...you report directly to him. The company has expanded a great deal in the past 12 months, mainly because of the acquisition of new contracts and the expansion of the coach tours into Europe. A development project is also ongoing which is investigating the feasibility of starting a new taxi or private hire vehicle business in the near future. This expansion in the business has increased the workload on the administrators. There are more drivers, more bus routes, and an increase in tours which have all led to more customers, more enquiries and a greater volume of incoming telephone calls and paperwork. The current senior administrative officer working in the General Office, Frances Duggan is struggling to hold things together and it has been decided to create a new post of Office Manager. Ahmed has asked you to help him with recruiting the new Office Manager and he will send you an email detailing the duties for this new post. Ahmed’s email is given overleaf. EMAIL FROM HUMAN RESOURCES MANAGER |From: |Ahmed Fawzi | |To: |{Learner.name} | |Subject: |Recruitment of new Office Manager | Hello Following our discussion...
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...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 and ethical considerations to the...
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... You work as an administrative officer in the Human Resources department of Bailey Bus & Coach Company, a large, family-owned company located in your town. The Human Resources Manager is Ahmed Fawzi and you report directly to him. The company has expanded a great deal in the past 12 months, mainly because of the acquisition of new contracts and the expansion of the coach tours into Europe. A development project is also ongoing which is investigating the feasibility of starting a new taxi or private hire vehicle business in the near future. This expansion in the business has increased the workload on the administrators. There are more drivers, more bus routes, and an increase in tours which have all led to more customers, more enquiries and a greater volume of incoming telephone calls and paperwork. The current senior administrative officer working in the General Office, Frances Duggan is struggling to hold things together and it has been decided to create a new post of Office Manager. Ahmed has asked you to help him with recruiting the new Office Manager and he will send you an email detailing the duties for this new post. Ahmed’s email is given below. EMAIL FROM HUMAN RESOURCES MANAGER |From: |Ahmed Fawzi | |To: |{Learner.name} ...
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...Table of Contents Table of Figure 1 1.1 Documentation to select and recruit a new staff of Azura Apartment: 1 1.1.3 Job Specification (JS): 5 1.2 The impact of legal, regulatory and ethical considerations to the recruitment and selection process: 5 1.3 Take part in the selection process: 8 2.2 The different between leadership and management: 11 2.4 The ways to motivate staff to achieve objectives: 12 2.4.2 Herzberg’s two factors theory 14 References: 16 Table 1 Job Specification 4 Table 2 The comparison chart 10 Table of Figure Figure 1 Maslow’s hierarchy of need. 12 Figure 2Herzberg’s two factors theory 13 1.1 Documentation to select and recruit a new staff of Azura Apartment: Azura Apartment are going to hire a new position of salesman who will bring us new customer on a monthly basis. The HR department have responsibility to prepare the documentation to select and recruit new employee. 1.1.1 Job Advertisement: It is one of the most important of recruiting process in organization. The job advertisement will give a candidate overview the position that they apply. Therefore, they have good information to understand and write a good CV. SALESPERSONS FOR AZURA APARTMENT Department: Marketing & Sales Location: Danang, Vietnam Positions: 2 Type of job: Full time Age Range: 22-30 Gender: Women Experiences: Minimum of 2 years sales or customer relationship experience. Salary: Roughly 10 - 15 million VND per month depending experience...
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...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: ASSESSOR SIGNATURE NAME: ........................................
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...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 details supplied by the short listed applicants, and use effective communication and listening skills during the interview. In this unit, learners will gain experience of the interview process through taking part in an interview. Organisations with effective...
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...1.1 Prepare documentation to select and recruit a new member of staff Look Trendy Everyday 20 Eastwood Park Road, Kingston 10, Jamaica Tel: 1-876-275-9784 Recruitment- 1) Vacancy: Customer Service Executive * No. of persons needed: 1 2) Job Description: A Customer Service Executive is one who essentially belongs to an organization or service center and works as a bridging force between the customer and the organization. He tries to meet the needs of the customer within the ambit of the management. By his work, the organization should be pleased because the customer is happy and the customer becomes happy when his queries or problems are solved by the organization delivering the goods/service. The primary responsibilities of a Customer Service Executive would be : * Answer calls professionally to provide information about products and services, take/ cancel orders, or obtain details of complaints. * Keep records of customer interactions and transactions, recording details of inquiries, complaints, and comments, as well as actions taken. Process orders, forms and applications. * Follow up to ensure that appropriate actions were taken on customers' requests. * Refer unresolved customer grievances or special requests to designated departments for further investigation. 3) Advertise vacancy via: * Newspaper ads (Classifields) * Internet * Television 4) Short-list responses by identifying candidates with the required characteristics...
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...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. Methodology In preparing this report, research was done through books and the internet and was based on the workings of the company I am employed by. Findings The Identification and Assessment of 4 Factors Which Can Affect an Organisation’s Approach to Attracting Talent The main factor here is Supply and Demand: * Is there a vacancy? The first point to consider is whether or not there is actually a vacancy to fill. If a current member of staff has left or is intending to leave, could the vacancy be filled by splitting the job between other current employees? This could be resolved by carrying out a job analysis gaining information from the leaver (through an exit interview) and the line manager. The opportunity could arise at this point to consider restructuring the company by promoting someone to take on more responsibility – thereby affording that employee greater job satisfaction and self-esteem and at the same time providing the company with the knowledge that they are less likely to lose further valued staff. * Can the company afford to fill the role? It may be, given the current economic climate, that the company takes the opportunity to make...
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...Task 1 1.1 prepare documentation to select and recruit a new member of staff I’m working with Golden Triangle Ltd as a Human Resources Manager. Golden Triangle Ltd is a company-providing restaurant. It is located in Hlaing Township. The company has successful and new Approval of recruitment The recruitment process is started with the approval of recruitment from the authority of the organization. The concern departments of the organization who need new employees send a draft with position description and a document that describe the required skill and education for the post. After approving the draft the authority of city link send it to human resource department of GT group. The recruitment and selection process of city link will not be started until the authority of GT group give the approval of recruitment request of concern department to human resource department. The approval must include the electronic copy of the draft description and advertisement. Recruitment Procedure Analyze the job Job analysis If an employee leaves the College, it is likely that you will want to replace them. However, before getting approval to appoint and advertising the same post, you should take time to consider the role and decide if there are any changes required. Job analysis is the term given to this assessment of a role. Job analysis is a systematic procedure for obtaining detailed and objective information about the post, before it is advertised and filled, giving the opportunity...
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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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...LO1. BE ABLE TO SUE RECRUITMENT, SELECTION, AND RETENTION PROCEDURES. 1.1 Prepare documentation to select and recruit a new members of staff. (M1) According to Kat Kidian-Baumeyer, a professor that took Master of Science in Organisational Leadership and Management, there is a hiring process that every companies go through to ensure that they hire the right employees. The hiring process is the process where the human resource managers review applications, select the right candidates to interview, testing candidates, choosing between candidates to make the hiring decision and performing various pre-employment tests and checks. The first step, HR managers will take is to review the applications. Application review means reading each application that is received to determine whether the candidate possess the skills, education, job experiences and other qualifications required for the job position. The managers will then categorised those who will be interviewed and those who will be retained on file for a period of time. Testing candidates will be the second step and generally, involves testing candidates for job skills or knowledge to determine whether the candidate is qualified for the job position. Tests might include personality tests, skills tests and physical test. Once the HR managers choose who to send for testing, they will receive the results of the testing and will then narrow down the selection to few candidates. Interviews are managed and scheduled after...
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...Model Assignment Issued September 2012 OCR Level 3 Cambridge Technicals in Business Unit 12: Recruitment and selection in business Ofqual unit reference number A/502/5434 Please note: This OCR Cambridge Technical model assignment may be used to provide evidence for the unit identified above. Alternatively, centres may ‘tailor’ or modify the assignment within permitted parameters (see Information for Teachers). It is the centre’s responsibility to ensure that any modifications made to this assignment allow learners to meet all the assessment criteria and provide sufficient opportunity for learners to demonstrate achievement across the full range of grades. The assessment criteria themselves must not be changed. The OCR entry codes and Ofqual numbers associated with these qualifications are: |Qualification title |Entry code |Ofqual number | |OCR Level 3 Cambridge Technical Certificate in Business |5327 |600/4226/6 | |OCR Level 3 Cambridge Technical Introductory Diploma in Business |5329 |600/4608/9 | |OCR Level 3 Cambridge Technical Subsidiary Diploma in Business |5332 |600/4235/7 | |OCR Level 3 Cambridge Technical Diploma in Business ...
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...BSBHRM405A Support the recruitment, selection and induction of staff Release 1 BSBHRM405A Support the recruitment, selection and induction of staff Date this document was generated: 15 March 2013 BSBHRM405A Support the recruitment, selection and induction of staff Modification History Release Comments Release 1 This version first released with BSB07 Business Services Training Package Version 8.0. Replaces BSBHRM402A Recruit, select and induct staff. Unit Descriptor This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the Unit This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Licensing/Regulatory Information No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. Pre-Requisites Not applicable. Employability Skills Information This unit contains employability skills. Approved © Commonwealth of Australia, 2013 Page 2 of 9 Innovation and Business Skills...
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...1.1 Prepare documentation to select and recruit a new member of staff. Job Requisition Form Job requisition forms are for employees who have resigned and/or terminated. Although, job requisition forms can also be used by the department supervisors who want to hire additional staff to the organisation (Work - Chron.com, 2015). The forms are customarily handed over to the human resources department in order for the requisition form to be handled by the recruiter. The recruiter will then have the responsibility of placing job postings based on the requisition and discussions with the hiring manager or department supervisor. With this, job requisition forms are primarily followed for work force planning and staffing actions in an organisation. Job Description Job descriptions are written statements that obtain a thorough analysis and understanding as what the job seeks for. This means that job descriptions are duties, responsibilities, skills, competencies and more. Organisations also place the working conditions, outcomes needed from that positions and required qualifications for candidates who consider taking on the job positions. The best job descriptions for individuals to look for are those that are updated where responsibilities change. Hence, the employees are not limited which would enhance their experience and grown their skills and ability to contribute the organisation more in the future. Job Advertisement Job advertisements are paid publication about job vacancies...
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...Executive summary: Human resource has to work with the employees and the employers. They coordinate the activities of the employees. They recruit new employees when needed. Every institution needed to appoint new employees in the organization. The organization has to follow proper recruitment, selection, and retention procedures to employ the appropriate employees. City link, a leading delivery company of UK, needs some new fresh employees to recruit and appoint in their organization. There are some different leadership techniques. It has to follow the best to overcome the challenges of working outside of UK. The organization has to build up proper team management to work efficiently in the context. The organization also provide training facilities to develop the individuals of the organization. Introduction Working with leading people is an important topic for all business students. This topic teaches how to lead effectively. In this assignment we apply our knowledge gained from this unit on City link a world class delivery company. City link is the UK`s leading delivery organization that successfully operate in UK and over the world from 1969. It makes annual revenue over £320m which makes City link the market leader of this field (City Link, 2014). We talk about the city link`s recruitment, selection and retention procedure and about its working culture. 1. Using recruitment, selection, and retention procedure Human resource is a key factor of every organization...
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