...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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...Of Human Resource Planning To Construction Industry …...….…….…. 05 1.2 - The Process Of Human Resource Planning …….……………………….…....…. 06 TASK 2 * - RECRUITMENT……...……………………………….………………………......…… 07 2.1 - The Process of Recruitment ………………….…...…………………….……….. 07 2.2 - Methods of Recruitment …………………………………………………/…...… 08 TASK 3 * - SELECTION …………………….………………………………………………......… 10 3.1 - Drawbacks in Interview for “Bob the Builder” ……….……………………..….. 11 3.2 - Alternative Selection Methods ……………………………….………………...... 11 3.3 - Best Practice …………………….……………………………….………….….... 11 CONCLUSION ………………………………………………………………………………………...........12 BIBLIOGRAPHY………………..…………………………………………………………… 13 INTRODUCTION The purposes of this report is to analyse the procedures which have been taken from two major companies regarding human resources planning, recruitments and selection processes. The two companies have complete different methods and approaches on recruiting employees. Furthermore to analyse the outcome from these companies by practising these mechanism and to what extend it effects for the company growth and the success. This report has considered the importance of human resources planning and how it applies to organisations and various stages involved in the process. Also by considering recruitment process to evaluate new methods and compare the...
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...assess the nature of Talent Planning in organisations 1. Introduction 2. Attracting talent 3. Diverse workforce 4. Factors that affect recruitment and selection 5. Recruitment and selection methods 6. Induction 7. Concluding statement 1. Introduction This report aims to assesses factors that affects organisations' approaches towards: attracting talent; recruitment and selection (including an investigatory approach to specific methods used); obtaining a diverse workforce; the process of induction (including a model of an effective induction plan). 2. Attracting Talent 3.1 Brand Identity “‘Brand Identity’: How a business wants a brand’s name, communication style, logo and other visual elements to be perceived by consumers.” (www.investopedia.com 07/10/14) An organisation with positive image will find it easier to attract and retain employees than the organisation with the negative image, this is due to the aspiration qualities associated with a positive image (i.e. wealth, style, charitable nature etc). A business who hasn't been well established in its market will find it more difficult to attract new employees than business who is well know, because it’s perceived to be more economically stable. 3.2 Economic Environment The economic stability and funds available to expend on recruitment will have a direct impact on the quality of recruitment processes. One way in which this affects recruitment is effect on how and where the company...
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...resources management function in an organisation. According to Bratton and Gold (1999:11) Human resources management is described as the process that specialises in the management of people in work organisations. Human resources management emphasis that employees are critical in achieving sustainable competitive advantage, that human resources practices need to be integrated with the corporate strategy. Human resources specialist helps organisational controllers to meet both the efficiency and equity strategic objective. Human resources management seeks to achieve two sets of objectives which are to improve employee’s performance and enhance organisational efficiency. The major role of human resources management in an organisation is the hiring and firing of employees which involves attracting the best employees on the market, keeping them in their positions and ensuring that they perform according to the organisational expectation and enhance overall strategic goals of the organisation. Recruitment of employees is the major role performed by the human resources department. This ensures that the organisation selects the most skilful and competent people. This role involves evaluation of the ability and competence of potential employees in relation to the goal of the organisation. Human resources Management is an approach to management of people based on four principles. First the Human resources are the most important asserts in any organisation and their effective management...
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...I. Introduction 1.1 Background of the Company Before getting to know about the company, the first thing needs to know is about Pho – traditional food of Vietnam. Pho can be considered as one of the most typical foods for Vietnam food. The main components of Pho are noodles and broth along with beef or chicken, sliced thin. It also accompanying with condiments such as soy sauce, pepper, lemon, fish sauce, chilli ... The condiments is added depending on the user’s taste. Pho24 is a chain of restaurants that belongs to Nam An Group (Vietnam’s most successful F&B Corporation). The first Pho24 restaurant is opened in June 2003 in Nguyen Thiep Street, opposite Saigon Sheraton hotel by Ly Qui Trung – CEO Nam An Group. More than 20 years ago, Ly Qui Trung start at a point not better than anyone – a poor student failed to get in university and working as waitress at De Nhat Hotel. In 1991, with the help of his friends, he has guaranteed to come to study in Australia. A poor student has become deputy manager of a food-sector company TECA World. 2 years later he decided to focus on helping his family in restaurant system, and that how Nam An Group were born. During the time operating system in Nam An restaurant, Ly Qui Trung has came up with a business idea of Pho – a familiar food of Vietnam and many foreign tourists favourite. But because of its familiar so building brand is the most difficult part for Ly Qui Trung. And the name “Pho24” had came up with the meaning of 24...
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...organisation’s approach to attracting talent, recruitment and selection. I was also asked to identify and explain three organisational benefits of attracting and retaining a diverse workforce. As well as describing three methods of recruitment and three methods of selection. 1. Factors that affect an organisations approach to attracting talent There are many different factors that affect an organisations approach to attracting talent. Some examples of internal factors are the size of a business. A larger business would find it much easier to fill a role this could be because they are more well-known to the public and they would also be more financially able to advertise a post to get a larger range of applicants. Generally recruitment through internal sources is preferred because own employees know the organisation and can fit well into the culture. The Image of the company has influence on the recruitment process. Good image of the company earned by the actions of management helps attract potential candidates. Image of the job also has an affect such as better salaries and good working conditions are considered the good characteristics of a job. Also, promotion and personal development policies of an organisation also attract potential candidates. Companies that are perceived to be attractive will have an easier time to recruit top talent. Some examples of external factors are Demographic factors; employees have a big influence on the recruitment process. Demographic factors include...
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...ever take place without the proper guidance of parents. Contents Topic | Page No. | Introduction | 4 | 1.1 Human Resource Management and Personal Management | 4 | 1.2 Functions of Human Resource Management | 5 | 1.3 Role of Line Managers in HRM | 6 | 1.4 Impact of Legal and Regulatory Framework | 7 | 2.1 Human Resource Planning | 8 | 2.2 Stages in Human Resource Planning | 8 | 2.3 Recruitment and Selection process change | 9 | 2.4 Effectiveness of Recruitment and selection techniques | 12 | 3.1 Link between Motivational Theory and reward | 13 | 3.2 Job Evaluation | 13 | 3.3 Reward Systems | 13 | 3.4 Monitoring Employee Performance | 14 | 4.1 Reasons for Cessation of Employees | 15 | 4.2 Exit Procedures | 16 | 4.3 Legal and Regulatory Framework | 18 | Conclusion | 18 | References | 19 | Introduction People are the important resource of organization. Managing them well can improve the performance and efficiency of organization. In this report human resource management is discussed. It also includes the recruitment and selection method and performance management. Task 1 1.1 Human Resource Management and Personal Management It is true that human resource management has been developed form personnel management. According to Storey (1995) cited by Pinnington A. et. al.(2007), HRM in more specific sense...
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...Management Plan Project Details Project: New recruitment and selection process Project Sponsor: Michelle White Project Manager: Jasmin Donaldson Start Date: 24/06/2015 Completion Date: 24/09/2015 Document Details Version | Modifications | Author | Date | 1 | Nil | Jasmin Donaldson | 23/06/2015 | | | | | | | | | | | | | Approvals This document requires the following approvals: Name | Role | Signature | Date | Version | Michelle Blake | Project Sponsor | | | | Kelsey Johnson | Senior Manager | | | | Scott Butterworth | Operational Manager | | | | Aymon White | Recruitment Specialist | | | | | | | | | | | | | | Distribution This document has been distributed to: Name | Role | Date of Issue | Version | Michelle Blake | Project Sponsor | 24/06/2015 | 1 | Kelsey Johnson | Senior Manager | 24/06/2015 | 1 | Scott Butterworth | Operational Manager | 24/06/2015 | 1 | Aymon White | Recruitment Specialist | 24/06/2015 | 1 | | | | | | | | | Introduction This project is focussing on introducing a new staff recruitment and selection process. The team and I plan on taking the current process and making it more manageable and thorough to ensure we are recruiting the right people for our organisation. This management plan will set out all the requirements to complete this project within the given timeframe of 3 months. Scope Management Approach The scope of the new recruitment and selection process includes creating new procedures...
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...embedded in an organisational and societal context. Activities which are performed by HRM are mainly strategic planning, staffing, recruitment and selection, performance management, training, compensation, labour relations, workforce planning and talent management (Bratton & Gold 2012). Human resource management (HRM) is decisions made about the relationship between people and the organisation. These decisions are influenced by internal and external factors. Internal factors can be classified by organisation, job and individual which relates to the analysis of strengths and weaknesses in an organisation. External factors consist of political, economic, social and technological reflects on how the organisation evaluates its opportunities and threats. The aim of this report is to evaluate the importance of human resource management in terms of workforce planning, strategic planning, managing talent and recruitment and selection. Strategic Planning The activities mentioned above support the managing of organisation. An area of expertise is strategic human resource management (SHRM) which relates HR strategies with business strategies and evaluate the outcome of organisational performance. Strategic planning is defined as long-term planning to represent a particular series of behaviour accepted by senior level of the organisation to achieve its performance goals. Strategic planning is the practice of formalised analysis which intends to predict organisational...
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... 3) Significance of HR best practices and organisational behaviour (OB) tools within a MNC 3 4) Assumptions underpinning the way in which HR best practices are being propagated within a MNC, particularly in different cross-cultural environments. 5 5) The influence of culture on HR best practices………………………………………………………. 5 6) Conclusion…………………………………………………………………………………………………………… 6 7) References…………………………………………………………………………………………………………… 6 Introduction Human Resource Management (HRM) has brought profound change and debate to how employees are seen within an organisation. A review of HRM history with a look at relevant theories being propagated today for a better understanding of the HRM context with insights to the HR Practitioner moving forward. This is followed by a breakdown of the HR best practice, recruitment and selection and its challenges for MNCs. The accompanying OB tools are reviewed to see how MNCs would be able to best address talent acquisition. Assumptions are then looked at underpinning the way in which HR best practices are being propagated within a MNC, particularly in different cross-cultural environments with focus on MNC originating from emerging economies. Finally the influence of culture on HR Best Practice with OB solutions is reviewed. The theoretical and changing HRM landscape The best way to understand the complexities in modern HRM is to understand its origins so as to fully appreciate its strategic value and not fall prey to...
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...and of their operations. Recruitment is the process of generating a pool of capable candidates applying to an organisation for employment (Gold, 2007). Applicants with experience and qualifications most closely related to job specifications may eventually be selected. Organisations become concerned when the cost of a mistake in recruitment is high. According to Armstrong (2006) the aim is to obtain, at a minimum cost, the number of suitable and qualified candidates to satisfy the needs of the organisation. The organisation attracts candidates by means of identifying, evaluating and using the most appropriate sources of applicants. El-Kot and Leat’s (2008) observation is that recruitment begins with advertising existing vacancies As already mentioned, this can be done internally or externally. In this instance the researcher was interested in external sources and processes as organisations in the Province are currently experiencing an undersupply of suitable candidates. Company policies related to the employment of relatives may influence its recruitment efforts. Currently more and more companies implement anti-nepotism policies that prevent the employment of close relatives, especially relevant to placement of candidates in the same departments or work groups (McMillan, 2006). Recruitment and selection is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications (Walker, 2009).Thus recruitment is the process of identifying...
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...Assignment Human Resources Management Task One: Personnel Management | Human Resources Management | Reactive: Personnel Management is reactive in such a way that thinks, and reacts in response to a situation or the actions of others at that moment (short time). For example if some worker is being regularly late, the P.M will react and give him a warning. | Proactive: Human Resources Management is proactive as a result of thinking, planning and acting in anticipation of future problems, needs, or changes. (Long term). For example what kind of people the company will recruit, what kind of workers they need, etc. | Relationship Oriented: P.M try to create a good relationship between the employees. They are focused on support, motivate and develop the people on their teams and their relationships, what will encourage good teamwork and collaboration, through stimulating positive relationships and good communication. | Goal Oriented: HRM has goals and visions and is constantly working hard to achieve them. They are focused on seeing if the employees are working to achieve the organisation’s goals. HRM don’t tend to think much about their team's wellbeing. | Communication is Limited: P.M receives orders from HRM. Since they don’t take such decisions as HRM does (They only implement what HRM decides.), they don’t need to communicate with the other departments as much as HRM does. | Informed decision: HRM department can’t work alone they have to work with upper and lower levels...
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...Question 1 Describe the evolution of ‘Personnel Management’ into ‘Human Resource Management’. How does the transformation help organisations achieve their strategic objectives? * Briefly explain the meaning of HRM – 2.5 marks * Briefly explain the meaning of Personal Management – 2.5 marks * Identify and describe 4 factors contributed to the transformation of PM into HRM 2.5 marks x 4 factors– 8 marks * How does HRM help organisation achieve strategic objectives of organisations – 3 marks X 4 points - 12 marks (The answers should reflect originality and not extracts from the text book. If the student has reproduced what is in the text book full marks should not be awarded for theoretical areas. They must reflect critical thinking and practical application of theory) Human Resource Management (HRM) could be defined as the process of managing human talent to achieve an organization’s objectives. HRM has to help blend many aspects of management in order to overcome “competitive challenges” and address “employee concerns”. By balancing these competing demands HRM plays an important role in getting the most from employees and providing a work environment that meets their short-term and long-term needs. Traditionally the term Personnel Management (PM) was used to refer to the set of activities concerning the workforce which included staffing, payroll, contractual obligations and other administrative tasks. In this respect, personnel management encompasses...
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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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...Resourcing Talent The objective of this report is to identify and assess four factors that affect an organisations approach to both attracting talent and recruitment and selection. I will also be looking at attracting and retaining a diverse workforce and the different methods of recruitment and selection. One of the main factors that influence the organisations approach is cost. The recruitment of a new employee would affect the overall budget of the organisation. Often an organisation will try to share the work between other members of staff before turning to recruiting a new role to keep the costs down. The cost is not just for a new employees wage but for the advertisement and preparation behind the employment, including new computer and the equipment required for the role. The second factor which affects the recruitment process is the time scales involved in the initial advertising and recruitment of new staff. First of all a decision needs to be made by management of the applicant required and the role to be filled. Upon a decision a job description would be written and agreed and the role would then be advertised to the general public. Upon receipt of the application forms the line manager would short-list appropriate candidates and interviews would be organised. After the interviews, letters would be sent to unsuccessful applicants and the appropriate candidate would be informed. The introduction procedure to the office and workstation and the companies requirements...
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