People Resourcing

Assesment Two: Job description and Selection methods based on case study

 

List of contents:

  1. Introduction
  2. The recruitment process
  1. Job Analysis
  1. Case study Personnel Specification Table
  2. Possible motivators for the potential candidate
  1. Attracting and Managing the candidates
  1. Advertising methods on the basis of case study
  1. Selecting the candidates
  1. Selection methods on the basis of case study

  1. 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.

  1. 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 valuable asset to the company.  

  1. Job Analysis

Job analysis is the first step in the recruitment process. It comprises job description as well as person specification. Job description is the main output from the job analysis and it provides valuable information on (CIPD, 2007):

  • potential applicants and recruitment agencies who may be recruiting on your behalf
  • acting as an aid in selection; for example when designing assessment activities and making decisions between candidates.

Person specification is the second part of information given from the properly conducted job analysis. It includes the essential and the desired attributes and features of the potential candidate. Two differnet ways of drawing peronnel specification are available, seven-point plan by Rodger (1952) and Munro-Fraser’s five fold grading system. Both of them cover information like: skills, knowlegde, qualifications, education and expierience.

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The case study person specification table will be a mix of both of these approaches, mainly based on Rodger’s system though.

  1. Job Title: Industry Relations Manager

E = ESSENTIAL, D = DESIRABLE for applicants to meet relevant standard

SELECTION CRITERIA

  1. Possible motivators for the potential candidate

It is essential to understand the importance of motivation in order to attract the suitable manager. From a number of different motivation theories it is worthwhile to focus on a Herzberg’s motivator-hygiene theory. According to it, there are certain factors that increase job satisfaction:

  • Achievement
  • Recognition
  • Work itself
  • ...

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