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
Words: 10215 - Pages: 41
McGill University Fall 2014 McGill University Fall 2014 Individual Assignment: Job analysis M Pxxxx Student Number: XXXXXXX Employment ORGB 424 CHERIF ATALLAH Individual Assignment: Job analysis M Pxxx Student Number: Employment ORGB 424 CHERIF ATALLAH 08 Fall 08 Fall Contents: 1. Introduction……………………………………………………………. 3 2. Job Analysis………………………………………………………………4 3. Inventory of job duties and tasks………………………………..7 4. Analyzing the knowledge, skills and
Words: 4763 - Pages: 20
RECRUITMENT, SELECTION AND EMPLOYMENT OF MANAGERS FOR FOREIGN ASSIGNMENTS (Assignment 1) Dosen Pengampu: Achmad Sobirin, PhD Disusun oleh: Faizal Hidayat – 13311199 Jurusan Manajemen Fakultas Ekonomi Universitas Islam Indonesia 2015 Proses rekrutmen dan seleksi bisa dibilang merupakan proses dasar yang tidak bisa terpisahkan dengan ilmu manajemen sumber daya manusia. Menurut Bohlander dan Snell, rekrutmen merupakan suatu proses pencarian karyawan yang dilakukan berdasarkan standarisasi
Words: 1605 - Pages: 7
LEVEL 3 - QCF BTEC ASSIGNMENT BRIEF Assignment Front Sheet | Qualification | Unit number and title | BTEC Level 3 90 Credit Diploma in Business | Unit 2: Business Resources | Learner name | Assessor name | | Sarah Price | Internal Verifier | Date Verified | | | Date issued | Hand in deadline | Submitted on | | | | | | Assignment title | Managing Human, Physical and Technical Resources (LO1&2) | In this assessment you will have opportunities to provide evidence
Words: 1293 - Pages: 6
necessary competencies from the job description and person specification to apply them to the task design. 2 ASSESSMENT CENTRE DESIGN 2.1 Job Description 2.2 Person Specification 2.3 Developing Competencies 2.3.1 Stage One: Brainstorming Several key competencies were drawn from the job descriptions and person specifications. ‘Brainstorming’ occurred, as a group, to decide on those competencies that applied to at least one of the individual job descriptions: Oral and Written Communication
Words: 2113 - Pages: 9
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
Words: 2671 - Pages: 11
The interviewing process can be nerve wrecking for both parties. It is very important for both the recruiter and the candidate to make a good first impression. The interview is the first chance the candidate gets to prove to the prospective employer that they are capable in preforming whatever the job entails. It is also crucial for the recruiter to make an outlasting impression on the candidate applying, they are the first face that the candidate will see from the company. It is very imperative
Words: 857 - Pages: 4
the needs for the jobs. Job Description – A job description explains what skills employees need to have to get a certain job. It explains limitations and skills which are needed for the job and the duties and responsibilities that the employee will have if they get the job. The purpose of this is to inform the candidate of what they will be doing if they get the job and what they need to do the job. Person Specification – This is an expansion of the job description. This outlines the training requirements
Words: 360 - Pages: 2
affect an organisations approach to recruitment and selection are: Internal * Skill shortages – Looking at what areas of the company are lacking in skills, giving the Human Resource department the chance to set Person Specifications and Job Descriptions based on what skills they require. * Recruitment requirements – How much the company can afford to spend on
Words: 1831 - Pages: 8
Attracting and Retaining Talent in Corporate America GB 540: Macroeconomics Randy Worthy Graduate Student February 8, 2011 “….companies were increasingly dependent on the knowledge worker..the new worker who worked not primarily physically with his body doing physical labor, but with his mind…all workers were of significant actual and potential value to the firm…labor was not an expense; labor was added value, a resource, potentially the greatest resource that
Words: 1163 - Pages: 5
