Recruitment and Selection Process Report - (Doc)
11 Pages2978 Words480 Views
Added on 2020-07-22
Recruitment and Selection Process Report - (Doc)
Added on 2020-07-22
ShareRelated Documents
RECRUITMENTANDSELECTION
Table of ContentsINTRODUCTION ..........................................................................................................................3TASK 1 ...........................................................................................................................................3P1 How internal and external sources helps in recruitment process ..........................................3P2 Impact of the legal and regulatory framework .....................................................................4TASK 2............................................................................................................................................5P3 . Documents used in selection and recruitment activities......................................................5TASK 3............................................................................................................................................7P4 Plan to take part in a selection interview....................................................................................7P5 Take part in a selection interview.........................................................................................8CONCLUSION ...............................................................................................................................9REFERENCES .............................................................................................................................11
INTRODUCTION This report is based upon recruitment and selection process in different ordinations. Theapproach should be adopted in order to achieve the best practice of human resource managementin business enterprises. Along with this, it is suggest to the companies that they can adoptinternal or external method for filling vacant posts. Employees are the one of the very essentialtool for any commercial enterprise. Greenenergy and Bluebella, both the organisations want thatthe best possible candidates is recruited to the post. It is the responsibility of human resourcedepartment, that it find most appropriate candidate fro the available post (Chaneta, 2014). Thesecond involves the whole procedure of recruitment and selection. The process of selection ishelpful in to attain and retain talent for the organisation so as companies can easily achieve itsgoals and objectives from target market. TASK 1 P1 How internal and external sources helps in recruitment process There are two of recruitment process, such as internal and external source. An internalsource of recruitment includes recruiting candidates internally. It prefer top choose thoseemployees who are currently working in their own company and are willing to other departmentor higher position (Bryson, James and Keep, 2013). An external source involves recruitingcandidates externally for better performance and achieving organisational goals and objective.External employees always feel young and innovative for new companies, more active enough tofind business problems and fix it. In Greenenergy and Bluebella, both companies are recruitingtheir candidates with the help of internal and external sources. So as there are mention below thetypes of these recruitment sources:- Internal Sources-Promotions- The Greenenergy company should have to promote their bets candidates soas they are departed to work for the organisation. Promotion means to give a higherposition, status, salary and responsibility to the employee (McGraw, 2011). So, thevacancy can be filled by promoting a suitable candidate from the same organisation.Transfer- it is a good way of hiring employees Bluebells. Along with this, transfer meansa change in the place of employment without any change in the position, status, salaryand responsibility of the employee.
Internal advertisement – advertisement is really beneficial for business organisations. Inthat, there are so many applicants are applied for a job so managers can easily choosebest one suitable among them. External sources- Management Consultants- it assist in order to select higher level staff. Managementconsultants are act as a representative of the employer. So as Bluebell should have toprefer management consultants if it is hiring from external sources. It is helpful to makeall essential arrangements for recruitment and selection (Shackleton, 2015). Public advertisements- For Greenenergy, public advertisement are also beneficialbecause the personnel department of a company advertises the vacancy in newspapers,the internet, etc. This advertisement gives information about the company, the job and therequired qualities of the candidate. It invites applications from suitable candidates. Thissource is the most popular source of recruitment.P2 Impact of the legal and regulatory framework There are many laws and legislations that should have to follow by an organisation at thetime of hiring candidates. In Bluebella and Greenenergy, there is so many legal and ethicallimitations of the Hr department that helps in to provide consideration during recruitment. It isnecessary that all companies stay within keep to these regulations in order to ensure that they areacting as fairly each of their candidates. There are different laws and acts that have to follow bybusiness organizations, such are as follow- Sex discrimination act- the sex discrimination act 1997, states that employees should beprotected from any sort of discrimination based on their gender or sexuality under theequity act 2010. To comply with this law, managers have to ensure that recruitment andselection process are free from discrimination and treat both men and women together(Kenny, 2011). Potential employees should not be affected given unfair recruitment andshould gain access to training or promotion whatever their genders status. Race relations act 1970 – This act was introduce by the parliament to ensure thatregardless of race, everybody would be offered the same opportunities. Just like the sexdiscrimination act, this means that during recruitment a company is obliged to treat eachcandidate equally and is illegal for them to judge someone's ability to do a job based onthe colour of their skin.
End of preview
Want to access all the pages? Upload your documents or become a member.
Related Documents
Recruitment and Selection in Businesslg...
|10
|2638
|205
Recruitment and Selection Process Assignmentlg...
|19
|4362
|117
HRM Assignment - Recruitment and Selection Processlg...
|10
|2872
|87
Report on Recruitment and Selectionlg...
|10
|2872
|192
Recruitment and Selection (PDF)lg...
|10
|2942
|156
Recruitment and Selection - Sainsbury Assignmentlg...
|13
|3723
|172