Section one: Develop recruitment, selection / induction policies and procedures Questions Activity 1 1. How can you identify policies and objectives relevant to the recruitment, selection and induction process? You can identify policies and objectives relevant to the recruitment, selection and induction process by what they address and what they include. 2. Give examples of some recruitment, selection and/or induction policies Some examples of recruitment, selection and/or induction policies are: * Application processing * Interviewing methodologies * Job description and evaluation * Recruitment advertising * Training for new staff 3.
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.
In the tables below I will be evaluating the usefulness of the documentation used in the interview pack for a chosen organisation used in the interview process. I will talking about the strengths, weaknesses, purpose and giving it a ranking and justification. | Job Description | Purpose | This informs the applicant about the job. It includes the position of the job, location and contact information. Different organisations will have their own particular information that they will include however there are set keys facts that must be included.
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.
Developing talent is utilized when the organization have people which have the basic foundation, willingness for growth, and therefore the company develop skills need to complete job duties. Tanglewood should focus on acquiring talent internally due the open nature which currently allows employees to make suggestion on a companywide level. With the suggestion provided by the employees upper management has seen the potential within your employees now we need to develop their talents. Hire Yourself or Outsource Hiring yourself gives you total control of the hiring process of who will be employed at your company. Outsourcing allows another company to recruit and select employees which givens them total control.
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 /
This is a written document agreed with your employer, listing your training and development needs. It is regularly updated with new information whenever you have achieved a certain goal or completed certain training. A PDP should include areas you would like to develop on like practical skills or communication skills and set goals in which you would like to achieve these by and sources of information of support. Avii Identify three people who might be involved in providing information and feedback for a personal development plan. 1.
Job analysis is the foundation for all assessment and selection decisions. To identify the best person for the job, it is crucial to fully understand the nature of that job. Job analysis provides a way to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection between the tasks and competencies (U.S. Office of Personnel Management, n.d.). Our recommendation at this time would be that this company has a clear job description stating what the job entails and qualifications for the job. This will attract talent that meets and could possibly exceed the company’s
1)." Allen 1998 "Supervisors develop an effective training program by assessing training needs and designing training programs to meet those needs (para. 13)." Â An effective orientation and training program needs to incorporate the employee's job function. By breaking down what is required of an employee and assessing what skills the employee already has one can implement an orientation and training program that will benefit the company as well as the
This will also determine if additional staff is needed or if they may have too many staff. In conclusion, one can see how important the functional roles of the human resource department really are. They provide vital information that can help the organization grow to be the best that it can be by providing the responsibilities of job analysis and design, recruitment and retention, selection and placement, performance appraisal, compensation, and labor management relations