...Recruitment Plan HRM/531 Recruitment Plan Organizational Strategy The recruitment process should be more oriented to organizational strategy than other industries because attitude of employee in hospitality industry would directly affect customer relationships. According to Ivanovic & Blazevic (2009), “An enterprises human assets or, put more conventionally, its human resources tend to be one the most significant costs for most hospitality enterprises (p. 1). In most hotels the payroll is the single biggest cost item, which in restaurants and bars is usually second material cost. Furthermore, human resources are usually the first point of contact between an enterprise and its customers.” According to Hospitality Ireland, “Getting properly trained staff in 'for the long-haul' is more difficult (p. 1). As chef Derry Clarke told us in an interview last May, ‘the main challenge the restaurant industry faces is increasing labor costs and maintaining a good work force. Unfortunately, this is the type of business where a large amount of chefs remain employed for six months and then move on.’ Restaurants aren't alone; staff shortages affect all areas of the hospitality trade.” An effective recruitment strategy for the organization is essential to the success of the enterprise. Before selecting detailed recruitment plans, it is important to consider what managers do so that the development plans meet the needs of the organization and of the individual. If the organization employs...
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...Recruitment and selection in business P1 – Identify how two organisations plan recruitment using internal and external sources. In this assignment I will be investigating recruitment planning in two big organisation. House of Fraser (HOF) House of Fraser is a British, national organisation within the competitive retail industry. The company sells a variety of products under 5 main departments from Men’s shoes to Furniture to Beauty and electrical. House of Fraser also have their own Wedding list and buy and collect scheme, so people can order online and collect it at the store when the delivery arrives at the store. House of Frazer is a department store group with over 60 stores across United Kingdom and Ireland. And was established in Glasgow, Scotland in 1849. Reasons why vacancies become available at House of Fraser At House of Frazier give a good working environment for their employees. Currently employed 5,000 HOF employees’ staff and 13,000 concession staff. However it occurs that employees leave for reasons such as * Maternity leave would require a temporary employee to cover the position of the women until the member of staff is available to work again. * If there was a long term illness and would require the person to leave work for a period of time, there will need to be a temporary worker appointed to cover for the worker until the member of staff is able to work again. * Termination in the contract...
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...MEMO: DATE: TO: Owner FROM: SUBJECT: Human Resources Generalist Recruitment Plan In your search for a Human Resource Generalist to assist with all aspects of HR. To ensure that you attract an adequate applicant pool; as an employer it is imperative that you promote your business by branding. We want to get the message out that your employees are paid at market rate as well as offered bonuses and incentives. The flexible, family-oriented, team atmosphere as well as the basic health plan and group RRSP’s ought to attract a high volume of potential candidates. I would suggest that you create a LinkedIn profile. Create a mission statement to post on this site. Survey your current staff regarding their positive experiences working for your company. Share this information on your profile. You want to make an impression on potential candidates. Give them a reason to want to work for your company. Your preference is to hire a candidate with experience in the field of Human Resources. The successful candidate will be expected to plan, organize, direct, and evaluate the team structured, non-unionized operations of your organization. Develop and implement policies, programs and procedures regarding human resource planning, recruitment, training and development, pay and benefit administration. They will represent management in maintaining ongoing relations between the owner, managers and employees in a flexible work/life balanced, family-oriented work place. I...
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...someone to fill that job. The purpose of this assignment is to outline a recruitment plan to find a candidate to fill your new job opening. Once you’ve identified your recruitment pool, you then need to determine how you will select the best candidate. Then, after your candidate has been on the job for a year, she needs a performance evaluation. Category Criteria Points Recruitment Plan Write a job ad for your job opening. Provide a recruitment plan that includes where you plan to recruit and why, along with how long you plan to recruit and why. You must thoroughly explain your decisions for this recruitment plan. 25 Selection Method Describe the selection method(s) you would use to hire the best candidate. You must thoroughly explain your decisions for this selection method. 25 Performance Evaluation Now you’ve hired a candidate, Cathy. She has been working for you for a year now. Based on the information provided (Performance Results Data document found in Doc Sharing), write her performance evaluation. You must be sure to substantiate your ratings and feedback. 25 Literature Review Find one scholarly source each for recruitment, selection, and performance evaluations that validate your process (three total sources). Provide a summary of your sources in 2–3 page paper. 40 Readability Follow Guidelines and Best Practices sections. 10 Deliverables Submit the following: 1. Recruitment plan (25 points) 2. Selection...
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...candidates. In order for them to do that we will discuss what the right recruitment plan is and how important it is to have one. We will also discuss briefly on ensuring a candidate will fit in with the cultural fit of the organization. We will also develop an interviewing process that will discuss what a job analysis, a job description and the right fit for an organization is. Lastly, we will note the importance of a competency – based interview. Developing the right recruitment plan is vital to the success of any organization. When developing a recruitment plan it is important to determine the future human resources needs of the organization. Once this has been determined then the recruitment plan should include the number of position, a job description and a work force analysis. The plan should also include time estimates for recruiting, cost for recruiting such as travel expenses for the recruiter, marketing or job advertising, recruitment agency fees, testing and overhead. The final phase in the recruitment plan is to determine how we want the company to be viewed and what the company has to offer. We will need to determine if we are an eco-friendly company, what benefits we offer employees as well as compensation. As a company we need to be attractive to the candidates. We have to make them feel as if our company is the best place in the world to work for. Our company will be flexible in our recruitment efforts by exploring different avenues and getting rid of the ones that...
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...defined and with the current organizational growth a Human Resource Plan (HRP) is needed. This plan must provide the mission of the HR department and detail the functions to provide a clear understanding of HR’s role and ensure alignment with the organizations strategic plan and goals. The organization will only experience long-term successfulness when the right people are in the appropriate positions at just the right time; the strategies for achieving the organizational objectives should revolve around having the right balance of talent, skills, and the aspiration to accomplish organizational objectives in a significant manner (Byars & Rue, 2008). HR Functions and Challenges Challenges that the HR department will encounter consist of finding a candidate pool large enough to fill the 50 vacant positions, finding potential employees that have the skills, qualifications and experience. Other challenges that exist are the implementation steps to develop a HRP in alignment with the organizational strategic plan and goals. With the organization looking to fill 50 positions the functions of the HR department must be clearly defined; this can be accomplished by developing the HRP. There are steps that must be taken to implement the HRP they include: • Determine organizational objectives • Determine Skills and expertise needed • Determine additional human resource requirements • Develop action plans • Synthesize the HRP process (Byars & Rue, 2008) ...
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... we should always add goals and objectives, mission and vision of the company. 2. Develop revised recruitment, selection and induction policies and procedures for BS Training. New employees come into organisations with different motives and expectations, and with a diverse range of backgrounds, interests, skills and experiences. Having a clear outline of how you find, appoint and induct your new workers will help you to get the best match for your organisation. It also helps to make your new employees feel valued. To attract new employees who fit in well with your organisation and contribute to your programs you need to know what sort of new employee roles you need and, importantly, the kind of people that you would like to have in those roles. Before you start writing your policy, you might like to read our section on Attracting and recruiting. Recruitment A recruitment policy helps to ensure that you are clear about: * What services you are providing * How you will bring new wmployees into your organisation * What kinds of employees you plan to recruit * How they will be involved. It also outlines your approach to finding people. For example, the purpose of your policy might be to ensure that: * Employee positions are filled with the best possible candidate/s * Ensure all selections are fair and equitable/based on merit * Recruitment and...
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...Assessing Your Recruitment and Selection Practices Policies and Procedures The agency’s policies and procedures should thoroughly document the recruitment, assessment and selection processes. The policies and procedures should be accessible and understood by not only HR professionals but Managers and others involved in the hiring process. Ask yourself these questions to help assess whether or not your agency’s policies and procedures are current and include new requirements. Are recruitment, assessment and selection processes supported by written policies and procedures that are up-to-date, accurate and complete? (Ideally within 2 years.) How widely communicated are the agency’s written recruitment, assessment and selection policies to those who are involved in the process? (Ideally to all staff.) Does the agency utilize these policies and procedures for the recruitment, assessment and selection processes? Does the agency have a written policy describing procedures for the review of competencies and/or qualifications? Does the agency follow a formal recruitment, assessment and selection plan at the start of each recruitment? (Link to sample recruitment plan) Training Managers, supervisors, and personnel involved in the hiring process should receive comprehensive training in the agency’s full recruitment process and thoroughly understand proper interview and selection techniques. Who performs recruitment activities for the agency? (Ideally HR with...
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...AN ANALYSIS OF THE RECRUITMENT METHODOLOGY OF SALES OFFICERS IN A PRIVATE BANK (A CASE STUDY OF A PVT LTD YESBANK) BY KINSHUK DE CONTENTS Chapter 1. INTRODUCTION 1.1 AIM 1.2 BACKGROUND 1.3 INDIA’S BANKING SCENE 1.6 EMERGENCE OF PRIVATE SECTOR BANKS 1.7 NATURE OF PROBLEM 1.8 JUSTIFICATION 1.9 ATTRITION 2. RESEARCH METHODOLOGY 2.1 AIM 2.2 OBJECTIVE OF STUDY 2.2 RESEARCH TECHNIQUES 2.5 RECRUITMENT METHODOLOGIES 2.6 INTERNAL RECRUITMENT 2.7 EXTERNAL RECRUITMENT 3. CASE STUDY AT YESBANK 3.1 INTRODUCTION AND GROWTH IN BANKING SECTOR 3.2 YES BANK: AN OVERVIEW 3.3 YES BANK GROWTH 3.5 STRUCTURE OF YES BANK 3.6 HUMAN RESOURCES DEPARTMENT AT YES BANK 3.7 NATURE OF RECRUITMENT PROBLEM FACED AT YES BANK 3.8 RECRUITMENT PROCESS IN YES BANK 3.12 JOB DESCRIPTION 3.13 ANALYSIS OF METHODOLOGIES FOR RECRUITMENT OF SALES OFFICERS 3.14 JOB CONSULTANTS 3.19 ONLINE APPLICATIONS 3.22 REFERRALS 3.25 CAMPUS PLACEMENTS 3.27 DIRECT ADVERTISEMENT 3.28 INTERNAL RECRUITMENT 3.29 CURRENT SCENARIO AND TREND AT DELHI/ NCR REGION 3.30 ANALYSIS FROM INTERVIEWS 3.31 SURVEY OF EMPLOYEES 3.32 EFFECTIVENESS ...
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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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...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, the council also stated that...
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...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 of the applicant. It is important that interviewers are well organised and prepared. They will need to be familiar with the...
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...LABOR AND HUMAN RESOURCES PLANS UNIT 5 INDIVIDUAL PROJECT AVON.MITCHELL SMITH CTU ONLINE MANAGEMENT OF HUMAN RESOURCES IN HEALTHCARE HCM670-1601B-01 INSTRUCTOR: HWANGJI LU MARCH 21, 2016 ORGANIZED LABOR AND HUMAN RESOURCES PLANS ORGANIZED LABOR AND HUMAN RESOURCES PLANS ABSTRACT Health care organizations are labor intensive; the costs of staff are about two thirds of total expenses. This makes human resources the most significant input component in delivery of health services. Heath professions occupations are highly fragmented by skills area. About 100 different types of positions are required to staff a general acute care community hospital. Acquiring and retaining a qualified work force are among the most significant tasks facing health care management (Longest & Darr). In this paper I will discuss what I have learned throughout this course, and develop a plan in the human resource department...
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...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. A change plan, stakeholder...
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...Employees Executives WORKFORCE PLANNING PROCESS The process of workforce planning consists of following steps 1. Organizational Plans First of all, it is important to analysis all the department of ABC Complete Kitchen Inc. It includes the analysis of technology, production, marketing, finance and suppliers. It will gives the idea about the volume of future work activity. 2. Forecasting demand for human resource - After figuring out about the number of activities, it is important to identify the number of candidates and skill level will be required on each process. WORKFORCE PLANNING PROCESS - After 3. Forecasting Supply of human resource nalyzing the number of (aContd.)required sources needsemployees in each category, the number of to be identified for full filling the positions as per the level of positions, market and the industrial and legal norms. 4. Estimating manpower gap - Manpower planning includes a plan that has number of provision of full filling the vacancy or reducing the gap of demand and supply in emergency situations or peak seasons. 5. Action Planning All the documents related to manpower planning and terms and conditions of the skills and abilities of the perspective candidates need to be documented in written way for future reference. RECRUITMENT PLAN As according to Flippo Recruitment is the process of searching for...
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