Resourcing Talent 1. Definition of recruitment and selection process The recruitment and selection process is important for new and established businesses alike. Your human resources department has the support and expertise of employment specialists who assist hiring managers with the procedures to ensure your company leaders are making wise hiring decisions. There are several pieces to the recruitment and selection process: sourcing candidates, reviewing and tracking applicants, conducting interviews and selection for employment. 1.1 Sourcing Candidates This is the first step in the recruitment and selection process.
Different organisations will have their own job description. Below is Hardwick job description: Person Specification The job description essentially concentrates on providing information about the job. The person specification is a direct contrast; it provides information about the type of person that the organisation is looking for to do the job. The person specification gives a list of requirements, but these relate to the person doing the job. It will have an introduction at the start of the person specification giving details about the job like job title, post reference number management responsibilities (including whom the employee needs to report to and is responsible for).
Task 2(P2) In a business a job description is a list of working conditions that come with a job. The job description is there to set out the purpose of the job, where the job fits into the organisation structure, the main accountabilities and responsibilities of the job and the key tasks that are to be performed in the job. A job description is important for many reasons. Firstly, it defines where the job is positioned in the organisation structure and tells the applicant where to report to. Secondly, it outlines essential information to potential candidates so that they can determine the right kinds of applicant to do the job.
Can a job description be used to identify operation gaps or requirements required by the entity? Why or why not? W3 1. What do you think employees’ general attitudes are towards the benefits packages? How can an organization communicate the value of a benefits package?
Part B 1. Prepare job Description All employees like to know what is expected of them and how they will be evaluated. Job descriptions can also be a great value to employers. Creating a job description often results in a thought process that helps determine how critical the job is, how this particular job relates to others and identify the characteristics needed by a new employee filling the role. A job description typically outlines the necessary skills, training and education needed by a potential employee.
Assessment activity 2.1 P1: describe recruitment documentation in a selected organisation. Human resource: is the department that does all the recruitment for a business. Basically all the employees are the human resource for a business. It is very important to recruit good employees for the well-being of the business. Besides employing it sets up day to day goals for the organisation.
There are varieties of skills such as: Suitable qualification, Experience, knowledge of products and services, effectiveness in meeting personal, raise professional standards of production. Suitable Qualification Self Management Employability skills Experience of specific industry Experience in a similar role Ability to observe and raise professional standards Effectiveness in meeting personal and team targets Suitable Qualification: Different jobs require different qualification, many employees are happy with an applicant with good qualification they are more likely to give them a job rather than an uneducated applicant. However for job such as accountancy, marketing and human resources, employers look for applicants with different kind of skills as well has good qualification. This can be related to my job which is cashier, this is because cashier need to count the money the customers gives and they need to give the correct change this is where their qualification in maths will come in good use. Experience in a similar role: This skill is useful to my job has it need some experience to talk to different types of customers for example you would need to talk differently to a angry person, you would try to calm them down this is where you experience comes in.
Describe the main characteristics of typical customers that you deal with. Identify what impresses your customer and what annoys your customers. Identify who’s who and who does what to deliver customer service in your organisation. Describe the kinds of information you need to give good customer service to customers. Unit Ref.
It may include specific requirements such as qualifications or skills they may need and specific duties that the job entails before you even apply for the job. A job description is used as a general guide on the roles you will need to undertake as part of the job and is used to tell people about the standard information such as pay grade and hours you’re expected to work. An example would be a company like Tesco’s would use a job description to inform the people who are applying what the general things they will be asked to do whilst working. The usefulness to the employer is that they have clearly told all of the applicants what they will be asked to do and what the role they will have to carry out, this means that all applicants will already know what they have to do and will save the employer explaining the roles to every applicant. The usefulness to the employee would be that they will have a clear understanding of what they will be asked to do and what days they will be asked to work so this will mean that they wouldn’t have bothered applying if they didn’t agree with the roles.
Job description usually forms the basis of job specification. Person specification:- The person specification is to extend the job analysis. It is a profile of the candidate required for the work and is submitted with the job. A person specification is written by the firm and outlines the type of person the firm wants. It might contain the educational qualifications, previous experience, general intelligence, specialised skills, interests, personality and physical requirements.