...Recruitment Recruitment can be defined as searching for and hiring potential candidates with the desired knowledge, experience and skills to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. Retention Retention is the ability to keep your employees or workers within your company from leaving to avoid any effect on the business progression or its reputation. Example is promoting staffs from lower positions to a higher positions. Job description Job description is a general written statement of a specific job, based on the finding of job analysis. Also summarises the duties of a position and states the essential responsibilities. Person specification Person specification is the description of the qualifications, abilities, knowledge and other attributes which a candidate must have in order to completed the tasks of a portion offered by a company. Activity 2 a) Why is it important that organisations recruit the right people? It is important for organisations to recruit the right people because it helps the organisation to progress and also be able to achieve the results it requires. b) How does each of the documents that you have printed support effective recruitment? The document I have printed support effective recruitment because it helps to recruit the right people by giving them the ideas and information about...
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...BTEC Level 3 -90 credits Diploma in business Unit13. Recruitment and Selection in Business Level 3 10 Credits Abdulkadir Shire Note: If the assignment brief has mentioned a specific organisation the learner may still choose any other organisation of his/her choice to answer the tasks ASSINMENT BRIEF BAILEY BUS & COACH COMPANY 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...
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...a Korean women name Choi Dong Hee who worked for SK research arm she was the only woman who’d worked for the company. Choi believed that the company didn’t recognize nor did they utilize her talent. So, Choi demonstrated her talent by creating and conducting a yearlong study recommending the company to modify their policy permitting subscribers to use any wireless portal. Choi proposal was denied, but she didn’t give up she was consistent, dedicated to her vision, and convincing. In the end SK adopted Choi’s policy, and SK quickly recognized that the women’s viewpoint can assist SK with serving its customers (McGraw-Hill, 2012). SK’s Business Strategy Since 2003, SK Telecom has been organizing various Business Relationship (BR)-strengthening programs to foster trust-based Win-Win Partnerships with our business partners. Business Relationship (BR) management...
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...P3 + M1 Physical and Technological resources need to be managed well in Coca Cola or any other organisation. Physical resources include for example; the buildings, maintenance and the safety of the premises. Technological resources include the machinery, physical equipment, graphs, designs and drawings. Physical; Physical resources are needed in the Coca Cola business setting to assure the organisation has specific places/ buildings to work efficiently. These resources need to be maintained so that Coca Cola can perform well in each of their activities and roles, this also includes assuring safety in the work setting and making sure all the machinery and plant (where manufacturing takes place; labelling, bottling, filling machines etc.) work well and are in good condition. Coca Cola has resources such as different buildings and facilities for eg; They have office buildings to make sure they seem presentable and professional; their office properties have a modern look with a presentable entrance and reception, conference rooms, lecture rooms, also comfortable lounges for the guests and staff at Coca Cola. The Coca Cola head offices have departments like the ICT, human resources, marketing and sales, also finance because these areas will work more efficiently in an office setting which consists of the appropriate equipment, chairs, tables, computers, organised space etc. For example in the ICT departments walking in you may find more hardware than in any other department...
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...Recruitment Strategy and Job Offer Process HRM/548; Recruitment and Retention Practices Recruitment Strategy and Job Offer Process Organizations such as education, business, and engineering use diverse recruitment techniques to transform operations and the demand for employees vary depending on direction of company. This paper addresses how business establishments use recruitment strategy to fill job vacancies. In addition, in the paper is a suggestion that would be the best recruitment strategy to achieve the goal of drawing qualified personnel from within this industry. Finally, a detail approach to offering a position to an applicant Recruitment Strategies Recruitment is deciding on the need for personnel in one or more job openings. It is essential for a company to recognize whether an open or targeted recruitment strategy is effective, and to understand which one will succeed in meeting the company’s requirements. For instance, if a company has to fill more than 35 vacancies, the only true option for it is to choose an open recruitment policy. The open recruitment policy helps in attracting a number of applicants, including an assorted group of people (Heinemann & Judge, 2009). In this way, a pool of employees with differing standards of knowledge, skills, aptitudes, and other characteristics (KSAOs) from which they can select to fill vacancies. Hiring via newspaper, television, job fairs, radio, and media channels will attract numerous candidates to fill...
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...Strategic Integration of Recruitment Practices and Its Impact on Performance in Indian Enterprises Ashok Chanda, Trapti Bansal & Rupal Chanda Abstract Recruitment and selection is a foundation of human resource management (HRM) practices and its integration to business is critical to achieve organisational strategic goals. However, little research has to date examined strategic integration in this specific human resource (HR) practice, and, therefore, little is known about the level and application of recruitment and selection strategic integration a situation that warrants greater investment due to the economic growth in India in a corresponding expansion of Indian enterprises. Consequently, this study investigates the level at which recruitment and selection practices integrate with business strategies and the relative effects of different levels of such strategic integration on organisational performance in 259 Indian enterprises. The results show the majority of Indian enterprises had a high level of recruitment and selection strategic integration in business strategy formulation and implementation. Moreover, the level of recruitment and selection strategic integration was positively related to growth in market share, profits and sales, employees’ satisfaction, employees’ productivity, and negatively related to employees’ turnover. The implications for HRM practitioners and further research are discussed. Introduction Recruitment and selection is the process of attracting...
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...of every business is to make profits for the owners. This looks to be an extremely effectiveness difficult task unless firms discover the different ways to improve on efficiency 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...
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...Management Functions: Recruitment and Selection Uni*********** Research Paper for HRM**** Section 1202 ********** March 16, 2012 Outsourcing Human Resources Management Functions: Recruitment and Selection Introduction In the recent past, the competitive environment for many organizations has changed, with the organizations having to operate in globally capitalized environments, rapid industrialization, and changing technology (Abraham, 1988); and just recently a global economic downturn which has had organizations to downsize their operations. As a result, these organizations are constantly seeking new managerial methods, as both a way for the organization to be competitive and to cut operating cost; the most successful method is the outsourcing of business processes. Normally the Human Resources Management (HRM) function of recruitment has traditionally been performed in-house; advocates for outsourcing this function have increased and argue that outsourcing can reduce costs associated with recruitment and selection (Klass, 2001). Some organizations delegate crucial human resource functions to outside firms as a means of utilizing available expertise, reducing expenses, and to be able to concentrate on important business activities (Abraham and Taylor, 1996). The influence of increasing levels of globalization, technological changes, the complexity of business functions, and the current...
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...Submitted By: Shriya Gera 120057 B. COM (H)-III B JESUS AND MARY COLLEGE Index Sr.no | Particulars | Page no. | 1 | Acknowledgement | 3 | 2 | Introduction | 4 | 3 | Recruitment Process Outsourcing: An Overview | 6-9 | 4 | Outsourcing Process Flowchart | 10 | 5 | Critical Requirement | 11 | 6 | Factors to be considered before selecting a Recruitment Consultant | 12 | 7 | Types of RPO | 13 | 8 | Benefits of RPO | 14-15 | 9 | Technique Use by RPO for Recruitment | 16 | 10 | Core and Non-Core Activities of Corporate HR | 17 | 11 | Choice of Outsourcing Model | 18 | 12 | Understanding Recruitment Process | 19 | 13 | Advantages of RPO | 20 | 14 | The ROI of RPO: Recruitment Expertise | 21-22 | 15 | RPO Process Model | 23 | 16 | The Big 3 Efficiency Metrics in Recruitment | 24-25 | 17 | Case Study | 26-29 | 18 | Conclusion | 30 | 19 | Bibliography | 31 | AKNOWLEDGEMENT I hereby thank Mrs. Renu Gupta (Mentor) for giving me an opportunity that led me to venture into an entirely new arena and discover the intricacies of recruitment process outsourcing world. It was during this project that I studied in greater details about the topic. During this journey I realized how different it is to practically implement the principals of management successfully. As I want to pursue a management degree in HR, this project was relevant to my future goals. Introduction Outsourcing the human resource (HR) processes is the latest practice being...
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...Contents Introduction 4 Fly 540 4 Aldi 4 Internal and external recruitment 5 Benefits to Aldi for Internal Recruitment 5 How Aldi Plc Company will recruit their candidates 6 Benefits to Fly 540 for External Recruitment 6 How Fly 540 Will Recruit Their Candidates 7 Conclusion 7 Introduction 8 Legal and Regulatory Framework in Recruitment and Selection 8 Conclusion 10 Introduction 11 Person specification and purpose 11 Job description and purpose 12 Reasons for Job Application Requirements 13 References 15 Introduction According to Bratton and Gold (2007, p 239) ‘Recruitment is the process of generating a pool of capable people to apply for employment to an organization. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements.’ Here Bratton and Gold state that recruitment and selection go hand in hand, but they are two separate activities require a separate range of skills and expertise. Here Fly 540 Fly540 is East Africa’s premier low cost airline offering low fares on scheduled flights all year round to destinations within Kenya, South Sudan and Zanzibar. Headquartered in Nairobi and operating from Jomo Kenyatta International and Wilson Airports, Fly540 Kenya flies to Eldoret, Kisumu, Lamu, Lodwar, Malindi, and Mombasa and across the border to Juba and Zanzibar. Aldi Aldi...
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...maureen@lucasworks.ca 519 988-1000 | | Corinne Brady Recruitment & Human Resource Manager | corinne@lucasworks.ca Windsor 519-988-1000 | | Brenda Broughton Recruitment Specialist, Professional Services Division | brendab@lucaspsg.ca London 519-686-0600 | | Vanessa Burns Director, Business Development | vanessab@lucaspsg.ca Windsor 519-988-1000 | | Jennifer Charron Director, Recruitment Services | jennifer@lucasworks.ca Windsor 519-988-1000 | | Kasia Czyz Recruitment Administrator | kasia@lucasworks.ca London 519-686-1180 | | Brittany Dalgleish Recruitment Specialist | brittany@lucasworks.ca Windsor 519-988-1000 | | Michelle Faulds Recruitment Specialist | m.faulds@lucasworks.ca Windsor 519-988-1000 | | Brenda Haesler Operations Manager | brenda@lucasworks.ca Windsor 519 988-1000 | | Angela Kharboutli Communications Coordinator | angela@lucasworks.ca Windsor 519-988-1000 | | Malika Lewis Recruitment Specialist | malika@lucasworks.ca Windsor 519-988-1000 | | Laura MacIsaac Recruitment Specialist | laura@lucasworks.ca Windsor 519-988-1000 | | Joulie Makrostergios Director of Business Development Southwestern Ontario | joulie@lucasworks.ca London 519-902-2819 | | Lori Moras Recruitment Specialist | lori@lucasworks.ca Windsor 519-988-1000 | | Karen Nilsson Recruitment Specialist | k.nilsson@lucasworks.ca Woodstock 519 539-7700 | | Ashley Rauzino Recruitment Specialist | ashley@lucasworks.ca Windsor 519-988-1000...
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...world. Currently, the company hires up to 123,000 workers worldwide.The staff works in various departments in IKEA from communication and interior design, customer relations, design and product development, finance and business navigation, human resources, IT, logistics, marketing and communication, purchasing, restaurant, sales and sustainability and in TQE. (Inter IKEA Systems B.V., 1999 – 2013) 2.0Roles and responsibility of IKEA Human Resource Department The Human Resource (HR) department plays a huge role in the company. In IKEA, the department is responsible to allow and give down-to-earth straight-forward people the possibility to grow as individuals and in their professional roles (IKEA, 2013). They also handle recruitment and training, succession planning and benefits management. The HR team also needs to attract and inspire co-workers. Strengthening and safeguarding the IKEA culture is also one of their jobs(IKEA 2013). In this report, the recruitment and selection process undertaken by the IKEA’s HR team will be covered in this report. Figure 1 is the organization plan in IKEA. Figure 1: IKEA Organization Plan Source: Extracted from http://www.slideshare.net/OsamaAlbarrak/ikea-strategic-case-study on 15 November 2013 2.1 RECRUITMENT PLAN IKEA as the Swedish furniture chain is planning to open a new branch in Exeter, England. It is expected that the work on the store will start in 2014 depends on the approval by the Exeter City Council. Moreover...
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...job in the Tesco Express Outlet after completing his education. In such a way the candidate got an opportunity to make use of its marketing theory applications. In the second scenario it is presented that there is 1a new store & a new staff team for the candidate who is aware of the need for internal & external marketing. In the third scenario it has been presented that the 1store is located in a small town of 6500 peoples in the North East of England where there are only small individual shops with the limited range of products. Local peoples are not happy 1as the nearest supermarket is about 10 miles away. The projected shop 1has previously been a family run grocery store. Tesco hopes 1to move to a larger site for the potential business. In the fourth scenario it has been presented that the main competition in the market is of the 2 co-operative stores. One 1is at the top of the town of the main street which is the larger & the other is at the bottom of the town near harbour which is smaller. Regional Manager has expressed his views 2that Tesco’s long term hopes for a much larger store will be greatly improved if there can be the close relationships with the influential local individuals & organisations as well as other businesses. Main Body Task 1 – 5Personal Management & Human Resource Management Personal Management [PM] & Human Resource Management [HRM] are the both essential concepts in the working life of an organisation. In the opinion of the some...
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...313-01: Small Business Management March 28, 2010 Abstract This concept application paper explores the wide variety of sources small business managers have when searching for new employees. This paper will closely examine the advantages and disadvantages of each source which include help-wanted advertising, walk-ins, schools, public employment offices, private employment agencies, executive search firms, employee referrals, internet recruiting, and temporary help agencies. Sources of Employees According to Longenecker, Moore, Petty, and Palich (2008): To recruit effectively, the small business manager must know where and how to find qualified applicants. Sources are numerous, and it is impossible to generalize about the best source in view of the differences in companies’ personnel needs and the quality of the sources from one locality to another. (p.503). I will begin by first informing you about internal recruiting. Management Study Guide (2009) defines internal recruitment as “a recruitment which takes place within the concern or organization. Internal sources of recruitment are readily available to an organization.” In other words, internal recruitment involves filling up a vacant position by using a person already in the company’s payroll. Announcements regarding the open position will be advertised within the company and management will make a decision based on the applications (Community for Human Resource Management, 2009). Internal recruitment has many...
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...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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