain tasks and that legal requirements are complied with fully.

When considering legal requirements and recruitment, there are four important acts that need to be taken into consideration.  These include the Race Discrimination Act 1976, Sex Discrimination Act 1975, Equal Pay Act 1970 and the Disability Discrimination Act 1995.

The Race Discrimination Act states that employees should not be discriminated against on grounds of race.  The Sex Discrimination Act states that employees should not be discriminated against on grounds of sex or marital status.  The Equal Pay Act states that there should be equal pay for work of equal value.  The Disability Discrimination Act states that employees should not be discriminated against on grounds of disability.

Other Acts that employees have rights to include the ‘Rehabilitation of Offenders Act, 1974, Health and Safety at Work Act, 1974 and the Employment Rights Acts. 1966

“Equal opportunities is an important and fundamental aspect in employment”  (Mullins: 1996:678) All organisations should have an equal opportunity policy, which ensures that all employees are treated fairy and equal.

Join now!

London Voluntary Service Council identified

“The law concerning equality of opportunity in employment is limited and has no provisions for unpaid volunteers or trainees.  Therefore organisations should adopt an equal opportunities policy to ensure no member of staff or any job applicant suffers direct or indirect discrimination or victimisation”

                

(1998: 50)

Within Rochdale Council, the front sheet of every weekly bulletin (See appendix Pg. 1) shows that they are “Striving to be an equal opportunities employer.” The front sheet identifies they are aware of the Disability Discrimination Act, 1995 and Race Relations Act, 1976. The application form ...

This is a preview of the whole essay