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HRM Assignment: Recruitment and Selection in Business

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Added on  2020-06-04

HRM Assignment: Recruitment and Selection in Business

   Added on 2020-06-04

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Recruitment and Selectionin Business
HRM Assignment: Recruitment and Selection in Business_1
Table of ContentsIntroduction...........................................................................................................................................3Task 1.....................................................................................................................................................3P1 Recruitment using internal and external sources........................................................................3Task 2.....................................................................................................................................................4P2 Impact of the legal and regulatory framework on recruitment and selection activities..............4Task 3.....................................................................................................................................................5P3 Job description, Job specification for sales assistants.................................................................5Task 4 ....................................................................................................................................................7P4 Plan to take part in a selection interview....................................................................................7P5 Take part in a selection interview................................................................................................8Conclusion.............................................................................................................................................8REFERENCES.........................................................................................................................................10
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IntroductionThe recruitment and selection process is important for new and established businessesalike. A company human resources department has the support and expertise of employmentspecialists who assist hiring managers with the procedures to ensure business organization.Recruitment and selection is the process of identifying the need for a job, defining therequirements of the position and the job holder, advertising the position and choosing themost appropriate person for the job (Albrech, 2011). Undertaking this process is one of themain objectives of management. Indeed, the success of any business depends to a large extenton the quality of its staff. The present report based on ALDI which is a retail business unitand operate its business in United Kingdom. Task 1P1Recruitment using internal and external sourcesThe searching of suitable candidates and informing them about the openings in the enterpriseis the most important aspect of recruitment process. The candidates may be available insideor outside the organisation (Anderson, 2013). Basically, there are two sources of recruitmenti.e., internal and external sources.Internal sources:When a vacancy arises in the organisation, it may be given to an employeewho is already on the pay-roll. Internal sources include promotion, transfer and in certaincases demotion. When a higher post is given to a deserving employee, it motivates all otheremployees of the organisation to work hard. The employees can be informed of such avacancy by internal advertisement. Therefore, it is the responsibility of ALDI to use itsinternal sources in order to manage its human resource in an effective manner (Armstrong,2011). on the other hand, Primark which is quite small as compare to ALDI use internalsources in an appropriate manner. Transfers:Transfer involves shifting of persons from present jobs to other similar jobs. Thesedo not involve any change in rank, responsibility or prestige. The numbers of persons do notincrease with transfers.Promotions: Promotions refer to shifting of persons to positions carrying better prestige,higher responsibilities and more pay. The higher positions falling vacant may be filled upfrom within the organisation. A promotion does not increase the number of persons in theorganisation.
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