...Unit 13: Unit code: QCF Level 3: Credit value: Recruitment and Selection in Business A/502/5434 BTEC National 10 Guided learning hours: 60 Aim and purpose The aim of this unit is to introduce learners to recruitment and the importance of ensuring that the best people are selected to work in organisations. Learners will study selection and recruitment techniques and will set up, and take part in, a selection interview. Unit introduction Recruiting the right people is the key to the success of many organisations. These organisations ensure that the processes and procedures involved in recruitment and selection meet their needs and are legal. In this unit, learners will develop an understanding of the impact of the regulatory framework on the recruitment process. Potential applicants may decide to apply for a post based on the quality of information that they receive. Details of the post will usually be the first communication they have with the organisation. It is important that the organisation makes a good first impression on potential applicants to ensure that they attract sufficient applicants of the right calibre. Learners will develop their knowledge of the types of documentation used in an interview process. A structured and planned selection procedure is crucial to the success of the selection process. The impression a business makes may determine an applicant’s decision to accept an offer of appointment. Staff conducting the interview will also be forming their impressions...
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...Assessing Your Recruitment and Selection Practices Policies and Procedures The agency’s policies and procedures should thoroughly document the recruitment, assessment and selection processes. The policies and procedures should be accessible and understood by not only HR professionals but Managers and others involved in the hiring process. Ask yourself these questions to help assess whether or not your agency’s policies and procedures are current and include new requirements. Are recruitment, assessment and selection processes supported by written policies and procedures that are up-to-date, accurate and complete? (Ideally within 2 years.) How widely communicated are the agency’s written recruitment, assessment and selection policies to those who are involved in the process? (Ideally to all staff.) Does the agency utilize these policies and procedures for the recruitment, assessment and selection processes? Does the agency have a written policy describing procedures for the review of competencies and/or qualifications? Does the agency follow a formal recruitment, assessment and selection plan at the start of each recruitment? (Link to sample recruitment plan) Training Managers, supervisors, and personnel involved in the hiring process should receive comprehensive training in the agency’s full recruitment process and thoroughly understand proper interview and selection techniques. Who performs recruitment activities for the agency? (Ideally HR with...
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...Aim and purpose The aim of this unit is to introduce learners to recruitment and the importance of ensuring that the best people are selected to work in organisations. Learners will study selection and recruitment techniques and will set up, and take part in, a selection interview. Unit introduction Recruiting the right people is the key to the success of many organisations. These organisations ensure that the processes and procedures involved in recruitment and selection meet their needs and are legal. In this unit, learners will develop an understanding of the impact of the regulatory framework on the recruitment process. Potential applicants may decide to apply for a post based on the quality of information that they receive. Details of the post will usually be the first communication they have with the organisation. It is important that the organisation makes a good first impression on potential applicants to ensure that they attract sufficient applicants of the right calibre. Learners will develop their knowledge of the types of documentation used in an interview process. A structured and planned selection procedure is crucial to the success of the selection process. The impression a business makes may determine an applicant’s decision to accept an offer of appointment. Staff conducting the interview will also be forming their impressions of the applicant. It is important that interviewers are well organised and prepared. They will need to be familiar with the...
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...access to sources of finance, both internally and externally and be able to interpret financial statements. There are clear links between this unit and many of the other units; it serves as a useful introduction to areas that may be covered in depth in further units. www.ocr.org.uk 2 Business Resources Level 3 Unit 30 ASSESSMENT AND GRADING CRITERIA Learning Outcome (LO) Pass The assessment criteria are the pass requirements for this unit. Merit To achieve a merit the evidence must show that, in addition to the pass criteria, the learner is able to: M1 analyse the recruitment documentation of a selected organisation Distinction To achieve a distinction the evidence must show that, in addition to the pass and merit criteria, the learner is able to: The learner will: 1 Know how human resources are managed The learner can: P1 describe the recruitment documentation used in a selected organisation P2 describe the main employability and personal and communication skills required when applying for a specific job...
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...October 2013 I, __________________________ hereby confirm that this assignment is my own work and not copied or plagiarized from any source. I have referenced the sources from which information is obtained by me for this assignment. ________________________________ Signature _________________________ Date WLP Assignment 1 1 Unit Outcomes Outcome Evidence for the criteria Feedback Assessor’s decision First attempt Internal Verification Re-work Be able to use recruitment, selection, and retention procedures Prepare documentation to select and recruit a new member of staff Assess the impact of legal, regulatory, and ethical considerations to the recruitment and selection process Take part in the selection process Evaluate own contribution to the selection process Explain the skills and attributes needed for leadership 1.1 1.2 LO1 1.3 1.4 2.1 Understand the styles and impact of leadership Explain the difference between leadership and management Compare leadership styles for different situations Explain ways to motivate staff to achieve objectives 2.2 2.3 LO2 2.4 Merit grades awarded Distinction grades awarded M1 D1 M2 D2 M3 D3 WLP Assignment 1 2 Outcome Evidence for the criteria Feedback Assessor’s decision First attempt Internal Verification Re-work Assignment ( ) Well-structured Reference is done properly / should be done (if any) Overall, you’ve Areas for improvement: ...
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...TABLE OF CONTENT Introduction LO1 Be able to use recruitment, selection and retention procedures 1.1 prepare documentation to select and recruit a new member of staff 1.2 assess the impact of legal, regulatory and ethical considerations to the recruitment and selection process 1.3 take part in the selection process 1.4 evaluate own contribution to the selection process LO2 Understand the styles and impact of leadership 2.1 explain the skills and attributes needed for leadership 2.2 explain the difference between leadership and management 2.3 compare leadership styles for different situations 2.4 explain ways to motivate staff to achieve objectives LO3 Be able to work effectively in a team 3.1 assess the benefits of team working in an organization 3.2 demonstrate working in a team as a leader and member towards specific goals, dealing with any conflict or difficult situations 3.3 review the effectiveness of the team in achieving the goals LO4 Be able to assess the work and development needs of individuals 4.1 explain the factors involved in planning the monitoring and assessment of work performance 4.2 plan and deliver the assessment of the development needs of individuals 4.3 evaluate the success of the assessment process CONCLUSION Introduction LO1 Be able to use recruitment, selection and retention procedures 1.1 prepare documentation to select and recruit a new member of staff 1.2 assess the impact of legal, regulatory...
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...MASTER OF INTERNATIONAL BUSINESS ADMINISTRATION Final Exam Take Home Human Resource Management Short Essay Questions (Answer FOURTY of the following questions) DEADLINE for submission is Friday, March 22nd 2013 Midnight 1) Please compare and contrast between the concepts of “core employees” and “contingent employees”. Please provide one example for each concept that highlights your understanding. * Core employees are workers who hold full time jobs in organizations. These employees usually provide some essential job tasks that require commitment in the organizations (as in governmental organizations) * Contingent workers include individuals who are typically hired for shorter periods of time. They perform specific tasks that often require special job skills and are employed when an organization is experiencing significant deviations in its workflow (as in non-profitable organizations). 2) Please explain the role of the HR department during downsizing activities. Please provide an example that highlights your understanding. * HRM must ensure that proper communications occur during downsizing. * HRM must minimize the negative effects of rumors and ensure that individuals are kept informed with factual data. * HRM must prepare individuals for the change. This requires clear and extensive communications of why the change will occur, what is to be expected, and the effects it will have on employees. * Example: During our...
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...Task 1: (P1) Describe the Recruitment and Documentation used in selected organisation. The organisation I have chosen to research is Haringey Sixth Form Centre. Haringey Caters to 16-19 year olds who have left secondary school or have switched sixth forms/colleges to continue their studies. Haringey provides several courses like; Business and ICT, Creative Media and Performing Arts, Entry and Foundation Studies, Humanities, Social Sciences, Languages and Public Services, Maths, Science, Sport and Leisure. The purpose of this institution is to educate young people into a brighter and better future, whom may move onto becoming; Apprentices’ University Graduates, Employees etc. June Jarret, The Principal believes Haringey’s mission is to “Transform lives of our students through high quality teaching and learning programmes that inspire them, enabling then to succeed and achieve their goals”. The only modern purpose-built sixth form centre in Haringey is situated in Tottenham, White Hart Lane- just off high road, where different transports can navigate you to the sixth form. What is Recruitment Planning? Recruitment planning can be very time consuming for any organisation as many factors are considered in the process, for instance; the organisation need to work out if they even need to recruit and why?, as there are various reasons why an organisation would have to recruit, whether it be internal or external- the cost of this and how this will take place. There are five main...
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...I am going to describe the recruitment documentation used in Tesco for the job of Customer service Assistant - Part time – Croydon. Document | Definition | Purpose | Usefulness to Tesco | Rating 1-10 | Usefulness to employee | Rating 1-10 | Job Description | A broad, general, and written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of job specification. | The purpose of a job description is to inform the people interested in the job, the duties, purpose, responsibilities, scope, and working conditions of a job along with the job's title, and the name or designation of the person to whom the employee reports. | This helps Tesco to outline what the job will be about which could help them in their selection as hopefully the candidates will be people who are suitable for the specific role. They can base the interview on the job description and ask the candidates suitable questions relating to the job. | 7 | It lets the employee knows what type of job they are in for. It lists the actual things the employee has to do for example speak to customers and stock up shelves. | 10 | Person Specification | The person specification is a description of the qualifications, skills, experience, knowledge and other attributes (selection...
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...1.1 Prepare documentation to select and recruit a new member of staff. Interview Questions 0 What is your process of recruitment? We have quite a simple process. Due to the size of the firm we have limited staff. We usually recruit people by recommendation and positive attitude to work. 1 For a job description do you have any essentials criteria in mind? We usually hire only qualified staff but there are few exceptions at times. For example, if a candidate has good work experience instead of formal education. 2 Do you have any person specification in your recruiting process? 3 What kind of advertisement does your company need for recruitment? We would put an ad in the local magazine or at the local church. 4 Do you have any format you follow for a CV? 5 No specific format for a CV is followed. What are your internal and external recruitment processes? 6 What selection procedure do you follow? 7 What kind of test do you give the candidates? 8 What are the formalities you have to perform for recruitment and selection which include your regulatory...
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...Stephen Ogabi 09:09:14 REGENT COLLEGE HIGHER EDUCATION BTEC LEVEL 3 CERTIFICATE IN BUSINESS BUSINESS RESOURCES 1. INTRODUCTION A business organisation can be defined as a commercial or industrial enterprise which involves a group of people that are managed and structured to meet a need or aiming towards actualising the business purpose. The main purpose of this assignment is to determine the essential documentations needed to carry out all employment related activities. This assignment will as well attempt to verify the impact of those aspects of non-financial resources, known as (physical, technological and human resources). In other words, it will clearly demonstrate the range of internal and external sources of finance related to the choice of London borough of Hackney Council as a reputable local authority. In conclusion, it will define the reality of the financial resources and the related importance in the daily running of the organisation. Historical background of Hackney Council The first real records of settlement in Hackney date back to Saxon times. Before this most of the borough was farmland, providing food for the Roman city of Londinium, whose defensive walls rose up just south of Shoreditch. Two major Roman roads ran through Hackney. What is now the A10 was once the Roman trunk road to Lincoln and onto York. A second major road ran along Old Street and then through Bethnal Green and eventually to Colchester. As one of five...
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...In this assignment I will describe the documentation required for recruitment. I will describe the uses of each document required when recruiting a new potential employee. The three documents will be job documentation, person specification and application form. Job description A job description is a list that a person will use for general tasks in the job role. It includes the responsibilities, functions and the role of position. When recruiting you will need a job description to inform your potential employee about what the job requires and if it is realistic for them to work in that role. Your job description should include: • Job Title - Potential candidates will have a good idea what they’ll be doing and at what level, misleading job titles are likely to attract applications from people with not enough experience or different skills. • Main duties - This should be written in detail so there is no confusion on what the candidate will be doing. This enables people to decide whether they have the necessary skills to perform successfully. On the right is the duties for an accounts manager at a accounting firm. • Role - You should explain how the role must contribute to your business, for example state if your candidates will be working as part of a team or will they be working independently. You should also state how their role contributes to the business as a whole. For example will your work effort affect others in their job role? Do people have to depend on your...
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...resources efficiently and the contribution that recruiting and retaining suitable staff can make to the organization’s performance. The importance of managing the physical and technological resources efficiently is also explored. The level of an organization’s performance can be seen in its financial statements and the second part of this unit will develop your knowledge and understanding of them and highlight the need for the monitoring and control of costs and budgets. Scenario 1 You have obtained work experience as an assistant in a Recruitment Agency. One of the Agencies more important clients, ASDA, are wishing to change its recruitment procedures and have asked the agency for some advice. You have been asked to assist ASDA by producing material for The Human Resource department which explains the purpose of key recruitment documents and also in testing their recruitment procedures. P1 describe the recruitment documentation used in a selected organization Employing the correct...
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...Manager/Assessor: | Helen Morten | Internal Verifier: | L Cutter | Unit Title: | Milestone 3 Analysing Performance | Grading Criteria: UNIT 2 Business Resources | Evidenced inAssignment | P1 | Describe the recruitment documentation used in a selected organisation | Already covered in the recruitment project | P2 | Describe the main employability, personal and communication skills required when applying for a specific job role | Already covered in the recruitment project | P3 | Describe the main physical and technological resources required in the operation of a selected organisation | 1 | P4 | Describe the sources of internal and external finance for a selected business | 1 | P5 | Interpret the contents of a trading and profit and loss account and balance sheet for a selected company | 3 | P6 | Illustrate the use of budgets as a means of exercising financial control of a selected company | 2 | P7 | Illustrate the financial state of a given business | 3 | M1 | Explain how the management of human, physical and technological resources can improve the performance of a selected organisation | 1 | M2 | Assess the importance of employability and personal skills in the recruitment and retention of staff in a selected organisation | Already covered in the recruitment project | M3 | Interpret the contents of a trading and profit and loss account and balance sheet for a selected company explaining how accounting ratios can be used to monitor the financial performance of...
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...Internal Controls Internal controls are those measures implemented by organizations for purposes of protection of resources against threats such as fraud, inefficiency, and waste. In addition, its purpose is evaluation of performance in all units; ensuring policy compliance and preparation of accurate and reliable accounting data. Internal control operates under five components and six principles; the five components namely; control environment, information and communication, control activities, and risk assessment. The six principles of control activities are; establishment of responsibility, segregation of duties, documentation procedures, physical controls, independent internal verification and human resource control (Kimmel, pg. 338, Straus 2008). The adequacy and effectiveness of any organization’s internal control is examined by the internal audit office. Its success is strengthened by reviews and recommendations from the internal auditing. The internal control requirements for the LJB Company to adhere before it goes publics will be addressed and it must be in accordance with Sarbanes-Oxley Act of 2002 (SOX.) All publicly traded corporations are required to preserve a satisfactory internal control system. Corporate presidents and administrators must ensure these controls are dependable and efficient. LJB Company needs to establish adequate internal control principles, whether it goes public or not (Kimmel, pg. 337, Straus 2008). The interest of LJB to go...
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