...eye site, and general fitness, for the roles including lifting and carrying, along with white finger tests for those using vibrations tools. Methods for storing record and the benefits:- Computerised HR information systems: Advantages – large data base capable of holding a large amount of information that can be separated by sections for easy analysis and retrieval. Information can easily be retrieved and reviewed in entirety or by section. Disadvantages are limited to protection of information i.e. hacking, insufficient fire wall. The information is only as good as that which is input, lack of due diligence can lead to a lack of useful information. Paper Records A certain amount of records needs to be held in paper copy, proof of right to work records to need to be sighted, copied and recorded as seen. Disadvantages are limited to protection of information, i.e. fire...
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...especially now, when the main focus is on people as organisation's main means of achieving competitive advantage There are many different factors that affect an organisations approach to attracting talent and are both internal and external factors. Some examples of internal factors are The Size of the Business The seize of a business has a huge impact in attracting talent big organizations woo job candidates by offering them lots of benefits, like bonuses, incentives huge salary. This organisations find it much easier to source talent as they are well-known to the public and are more financially able to advertise a post to get a larger range of applicants. whereas with smaller organizations they can be financially constraints, therefore attracting new talent into their organisation can be very challenging, as the resources available to them is limited especially in the area of advertising jobs to the public. As the larger organisation are more likely to use more accessible means to post job advert, like TV, news paper, intranet, specific job website, recruitment agencies. With smaller organisations advertisement will mostly be placed internally like on notice boards, recommendation by employees, in some cases website Benefits of Attracting and Maintaining a Diverse work place An organization's success and competitiveness depends upon its ability to embrace diversity and realize the benefits. Having a diverse work...
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...Market leader: the business that has the largest share of the market, measured by sales (value or volume). Logistics: the orderly movement and storage of goods throughout the supply chain i.e. from raw materials to finished goods. Infrastructure: the structure of an organisation – its people, systems, organisation and processes. Human resources: the function within business responsible for an organisation's people. This function deals with workforce planning, recruitment, training and pay issues. Business objectives: the ends which an organisation seeks to achieve by means such as budgeting tools and strategies. Workforce planning: estimating future human resource requirements and ensuring the firm has right number of people, in the right place, with the right skills at the right time. Tesco also operates in 12 countries outside the UK, including China, Japan and Turkey. The company has recently opened stores in the United States. This international expansion is part of Tesco’s strategy to diversify and grow the business. In its non-UK operations Tesco builds on the strengths it has developed as market leader in the UK supermarket sector. However, it also caters for local needs. In Thailand, for example, customers are used to shopping in ‘wet markets’ where the produce is not packaged. Tesco uses this approach in its Bangkok store rather than offering pre-packaged goods as it would in UK stores. Tesco needs people across...
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...Finding and Attracting Applications “Recruitment is the Process of finding and attracting capable applicants for employment. The Process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of application from which new employees are selected.” MEANING OF RECRUITMENT: Recruitment is understood as the process of searching for and obtaining applicants for jobs, from among them the right people can be selected. Though theoretically recruitment process is said to end with the receipt of applications, in practice the activity extends to the screening of applications so as to eliminate those who are not qualified for the job. PURPOSE AND IMPORTANCE OF RECRUITMENT: - Determine the present and future requirements in conjunction with personnel planning and job analysis activities Increase the pool of job candidates at minimum cost Help increase success rate of selection process by reducing number of under-qualified or over-qualified applications. Reduce the probability that job applicants once selected would leave shortly Meet legal and social obligations Identify and prepare potential job applicants Evaluate effectiveness of various recruitment techniques and sources for job applicants. Recruitment is a function that requires business perspective, expertise, ability to find and match the best potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate) and wisdom...
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...Resourcing Talent – Talent Planning in an Organisation 1. Four factors that affect an organisations approach to attracting talent are: * Expansion – A company that keeps expanding attracts a lot of new talent who want job security and promotion prospects. * Development opportunities – A company who offer learning and development opportunities will attract a lot of talent who want to learn new skills to better their career. Without training prospects a lot of talent will be lost. * Salary – A company with lower levels of salary wouldn’t attract as much talent as higher levels of pay. Workers want their hard work to reflect in their wages. * Benefits packages – A company with good benefits package also attracts talent. People want to see what the company offers to safeguard and assist their employees. 2. Three organisation benefits of attracting and retaining a diverse workforce are: * A varied array of employees means different levels of skills and knowledge, enabling each sector of an organisation to excel. * A diverse workforce means people possess different attitudes and values whether these values are derived from race, religion or even nationality. When all brought together can benefit the company when dealing with a wide range of people and even internationally. * Creativity and productivity would increase. People with different backgrounds have different ways of thinking. Enabling different views and ideas to emerge. 3....
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...“If an HR person is trying to choose people for an organization, knowing their values are very important-if they are not consistent with the organization’s values they are not likely to stay very long.” Professor Rodger Collins The aim of this report is to: • Identify and assess at least 4 factors that affect an organisation’s approach to attracting talent. • Identify and explain at least 3 organisation benefits of attracting and retaining a diverse workforce. • Describe at least 3 factors that affect an organisation’s approach to recruitment and selection. • Prepare a Recruitment Authorisation Request to the MD comparing and contrasting the benefits of at least 3 different recruitment methods and three different selection methods. The Identification and Assessment of 4 Factors Which Can Affect an Organisation’s Approach to Attracting Talent Does the vacancy need to be filled? If a member of staff has left or is intending to leave in the near future, can the vacancy be filled by splitting the job between other employees? To investigate the possibility of this a job analysis would be required to gain information from the leaver and line manager via the exit interview process as to the feasibility of absorbing the required tasks into existing employee’s workloads. Why does the vacancy exist? As previously mentioned an exit interview would be carried out by the line manager, the primary aim of the exit interview is to learn reasons for the person's...
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...Management magazine article Name: || Group: | 2016 Spring Level 3 HRP CIPD Member No: | | Date: | 2 May 2016 | Word count: | | Introduction Talent planning is a part of Human Resources processes that “ensures the organisation is able to identify and attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resource to meet changing needs, fulfilling the short and long-term ambitions of the organisations strategy”. This article aims to explore, identity and explain factors that can affect an organisation’s approach to attracting talent, retaining a diverse workforce, recruitment, selection policies, the purpose, benefits of an effective induction for both individuals and organisations. 1. Identifies and assesses four factors (things) that affect an organisation’s approach to attracting talent: Demand and Supply: The demand and supply of talent in an organisation depends on the activities and nature of the business. If the activities of the business are in decline, such as the current situation in British steel manufacturing sector it will make the skills and jobs redundant. Less resources means low demand and supply of the talent within the organisation. HR needs to understand the business and relevant it is within their labour markets Skills Shortage: Skill shortage is the situation where “particular skills exceed the numbers of people trained in those skills”, which is an important...
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...Resourcing Talent RTO 3. Activity 1 Produce a report of approximately 750 words, in which you identify and assess 4 factors that affect an organisation’s approach to both attracting talent and recruitment and selection. Identify and explain 3 organisational benefits of attracting and retaining a diverse workforce. Describe 3 methods of recruitment and 3 methods of selection. 1.1 Explain the organisational benefits of a diverse workforce. Publisher Malcolm Forbes once said that 'diversity is the art of thinking independently together.' Diversity is vital in today's workplace. Having a diverse workforce opens up a wealth of possibilities and helps to encourage creativity and innovation. Benefits include: * Positive company image; Companies who hire individuals from a range of backgrounds gain a reputation for being a good employer. Potential customers often feel more valued and can view the company as being fair therefore give more business to these organisations. * Increase in creativity; People from other cultures, age groups and backgrounds can offer different ways of thinking and solving problems. The more ideas you can obtain from different people, the more likely you are to develop a workable answer or solution. This is a tremendous advantage of diversity in the workplace. * Capture more of the market; When your workplace is home to a diverse group of people with different experiences, your company can more effectively market to consumer groups...
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...so that right type of people are available at right positions and at right time in the organisation. In the simplest terms, staffing is ‘putting people to jobs’. Staffing Definition "Staffing is the function by which managers build an organisation through the recruitment, selection, and development of individuals as capable employees" - McFarland Importance of Staffing • Filling the Organisational positions • Developing competencies to challanges • Retaining personnel - professionalism • Optimum utilisation of the human resources Staffing Process 1. Analyzing Manpower requirements: It is making an analysis of work and estimating the manpower requirement to accomplish the same. 2. Recruitment: It is identifying and attracting capable applicants for employment. it ends with the submission of applications by the aspirants. 3. Selection: It is choosing the fit candidates from the applications received in the process of recruitment. 4. Placement: This may be on probation and on successfully completion of the same the candidate may be offered permanent employment. 5. Training and Development: It is concerned with imparting and developing specific skills for a particular purpose. 6. Performance Appraisal: Systematic evaluation of personnel by superiors or others familiar with their performance so as to rank employees to ascertain their eligibilty for promotions. Difference between Recruitment and Selection • Attracting maximum...
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...report titled ‘ RECRUITMENT PROCESS OF IFIC BANK LTD.’ . The assigned work is done by me for partial fulfillment of my BBA degree, as a part of academic curriculum. It has not been submitted by me before for any other degree The process of finding and hiring the best-qualifiedcandidate (from within or outside of an organization) for ajob opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the newemployee to the organization. . At the strategic level it may involve the development of an employer brand which includes an 'employee offering'. The stages of the recruitment process include: job analysis and developing a person specification; the sourcing of candidates by networking, advertising, or other search methods; matching candidates to job requirements and screening individuals using testing (skills or personality assessment); assessment of candidates' motivations and their fit with organisational requirements by interviewing and other assessment techniques. The recruitment process also includes the making and finalising of job offers and the induction and onboarding of new employees.[1] Depending on the size and culture of the organisation...
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...3RTO ACTIVITY 1 1.1: 3 organisation benefits of attracting and retaining a diverse workforce In this era of economic globalization, many companies are making efforts to achieve workforce diversity, which aims to employ workers from different backgrounds to provide tangible and intangible benefits to the organization. Understanding the advantages of workforce diversity helps an organization to establish with a competitive edge. This can include employing workers with cultural and language skills that can lead to greater reach for the business. 3 organisation benefits of attracting and retaining a diverse workforce 1: Increase in Productivity Workforce diversity can bring about an increase in productivity and competitive advantages. Employers can offer more solutions to customers because of new ideas and processes brought into the organization. Workplace diversity increases employee morale and causes employees to desire to work more effectively and efficiently. 2: Increase in Creativity Workforce diversity increases creativity within a company because people coming from many cultures can give many ideas and their own experience. Employees from different backgrounds bring in a variety of solutions on how to achieve a common goal. In atmospheres when brainstorming is necessary, more ideas are formed because team members are culturally diverse. For example, employees from China working in American companies may approach a problem totally differently than do American workers...
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...capabilities is critical to achieving sustainable competitive advantage, this being achieved through a distinctive set of integrated employment policies, programmes and practice” (Bratton and Gold, 2003, p.6). Recruitment and selection is the process of searching for and attracting human resources that may benefit an organization. Ideally, companies will evaluate which candidates can make the most contribution and hire the best fit. Beardwell and Claydon (2007) stated that recruitment and selection can be summarized as evaluating the vacant position, attracting applicants, assessing candidates and making appropriate decisions. As human resource can be seen as difficult assets to manage (Fitz-enz, 2000, p. xii), many HRM departments face an extra challenge compared to other departments. It should ensure that the employees try their best to make contributions to the company. One of the benchmarks in the Google work culture is to deliver the best solution for this: Google provides space for creativity and innovation, but also ensures that the employees’ ideas are duly and uncompromisingly studied, worked on, and acknowledged. Recruitment at Google is the first and foremost step in their overall HRM process. Hiring the right type of people is a key at Google and one could therefore assume that their selection process is highly sophisticated. According to Gupta (2009), the median age of employees...
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...for competitive advantage. Creating and sustaining a corporate culture that truly emphasizes people starts with hiring a particular kind of person. Locating, attracting, and hiring people that thrive within an organization is always a challenge, regardless of size of the company, industry, or state of the economy. “Having right people at right time at right place” is the key to the success of every organization. Therefore, recruitment and selection is considered to be the central function of Human Resources Management. Today more than ever, organizations, given the latest technology and physical assets, cannot compete without having its qualified, rare, and unique talent supply. Acquiring and optimizing a talented workforce is a strategic process that begins with planning and continues throughout the recruitment process. “Recruitment is a process of identifying and attracting a group of potential candidates from within and outside the organization to evaluate for employment.” It entails the use or specific practices, identifying barriers and means of successful recruitment and selection to hire the individuals with the right knowledge, skills, abilities and other attributes (KSAO’s) to get the job done and meet organization’s strategic goals. Selection begins once the pool of qualified candidates is in place. It includes collecting, measuring, and evaluating gathered...
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...Introduction: This assignment will look at a Human Resource Management problem of recruitment and retention process in Primary Care. The writer will look at the current recruitment process, which has recently been less than conducive to attracting the right applicant to the ever changing, varied and often stressful roles within the Primary Care setting. Recent events have resulted in high workload and stress levels for existing colleagues and staff due to the lack of retention of newly recruited staff who have been unable to cope with the ever increasing demands on clinical and administration/reception staff and leave. Staff are recruited to post, but then do not stay very long, this is having an immense impact on the remaining staff as they have used time to train the new recruit and then have to take over again the workload the new recruit would be doing when they leave. The essay will define what Human Resource Management is and how recruitment and retention can be improved to meet the needs of the ever changing Health Care system. A vacancy is a valuable opportunity to look at the needs of a practice and how the present workforce meets those needs. It is an ideal opportunity to integrate a new individual to enhance the workforce and gain a more effective team to lead and manage. It has been clear from recent experiences that recruitment is an issue at the practice as the last four recruits have only stayed within the practice for an average of 4 months before leaving...
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...benefits to a diverse workforce aside from the legal compliance: ➢ Enhances the organisation’s reputation and image with external stakeholders making them an employer of choice ➢ Assists in the development of new products, services and marketing strategies due the input of ideas. ➢ Builds employee commitment and morale. Employees feel valued and fairly treated ➢ Recruiting and retaining people from a wide "talent" base as the organisation has a good reputation ➢ Reduces the costs of turnover and absenteeism, due to high employee engagement. Different Recruitment Methods and when to use them Hook and Foot (2002) define recruitment as ➢ All activities directed towards locating potential employees ➢ Attracting applications from suitable candidates They go on to...
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