...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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...Planning within Organisations 3 Job innovation and change in skills requirements 3 Employment protection legislation 3 Technological changes 3 Scope and variety of markets 3 Information Communication Technology (ICT) 4 Labour costs 4 The staff replacement approach 4 Short term human resource strategy 5 Vision-driven Human Resource Development 5 Choosing the right approach 5 2.2 The main processes involved in HR Planning 6 Forecasting Demand 6 Forecasting Supply 7 Closing the Gap between demand and supply 8 2.3 Recruitment and Selection Process – Gasan & Mediterranean Bank 9 Recruitment Process 9 Selection Process 10 2.4 The effectiveness of the recruitment and selection techniques used within organisations 11 3.1 Motivational theories and reward 15 3.2 Job Evaluation – Evaluation of the Process 18 1. Compensable factors 18 2. Job description and person specification 18 3. Evaluation of the jobs 18 Advantages of Job Evaluation 19 Disadvantages of Job Evaluation 19 Determining Pay 20 3.3 The effectiveness of reward systems 21 Wage 21 Salaries 21 Team Based Pay 22 Non-Cash Incentives 22 3.4 Methods used in monitoring employees’ performance 23 Reporting Methods 23 Overall Assessment 24 Guided Assessment 24 Grading 24 Behavioural incident methods 24 Results oriented schemes 25 The Recommended Tool - 360 Degree feedback 25 Real-life examples 25 4.1 Main reasons for termination of employment within an organisation 26 Termination...
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...several steps involved in a successful selection process. First, a job analysis is undertaken to determine exactly what the new employee will be doing. It usually consists of a job description and personnel specifications. The job description is a detailed description of what the worker does and the conditions under which he or she works. It is obtained by examining published analyses of similar jobs, interviewing people already doing the job, or observing people as they work on the job. Personnel specifications describe the characteristics of the person required for the position and might include such things as personality, physical ability, mental ability, experience, and motivation. There are numerous indicators involved in the process of employee selection, but the most common include application blanks, references, tests, and interviews. The application blank is virtually universal and is usually the initial step in the selection process. Customarily, the application requests routine biographical information, work experience, qualifications, and sometimes personal information (from finances to hobbies). Care is taken to meet guidelines of fair employment legislation. A common selection technique is to require that the applicant submit the names of several references who can testify to the applicant's abilities, or to provide several letters of recommendation. The major limitation of letters of recommendation is that they tend to be rather positive regardless of the qualities of...
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...Abstract The Power of Social Networking Sites in the context of Online Recruitment A thesis submitted in part fulfilment of the requirements for the award of BA Honours Management Author: Adeel Qurashi Mr Bill Sutherland 17th of April 2009 Robert Gordon University Aberdeen Business School Garthdee Road Aberdeen AB10 7QE Tel: + 44 1224 262000 Web: www.rgu.ac.uk Supervisor: Date: The Power of Social Networking Sites in the context of Online Recruitment II Abstract Abstract Social Networking Sites are experiencing a rapid growth; there seems to be no limit to their size. Many Social Networking Sites boast with millions of members using their networks on regular basis to communicate, share, create, and collaborate with others. Popular examples of these Social Networking Sites are Facebook, LinkedIn and Bebo. Although most of these sites lack decent business models, they are valued at millions of pounds. Google paid 1.5 billion dollar for YouTube when it wasn’t even earning a single penny. The reason successful Social Networking Sites have become so valuable is due to the amount of people that are using it; and people are exactly what organisations are after. This report aims to find out whether Social Networking Sites have the same value in the context of recruitment. Academic literature extensively discusses online recruitment, however not much is said about recruitment on Social Networking Sites: ‘Sociocruitment’. Research revealed that professionals...
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...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 for numerous reasons, the main being being stress and pressure...
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...Resourcing Talent (Certificate In Human Resource Practice) Introduction 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. 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...
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...Human resource planning involves looking at the current workforce skills and motivation techniques and comparing them with what is going to be needed in the future. To do this the business has to take into account considerations both inside and outside the business and the skills that are needed. These areas can be divided into three main factors: * Internal planning factors * External planning factors * Employee skills Internal planning Internal planning factors are those that relate to what is already happening inside the business. This includes how the organisation is changing to cope with new methods of working or new demands made on it, such as the introduction of technology or new products or services. It is also a way of considering the new skill that will be needed in the future and those that the existing staff already have. The gap between the skills already present and those that are needed can be measured. Organisational needs Organisations are constantly changing and their human resources need to adapt too. The demand for products and services will affect the number of employees needed in certain roles. Organisations need to plan for new products and services and make adjustments either by contracting the workforce or expanding it. Skills requirements Assessing the skills of the current workforce is an essential part of human resource planning as it enables the business to build up a profile of the training, experience and qualifications that employees already...
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...HRM 4050 Human Resource Development: Recruitment and Selection Methods to Hire 10 call centre employees in a newly formed department Daniela Pantica Student no: M00452076 Module: HRM 4050 MA Human Resources January 2013 intake Part-time number of words: 3519 Table of Contents I. Introduction 3 UK labour market, HR planning and labour turnover in the current UK economic climate 3 Staff turnover 4 II. Stages of the recruitment and selection process 4 Step 1: Determine if there is a vacancy (Taylor 2005) 5 Step 2: Job analysis (Taylor 2005) 5 Step 3: Job description and person specification (Taylor 2005); 6 Step 4: Application form (Taylor 2005) 7 Step 5: Recruitment methods and media (Taylor 2005) 8 Step 6: Advertising (Taylor 2005) 9 Step 7: Selection methods (Taylor 2005) 9 Step 8: Appointment & induction (Taylor 2005) 11 III. Conclusion 12 IV. List of references 13 Annex 1: Sample of Call Center employee Job Description 14 Annex 2: Sample of Person Specification for Customer Contact Centre Agent 16 Annex 3: Online job advert sample 17 I. Introduction The purpose of this essay is to outline and explain the process of recruitment and selection for hiring 10 call centre employees in a newly formed customer services department in an IT medium-sized company. Specific recruitment and selection theory from different authors will be approached and linked to the relevant environment including call centres, medium-sized IT company...
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...standard. When an accountant seeks a move, certain firms are approached before others. This is the power of employment branding and is a major differentiator in the recruitment marketplace. But it's clearly not about the "logo". Our survey demonstrates that what most of us perceive as important, i.e. the "look and feel" is not what we should be primarily focused on. Rather, the message needs to be more complete - the culture, values and environment are of much greater interest to potential employees. Perhaps even more significantly, it is also about more subtle marketing. What other employees, trusted friends and associates SAY about a company is far more powerful than what appears in the ad. This is why it is so critical that the experience for employees is right in the first place - which has a double positive in that it increases retention as well as creating the right mindset for them to promote the company to others. This subtle marketing has far reaching effects - those organisations who have reduced or severed their relationships with recruitment firms have found to their detriment that they no longer have those firms acting as their "ambassadors" - influencing strong candidates to consider careers with those employers. In the war for talent, HR professionals are not being equipped with one of the most important weapons in the recruitment armoury – employer branding....
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...McDonald brothers in the concept and went on to found McDonald's Corporation. http://en.wikipedia.org/wiki/History_of_McDonald%27s McDonald’s is a company which has a colorful history and developed the culture associated with the Fast Food Chain today. In 1937, the McDonald’s brother Richard and Maurice opened the first McDonald’s restaurants in America; it was a freestanding business that offered until then an unthought-of concept. The main items they then sold were beef or pork burgers, fries and drinks. Their restaurant were set up differently to the restaurants of those times, with open kitchens the customers could see right through, and counters with many operational cash registers. Under a high degree of customer satisfactory contributed for business expansion, McDonald today has over than 30,000 restaurants over than 100 countries in the world and it has maintained the top position in the Fast Food Industry for the past 50 years. http://sth-about-human-resources-management.blogspot.com/2010/01/i-tried-to-give-you-theoretical-basis.html What are the functions of HRM? HRM functions can be dived into primary (directly involved with obtaining, maintaining and developing employees) and secondary (either provide support for general management activities or are involved in determining or changing the structure of the organization). PRIMARY HRM FUNCTIONS: 1) Human resource planning activities are used to predict how changes in management strategy will affect future human resource...
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...enter” “percentage” | “Second Assessor’s Initials” | “Click here to enter text.” | “Date” | “Click here or from” “the dropdown to” “enter a date.” | “(Subject to Module Board Agreement)”“(Before any penalty applied)” | “Plagiarism Declaration”“I declare that the work that I am submitting for assessment contains no section copied in whole or in part from any other source unless it is explicitly identified by means of quotation marks. I declare that I have also acknowledged such quotations by providing detailed references in an approved format. I understand that either or both unidentified and unreferenced copying constitute plagiarism, which is one of a number of very serious offences under the University’s Code of Practice on the Use of Unfair Means. (Information on the Code of Practice is available from the online student handbook – www.hull.ac.uk/handbook) I declare that the work I...
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...HRM Recruitment refers to the process of attracting, screening, and selecting a qualified person for a job Clearly defined role of human resources in recruitment process is very important for measuring the success of the whole Recruitment Process. The overall setting of the HR Role in Recruitment is directly linked to recruitment strategy and human resource strategy. The Recruitment Strategy changes - the efficiency and minimizes the costs to the organisation. The recruitment strategy has clearly define the role of human resources and of hiring employees as it is a very important for setting the correct measures and to identify potential gaps in the whole recruitment process. A traditional role of HR in Recruitment was an administrative part of the whole process. The HRM was responsible for maintaining the vacancies advertised and monitored, but the real impact of HRM to the performance of the whole recruitment process was minimal. But as the role of Human Resources in the business was increasing, the HR Strategy was changed. From making the process working to the real management of HR Processes and the Recruitment Process was the first to manage. The Recruitment Strategy changed - the efficiency and costs to the company were more important. The stages in recruitment include sourcing candidates by networking, advertising or other methods. Utilizing professional interviewing techniques to understand the candidate’s skills but motivations to make a move, screening potential...
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...show your tutors that you understand key ideas on any particular subject Ø They are useful as a means of gaining feedback on your academic progress Ø Essays are usually an important part of overall assessment. Essay writing can therefore be viewed in a positive way. However, essays can cause be a source of anxiety to many students, particularly at the start of their academic careers. Many students feel vulnerable when they write and submit essays and feel their intellect generally is subject to official scrutiny. They have plenty of thoughts and ideas inside their heads – but how to get these out in a readable form? This is the challenge of essay writing. ESSAY STRUCTURE Good essays have a clear structure: Introduction (see page 10) Main body of essay – broken into paragraphs – each paragraph dealing with an issue relating to the essay subject and connecting with the one before and after Conclusion (see page 11) Sounds easy, doesn’t it? However, many students have problems organising their ideas into a...
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...it is rather paradoxical that they experience a variety of problems with respect to the management of human resources within their enterprises. It is common knowledge that social enterprises perennially struggle with various critical human resource issues such as getting employees at low rates of compensation, providing growth opportunities for employees within the organization, retaining talent especially in the middle management, providing clearly defined roles and tasks to employees, etc, leading to high attrition and increasing the cost of acquiring and training new employees. It becomes critical for social enterprises to think out-of-the-box and try a variety of innovative strategies to overcome these problems. This paper discusses a few such innovative HR strategies adopted by social enterprises to attract and retain talent, such as offering jobs to people with vision and value congruence, enhancing the credibility of the organisation through brand building, providing opportunities for personal growth, creating a sense of ownership among employees through participation in decision making, creating sense of ownership among employees by giving equity shares, creating entrepreneurial...
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...Human Resource Management Case Study Report Contents Page Executive Summary Pg. 2 Introduction Pg. 3 Thiess Group Pg. 4 Sectors of Thiess Group Pg. 5 Advertising Pg. 7 Recruitment and Selection Process Pg. 8 Human Resource Department Pg. 10 Challenges/Problems with Recruitment & Selection Strategies Pg. 11 Conclusion Pg. 12 References Pg. 13 Appendix A – Thiess Interview Template Appendix B – Thiess Recruitment Flowchart Appendix C – Thiess Recruitment Job Brief Executive Summary This report explains the recruitment and selection process for the company of Thiess. It will provide information how the human resource practice of recruitment and selection helps the organisation to achieve its goals and objectives. The report will provide you with as much background knowledge of the company and the challenges, problems and recommendations Thiess face today. Although Thiess works in the Construction, Mining and Services Contractors the report will only discuss how the recruitment and selection affects the Construction area of Thiess. Introduction Thiess see every construction project, no matter how large or small, as an exciting opportunity to support their communities, contribute to their country and advance their industry. They work with all stakeholders to deliver the best possible outcomes for their clients, the communities they work in...
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