Contents
M3.17 RECRUITING, SELCTING AND INDUCTING NEW STAFF IN THE WORKPLACE 2
RECRUITING AND INTERVIEWING 2
THE INDUCTION PROCESS 4
M3.13 DEVELOPING YOURSELF AND OTHERS 5
ANALYSIS OF DEVELOPMENT NEEDS AND LEARNING STYLES 5
DEVELOPMENT OPTIONS TO MEET DEVELOPMENT NEEDS 6
SUPPORT AND MONITORING 7
APPENDIX 1 8
APPENDIX 2 10
APPENDIX 3 12
APPENDIX 4 15
APPENDIX 5 17
APPENDIX 6 23
APPENDIX 7 30
APPENDIX 8 39
APPENDIX 9 42
M3.17 RECRUITING, SELCTING AND INDUCTING NEW STAFF IN THE WORKPLACE
RECRUITING AND INTERVIEWING
Within COMPANY we are currently recruiting quite a large number of staff due to our ever increasing sales and growth. Within my role as an Export Shipping Team Leader I primarily cover the Export Department, but from time to time also cover the European Sales Department, as aspects of the job overlap. Recently we identified that we required a new member of Staff in the European Sales Department and I was included in the recruitment and selection process.
First and foremost after having a formal meeting with my line manager we realised that due to the growth in revenue of 1.5 million GBP, there was extra pressure on both the Export and Sales teams. We concluded that we required a new member within European Sales that would also handle some duties that my team in Export are currently handling. We identified the duties as well as salary of European Sales staff and agreed that with taking work from both my team in Export and also work from the current European Sales Administrator that this was justified.
When we had established this, I had to fill out a Recruitment Requisition Form a (see appendix 1). This is a brief outline which covers the Job Title and what is required from this position. This was then signed by myself and passed to my manager who also signed the document. The process then continued with the document being forwarded to the Divisional Manager Director for COMPANY Products, who then adds their signature before forwarding the document to the overall Group H.R. Director (for the whole of COMPANY Ltd). This process is quite complex due to the size of the organisation. After it is has been signed by H.R, it is finally passed to the Group Chairman who is also one of the owners of COMPANY Ltd, only once all of these signatures have been given can we then proceed to the next stage.
For the next stage our HR Department will provide us with A) a person specification form (see appendix 2) and also a Job Description form (see Appendix 3). We then completed this form and returned it to HR. Once they received this they then drafted up the Add Vacancy which is then sent to us for approval (see appendix 4), from this you can see that HR have picked out from our person spec and job description key points and added this to the advert.
This advert is then placed internally first and foremost and is sent to all employees by email and also displayed on the notice boards. There is a note that this is also open to friends and relatives and that we welcome all applications. This is mainly put internally first as COMPANY wish to promote within the company and also because it is free advertisement and keeps the fees of the agencies at bay.
We ask on the application if applicants can please upload their CV’s to our career section on the BEL website. This is because once they have logged on and uploaded their CV it is linked to a database called ShoreBird which helps with the selecting of the CV’s. It is also kept up to date so that every applicant is able to see the status of their application. If there were no successful applicants when the ad is opened internally it is then passed onto agencies and the same rule applies. Once the closing date is surpassed, we then check ShoreBird and this database is able to help select for us which Applicants we are able to look at. We find this to be a fair way to look at it as it will put the CV’s into sections. Our HR department will ask the database to pick up specific Key Words
in its selection and hiring of employees. State Farm utilizes a number of recruitment strategies in determining their hiring practices. The process that was chosen for this paper involves utilizing State Farm.com career website to determine current job openings. As a result, the position of Analyst - Agency Sales Integration was chosen to describe the selection and hiring process associated with State Farm (See Appendix C). According to the job description, State Farm takes great pride in delivering…
Effectiveness of current systems 6
Job analysis technique for Job Description 7
Job analysis technique for Person Specification 7
Appropriate Methods of Recruitment 8
Assessing suitable candidates 9
Conclusion 10
Recommendations 11
Appendix 1 13
Appendix 2 14
Appendix 3 15
Appendix 4 16
Appendix 5 17
Appendix 6 20
References 22
Term of Reference
As an HR consultant I have asked by Owner and Managing director of Kessler Printers Ltd to help…
not only look into the general view of American and Japanese style of management but also every aspects of human resource management, including the recruitment and selection process. Based on this study, as well as others, the differences between American and Japanese management styles can be identified in terms of time factor, clarity and recruitment and selection criteria.
4.2 Time Factor
Two aspects can be seen under the time factor: long- or short-term orientation – whether employees…
Task 1
To: Miss Rodgers
From: Kiki Han
Date: 23/9/14
Title of report: HOW ORGANISATIONS PLAN THEIR RECRUITMENT
1 Introduction
QE
The reason why QE exists is that the need of education is increasing gradually, so QE provides education system to UK and international students from ks1 to ks5. And the aim and objective for QE is to help each individual find the way that will work best for them. Thus, the school tries to surport extra-curricular activities that make sure to achieve skills, knowledge…
Devise a simpler and more cost effective seasonal recruitment process for stores and candidates.
2. Improve the adherence to legalities when recruiting new staff.
3. Improve the quality of seasonal recruits.
The project team have identified a number of activities from the above objectives, that once delivered will ensure these objectives are achieved.
Deliverables
1. Improve the seasonal recruitment process by aligning it with year round recruitment and selection processes online, thus eliminating…
Evaluation………………………….Page 10
Bibliography……………………….Page 11
Appendix
Introduction
This assignment is designed to help me develop the knowledge, understanding and skills required in the role of Human Resource Manager in the Beauty industry.
I am going to research and discuss the definition of what HR planning is and its purpose and I will outline the stages involved in HR planning.
I am also going to compare the recruitment and selection process in two different organisations. To…
in details the problems and ways Brandon handles problems related to employee recruitment, motivation, training, employee attitudes, feedback, incentives, and managing conflict between employees with employees, and…
Chemistry Year 11Section
Introduction Chapter One Chapter Two Chapter Three Chapter Four Chapter Five Chapter Six Chapter Seven
Appendix
CONTENTS
Title Page
Why You Need a Great Business Plan Is This for You?
The Executive Summary
Identify Your Practice
Your Clients
Operations and Finance Financial Estimates
Writing Your Executive Summary
Law Practice Business Plan Outline Worksheets
Two Sample Business Plans
Applicable Mass. Rules of Prof. ConductApplications
Are my details safe when…
