Educ8 Group: Analysis of HR Recruitment and Selection Processes Report

This report provides a comprehensive analysis of the human resource recruitment and selection processes at Educ8 Group. It begins with an introduction to the importance of HR in educational institutions and its role in improving overall performance. The main body of the report covers the planning of recruitment using both internal and external sources, detailing the advantages of each approach. It then examines the impact of legal and regulatory frameworks, such as the Equality Act 2010, Data Protection Act, and Minimum Wage Act, on the recruitment and selection process. The report also lists essential documents used in the process, including interview evaluation notes, credentials, and offer letters. Furthermore, it outlines a plan for participating in the selection interview process from the perspective of a recruitment officer, detailing the steps involved in screening, collecting applications, and conducting interviews. The conclusion summarizes the key findings, emphasizing the importance of effective HR planning for successful recruitment and selection. The report includes references to relevant books and journals to support its findings.

Human resources

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
AC. 1.1 How Educ8 Group plans recruitment with internal and external sources......................1
TASK 2............................................................................................................................................2
AC. 2.1 Impact of legal and regulatory framework on recruitment and selection process at
Educ8 Group................................................................................................................................2
TASK 3............................................................................................................................................3
AC. 3.1 List of documents that can be used for the selection and recruitment process at Educ8
Group...........................................................................................................................................3
TASK 4 ...........................................................................................................................................3
AC. 4.1 Plan to take part in selection interview process.............................................................3
AC. 4.2 Taking part in selection interview..................................................................................4
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource is one of the main aspect of an educational institution which helps in
improving overall performance of an enterprise. Managing the HR functions within the
educational institution will help in getting the best and most knowledgeable employees. It helps
in carrying out the recruitment and selection process. The report covers the details of the
planning of recruitment process by recruitment officer at Educ8 Group is planned with
assessment of implementation of regulatory framework. Documentation related to internal and
external selection and recruitment process with evaluation of participating in selection interview
activity. The legal and regulatory framework is presented with details of documentation for
recruitment process is involved.
MAIN BODY
TASK 1
AC. 1.1 How Educ8 Group plans recruitment with internal and external sources
Educ8 Group will look after the proper planning of its recruitment processes which will
help in setting up of proper recruitment process. Organization can include internal and external
recruitment process that facilitates a good execution of employee selection process. The
recruitment process including internal and external selection can be followed as:
Internal recruitment: This is carried out within the educational institution, where the
potential candidate for a job role is been selected within the MNC enterprise (Jamali, El Dirani
and Harwood, 2015). The job openings are been informed within the firm and the most suitable
and appropriate person, meeting the job requirement criteria is been selected. It includes the
processes like transferring, promotions or employee referrals. Educ8 Group can opt for the
process of transfer or promotion to get the appropriate employee.
External recruitment: The external recruitment process will include the planning of the
candidate selection that is been carried out outside Educ8 Group. It includes the approaches like
job advertisement, walk in interview or interacting with Job agencies. Looking at the extent of
job requirements at the Educ8 Group, the educational institution can opt for a suitable
recruitment or selection process to have skilled teachers at the work (Kim and Bae, 2017). The
approach of recruitment using walk in interview and getting help from the job agencies can be
opted as this measures helps in effective understanding of the skills and knowledge possessed by
a candidates and to be met for designed job role.
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Both the practices will help in improving the quality of recruitment measures which are
been followed at Educ8 Group. Besides this, it will help in identifying the measures and
requirements related to employee selection measures which will help in setting up of operations
which will help in setting up of action plans and recruitment strategies, opted by the firm.
TASK 2
AC. 2.1 Impact of legal and regulatory framework on recruitment and selection process at Educ8
Group
The legal regulations and operations which are been followed within Educ8 Group
related to recruitment and selection process which will help in proper assessment of suitable
candidates which will help in carrying out of the work operations of Educ8 Group. Various legal
obligations are taken in consideration which will help in looking after the recruitment and
selection process within the chosen firm:
Equality Act 2010: This legal obligation is followed within the educational institution in
order to maintain the equality at workplace (Armstrong, 2014). It see through the practices which
are been carried out at Educ8 Group and ensures that no employee is ever discriminated on the
basis of gender, religion, nationality and disability. Educ8 Group will look after it, in order to
prevent any sort of differences at the work place.
Data protection Act: This legal act is monitors the guidelines which bind the company
to maintain the data security operations for the proper planning and setting up of the operations
which will help in safeguarding the privacy of vital information related to company and its
employees. Sabotaging the data protection within the firm can impact the performance and
growth of the educational institution at a greater level (Gheiratmand and Hosseini, 2016).
Minimum wage Act, 1948: It is a legal obligation which guides the educational
institution to set suitable minimum wage or salary that is required to be paid to employees or
teachers. Educ8 Group will also set the minimal pay that will be offered by educational
institution to its customers. This will help in inducing the employee’s loyalty towards Educ8
Group.
All these legal obligation will help the firm to improve their working conditions and
relation with their employees. This will help in developing a positive code of conduct for its
work force and guides them to work with educational institution and each other with suitable
coordination and understanding.
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TASK 3
AC. 3.1 List of documents that can be used for the selection and recruitment process at Educ8
Group
In order to carry out the proper recruitment and selection measures which are been
carried out by the firm that will help in proper planning of employee's selection process. These
documents will help the HR department of educational institution to carry out the selection
process with ease and hiring out the best and most appropriate candidate for a job role. This will
include a wide range of documentation which will help in proper assessment of the details of a
potential candidate for the educational firm. Some major recruitment documentation that are
required for the deep assessment of employees are:
 Interview evaluation note: It is been accessed by the Interviewer and consists of the
details of selection process marking obtained by a potential employee. It will include the
details about skills and work competency that will help in proper assessment of the work
efficiency of an employee (Beer, Boselie and Brewster, 2015).
 Credentials: The employer will also look after the details of persons academic skills and
knowledge details which will help in carrying out of assessment to identify the most
appropriate and suitable employee of the educational institution.
 Identity proof: this is important in order to have a validity and authentication of the
candidates or employees that are applying for the job, in order to prevent any sort of
security issue in the future (What is Human Resource Planning, 2019).
 Offer letter: This is the permission or validation of job to a candidate that is been offered
by the educational institution like Educ8 Group to work at their workplace and have a
good connectivity and bonding with others and with educational institution.
All these operations or documentation will help in recruiting a good, skilled and
knowledgeable employee within the educational institution. This will help in placing or
recruiting the best employee for the job role.
TASK 4
AC. 4.1 Plan to take part in selection interview process
Planning out the participation in an employee selection and interview process which will
help in proper assessment of the potential candidate’s skills and knowledge in order to ensure a
proper recruitment and selection process (Gupta and Shaw, 2015). Proper planning of the
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recruiting is required to be made and observed which will help in carrying out of the services and
setting up of the operational goals which will help in meeting the services and setting a positive
work experience.
Being a recruitment officer at the chosen educational enterprise, I will look after the
proper execution of the recruitment process includes the proper screening, collection of job
applications, defining of the job role, advertising it, accessing the effective and most suitable job
applications, screening and analyzing them to short list the best candidates. While, on the other
hand, employee selection activity which will help in carrying out of the operations that involves
the potential candidates and carrying out the suitable interview and recruitment process in order
to have a detailed idea about their skills and knowledge. I will plan the complete recruitment
process along with other HR executives within the firm that will help in recruiting the most
suitable and skilled candidate for a job role.
AC. 4.2 Taking part in selection interview
Being a recruitment officer, as I will effectively plan and participate in the employee
screening and selection process. Participating within the recruitment process allows me to keep a
close eye on the following of the set recruitment criteria and monitoring the application as well
as the candidates applying for the job. This will help in improving the effectiveness of carrying
out the recruitment process. Besides this, the interview will be monitored and thus leads to
setting up of the HR operations like selection or recruitment process at Educ8 Group.
As a recruitment officer, I will look after the planning out of the proper questionnaire
which will help in proper assessment of operations that will support the rise of the interaction
between the potential candidate and the interviewers (Druml and Cichna-Markl, 2014). For the
selection process I will carry out a brief assessment of strengths and weaknesses of employees
and setting up of suitable environment for the finalised candidates to provide them with suitable
planning of the activities and setting a good environment for new recruits to settle down and
have a good idea about functionality of Educ8 Group.
CONCLUSION
On the basis of the effective planning of the HR operations which are been carried out by
the educational institution will lead to rise in setting up of operations and activities which will
support proper planning of operations. This will lead to carrying out of suitable evaluation of
internal and external recruitment measures undertaken by the firm with assessment of different
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legal operations. Various documents for the recruitment and selection process and the
involvement of a recruitment officer of the chosen firm in planning and monitoring the recruiting
processs is been evaluated.
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REFERENCES
Books and Journals
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management
accountancy. New Perspectives On Human Resource Management op. cit. at. pp.154-
166.
Beer, M., Boselie, P. and Brewster, C., 2015. Back to the future: Implications for the field of
HRM of the multistakeholder perspective proposed 30 years ago. Human Resource
Management. 54(3). pp.427-438.
Druml, B. and Cichna-Markl, M., 2014. High resolution melting (HRM) analysis of DNA–Its
role and potential in food analysis. Food chemistry. 158. pp.245-254.
Gheiratmand, T. and Hosseini, H.M., 2016. Finemet nanocrystalline soft magnetic alloy:
Investigation of glass forming ability, crystallization mechanism, production
techniques, magnetic softness and the effect of replacing the main constituents by other
elements. Journal of Magnetism and Magnetic Materials. 408. pp.177-192.
Gupta, N. and Shaw, J.D., 2014. Employee compensation: The neglected area of HRM
research. Human Resource Management Review. 24(1). pp.1-4.
Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource
management roles in corporate social responsibility: the CSR‐HRM co‐creation
model. Business Ethics: A European Review. 24(2). pp.125-143.
Kim, D.O. and Bae, J., 2017. Employment relations and HRM in South Korea. Routledge.
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Online
What is Human Resource Planning, 2019. [Online] Available through :
<https://www.managementstudyguide.com/human-resource-planning.htm>
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