Human Resources Management

University Degree Business and Administrative studies

Introduction

Centrepoint is the leading charity that helps homeless and socially excluded young people rebuild their lives. The aim of this charity is to raise awareness of the causes and consequences of youth homelessness and social exclusion, this by conducting research and, examining policies and offering practical solutions with provision of a safe home, creating firm foundations by responding to young people in all spheres of their lives should it be practical, personal, social, educational and work; Centrepoint is the UK’s leading source of knowledge, command and policy improvement on youth homelessness. At Centerpoint we operate within a system of values and working standards that will help its desired working culture and operating style; these are:

Responsiveness
Constructiveness
Being realistic
Working with young people
Learning from experience

In order to fulfil its mission and objectives, Centrepoint needs qualified employees; the HR department is responsible to advertise the vacancy and select suitable candidates. The recruitment of staff is one of the most important tasks within the 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 hired in the first place, a fair, structured and professional selection process must be used.

The management of Human Resources consists of the man management of individuals and groups whose performances contribute to an organization serving a particular purpose (Schermerhorn, Hunt and Osborn, 1994), including recruitment, training, processes and operations, requiring key decisions making and continuation of a viable workforce.

At Centrepoint we ensure 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.

I would attempt to analyse the recruitment and selection strategies used by Centrepoint in accordance with its goals as well as outlining the hiring and selection procedures in use, contrast them with “good practices”. People responsible of hiring new recruits are managers and senior staff that will follow a set of criteria predetermined for the vacant position; in order to choose the best person for the post, they need to acquire some knowledge through training that will enable them to select the right candidate for the job. Once employed by Centrepoint, the individuals hired will receive training in line with their job description and in accordance with the organization goals. Within this report, I will show how CP manages the performance of its new recruits and promote their development within this organization.

Body of Text

Recruitment and selection process evolve finding and choosing the right candidates for the job at the right time, in alignment with the organization human resources requirements. (ML. Nieto, 2006)

Recruitment can be defined as “the process of generating a pool of candidates from which to select the appropriate person to fill the job vacancy”, whereas Selection “is the process of assessing job applicants using a variety of methods with the purpose of finding the most suitable person for the organization”. (Oxford Dictionary of Human Resource Management, 2001)

Centrepoint recruits staff for many reasons, but the main one is for the growth of the organisation in terms of its service delivery. This is important for the charity because as youth homelessness grows, more people will be needed to carry out more jobs to tackle this scourge of the society. Human Resources (HR) is the function of the organisation responsible to get the best possible workforce through recruitment and selection. By recruiting and selecting future employees, Centrepoint aims to:

Hire high quality people to deliver high standard job deliverance.
Ensure that equality and opportunity are paramount within the recruitment practice, encouraging therefore diversity.
Make sure that recruitment is fair, efficient and effective in terms of cost.
Encourage and facilitate best practice through training.
Monitor and improve the hiring process based on information obtained from those already involved in the actual process.

Analysis of Recruitment and Selection Strategies within Centrepoint

Before Centrepoint starts to recruit its future employees, the Human Resources (HR) officer put in place a tactical action plan to certify the adequate people resources are accessible and will be available later, so that the charity can meet its HR strategies; this is called Human Resources Planning (See Appendix 1); it is a major part of the HR function. Rulings can be made through HR planning on how to conduct recruitment and selection, performance control and staff training. Within Centrepoint, the role of the Human Resources planning is to gather data both inside and outside the organization in relation with:

Skills shortage
Availability of work
Training
Sickness and accident rates
Labour turnover rate
Labour wastage rate

Before centrepoint starts to recruit, the Human Resources (HR) officer draws up a job analysis. This means an investigation into the demands of a job to identify the overall objectives, defining reported relationship, main tasks carried out and the specific skills and qualities needed for that position for there to be high performance within the organisation.

Recruitment and Selection Procedures within Centrepoint, Analyse them with Good Practice and Employment Legislation

Centrepoint makes the most out of the recruitment and selection process because of the cost of advertising the job vacancy, interview and training will allow the organization to minimize cost when the right staff is hired. The recruitment of the best candidate for the position will give centrepoint a lead over its competitors; by acknowledging that time is not wasted when recruiting the right applicant for the first time round, centrepoint will apply this same method while hiring future staff; the recruitment process is done in several stages as shown in the diagram bellow (p.5)

At Centrepoint, the existence of a systematic framework supports the recruitment strategy which aims to attract high quality staff and improve the quality of appointments. Soundly based and justifiable selection decisions help the organisation to fulfil its legal obligations and help avoid unnecessary Employment Tribunals. It also re-enforces centrepoint commitment to equality of opportunity in which all individuals are treated on the basis of their relevant merits and abilities. The charity seeks to promote good recruitment and selection practices by ensuring that the best candidate for the position is appointed. By identifying, analysing and advertising the job vacancy, the appropriate skilled candidate is choosen by the panel after matching him with the work demands. This procedure is tend to be updated every two years according to the. The logical layout of the recruitment and selection prosess shows the organisation’s attempt to use good practice. Nevertheless

The employer has a legal responsibility to ensure that no discrimination on the grounds of race (Race Relation Act, 1976), sex (Sex Discrimation Act 975, 186), marital status or disability occurs in the recruitment and selection process. Equality of opportunity must be an integral part of the process. Everyone involved in the recruitment and selection process must be aware of and comply with current legal requirements relating to recruitment. A separate handout is available from Human Resources, which provides details of all the relevant legislation together with practical implications for recruitment and selection. Assistance and advice on the implementation ...