Role of a Human Resource Management Assignment
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Added on 2020-01-07
Role of a Human Resource Management Assignment
Added on 2020-01-07
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Running head: HRM ASSINGNMENT 2 Human Resource Management 2Student NameInstitutional AffiliationDate
HRM ASSINGNMENT 22Table of Contents1.0. Recruitment of employees and selection process..........................................................................41.1. Introduction................................................................................................................................41.2. Recruitment approaches............................................................................................................51.3. Job advertisement......................................................................................................................61.3.1. Physical Education Instructor Needed At Hillside Education...............................................61.3.2. About the job.......................................................................................................................61.3.3. Suitable platforms for advertisements.................................................................................71.3.4. Job specification and person specification...........................................................................71.3.5. Job purpose:........................................................................................................................71.3.6. Teaching:.............................................................................................................................81.3.7. Evaluation, response and pursuing......................................................................................82.0. Employee performance, development and reward......................................................................102.1. Difference between training and development........................................................................102.2. Changes in customer expectations and how it influences Tesco in the need to train the staffs.........................................................................................................................................................102.3. Tesco Training methods............................................................................................................112.4. Identifying theneeds ofthe trainees..........................................................................................122.5. Benefits, for structured training programme and return on investment..................................143.0. Employment relationship.............................................................................................................153.1. Key elements in the employment legislation............................................................................173.1.1. Contract of Service/Contract for Services..........................................................................173.1.2. Dismissal............................................................................................................................183.1.3. Insufficiency.......................................................................................................................183.1.4. Unfortunate behaviour......................................................................................................183.1.5. Repetition..........................................................................................................................183.1.6.Generous Reasons.......................................................................................................193.1.7.Discrimination..............................................................................................................193.1.8.Sexual separation.........................................................................................................193.1.9.Sexual Orientation.......................................................................................................19
HRM ASSINGNMENT 233.1.10.Meet Pay......................................................................................................................193.1.11.Religious Discrimination...............................................................................................203.1.12.Handicap Discrimination..............................................................................................204.Conclusion...................................................................................................................................205.References...................................................................................................................................21
HRM ASSINGNMENT 241.0. Recruitment of employees and selectionprocess1.1. Introduction Workforce planning is an important role of a human resource management. This is theorganised identification as well as examination of the any organisation needs in relation to itsworkforce. This may include; skills, experience, type, size, knowledge and type. It is aprocess used a source of intelligence that informs the organization about the present,evolution and the forthcoming impact on the organisationfrom both external and internalenvironment. Workforce strategic plan usually covers not less than three years projectionperiod, which is affiliated to the organisation requirements and outcomes. This is animportant area for the HRM in regard to workforce planning and resourcing (Dale, 2013).This is a very critical activity in Woodhill College because the demand and supply oftalents is uneven. For example in decades ago, there was the boom of IT, many seniormanagers lined up in the HR offices with targets of the employees to be recruited over aperiod of time.The idea was that they take as many workers on the basis of the acute scarcityof employees. This led to many techies heading to Europe and in the US and the recruitmentbecame hectic even with the most experience HR. However, there are ways to handle suchsituation (Edenborough, 2014). There is the need to ensure that employees being employed are based on the demands,current and future which is as a result of identified gap in the organisation.Taking inemployees without a strategic plan or without the relevant skills just to fill various positionscan harm a business. Therefore sound decisions must be made by the HR (Edenborough,2014).
HRM ASSINGNMENT 251.2. Recruitment approachesAccording to Dale, (2013), recruitment is to the overall procedure of appealing,choosing and employing suitable applicants for employment opportunities in anorganisation.There various approaches which are applied in the process of recruiting. First,there is internal recruitment. A candidate from a current workforce takes up a job posting inthe same organisation. This maybe inform of promotion, an opportunity from a careerdevelopment or in order to meet urgent needs in an organisation. The advantage about thisapproach is that, the employee is familiar with the organisation and his/her capabilities areknown from various job as well the willingness and trust (Dale, 2013). This approach is quickand less costly. Secondly, there is employee referral program. The current employeescommend the potential applicants for the available post. If the applicant is hired, someorganization usually award a bonus to the employee.Thirdly, there is the niche firms. Theymainly focuses on building relations with candidates who may be several times in theircareers (Dale, 2013).The online resources development has helped in finding niche recruiters.Based on theknowledge, niche firms usually develop employments trends which are specific and focusedto their relevant industries. The other approach method is referred to as the social recruiting.This is mainly done on social media majorly the career-oriented sites for example LinkedIn.This is a fast growing approach mostly with the people in the middle age group. Also, there ismobile recruiting. The strategy behind this is that mobile technology is used to appeal,involve and transform applicants. It is one of the opportunity growing where recruiters canlink with applicants in an efficient way. Using tools like the analytic hierarchy process ormultiple criteria decision analysis and the combine with methods of recruitment, can providean advantage. This will help the recruiters in decision making since there several and diversecriteria being considered (Edenborough, 2014).
HRM ASSINGNMENT 261.3. Job advertisement.1.3.1. Physical Education Instructor Needed At Hillside EducationLocation, Birmingham, HillsideJob type- temporary/contract/project, full time Salary- 23, 455.00 £per year1.3.2. About the jobHillside education works in coordination with a large number of schools acrossBirmingham and urgently needs a PE instructor for a short as well as long-term positions.We provide schools in Birmingham with well experienced teachers and in this year andwe need qualified PE instructors who are flexible and trustworthy to carry out some supplyroles. (How do I write an effective job advert? | Monster.co.uk.)We are capable of catering for your needs whether you would have a one day supply,part-time or full-time and can lead to a permanent job.Successful applicants must;1.Have a Bachelor of education with speciality in Physical Education2.Have a 5 months experience working in a school in UK3.Have the ability to cultivate good rapport with students, parents and workmates.4.Have the capability to embrace team work and also developing your owninventiveness.All the applicants who register with Hillside Education will be required to have a DBScheck done. All propositions are provisional upon reasonable background check (How do Iwrite an effective job advert? | Monster.co.uk.).
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