Recruitment and Selection Assignment Help

1. Recruitment and Selection Overview Assignment help

2. Learning Outcomes: Assignment Help • LO1 - Be able to use recruitment, selection and retention procedures • LO2 - Understand the styles and impact of leadership • LO3 - Be able to work effectively in a team • LO4 - Be able to assess the work and development needs of individuals Assignment help

3. Learning Outcomes:

4. Learning Outcomes: • LO1 - Be able to use recruitment, selection and retention procedures • Legislation and requirements relating to recruitment and selection: internal and external recruitment processes; • selection processes including job descriptions, person specifications, interviewing, use of CVs, assessment centres; • diversity issues, including legal requirements and obligations and business and ethical cases regarding diversity; • legislation and requirements relating to employment, workers’ welfare and rights, health and safety, retention, succession planning Assignment help

5. Suggested Reading Resource Description Course text book – BPP – Management: Leading People and Professional Development – chapters 5 to 10. Assignment help

6. After you have completed the chapter you should be able to: Prepare documentation to select and recruit a new member of staff Suggest suitable methods for selection Assess the impact of legal, regulatory and ethical considerations to the recruitment and selection process Take part in the selection process evaluate own contribution to the selection process Assignment help

7. Assignment help

8. The Recruitment Process= recruitment + selection Recruitment : The process of attracting suitable individuals to apply for positions in an organisation Selection: The process of discovering the qualifications & characteristics of the job applicant in order to establish their likely suitability for the job position Select the best person for the job from the choice (field) People think both are the same but they are not. “The overall aim is to obtain the quality and quantity of employees to fulfil the objectives of the organisation” Assignment help

9. Recruitment Policy • Recruitment needs detailed policies – not how you feel or think on the day. • There should be a coherent (logical and sound) policy or a CODE OF CONDUCT – should cover: • Internal and external advertisement of the vacancies • Efficient and courteous processing of applications • Fair and accurate provision of information to potential recruits • Selection of candidates on the basis of suitability, without discrimination. Assignment help

10. Recruitment CodeProduced by Institute of Personnel & Development (IPD) Job Advertisements should state clearly the form of reply desired, in particular whether this should be a formal application form or a CV. If handwritten replies are required this must be stated. Each reply should be acknowledged promptly by the employing organisation or agent. If prompt reply cannot be achieved this should be made clear in the advert Applications must be informed of the process of the selection procedures, (ie group selection, aptitude tests etc., the steps that are involved and the policy regarding expenses. Detailed personal information (eg religion, medical history, place of birth, family background etc) should not be called for unless it is relevant to the selection process. Potential employers must secure applicant’s permission before applying for references. Applications must be treated as confidential. The code also recommends certain courtesies and obligation on the part of the applicants. Assignment help

11. The Recruitment Process involves: Advertising the position Assignment help

12. Steps Of Recruitment Process Assignment help

13. The Recruitment Process involves • Detailed human resource (HR) planning – what resources are needed. • Sources of labour identified • Job analysis • A job description • A person specification • Identification of vacancies from plan or by job requisition • Preparation and publication of advertising information • Attract the attention and interest of potentially suitable candidates • Give favourable (but accurate) impression of job and organisation • Equip those interested to make attractive and relevant application • Recruitment merges into selection……… Assignment help

14. Creating Equal Opportunities in Recruitment and Selection Encourage diversity and social inclusion (open days, ‘drop in’ recruitment, events…) Do you know the recruitment and selection procedures in your organization and who is responsible for each stage? Assignment help

15. Job Analysis Job analysis is the process of collecting, analysing and setting out information ...... For job description, person specification, data for recruitment, selection, job evaluation, performance management, training etc purpose. Techniques:- • Obtaining information from employees • Observation • Interview • Questionnaire • Looking on tasks and people Assignment help

16. Methods of Job Analysis Get basic information and other more subjective information through:- Interviewing Checklists Questionnaires Observation Self Description Diaries and Logs Assignment help

17. Information you might obtain from a job analysis • Purpose of the job • Content of the job (tasks, activities) • Accountabilities ( the result for which you are responsible) • Performance criteria • Responsibility • Organisational factors (report to .., ) • Development factors (carrer prospects, promotion path) • Environmental factors (working conditions, security, safety, equipment) Assignment help

18. Job Competences Competences - the condition of being capable, a special range of skills, knowledge or abilities. Key competences - the knowledge, skills and attitudes that help people gain personal fulfillment, employability and enable them to take part in society. These include the 'traditional' competences like mother tongue, foreign languages, basic competences in math and science, and digital competence, but also the more 'transversal' ones such as learning to learn, social and civic competence, initiative taking and entrepreneurship, and cultural awareness and expression Assignment help

19. Examples of Competences for Managers

20. What is a Job Description? Aims to set out the purpose of the job:- • Organisational – where the job fits in the companies structure, • Recruitment –provides information for identifying the sort of person needed;PersonSpecification • Legal – job description used for Contract of employment • Performance – objectives are stated in the job description Assignment help

21. A job description should include the following:- Purpose of the job Content of the job Performance criteria Principle accountabilities or main tasks Report to Competences Experience/education requirements Job Description Assignment help

22. In groups, develop a job description for Virgin Atlantic cabin crew. The JD should include the following:- Purpose of the job Content of the job Performance criteria Principle accountabilities or main tasks Report to Competences Experience/education requirements Group Work Assignment help

23. What is a Person Specification? • The person specification is a description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties. This criteria will include:- • Education • Qualifications • Training • Experience • Personal attributes • Competences ( the ability of an individual to do a job properly, a range of skills, knowledge, behavior) • The specification should be derived from the job description and forms the foundation for the recruitment process. Assignment help

24. Rodger’s 7 Point Plan Physical make-up: health, physique, appearance, bearing & speech Attainments: education, qualifications, experience General intelligence: fundamental intellectual capacity Special aptitudes: neat work, speed, accuracy, mechanical, manual dexterity, computer literacy, etc Interests: intellectual, practical – constructional, physically active, social, artistic Disposition: acceptability, influence over others, steadiness, dependability, self-reliance, manner: friendly Circumstances: domestic circumstances, occupations of family Assignment help

25. Problems with 7 Point Plan Physical attributes or disposition often culture based – is it fair to judge? (eye contact – honesty or disrespect? General Intelligence – how do you measure it accurately? Attainment – educational qualifications do not guarantee an efficient person; no attention is paid to the circumstances in which these were obtained -(ie person holds MBA or PhD degree but can’t speak clearly – efficient as teacher?) Assignment help

26. Munroe-Fraser’s 5 point plan Impact on others – physical attributes, speech, manner Acquired knowledge and qualifications Innate abilities - ability to learn, mental agility Motivation – goal setting, effort, enthusiasm Adjustment - emotional stability, tolerance Assignment help

27. Preparation of a Person Specification • Each feature should be specified under the following:- • Essential • Desirable • Contra-indicated. Assignment help

28. Stage 3 – Person specification 28

29. Group Work In groups, prepare a 7 point person specification for Virgin Atlantic cabin crew. Specify at least one essential, one desirable and one contra-indicated point for each. Assignment help

30. Internal & External Recruitment Processes • Recruit or promote? • Internal Recruitment • From existing employees • External recruitment • Bringing , Finding & attracting suitable candidates from outside • Internal promotion • Nomination of existing employees • Casual applications • Adverts • Website • Recruitment consultants • Temporary staff • Government employment services (e.g. UK) • Schools/university liaison

31. Advertising the Job • Content: • concise, attractive, positive and honest, relevant and appropriate • Include: • Organisation • Job • Conditions • Qualifications & experience • Salary • Application process Assignment help

32. Advertisement What is advertisement? Advertising is a one-way communication whose purpose is to inform potential customers about products and services and how to obtain them. For Recruitment – To provide information that will attract a significant pool of qualified candidates and discourage unqualified ones from applying. Assignment help 32

33. Use of Advertisements in theRecruitment Process Creating awareness of Job Opportunities in the specified field of Interest. Finding Desirable Candidates Keeping an competitive edge over competitors as more advertisements attracts best of the job seekers. Advertisement is the fastest way to spread recruitment hiring information. Assignment help 33

34. Where Should You Advertise? • In-house notice boards, magazines • Professional magazines • National Newspapers • Local Newspapers • Radio, TV, cinema • Job Centres • Schools & University Careers Offices • Internet • Business networking • Online recruitment agencies – e.g. Monsterjobs.com Assignment help

35. Evaluation and Effects • Newspapers • Advantages – Short lead time, flexible, reach large audience, community prestige, intense coverage, reader control of exposure, coordination with national advertising, merchandising service, segment consumer by geography. • Disadvantages -- short life span, may be expensive relative to other media, hasty reading, poor reproduction, lack of creativity. Assignment help 35

36. Radio • Advantages – audio capacity, short lead time, low cost relative to other media, reach demographic and geographic segmented audience, reach large audience. • Disadvantages – don’t have visual capacity, fragmented and inflexible, temporary nature of message. • Magazines and Journals • Advantages -- selectivity for demographic and geographic segments, high in quality reproduction, lasts as long as magazine is kept, prestigious advertisement is credibility of magazine is high, extra services, issue may be read by more than one person. • Disadvantages – long lead time, lack of flexibility in gaining attention, often limited control over location of advertisement. Assignment help 36

37. Television • Advantages -- impact mass coverage, repetition, flexibility in getting attention of consumer, prestige, visual and audio capabilities, short lead time. • Disadvantages -- temporary nature of message, high cost relative to other media, high mortality rate for commercials, evidence of public distrust, lack of selectivity, hard to target customer, requires production specialists Assignment help 37

38. Internet & Direct Mail • Advantages – flexibility in reaching target audience, short lead time, intense coverage, flexibility of format, complete information, easy to personalize • Disadvantages -- high cost per person, dependency on quality of mailing list, consumer resistance, may be considered as junk mail, may be difficult and expensive to access mailing lists Assignment help 38

39. Retention Procedures Retention means keeping the people in the organization, the people that so much effort has been spent on in the recruitment and selection process. Effective strategies have to be chalked out regarding workplace conditions, health and safety issues, employee treatment, motivation and rewards. Loyalty is earned when a positive working environment is created for the employees. Succession planning will help identify individuals who can at some stage take over key position when the need arises. Assignment help

40. Retention Benefits Retention = keeping U.S. businesses spend over $200 billion annually recruiting and replacing their staff.  Cost of retaining staff is less then recruiting new ones Assignment help

41. MONITORING HRM PLANSOther areas in a retention strategy Analysis of wastage statistics Exit interviewing Remuneration package Career and development policies Job redesign programmes Grievance handling (informal & formal – complains,..) Equal opportunity policies Assignment help

42. Succession Planning “succession plans identify individuals to assume the role of key employees when they leave” An assessment of current staff resources A forecast of staffing requirements Companies seek to develop, and therefore “retain” employees Assignment help

43. Employment Legislation and Diversity • Equal opportunities and discrimination legislation:- • The Equal Pay Act 1970 • The Sex Discrimination Act 1975 • The Disability Discrimination Act 1995 • The Race Relations Act 1976 • The Rehabilitation of Offenders Act 1974. • Must be adhered to during all parts of the recruitment and selection process: job analysis, person specifications, advertisements, interview, other documentation, etc Assignment help

44. Equality Act 2010 Protected Characteristics:- Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion or belief Sex Sexual Orientation Assignment help

45. Diversity and Equal Opportunities Equality = sameness; we treat people equally, we ignore differences Equity = fairness; we treat people equitably, we recognize differences Intentional discrimination (attitude) Systematic discrimination (behaviors) Assignment help

46. Employment Legislation Workers are protected from unlawful discrimination, namely:- Victimisation – an act that exploits someone, treats someone unfair, denial of a statutory right, using, e.g. a refusal to promote employee on grounds that for example she/he made an employment tribunal claim; paying Blacks less and charging them more is a form of victimization Harassment – behaviour intended to disturb or upset Example: range from physical assault to exclusion from normal workplace conversation Bullying – to force someone, to make one’s way aggressively, etc. it can take many forms but usually involves the intentional intimidation of an individual, it may arise from the misuse of managerial power or authority (personal injury, stress.. So employees may claim in such instance Assignment help

47. Diversity and Equal Opportunities Diversity is defined as ‘all the ways in which we are different and similar along an infinite number of lines’ DIVERSITY: Four dimensions:- • Personality • Internal (not within a person’s control - age, race, gender) • External (somewhat under personal control such as marital status, religion, income, education, work experience) • Organizational dimensions (level, status, seniority, etc) • Intentional (attitudes) – racism, nationalism • Systematic ( behaviours) – seniority, unfair communication Assignment help

48. Diversity Videos • GENDER http://www.youtube.com/watch?v=3XjUFYxSxDk http://www.youtube.com/watch?v=g2J5L6pU7PQ • NATIONALITY http://www.youtube.com/watch?v=tzQuuoKXVq0 http://www.youtube.com/watch?v=IpNguFRzMcA • WEST & EAST http://www.youtube.com/watch?v=FP531_EkIOY Assignment help

49. Avoiding Discrimination Protection from discrimination covers:- • Pre-employment • At the job analysis and advertising stages • In the recruitment and selection practices • In establishing the terms of the employment contract such as the hours and annual salary • In the induction of new employees • During employment • In the contents and intent of the company policies and procedures • In offering access to/provision of training and development opportunities • In promotion decisions, in managing performance issues • In making changes to terms and conditions of employment & in the allocation of rewards • Termination of employment • In dismissal decisions including selecting staff for redundancy • In the payment of final monies and the provision of employment references • Post-employment • Failing to provide a reference for an ex-employee who has made a complaint Assignment help

50. Good Practices POLICIES AND PROCEDURES Job analysis Advertisements and documentation Recruitment and selection Training and development Discipline and capability Grievance Redundancy including selection criteria Flexible working arrangements Time off arrangements Job evaluation and equal pay Performance management Employee rewards Assignment help