...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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...uNit 13 recruitment and selection in business BTEC national diploma in business uNit 13 recruitment and selection in business BTEC national diploma in business Hussain shunais solih 2818 batch 01 Assignment 01 Hussain shunais solih 2818 batch 01 Assignment 01 Acknowledgement First and foremost I offer my sincerest gratitude to my almighty. Next I thank my parents for the constant support and encouragement without whom it was impossible for me to complete this work. Then I humbly acknowledge the assistance of Amaany miss, who helped me in all the possible aspects. I would like to thank my family for their support to complete this assignment. It wasn’t that easy to complete this without the help of my fellow learners. I am very grateful that my fellow learners and family for supporting me in completing the assignments. Contents Introduction 3 Dhiraagu 3 Maldives Transport and Contracting Company Plc (MTCC) 4 Task 1 5 1.1 Detailed flowchart explaining the different stages of recruitment in both Dhiraagu and MTCC plc. 5 1.2 How two different organisations plan recruitment using internal and external sources and the recruitment process at Dhiraagu and MTCC plc. 6 Task 2 7 Consider a career that you may be interested in applying for one day. Which regulations do...
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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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...HIGHER NATIONAL DIPLOMA IN BUSINESS MANAGEMENT HUMAN RESOURCE MANAGEMENT ASSIGNMENT 02 LECTURER ALEXANDER MAXWELL-COLE BY DON RUWAN RANDIKA WICKRAMANAYAKA ID – 927353 DATE – 12/01/2014 LEARNING OUTCOME 2 EVALUATE THE PROCEDURES AND PRACTICES USED FOR RECRUITING AND SELECTING SUITABLE EMPLOYEES CONTENT PAGE Page INTRODUCTION …………………………………………………………………………………………... 04 TASK 1 * – HUMAN RESOURCE PLANNING ....……....……………………..………………..……. 04 1.1 - Impact 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...
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...Recruitment Planning and Advertising Tesco’s In order for Tesco’s to attract the correct type of potential employees, they advertise both internally and externally allowing a lot of different people to see it. Tesco’s advertise jobs differently depending on the position available. Because Tesco’s operates on such a large skill they need a wide range of both store-based and non-store employees. To ensure the store is running with ease continuously there needs to be checkout staff, stock handlers, supervisors as well as specialists such as pharmacists. There needs to be employees who are skilled in stock management and logistics to work within the distribution depots as well as those who work in the head office. Recruitment Planning Reason for Recruitment Because the company is continuously expanding they need to recruit on a regular basis, positions also become available for other reasons such as: • Company changes their processes and technology creating new jobs • Employees leaving the company when retiring or resigning • An employee getting a promotion within the company. Internal Recruitment This is when Tesco’s would recruit a member of staff from within the business who has applied for the available vacancy. By carrying out this process there are various amounts of advantages; • Much quicker and cheaper process. • Tesco’s would already know the strengths and weaknesses so an interview. However, internal recruitment would also have some disadvantages...
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...Creation of centralised recruitment organisations. The challenge The Upstream business of an oil and gas client had forecasted a significant demand for external hires to meet its planned annual growth targets. Although a large scale change programme was under way, a tactical solution was needed to deliver immediate changes to support the Upstream recruitment team. A new business model was agreed which involved creating two centralised recruitment centres. It was crucial to work closely with the current recruitment team to implement this step change while maintaining an effective business as usual status. In parallel the new organisation needed to be aligned with the wider organisational changes in Upstream. The solution Specialist project and change management support from Chaucer was integrated within the Upstream recruitment team to support the implementation of change and provide management control and visibility. The project was broken down into work streams. The scope would cover: Changing the organisational structure. Changes to the recruitment processes. Implementation of a new cost model. Implementation of global sourcing and brand attraction. Chaucer established the overall project structure and implemented fit for purpose project management methods and tools to provide rigour and discipline for developing activity plans for each workstream. Chaucer also developed the overall reporting process to monitor progress and highlight any issues. ...
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...ChapterNo. | Topic | Page No. | 1 | Organizations Profile | 2-22 | 2 | Literature Review 2.1 Objective s of the study 2.2 Scope of the study 2.3 Human Resource Management2.4 HRM Environment in India2.5 Recruitment | 23242425-293031-40 | 3 | 3.1 Research Methodology3.2 Data Analysis and Data Interpretation | 41-4344-59 | 4 | 4.1 Findings4.2 Limitations4.3 Suggestions4.4 Conclusion | 60606161 | 5 | Reference | 62 | 6 | Bibliography | 62 | 7 | Appendix Copy of Questionnaire | 63 | ORGANIZATIONS PROFILE "TALENT SOURCE - Recruitment Consultant” We have an excellent track record of providing appreciable service to reputed companies in India and Overseas. Our administration office is located at a strategic location in the heart of the commercial capital of India, Mumbai. We have an efficient organizational setup and satisfying service. Management Our organization is replete with highly qualified and experienced personnel with expertise of high caliber in recruitment of manpower. WE are located at actual locations all over India and keep track of all categories of skilled personnel. Why Talent Source Each time we've tried to find, along with our clients, the most suitable solutions for their personnel' needs and we're proud to say that we've never had so far an unpleased...
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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 Australia ...
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...Resources Practice 2013-14. To be submitted by September 5th. The aim: To investigate specific aspects regarding recruitment practice. 1. Objectives: Identify and assess four factors that affect an organisation’s approach to both attracting talent and recruitment and selection 1.2, 1.3 Identify and explain three organisational benefits of attracting and retaining a diverse workforce 1.1 Describe three methods of recruitment and three methods of selection and identify when it is appropriate to use them 2.1, 2.2 2. Introduction To identify, explain and analyse recruitment practice within FirstCol Services Ltd. 3. Methodology Information for this report was gathered in the following ways: Consultation with fellow HR Professionals, both during networking events and during CIPD Certificate in Human Resources Practice Level 3 lessons. Analysis of practice at my own organisation. This included conversations with fellow HR professionals as well as Managing Director of the company. Research into different techniques used at other organisations. 4. Findings 4.1 Organisational Factors The factors that affect an organisation’s approach to both attracting talent and recruitment selection are: Their wage structure The role that the organisation are recruiting for. Culture and Sector Business Objectives and Brand 4.2 Organisational Benefits The organisational benefits of attracting and retaining a diverse...
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...What do Recruitment Consultants do? Recruitment consultants job is to attract candidates and matching them to temporary or permanent positions with client companies. Consultants work with client companies building relationships to gain a better understanding of their recruitment needs and requirements. In other words a manpower recruitment consultant is intermediary between corporate who looks forward to recruit staff and the people who are looking out for jobs. Manpower consultant has two customers Client and the Candidate. Recruiting through external resources are know as recruitment consultant. It is in fact a lengthy process. In this process corporate gets in touch with the Consultants for the payment charges first. Mostly recruitment...
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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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...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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...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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...1.EXECUTIVE SUMMARY Executive summary: While studying the HR procedures it was conspicuous that the recruitment and selection procedures are of greater importance for any organization. As GlaxosmithKline Pharmaceuticals Ltd. is an esteemed organization in Nashik the response to recruitment advertisement was huge. During my training period I was a part of recruitment and selection procedure. My primary task was to screen the resumes of the applicants and thus to select the candidates for the interview sessions. The selection procedures included written tests and interviews. After every stage the selected candidates are moved to the next level while the rejected candidates are again called for the feedback. The objective with which the study was conducted are as follows, To understand: 1. The functioning of Recruitment and Selection. 2. To have exposure to recruitment process 3. Whether the recruitment process and selection process are satisfactory or not. The major findings about the recruitment and selection procedures are as follows, * The overall satisfaction level is high. * Job profile communication, evaluation of experience is the factors where Glaxosmithkline is scoring well. * The recruitment is mainly done through print media. * The selection procedures are having three phases. * The executives want the procedure to be future oriented. Following were the suggestions given for the improvement in the procedures. ...
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...JOBS EVERYDAY – THE RECRUITMENT EXPERTS THE CASE NARRATIVE It is Monday morning (March 5th 2012) – a beautiful sunny day in Bangalore. Sangeetha Kriplani stares at the meeting minutes from last Friday’s meeting, and sighs with anxiety. All senior staff from Jobs Everyday (JE) was gathered to be addressed by the CEO Praveen Joshi who was quite upset after the annual service review. “How come we are the last to know about some openings”, “Why is it that we take too much time to process the applications”, “No wonder the better candidates don’t wait to hear back from us!”, “I want to see different ... oh yes MUCH different results by the next review – Let’s hope we still exist by then!!!” etc. were some words that have been echoing in Sangeetha’s mind throughout the whole weekend. Sangeetha is the new Manager of the Business Analysis and Improvement team at Jobs Everyday, and has 6 Business Analysts (BA) working under her, all who have been at Jobs Everyday for years. She has been there for only 3 weeks and has felt that the other Business Analysts often show a cold shoulder to her... Sangeetha is passionate about processes, but has difficulty to get her Business Analysts colleagues to see the value of ‘process’ thinking. After one of her debriefs last Monday - she overheard at the lunch room one BA saying to the other “What is it with ‘Process-Sangeetha ?! ’... Just half an hour from now, Sangeetha has a second meeting with the senior management at Jobs Everyday, and...
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