Recruitment

Usually, when we think about leadership, strong male personalities come to our mind. Since women have access to higher education, they aspire to better positions in society. Find their place in a system lead by men for centuries is not easy. Women have to face the judgment of men who are under their orders sometimes in sectors regarded as male ones (military, finances, politics). Women’ leadership is growing and their style in leading is more and more appreciated. We are a team of five students (three women, two men) lead by a woman and we want to develop this topic in our paper.

As you can see, at a simple level, it is common to find a woman leadership situation nowadays. Thus, men being gallants, they left women the privilege, along this subject, to emphasize on a special aspect dear to us. Aurelie Darcis The reason of this choice is link to a personal story that I really admire. My friend’s mother is one of the first women who received a position of high responsibilities in the banking system in 1970s. The first time I met her, I saw in front of me a dynamic and kind women, strong and empathic with her relatives.

Her professional life story was really far from what she now appears to be, and that motivates me. During her studies, she was regarded as an “original” by the other male schoolmates, always reminded her that she was not the welcoming one. All these criticisms built her leadership style; she developed personality traits opposed to those generally observed in women, such as the ability to quick decision making and strategic thinking. She is also very results-oriented and independent because she has something to prove not only to her, but also to the others.

I really admire theses women who break down prejudices, and claim that women’s leadership can exist and have to. One by one, they open doors in different area for next generation. Allison Boulle To me, this choice of subject is mostly because we are (except for one) women in this group. We are studying in an American business school, in a way to have jobs with responsibilities, power and a high position in a company. Not to received orders every day, and earned a little money. We want to be more than useful; we want to be the base in the hierarchy of our future company.

It is also true that for me, when I think of “women & leadership”; I see myself in an important enterprise but also create my own project, by developing my ideas. In our lives, we all have people who inspire us, and our goal is to succeed as those persons did. Women are so much capable compare to men. Some markets are better for us (fashion, clothes, makeup…) because we know what females customers really want. But today, we are not only good at working for women in a feminine company. We are totally able to give orders to men, to manage financial or sports enterprises.

We are more and more present everywhere, and that is why we have all this power and this sense of leadership. Aline Valene A study showed that the women using their powers and authority upon a large audience adopted some kind of male behavior to be more credible, especially in front of the presence of men. Today in all areas, especially in politics, women now hold important positions. When people read about leadership and women, they immediately think of Angela Merkel, Hilary Clinton or Michelle Bachelet. These women (even) have many men working under their direction.

In the era we live in, it is not strange to see this kind of success. It makes me realize that it is not impossible to be a powerful woman. Although inequalities still persist especially in terms of salaries. On the other hand, however we have seen more and more the importance of women’s role in the economic and political world. As for me, I come from Chile and Cyprus. Two countries whose mentalities are centered more on the man power which limits the woman rights and ability to be equally treated. Future Women Leaders By Asa Clara Ahlander, 17 May 2011

In this article written in Shortcut, we have the interview of a woman called Anna Stenberg who created a company Women Executive Search (WES). Her goal is to procure important jobs such as manager’s roles, roles in board level, and high position jobs to women. Women have other capabilities than men, and are totally able to manage a team, gives order and being respected. In this interview of Anna Stenberg by the journalist, we understand that some job positions are unequal to sexes. For example, concerning the “board level”, people do not see a woman at this place, because it is harder to accept that a girl controls everything.

This is why a main effort is made by the creator of WES, to put the greatest emphasis to middle management level and management level. This enterprise helps other companies to recruit more women in an easier way. The reactions concerning the creation of this company are positive. Anna Stenberg left her old job because she wanted to work on getting more women in managerial positions in business. The watchword of Women Executive Search is to identify and recruiting female managers and leaders. All of the candidates chosen have a strong experience and profile to correspond to the company’s characteristics.

Because in our world today, it is difficult to find a female managers and leaders with the right profile and skills, Stenberg decided to change this. The only difference with a male is the way to recruit them. We have to look beyond the traditional recruitment methods and networks. When we look at the company today, we see an impressive increase as well as the results produced, but also concerning the dynamic network, the solid candidate platform and the competency-bases recruitment method that WES is able to offer to its clients. Thanks to this article, we are can understand the power of the women in work.

Companies come to specialized enterprises in a way to have to best female for themselves. People understand what a woman could bring to a company. Even if the place of the woman is not always the one of the leader, nobody will disagree with the fact that female have a non-negotiable impact on the industry. We agree also with the fact that Woman Executive Search only deal with the best candidates, and try to put all of the women to the most important jobs to show that it is how life works today; female have the same rights and possibilities than men, and are becoming very powerful and desire concerning the professional side.

To attain this status, certain standards of excellence must be achieved by the dealerships. Some of the standards are company culture, enlightened leadership, and care of people. In addition, the growth and opportunities for advancement, compensation, as well as, the benefits of the company have also been included in the criteria. All dealership positions and its staffing are focused by the AutoPersonnel. com. The recruiting needs of the dealership is handled and fulfilled by a recruiter, who is placed in the participating dealer’s store. A professional recruiter is offered by the Howell.

Employee staffing and retention training has been taken by this recruiter, and the dealership’s local market is familiarize with the person. In addition, qualified people can be attracted, screened, and hired for vacant positions exclusively by the offered recruiter. However, it has been observed that gut instinct and other unquantifiable traits are preferred for the hiring process by the hurried managers. It has been noted by the Howell that employees are given the opportunities to work without the afraid of any recruiter roaming around in the office.

A 90-day try out option is also given to the dealer with this model. Temporary-to-permanent structures are quite similar with the working of the model. In this regard, permanent status can be given to the employee at any time by the dealer during the trial period of the employee. Wonderlic offers a good place, which can improve and make the hiring process and its structure easy for the dealer, as well as, the employee during the process. Employee assessment, retention, and recruiting solutions are provided by this Chicago-based company.

The auto industry has been specifically preferred for the solutions. Candidate ambition, intelligence, problem-solving, and personality traits are matched online during the process by the dealers, and every step is taken, in order to fill the position with the best-possible candidate. The national director of Wonderlic’s automotive programs, Wendi Venable said that a good analogy is made by the football during the hiring process of the dealership, as the NFL is the customer of the Wonderlic.

A lineman for a quarterback’s role might be hired, if the cognitive ability and intelligence level of an individual related to the requirements of the job is not tested during the hiring process. The difference is that the instructions are followed by the linemen. However, things are happened by the presence of quarterbacks. Therefore, a set of different skills is required for every position in the team, as well as, in the dealership. Candidates should be assessed in two main areas by the dealers. Intelligence level is the first and foremost area of assessment.

Cognitive ability and problem-solving skills have also been included in this area. In this regard, a particular candidate can be tested by a 12-minute test by the dealer for the position of a particular job, as suggested by the Venable. Core personality competencies of a candidate are assessed with the help of an objective measurement in the second area. In other words, the abilities of the candidate for completing the job are assessed by the dealers. On one hand, the reliability of the candidate is also measured in some tests.

On the other hand, the possibility and chances of counter-productive work behavior is assessed, as recommended by a number of experts in the field. Likelihood of turnover is also measured for entry-level positions in a dealership. The future behavior of the candidate is predicted most effectively by the measurement and analysis of the past behavior of the candidate, as noted by the Venable. In the result, better job-matched employees are hired by the dealerships with the help of such testing. Sales turnover can be slowed down by 30 to 40% with the help of pre-hiring screening and testing.

To what extent are individuals homogenised as “workers” or “staff” so as to make leading and managing a more simple process. Managing has been described as getting things done, with and through people. It is essentially a series of interpersonal relationship which often extend over many years. Communicating occupies most of the time. Much of this communication is listening, getting the facts and, on the basis of that information, making a decision or extracting a decision from another. All human skills involve with listening and communicating, most of the managers used it as an expansion of skill area.

The final quarter of the 20th century was a period of transition for organisations managers and workers, bridging the gap between traditional work and the emergence of “knowledge work”, in which work is no long about massive productive but is concerned about planning and organising people with a effectiveness process (sveiby, 1997). We then must look at the difference between individuals and try to integrate and organise all the differences toward those subjects to lead and manage employees as a whole. It is argued that individual is different from a group at the work place.

Every individual is different and unique; one can not expect the other will have the same perception with him or her. Therefore, when undergoing a task in the organisation. It is a challenge for manager to ignore all the differences between individual and seem them as a group. As Furnham and Gunter (1993) point out: culture represents the “social glue” and generates a ‘we-feeling’, thus counteracting processes of differentiation which are an unavoidable part of organisational life. Culture differences may include a different race of people, different countries, Sometimes, even different areas may cause a different point of view.

Also, there may be different sub-cultures within an organisation, there may be some common organisational values or norms, but in some respects there will vary between different work environment. There are more and more multinational companies now, international manager should try to strike the balance between different cultures to achieve their goals. In the globalised economy and culturally diverse organisations, it is important to understand the cultural differences and try do find a way to communicate. Verbal, non-verbal and written models are the basic models approach to the communication.

According to cross-cultural studies, different cultures place different emphasis on those three types of communication. Take Japan for example, the managers prefer oral communication to written communication and can be more indirect and circular, while in North America, manager displays the opposite communication traits, they tend to prefer written communications and expect messages to be explicit and to the point. Besides, gender can also lead to the differences between the way in which men and women communication in work organisation.

Women are superior at decoding non-verbal communication and possess ‘softer’, more ‘feminine’ skills of communication, which are valued in post-bureaucratic organisations (Hawkinds, 1995). However, there is a danger that we might be over stereotyping about different cultural characteristics or gender issues but this can be learned through training and understanding other perspectives. Much of the academic literature characterises communication and employees involvement gain competitive advantages of recent organisations.

In relation to involvement, briefing employees to share information and demonstrate that they are ‘the most valuable resource’ (Hogarth et al, 2001). Involvement is important to find out the preferences of employees towards flexible work. If difficulties arise, talking it through with the employee’s means they tend to be more understanding of the problems and more willing to co-operate. Therefore, it is crucial to involve employees in the decision-making process rather than force it upon them. This can be done by holding a departmental meeting whereby the idea is communicated to all employees.

The other key issue is employee involvement in decision-making. Employees who are encouraged to participate in changes often feel valued by their employers. In FedEx, the Board of Directors of FedEx Corp has elected August A. Busch IV and John A. Edwardson to the Board. Busch and Edwardson will serve in the class of directors for which the term in office expires at the 2003 annual meeting of stockholders (BUSINESS WIRE), June 9, 2003. It represent that the organisation’s structure is decentralised. All the employees are involved in the decision making by having the opportunity to elect the members of the board.

Power is the heart of political system in organisations. Use of power is also another issue in managing people. The definition of power is that it is the capacity to affect other people’s behaviour with or without their consent, John w. Hunt (1992). It allows for the deployment of resources to achieve an end result. There’s no powerful man or powerless man but only in respect of particular people in a specific situation. However, when we refer to authority, it is different from power. Authority is limited, unlike power, will not have the ability to affect people to do things, but only have a conferred right to control some resources.

For example, a teacher has the authority to assign homework to students but may not have the power to control them. Fayol (1949) articulated the notion that management is a science. There are three main dimensions in face of managing people as a group, which are interpersonal human skills, technical skills and conceptual skill. Those skills are used as an efficiently way to organise people and tasks. Managers use the skills to managing employees and dialing with different kinds of task, they spend different amounts of time on each skill.

Not surprisingly, some might emphasise on communicating with people while the other emphasis on drawing up strategic plans. Increasing the performance by stimulating people to reform is the best experiences of work organisation. When facing a group of people, especially a work group, it is better use scientific way to managing them as a whole. It is discovered that unconsciously shared group assumptions. Although the work group attracts a strong psychological investment, it expresses only one dimension of mental functions.

Every group, besides being met for the work task, whatever that may be, is also, at the same time, unconsciously held together by and operating on an underlying shared assumption-an assumption about group and about the member’s contribution to it. It is suggested that human resource planning is the process of systematically forecasting the future demand and supply for employees and the deployment of their skills within the strategic objectives of the organisation (Jeffery Gold). Use strategic plan to organise manpower in the organisation, many successful companies institute following best practices in order to maximise their human resources.

The effective recruitment and selection is contribution to the organisation. Choosing the suitable person to join the organisation and be part of the group is a more scientific way to make managing and leading an easy way. The problem is how organisation can manage with the recruitment system and find a most justifying way selecting from all the candidates, seek to match the requirements of jobs with the attributes of candidates. Training, planned process designed to modify attitude, knowledge or skill behaviour. Development, based on behavioural change or learning adopts a far longer timescale.

The benefit that organisation might expect from on increased training efforts are greater productivity and better quality, versatility from the workforce, and better job satisfaction and motivation. Rewarding and evaluating also provide managers and employees a way to value whether their works have been done properly and worth fully. To response more rapidly to global changes, to make organisations compete more aggressively in global markets, to have a workforce that is more flexible and attuned to the needs of customers, senior managers have to fundamentally structure their business process.

It is the human resource function responsibility to add value to the business to ensure the mission is achieved by improving the productive contribution of its people. The human resource function plays an role in employees, the function must meet the needs of employees by finding new resources to allow employees to eliminate non-valued work, allow them to become involved in decision making, which will enable them to successfully perform their job.

In addition, the policy would need to be put in place to ensure that employees are valued. Overall, the organisation have to recognised their people as a top priority and the human resource department continuously reviews their reward and benefits package to ensure they remain competitive, training and development departments looks to identify the needs though the system.

“Why is effective recruitment and selection important to organisations? Which selection techniques are the most useful and why? ” This essay will inform people how effective recruitment and selection methods are important to organisations. It will also enlighten people on the different techniques that are used for selection purposes as well as which method is the most useful and why it is useful.

Recruitment is a procedure that is undertaken in order to fill in a gap in the management and selection can be described as an assessed procedure in order to select a candidate that is most suitable for the position in hand. The main aim of recruitment and selection is to aid the decision making of the upper management to fill a gap; it helps them find the right candidate with the right qualifications and skills to be able to do the job not taking in to consideration their race, age, gender, colour or nationality. This is important as it is a fair, effective and in good practice.

The recruitment and selection process is important to all organisations but at the same time there can be implications towards the organisational health and success i. e. costs that may incur in case a wrong decision are made, decisions made on dismissing a member of staff on false pretences. The overall cost for this process can vary and end up being very large. The recruitment process is usually started when someone in the management leaves and this opens up an opportunity to a person with the same or more amount of qualifications and experience to fill this position.

Some organisations may even analyse the position and try and promote someone to fill the space or even spread the responsibility amongst other members of staff in the same department if they think that they do not need someone new and the work load can be managed by other members of staff. In order for this to be carried out managers need to consider the vacancy very carefully. Recruitment process can be expensive; this is why managers need to think carefully before starting the process.

Only if it is considerably necessary for the organisation to fill the position, will they start it. It is also very time consuming as well and a lot of consideration will need to be taken by the managers in order to choose the right candidate. This applies to the Michigan model, as this model describes an organisation as using their employees as much as they can but at the same time they are very money conscious. So starting the recruitment process will be avoided as much as they can even though they want the best members of staff possible.

Many small organisations will follow this model as they would not have the resources to start this process or even the workforce to enable the process to start i. e. running interviews, staff to go through application forms or CVs. On the other hand Guest model represents organisations that like to have their workforce to the highest quality and does not matter about the costs as long as they have got a high workforce that can be flexible. It will be more likely that big organisations that incur much more profits will be able to spend that extra amount of money to make sure they have the right candidate to do the job right.

Recruitment process can be quite intense and may prove to be difficult as there are always shortages in the amount of people that are qualified in specific/certain areas and the labour markets are tight. In these instances organisations needs to be able to sell their jobs through job descriptions in the job adverts in order to get the right people enquiring about the adverts. Members of the public need to understand that the recruitment and selection process does not end when you are called for an interview, but is carried right up to the point where an offer is being made and it is also accepted by the candidate (Barber, 1999)

A job analysis is carried out to specify the job description (what job needs to be done) and a person specification (what type of person is required for the position). A job analysis has certain processes to go through to finalise the job description and person specification. The organisation provides the Human resource department criteria that are set out about the organisation as well the functional department where the vacancy is held. These criteria’s help identify the individual criteria for the job so a job specification can be written out. The way a job is adverted and the place it is adverted is important to an organisation.

A job can be adverted in the local press, specialist journals or magazines, recruitment agencies, job centres, the company’s website, etc. An organisation needs to think carefully depending on the vacancy where they want to advertise as they may get time wasting applicants which can be very costly to the organisation i. e. if you place a job advert in the local job centre you are more likely to get an unemployed person who may not be so qualified where as if you place the advert in a newspaper or a specific journal / magazine you will get applicants who are qualified, experienced and are more willing.

Once an advert is placed the selection process will start. There are many different methods of selection such as interviews, application forms, self-Assessment, telephone screening, testing, group Selection Centres, work Sampling/Portfolios. One of the most commonly used and traditional selection methods is interviews, although more and more organisations are trying out different methods to identify one that suits them best or find one which is most effective. An interview can be described as a controlled conversation with a purpose.

An interview is effective as it’s a face to face conversation and the organisation can get an idea of what the applicant is like – first impressions count towards elimination; it also gives the applicant a more in depth information about the company and what the job entails. An interview focuses on the outer skills rather than intellectual i. e. communication skills, body language, these can say a lot for a person. Application forms are preliminary of the selection process; most organisations provide an application form in order to judge a person by the personnel details they provide.

By doing this interviews may be arranged for candidates who are most suited for the job by looking at their application forms. The process of short listing is made easier by application form, it is a lot faster and the whole recruitment and selection process may become slightly less expensive. However application forms cannot be used as a sole method of the selection process as it does not provide the organisation enough information about the candidate to go on. Testing is another method that may be used during the selection process.

Testing is usually a follow up from an interview. It is mainly used when selecting applicants for managerial or at professional level. You will tend to find that testing is used only used for these positions as they need to find the right characteristics and to see if they can apply there qualifications and skills to the job in hand i. e. if it is for a managers position, leadership skills need to be shown clearly. However more industries i. e. retail, are resolving to use this method within their interviews to make it easier on the decision making on the right candidate.

On the other hand some people may look at testing being bias, on the basis of socially or sexually or even racial. Another method that is used if the position needs to be filled in urgency is telephone interviewing. These interviews can be arranged quite quickly as long as they have application forms or CVs to relate to. This is a good method if the vacancy requires good communication skills. The right type of language and clear speech is very important if the job entails talking to clients over the phone.

Although telephone interviewing may not be the best method to use as it hardly gives any indication of what the person is like i. e. body language, appearance and in some instances it may not even be the right person you are talking to; you are only assessing one part of the person, the ability to communicate. It is not the fairest method either. In conclusion, effective recruitment and selection is important to organisations as they need to be able to choose the candidate with the right skills and qualifications who will be able to apply these attributes to the job.

Experience would be an extra benefit to the organisation if the candidate has been in the same sort of environment before. Although it all depends on the type of organisation it is and what type of human resource model they follow. If an organisation is to follow the Michigan model, recruitment and selection is not looked at very carefully as most of these organisations do not have the right resources to go ahead with the process. On the other hand if the organisation follows the Guest model, more time, effort and money is spent on this process as they require a high quality workforce.

Each selection techniques have their advantages and disadvantages but the technique that is most useful would have to be interviews as they are the most effective. Although along with the interview other methods such as application forms may be used for the first part of the process to help during elimination and testing may be used for a further part of the process to aid the decision making.

References

Forson, C, Lecture notes, 2006 Torrington, D, Hall, L, Taylor, S, Human Resource Management 6th edition, Prentice hall, Pearson education Bach, S, Managing Human Resources – personnel management in transition 4th edition, Blackwell

RECRUITMENT AND SELECTION IN BUSINESS
Task 1; this task addresses P1

This assignment will show that I have gained an understanding of the way that Tesco and Bsix Sixth Form College plan their recruitment. Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job. The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

TESCO:

Tesco is the biggest private sector employers and market leader in the UK supermarket sector. The company has more than 360.000 employees worldwide.
BSIX:

Bsix sixth Form College is one of the UK’s most successful sixth form colleges. It employs over 300 people and is based on a large 3 storey site opposite the Lea Bridge Roundabout in Hackney.

In the following fact sheets will be consider the following: Reasons why vacancies occur

Why Tesco and Bsix Sixth Form College have taken the decision to recruit

Internal and external recruitment

Time and costs implications of each method of recruitment

Make sure you include the legal considerations of recruitment advertising

Identify the methods of application for Tesco and Bsix Sixth Form College

Tesco PLC Recruitment Planning

Show good understanding of Tesco’s recruitment planning by providing the following description.

Reasons why vacancies occur at Tesco

There are many reasons why Tesco may decide to recruit someone. Vacancies can occur because of; employees leaving, maternity cover, long-term or short-term illness, new post available…

A vacancy can occur at Tesco when employees leave the company as they retire, resign or get promotion, also if the volume of the business increase or if the type of work changes.

For instance if someone got promoted or resign to work for another company, the post that the employee used to work at will need to be cover by someone else, the person who will be recruited for the vacancy may be given a permanent contract (the employee will work for Tesco until he decide to leave or until the job creases to exist).

What is more it job vacancy can occur by depending on the seasons like Christmas or for any other sales seasons, for some of the season can be an increase of customer so it means that there will also be an increase in demand, therefore the organisation will need to recruit more workers.

Furthermore vacancies can often occur for a short period of time, it can be for a maternity cover or a short/long time illness cover.

For example: a women had to take a maternity leave for 52 week thus she will need to be cover by someone else, in this circumstance someone will be given a temporary contract ( contract for a limited amount of time).

Factors which influence Tesco to recruit

Tesco may decide not to recruit any new employees for different reasons:

Before that Tesco decided to recruit a new person to cover a post, they will investigated if they really need someone or if the job vacancy can be redevised within the existing employees. Tesco may decide that some of the existing employees have the capacity do to some extra work therefore the organisation won’t need to recruit new staff. Tesco may also look at rather the post that needs to be cover was sufficient productive, and if not, in that case Tesco may decide to remove the specific job from the organisation.

For instance: Tesco might decide not to employee anyone for the reason that the organisation can work well without anybody for the specific job.

What is more Tesco may decide not to recruit employee because of financial problems.

Internal and external recruitment methods use by Tesco
INTERNAL:

Internal recruitment is when job vacancies are filled by an existing employee.

The reason for internal recruitment can be:
as the employee is currently working for the organisation, the person will have already gained an idea about how the organisation work and they will already have gained the skill needed to work.

At first Tesco will look at its internal talent plan to fill a vacancy. Tesco have a list of current employees looking for a move (at the same level or on for promotion).

Tesco advertised the post internally on its intranet for two week and If it does not found any suitable people then their will advertised their job vacancy externally.

EXTERNAL:

External recruitment is when job vacancies is filled by a non-existing employee (a person from outside of the organisation).

The reason why Tesco may decide for external recruitment they couldn’t find any suitable employee for the organisation or because there would like to recruit people with fresh idea who can bring new skill to their organisation
There are different methods to recruit a non-existing staff. One of the easier way for applicant to find out about available job is by Tesco carer website (www.tesco-carrers.com), applicant can fill up an online application form and submit it directly. Furthermore interested people can see Tesco’s advertisement trough vacancy boards in stores what is more applicant can also send their C.V.

Sometime Tesco can struggle with the “hard-to-fill” or more specialist job, such as bakers and pharmacist, in that case they can also advertised trough offline media, television, radio, Google, agencies, Job centre or in a magazine such as “The appointment journal”.

Time and cost implications of recruitment process at Tesco

The time and cost of recruitment is only considered for external recruitments. External recruitment takes a long time and can require a lot of money.

The time and cost of recruitment is not considerate for internal recruitment because if an internal employee fill the job vacancy so in turn the successful candidate will needed to be replaced and the organisation will require another recruiting plan.

An external sourcing of applicants is the process of sourcing employees from outside the organisation. The recruitment process of an external employee take a long time because at first Tesco will need to outline the vacancy and will have to give an account of the type of person required, then the organisation will need to advertised the job vacancy and finally they will
need to select the most appropriate person within all the applicant.

What is more if an applicant is currently working for another organisation it will take time for the person to work his notice, it could take one to six months, it is less likely to happen with an internal worker as the person is already working in the organisation and can move more quickly to their new post.

The cost is also a factor to consider when recruiting external people, the cost will depend on where the vacancy is advertised. External recruitment require cost as Tesco may have to advertise the job vacancy and for the fees that they will need to pay to the radio and to the magazines companies who will advertised the jab vacancies.

An Internal recruitment does not require cost as the advertisement is often send to the employees by email.

Legal considerations of recruitment advertising for Tesco

A consideration of recruitment is that Tesco may take into account the legal implications of recruitment advertising. Tesco have to make sure that his advertisement complies with legislation what is more any mistake can be costly.

External advertising have to comply with the law, it must be fair and must not discriminate. Tesco cannot advertise a vacancy that can stop equal access for anyone (e.g. the gender, age race, sexual orientation or anything else).

The Employment Equality Regulations 2006 that came into force on the 1st October 2006, says that employers also need to be careful when advertising to ensure that there are no such word that can be describe as discrimination, this is because applicants must not be treated any differently.

Methods of application for Tesco

When an organisation advertised their vacancy their must clearly outline how their want people to apply for the job. As for Tesco their have clearly outline in their webpage that application must be done online, online application is a way that most of the organisation are using and it has become very popular. The reason why all applicant who wish to apply for a job in Tesco must fill out an online application form.

If you identify screen shots to support this fact sheet place them in this section and give a brief description in the adjacent column

Description:
Some of the information have been found in “The business case studies” website.

Bsix Recruitment planning

Show good understanding of Bsix’s recruitment planning by providing the following description.

Reasons why vacancies occur at Bsix

The different reasons why vacancies can occur BSix Sixth Form College are; employee leaving, maternity cover, long-tern or short-time sickness, new post available, extension of the service, paternity leave, retirement and many more.

A vacancy can occur at Bsix college if someone goes on retirement, leave the job or have a long term illness or even more if the college if offering some new course. For instance if the college have decided to offer new courses and that there is no teacher who can cover the lessons so they will need to recruit someone for the post.

Also vacancies can happen for a short period of time, it can be for a
maternity/paternity cover or a short time sickness cover. For example if a teacher need an illness cover for 3 month, Bsix Sixth Form College will offer a short time contract to someone (temporary contract, contract for a limited amount of time).

What is more vacancies jobs can occur at Bsix college, as the college is impressively becoming famous and many people wish to join the college, the number of student could increase and eventually the college will need to recruit more staff (teachers, manager, secretaries, watch man…)

Factors which influence Bsix to recruit

Bsix may decide not to recruit new employee for different reasons.

Before that Bsix college decided to recruit a new person to cover a post, they will investigated if they really need someone or if the work can be redevise with the existing employees. Bsix may decide that some of the existing employees have the capacity do to some extra work so that the organisation won’t need to recruit new staff. For instance if a staff from the “student service” department is in maternity leave and the college ask to one of that person colleague to do some extra work to cover her job and his colleague accept it, so in that case Bsix won’t recruit anyone else.

They may also investigated about how productive was the department and if Bsix Brooke House college could work well without anyone for the post, in addition the college might not recruit anyone because of a financial problem.

Internal and
External recruitment methods use by Bsix

INTERNAL

Internal recruitment is when job vacancies are filled by an existing employee. The reason for internal recruitment can be as the employee is currently working for the organisation, that person will already have an
idea about the job and he will already have the skill to work there. Internal recruitment

There is different methods to recruit an existing staff:

A job vacancy can be advertised on a staff notice board it is also possible that an email or letter is been send to all the employees who they think may be able to cover the job, what is more the job advertisement can be also found in the college website (http://www.bsix.ac.uk/staff/vacancies.htm) For instance if an employee from the Student service department goes to maternity leave and need to be cover, the college might ask (by personnel or send a letter/ email) to employees from the student service them if they can do extra work to cover his colleague work, and if they did not find the suitable person for the job, the college will then need to advertised the vacancy externally.

EXTERNAL

External recruitment is when job vacancies is filled by a non-existing employee. The reason for recruiting new staff may be because as there are person for outside of the organisation, they might have new ideas also they might have new skill that can be bought to the organisation.

There is different way to recruit a non-existing staff:

Job vacancies can appear on media advertising (e.g. Bsix online website), Job centres or in a carer website.

Also Bsix Brooke Sixth Form House College may advertise the vacancies on news publications or job board. Web sites, news publications, job boards, job centre, in jobs fair, consultants or researchers or in employment agencies.

Time and cost implications of recruitment process at Bsix

The time and cost of recruiting is most considered for external recruitment.
External recruitment take a long time and can require a lot of money, whether is being done directly or through an agency but it is less likely to take lot of time and cost for internal recruitment.

Recruitment process have different stages to follow and that is why it can take time, at first the college will need to outline the vacancy and the type of person required, then the organisation will need to advertised the job vacancy and finally they will need to select the most appropriate person.

What is more if an applicants is currently working for another organisation it will take time for the person to work their notice, it could take one to six months, it is less likely to take time with an internal recruitment as the person may be able to move more quickly to their new post.

External recruitment require cost, however as Bsix Sixth Form college is a public service, the cost are paid by the government.

Legal considerations of recruitment advertising for Bsix

A consideration of recruitment is that Brooke House Sixth Form College may take into account the legal implications of recruitment advertising. Tesco have to make sure that his advertisement complies with legislation what is more any mistake can be costly.

External advertising have to comply with the law, it must be fair and must not discriminate. Tesco cannot advertise a vacancy that can stop equal access for anyone (e.g. the gender, age race, sexual orientation, religion).

The Employment Equality Regulations 2006 that came into force on the 1st October 2006, says that employers also need to be careful when advertising to ensure that there are no such word that can be describe as discrimination, this is because applicants must not be treated any differently.

Methods of application for Bsix College

By email: Applicant can fill a job vacancy form and submit it to the college human resource department by email. By post: Applicant must filled the job vacancy application form and send it to the college Human resource department

If you identify screen shots to support this fact sheet place them in this section and give a brief description in the adjacent column

Description:
Some of the information have been taken from the college website.

After Tesco has placed an advertisement anyone who applies for as job to work with Tesco becomes and applicant. Tescos make sure that everyone is given an equal opportunity and is fair to everyone this is why Tesco advertises job internally and externally. It gives an opportunity for people who are already working for Tesco to apply for the job that is being advertised. 4. 3 Tesco then will invite the applicants for an interview and they then prepare the interview accordingly.

Tesco must make sure that they ask suitable questions to all the candidates and they must ask each individual the same questions as everyone else. The questions may not be offensive in any way to anyone and must relate to the job in hand. This is an opportunity for Tesco to meet the candidates and get to know the candidate better so they must give a good impression but so do the candidates. 4. 4 Tescos will ask the candidate a series of questions and they can answer them however they want to. Tesco will also give the opportunity for the candidate to ask any question that they may have or queries about the job.

Tesco will judge the candidates on the overall impression that they have made in the interview. 4. 5 Tesco has also a job of being aware of medical information and any qualification information on the candidate. To make sure that the candidate does not have any medical conditions Tesco carries out a pre-medical check to make sure they know everything Encase of an emergency. Tesco doesn’t just make sure the candidate of the candidate medical conditions but also their qualification information.

They have to know that the person is qualified for the job and has the qualification him or her said. 4. 6 After Tesco has recommended a candidate they have to decide who has the qualification and skills for the job and if they are suitable or not. This is when they contact the person by letter or by phone confirming if they have the job or not. 5. 0 Preparation 5. 1 To make sure that you have chosen the right person for the job you need to carefully plan. Organisation will have different ways of managing interviews they won’t all use the same method as Tesco PLC.

Once Tesco has decided which people they would like to interview they will then produce a list of candidates. This is an opportunity to ask the candidates that are applying for the job questions to work out if they are suitable for the job. It’s also an opportunity for applicants applying for a job at Tesco to speak to each other formally. 5. 2 Group interviews are where there is a number of people interviewed together this allows Tesco to present information to the candidates at the same time and see how they relate to each other.

5. 3 Individual interviews are done face to face and you have more of a personal response. Telephone interviews are much quicker and less time consuming but not the most useful way, as you can’t see the other person’s body language that is being interviewed. Team/ Panel interviews are also used in Tesco’s organisation this allows the organisation to gain different opinions about the applicant and also a panel of experts may be used to ask the applicant different questions that are related to special fields in the organisation.

4 Tesco has three different types of interviews they are called single stage interview, two-stage interview and three-stage interview. A single stage interview is when you only have the one interview this may because Tesco made need a replacement quickly or the job does not require much specialist skills and are not looking for a very experienced person. 5. 5 A two stage interview is when Tesco makes a list for suitable candidate that have the skills and qualifications that are asked back with a smaller group for a second interview. This is so they can have a much more.

6 A three stage interview is required when Tesco is using an agencies because the agency give the first interview and then the second interview is with Tesco and the third and final interview is a shortlist. Tesco uses agencies because they can hire someone to do their job for them so its much more easier for Tesco. 5. 7 Tesco use different types of interviews at different stages. Tesco has to select the most appropriate candidates for the job so they might want to use a screening interview. This is when the interview is conducted by the line manager of Tesco’s first and then with a member of the senior management team.

. In majority of organizations retention of talents acquired overtime is important for the purpose of the company’s viability and attaining a market competitive advantage. Many workers complain of lack of opportunities for advancement of their careers, unsatisfactory pay and overburdening workloads. These have been causes of adverse talents turnover. To overcome these, the company should strive to make all efforts towards retention of their qualified and skilled employees achieved through motivation. The CEOs of the companies should appreciate the existing competition brought about by globalization.

The impacts of retention on the performance of the company have been found to be desirable. Turnover has been attributed to adverse relationship between the task performing workers and their managerial staff. The company should thus initially identify the right talents for specific duties followed by all efforts to retain the talent. In the efforts to sustain the business, the employees should be made satisfied since “people management is the next frontier for extracting and crafting more value from company assets” (Tate 2007, 16).

The talents turnovers are never caused by issues of compensation packages and the relevant benefits entitled to the employees but rather a management issue. Three key areas requiring concentration by the company are the process of the company and the inherent structure, the developments of the people and a conducive environment of working for the employees. It is a great loss to the company in a situation where a talent is hired, internal training offered and all the necessary items required for the job offered to an employee then within a short period of performance, the employee l eaves the company for employment in another company.

Any company should therefore adopt the simplest and most effective strategy of HRM of getting the right people, keeping these people in the company and developing the people for the benefit of the company (Tate, 2007, Financial Executive, 2007), The simple strategy enhances the rest of the functions such as diversity, compensation compliance etc. (Peterson 2007). The right choice should be made, the reasons why the people quit the company understood and make appropriate use of time to develop the potential in the people while offering opportunities for their development (Tate, 2007).

Labor Productivity The productivity of labor in any company should be cost effective. The input of labor is associated with costs which should linearly relate to the labor output value. Labor management in any business organization should be dictated by the size of the organization. Therefore the highly skilled and expensive labor management modes are best suited for big forms rather than small firms. The level of capital intensiveness is also a clear guide to the HRM practice applicable in any business organization.

For healthy cost effectiveness in labor, the existing workers should be handsomely remunerated, offered internal trainings in the work place, their skills tapped to the maximum and uplift their working morale. This essentially reduces the company’s labor costs on individual perspective and increases productivity (Boxall & Purcell, 2002). Organization Flexibility: The company should target the profit margin while utilizing the labor resource. Much productivity should be achieved while the cost of labor should be competitive.

Flexibility has been taken from the point of both financial and numerical (head count) perspectives. For appropriate coping with the flexibility in the company, both short-turn and long-term measures are at the disposal of the managerial entity of the company (Boxall & Purcell, 2002). Social Legitimacy The citizens and nations to which the workers bear their origin are significant contributors of development and nurturing the talent inherent in these individuals.

The organization employing the talents are therefore submissive to the neighboring society and the government who have the power to regulate the environment the workers are subjected to. Most companies only address the most basic and minimum responsibilities of societal concern such as health issues and safety issues. The companies are duty bound to uphold the ethical practices associated with employment issues of child labor, unionizable rights, forced labor in addition to the safety/ health issues should be accorded significant address and any complaints from employees for lack of compliance looked at (Boxall & Purcell, 2002).