Recruitment & Selection Assignment

Added on - Dec 2019

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RECURITMENT& SELECTION
ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3P1 Recruitment Using Internal and External Resources..............................................................3P2 Impact of legal and regulatory Frame work on recruitment & Selection...............................4TASK 2............................................................................................................................................5P3 Documents used in Selection and recruitment.......................................................................5M1 Purpose of different documents used in Selection and Recruitment.....................................5TASK 3............................................................................................................................................6P4 Planning to take part in selection Interview...........................................................................6P5 Taking Part in a selection interview.......................................................................................6M2 Analysis of contribution to selection process........................................................................7D2 Evaluation of the experience of planning & participating in the process..............................8CONCLUSION................................................................................................................................8REFERENCES..............................................................................................................................10
INTRODUCTIONRecruitment is the process of attracting the most suitable people for the position,selection is the process of choosing the best person for the position, and induction is introducingthe person to the position. This module describes a series of well-tested steps to help you identifythe right person, to ensure he or she will fit well with your farm business, and to meet the variouslegal obligations of an employer. If recruitment is done well, the business benefits from happierand more productive people, reduced staff turnover, good working relationships and ultimately amore profitable farm(Girard and Fallery, 2017). Thus the present report is conducted in order tomake the things clear on recruitment and selection topic which will make the reader of this reportfull fill his domain of knowledge. The companies for this undertaken are Aldi and Mark &Spencer.TASK 1P1 Recruitment Using Internal and External ResourcesFor any organization, recruitment is a crucial part of developing and maintainingan effective and efficient team. A good recruitment strategy will cut down the wastage oftime and money, which would have incurred for extensive training and development ofunqualified resources(Hall, Pilbeam and Corbridge, 2013).Internal Sources of RecruitmentInternal sources of recruitment refer to hiring employees within the organizationinternally. In other words, applicants seeking for the different positions are those who arecurrently employed with the same organization.Promotions:Promotion refers to upgrading the cadre of the employees by evaluatingtheir performance in the organization. It is the process of shifting an employee from alower position to a higher position with more responsibilities, remuneration, facilities,and status.Transfers:Transfer refers to the process of interchanging from one job to anotherwithout any change in the rank and responsibilities(McClean and Collins, 2017).
Recruiting Former Employees:Recruiting former employees is a process of internalsources of recruitment, wherein the ex employees are called back depending upon therequirement of the position. This process is cost effective and saves plenty of time.External Sources of RecruitmentExternal sources of recruitment refer to hiring employees outside the organizationexternally. In other words, the applicants seeking job opportunities in this case are those who areexternal to the organization.Employment Exchanges:As per the law, for certain job vacancies, it is mandatory thatthe organization provides details to the employment exchange(Phillips and Gully, 2016).Employment Agencies:Employment agencies are a good external source of recruitment.Employment agencies are run by various sectors like private, public, or government.P2 Impact of legal and regulatory Frame work on recruitment & SelectionRecruiting the right people is the key to the success of many organizations. Theseorganizations ensure that the processes and procedures involved in recruitment and selectionmeet their needs and are legal. In this unit, learners will develop an understanding of the impactof the regulatory framework on the recruitment process(Rivera, 2015). Potential applicants maydecide to apply for a post based on the quality of information that they receive. Details of thepost will usually be the first communication they have with the organization. It is important thatthe organization makes a good first impression on potential applicants to ensure that they attractsufficient applicants of the right caliber. Learners will develop their knowledge of the types ofdocumentation used in an interview process. A structured and planned selection procedure iscrucial to the success of the selection process. The impression a business makes may determinean applicant's decision to accept an offer of appointment. Staff conducting the interview will alsobe forming their impressions of the applicant. It is important that interviewers are well organizedand prepared. They will need to be familiar with the details supplied by the short listedapplicants, and use effective communication and listening skills during the interview(Lievensand Sackett, 2016).
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