1. Define the terms recruitment and selection. How do these processes enable an organisation to get the right people to fill its posts? Recruitment involves attracting the right people to apply for the vacancies available. Tesco firstly realise that they have a job vacancy within the company that needs filling.
(Taboola) According to the articles recruitment plans go hand in hand with the selection process. A company can’t have one without the other. Recruitment plans are designed to aid employers to find the perfect fit by taking certain steps. Every good recruitment plan should entail a meeting to discuss what the company is looking for in a superior hire, who will conduct interviews as well as who be present, extremely descriptive job description, and placing the vacancy in an appropriate place. Recruitment plans will also include what steps will be included in making a decision for the job opening also known as the selection process.
It is a vital part of the recruitment process that applicants are thoroughly assessed to ascertain if they have the necessary KSAOs needed for this position of Department Manager, as well as their suitability regarding person/organisation fit, which is particularly relevant in this case, considering the strong culture at Tanglewood. A selection plan has been developed from an analysis of the job description and background information on Tanglewood, especially aspects of their organisational culture which emphasise teamwork and a participatory management style. Selection plan for Department Manager Major KSAO Category Necessary for selection? (Y/N) Experience check Education check Marshfield Applicant Exam Retail knowledge Test Knowledge of retail management Y X X X Develop and implement store policies and procedures N X Ability to supervise retail staff Y X X Strong communication skills Y X Strong work ethic Y Good verbal skills Y Decision making ability Y X X Strong commitment to customer service Y X X Sound reasoning skills Y X Ability to lead and motivate teams Y X Ability to problem solve and resolve conflict Y X Skills in analysing financial and operational data N X X Able to delegate effectively and empower others Y X Liaise effectively between staff and management Y X This highlights the KSAOs that aren’t being adequately measured in the current system, despite the fact they are essential for performing the role of Department Manager. Therefore, the interview questions that will be developed to supplement the existing selection plan will particularly focus on the following areas - Team work – the role of Department Manager is all about leading a team and effectively interacting with all team members, particularly important for the culture at Tanglewood and also relates to person /
The key is defining the right competencies and behaviors beforehand so that the exercises will facilitate the relevant behavior. Bench marking existing employees who are regarded as above average performers is one way of doing this, but for a start up operation it is a bit more difficult and requires more research and planning to identify the right skills. It then becomes a matter of designing exercises that will measure a number of different candidates objectively against the same criteria. Employability or genetic skills such as communication, teamwork, initiative, customer focus, influencing and negotiating, technology skills and leadership would be assessed along with specific job role skills. All attendees
TEAM BUILDING To build and develop cohesive team’s business organisations will at the outset try to recruit the right mix of team members, train them well and put in place coaching, mentoring and monitoring processes to help them perform better Recruitment The recruitment process will involve identifying the skills, qualities and competences that will be required in new potential team members (Job analysis) From the job analysis, a person specification will be drawn setting out all the qualifications and qualities needed Induction This will consist of a series of activities put in place in order to introduce new employees to the organisation, its existing members, working practices and in some cases their new roles The induction process will include showing the new employee/employees where all the facilities (toilets, first aid, canteen recreation, etc.) are located, outlining employer/employees working terms and conditions, health and safety requirements and a clear explanation outlining of the job/role requirements and how they will fit in with the existing team, an introduction to the various departments and other team members they will be working with Training Business organisations will put in place teamwork training activities which could involve carrying out real or simulated tasks that can relate to specific work situations or tasks that are specific to them Experiential Learning uses real life experience and reflection to enhance learning The Experiential Learning cycle consists of the following stages: Experience- Awareness- Reflection Theory- Action - Experience By applying these stages, teams and individuals can learn to enhance performance Coaching and mentoring This will involve an experienced individual giving advice and support to a new team member helping them become more effective leading to increased levels of performance and
Some methods used could include interviews, task inventories, and observation. A job analysis identifies the tasks that the candidate or ideal employee is required to perform and identifies the knowledge, skills, and abilities (KSA’s) required to perform the tasks properly. Once the job analysis is complete, the information obtained gives the necessary feedback to create a job description that gives a better more accurate job vision. The Concession Supervisor has many hats to wear and this information will be outlined in the following paragraph. A thorough job analysis which involved a combination of interviews and questionnaires has been obtained and the job description follows.
Maintaining Job Descriptions Examine the reasons why it is important to update and write new job descriptions. Writing and updating job descriptions is very important for the company and the soon to be nominee. It allows the candidates to decide if the skills they have match the position they are applying for. In reference to the employer, it helps them to get a clear picture of the ideal candidate and give their expectations to the candidate whom they are searching for. For companies that undergo growth, restructuring, downsizing and relocating, these are the things that cause changes within the company such as departmental changes, team changes, and the company’s business priorities change.
As for any organization recruitment and selection is a main process which needs a strategic approach that allows the company to make the best out of this process. In general Recruitment is the process of identifying that the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside.Matching the need for Tesco to recruit the right people for the right position, it has a structured process of recruitment and selection processes may represent. We would explain now what this structure and its efficiencies to enable Tesco for having the people they are looking for to reach the whole organization objective.
If you are regularly recruiting sales representatives, you will need to develop an induction training program. If your existing sales team is under-performing, you may need sales skills training to correct problems. When you are entering different markets or launching new products, training that's focused on the new products or markets will contribute to success. * Induction Training It’s essential for new sales representatives to be fully aware of your products or services, target markets, pricing, customers, and policies before they deal with customers and prospects. As part of an induction program, you must also introduce important contacts in departments, such as sales administration, marketing, customer service, accounts and technical support.
Usually when employers are looking to fill positions within there organizations they usually like to search within the company first. Organizations recruit existing employees through job posting, or communicating information about the vacancy on company bulletin boards, in employee publications, on corporate intranets, and any where else the organization communicates with employees (Noe, Hollenbeck, Gerhart & Wright 2011). After all the people that are currently working for the organization would be the best most likely be the best candidates for the positions. Next, would be to do referrals because it would be more cost efficient for the organization. Also, if the organization already has a good group of people working for them than the current employees already have an idea of what kind of attributes the organization looks for in its employees.