Managing People in Organizations (pdf)
12 Pages3768 Words40 Views
Added on 2021-02-19
Managing People in Organizations (pdf)
Added on 2021-02-19
ShareRelated Documents
MANAGINGPEOPLE IN ANORGANISATION
Table of ContentsINTRODUCTION...........................................................................................................................1Task 1 Recruitment and Selection...............................................................................................1Task 2 Induction and Training....................................................................................................3Task 3 Explain the motivation theories relevant to the organisation..........................................5Task 4 Several factors which influences the individual Behaviour............................................7CONCLUSION................................................................................................................................9REFERENCES..............................................................................................................................10
INTRODUCTIONManaging people in an organisation is an important task for the company. No company can workif proper recruitment and selections is not done. There are various ways to recruit an employee inthe organisation. Different organisation recruit employees differently. TESCO is a multi-nationalcompany headquartered in United Kingdom. It is a retailer company founded in 1991 by JackCohen. TESCO has stores all around the world with London providing 60% of sales and profits.There are various training programmes used in the organisation which are discussed in thereport. Some motivation theories are also discussed in the report which are relevant for theorganisation.Task 1 Recruitment and Selection1) Recruitment and selection process with emphasis on job advertisement, job descriptions andperson specifications: Job Advertisement: The purpose of job advertisement is to attract many people so thatthe right candidate is chosen for the vacant post. Companies spend a lot of funds onadvertisement, on interviews, on selecting a candidate, and then on training. Jobadvertisement contains various information like: vacant post, qualifications required,timing of the job, date of interview etc. Job advertisement can be done through variousplaces like newspaper, radio, television etc.Job Description: It is broad, written statement of a specific post which is based onfindings of job analysis. It includes all the work that should be done by an employee orthe duties, rights, purpose, his responsibilities etc. of a job. It also include his title, andthe person to whom the employee should report.(Bryan, 2018.)Job specification: Job specification include all those those characteristics andqualifications which should be possessed by the candidate so that he can complete all histask and work which is given to him on time and with reasonable accuracy.2)Recruitment and Selection process: Recruitment and selection process of a company isgenerally same for all. It includes various steps likeb)Receiving an offer letter: First step in the process of recruitment is receiving an offerletter form the company. It include various information related to the job like job title,1
salary range, job description, qualifications required etc(Chakraborty and Upadhyay,2018.)c)Source candidate: it means finding employees who are looking for job as there arevarious employees who are already working in a company. Sourcing candidate can bedone by: media, online job boards, referrals etc.d)Screening applicants: In this process those candidates are removed who don't have evenbasic qualifications which are required by job. The application of these candidates arerejected and are screen out. For example if job requires a candidate of MBA qualificationand if the candidate is just 12th pass then he is directly rejected as he does not match thebasic criteria.e)Shortlist candidate: The candidates who crossed the screening and all the basicformalities are shortlisted and are invited for face-to-face interview. There should bemaximum 3 candidates who should be short listed and who are going on next level. Theshort listed candidates must be capable and hard working. They should not be wronglyselected. Equal chance should be given to every candidate( French and Rees, 2016.)f)Interview candidate: interview of candidate must be taken by a senior employee.Questions should be asked from the candidate about his experience, skills andqualification. Body language of the candidate should be studied and behaviouralquestions should be asked. There are various types of interviews like panel interview,group interview, face-to-face interview etc. in a company. g)Conduct testing: In this some last questions are asked from the interviewee and theinterviewee has to answer all the questions honestly. He is given a situation from whichhe needs to bring the company out . His work ethics, behaviour etc. are evaluated at thismoment. The background of the interviewee also needs to be checked by the employerlike his past records, any illegal charges on interviewee, his references, his familyrelations etc.h)Extend a job offer: This is the final stage of selection in which a candidate is selected.He is given an offer letter. The employer extends an offer to the candidate that he wantsto hire him. The salary of the candidate is decided and he is shown the workingenvironment of the company( Hillson, 2017.)2
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Applications of HRM Practices in a Work-Related Contextlg...
|7
|1300
|27
Recruitment and Selection Process- Reportlg...
|15
|3860
|413
Effective Recruitment and Selection Practice in 21st Centurylg...
|8
|2078
|68
Effective Recruitment and Selection Practice in 21st Centurylg...
|8
|2081
|472
Applications of HRM Practices in a Work-Related Contextlg...
|5
|1326
|21
Managing People in the Organization - Morrisonslg...
|14
|3627
|467