A CV will have the person personal details, a recent picture and information of the qualification the person have. Also skills and any work experience that the person. CV is important because this document is what potential employer will read and decide if the job is suitable for the person. Covering Letter- When applying for the job, Tesco will want to know what job you are applying for. Covering Letter is an introduction letter that will attach to a CV.
The first step will be to create a job analysis of the knowledge, skills and abilities needed for the new sales positions. Next we will create a workforce planning system and finally, we will select the members for our team. In performing the job analysis we chose to utilize two methods, a structured
Also, when Tanglewood utilizes the kiosk for applicants interested in a position, It is also an open based recruitment process, because the company is not implementing the recruitment process, but the kiosk is by providing applicants with the visual, testing, and analytical stages that the job will entail. When the recruitment process is targeted the company identifies the applicants that are qualified. When the Northern Oregon (Region 3) uses staffing agencies in the recruitment process, the agencies are provided with what is needed for an applicant to be qualified for the position. The agency will follow through by assisting the hiring company by providing the targeted recruitment process needed to properly vet the candidate for the position that they will be working on. Tanglewood’s top management is highly
Activities Present a portfolio of your work place evidence demonstrating your talent planning, recruitment and selection activity. This evidence should include: • your organisation’s talent planning, recruitment and selection policy • the recruitment methods your organisation uses • the selection methods your organisation uses • your contribution to recruitment and selection processes: writing a job description and person specification for a specific role writing an advert to attract applicants shortlisting applicants for interview participation in the selection interview decision-making process on whom to appoint the administration records retained, including appointment letters • the induction your organisation uses Provide a personal statement in which you: • explain the organisational benefits of a diverse workforce • explain the benefits of at least 3 recruitment and selection methods • explain the reasons for recruiting to a specific role • explain the purpose and benefits of induction • describe the areas covered by induction and the roles of those involved A witness statement (from your line manager or a peer) about your contribution to the talent planning, recruitment and selection processes in your organisation. Assessment
Case Objectives Recruiting is the first stage in which organizational plans for staffing come into contact with the labor market for employees. Before making any new recruiting effort, an organization needs to carefully consider the methods available and balance out the costs of each method with the organization’s needs. The recruiting case provides an opportunity to see how staffing managers develop plans for recruiting efforts. You will develop a recruiting strategy and a recruiting guide for the store associate job. The case also demonstrates how you can use organizational data to determine what the best methods for recruiting are.
Tanglewood Casebook – Case 3 Review 1. Start by developing a recruitment guide like that shown in Exhibit 5.3 in the textbook. Note that the current situation differs from the example provided in the book because there is no specific timeline for hiring; this is a continuous recruiting effort because even as positions are being filled, new positions are becoming available. It is also different because Tanglewood does not have a specific list of minimal education requirements as qualifications. Position: Sales Associate Reports to: Store Manager Qualifications: None specified but general skills that may prove beneficial: Well-versed in greeting customers professionally.
Some companies will conduct a survey to see if the product is needed in homes. Sometimes a company will make a product and consumers will not buy the product because consumers do not need the item. Companies try to improve on products to make the product safe for the consumer. Sometimes improving the product will get the customers interest to buy the new and improved product. Learning and understanding what the customer wants and needs is the best part of the marketing process.
Preparing the staff for the change well before the change took place would give staff the chance to understand why we were making the changes and allow staff to offer alternative solutions to the problem. Involving your staff in the decision making process shows that management values everyone’s ideas and, do not follow a “top-down” regime of dictating and delegating (Shepell, 2009). Whatever was decided the absolute correct course of action would have been to properly prepare the staff for the changes. Our Human Resources division did not forward the letter that was drafted to the union to inform them that there was a shift in the way business was going to be conducted. Giving proper notice would have prompted a meeting between management and the union in which management would have been able to explain why the changes were absolutely necessary.
Supervisors should always be aware and encourage employees to discuss any issue with them. This will make sure that and problems the employees have, they can be dealt with early instead of turning them into grievances against the company and its workers. This would be the second best practice. When problems are dealt with when they first come up and employee feels like what concerns them is also what concerns the company and is therefore dealt with then and there or the supervisor can find out ways to deal with them. When problems are not dealt with they can become conflicts against the company that can take long times to settle since they employee most likely found someone who would listen to them.
Planning Phase * This phase involves determining the subject the test would cover. In other words, establishing a blueprint/plan for the test. * We would ask ourselves the question what attribute, construct or characteristic will it measure. If we take an example related to tests conducted with regard to pre employment screening one would look at constructs such as the individual’s ability/potential to do the job, his/her attitude which relates to personality (to be a sales person one cannot really be an introvert but a people’s person) and integrity of the individual as no employer wants to employ someone who could turn out to be dishonest in the future. These are just a few examples of the constructs that would be measured.