Managing Recruitment at LF Beauty : Report
Added on 2020-09-03
15 Pages5313 Words45 Views
Managingrecruitment1
TABLE OF CONTENTSINTRODUCTION.......................................................................................................................................31.1 Explain the role and relevance of human resource planning in own organization..............................31.2 Access the impact of legal requirements on human resource planning in the organization................61.3 Access the impact organizational policies and procedures on human resource planning in the organization.............................................................................................................................................72.1 Describe the recruitment process in own organization from the identification of the vacancy through to the appointment of the successful candidate...........................................................................72.2 Justify a need for recruitment in own area of responsibility............................................................10Deciding of the salary for the vacancy in LF Beauty.............................................................................10Succession plans....................................................................................................................................11Documents that are used in the process of location and recruitment......................................................112.3 Implement the recruitment process in own area of responsibility, ensuring all procedures are followed and necessary records are kept in line with legal and organizational requirements................12CONCLUSION.........................................................................................................................................13REFERENCES..........................................................................................................................................142
INTRODUCTIONTo managing the recruitment process is the core function of human resource manager.This is the term which includes various kind of function such are as attracting, short-listing,selecting and appointing suitable candidates for job. The human resource manager of the firmneed to take this step carefully after identification of vacancies in the firm. The Human resourcemanagement deal with the various kind of function such are as organisation development,performance, wellness of employees, benefits and employee motivation etc. Moreover, the mainpurpose of managing recruitment expertise way is to understand the need of organisation. Thepresent report is focusing over filling of vacancies in the company called LF Beauty. There isvacancy of the post which relates to Temporary Shift Supervisor. In order to full fill operationalprocess we are taking initiatives in order to select those candidates who are having bit knowledgeof managing people (experienced line coordinator). With the help of recruitment management,we are able to select the one suitable candidate who will contribute maximum to theorganisation.1.1 Explain the role and relevance of human resource planning in own organizationHuman Resource Planning (HRP) is a process of forecasting future human resourcerequirements of the organization and determining as to how the existing human resource capacityof the organization can be utilized to fulfil these requirements. It, thus, focuses on the basiceconomic concept of demand and supply in context of the human resource capacity of theorganization.It is the HRP process which helps the management of the organization in meeting the futuredemand of human resource in the organization with the supply of the appropriate people inappropriate numbers at the appropriate time and place. Further, it is only after proper analysis ofthe HR requirements, the process of recruitment and selection can be initiated by themanagement. Also, HRP is essential to achieve the strategies and objectives of organization. Infact, with the element of strategies and long term objectives of the organization being widelyassociated with human resource planning these days, HR Planning has now been redefined asstrategic HR Planning.Though, HR Planning may sound as a simple process of managing the numbers in termsof human resource requirement of the organization, yet, the actual activity may involve the HR3
manager to face many roadblocks owing to the effect of the current workforce in theorganization, pressure to meet the business objectives and prevailing workforce marketcondition. HR Planning, thus, help the organization in following ways:HR managers are in a stage of anticipating the workforce requirements rather than gettingsurprised by the change of events,Prevent the business from falling into the trap of shifting workforce market, a commonconcern among all industries and sectors,Work proactively as the expansion in the workforce market is not always in conjunctionwith the workforce requirement of the organization in terms of professional experience,talent needs, skills, etc. Organizations in growth phase may face the challenge of meeting the need for critical setof skills, competencies and talent to meet their strategic objectives so they can stand well-prepared to meet the HR needs Considering the organizational goals, the HR Planning allows for identification, selectionand development of required talent or competency within the organization. It is, therefore, suitable on the part of the organization to opt for HR Planning to preventany unnecessary hurdles in its workforce needs. An HR Consulting Firm can provide theorganization with a comprehensive HR assessment and planning to meet its future requirementsin the most cost-effective and timely manner. An HR Planning process simply involves thefollowing four broad steps:Current HR Supply: Assessment of the current human resource availability in theorganization is the foremost step in HR Planning. It includes a comprehensive study ofthe human resource strength of the organization in terms of numbers, skills, talents,competencies, qualifications, experience, age, tenures, performance ratings, designations,grades, compensations, benefits, etc. At this stage, the consultants may conduct extensiveinterviews with the managers to understand the critical HR issues they face andworkforce capabilities they consider basic or crucial for various business processes.Future HR Demand: Analysis of the future workforce requirements of the business isthe second step in HR Planning. All the known HR variables like attrition, lay-offs,foreseeable vacancies, retirements, promotions, pre-set transfers, etc. are taken intoconsideration while determining future HR demand. Further, certain unknown workforce4
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