4DEP Assignment

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

Settings also have a legal duty to contact Ofsted if an allegation of abuse is made against any of the staff members; regardless of their position, hours worked or whether they are in paid or unpaid roles.

The concept of "evidence based HR" is using specific tools (key performance indicators) to help clarify course of action, identify errors or omissions, and align HR to corporate strategy. It is a decision-making process combining critical thinking with use of the best available scientific evidence and business information (Rousseau & Barends 2011). It forces HR professionals to measure their efficiency and effectiveness quantitatively. In addition, it presents a clearer way to share information with colleagues in a systematic way. One tool that is used is Critical Path Analysis, which helps illustrate the minimum time

The Human Resource category addresses employee selection and development practices, motivation, satisfaction and compensation as it relates to the growth and success of the company. The experts will review the work environment, the morale of the employees, the benefits and the company culture. The applicant will need to address workforce development, staff performance management, and how both align with the company’s goals.

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

Lines of responsibilities everyone has responsibility for the health and safety of the children and young people each member of staff need clear reporting

M1 - Compare the purposes of the different documents used in the selection and recruitment process

It covers 10 professional areas and 8 behaviours, set out in 4 bands of competence. The Map covers every level of the HR profession: Band 1 being the start of your HR career through to Band 4 for the most senior leaders.

The HRPM is a visual illustration of the activities, skills and behaviours required to be effective in an HR role. It based on information and best practice shared globally by HR professionals. Many organisations around the world now use it to benchmark their HR capability.

After completing the evaluation of My HR Map tool the following areas were identified for development:

In 2009 the CIPD conducted a report on what human resource practitioner's did, their roles, and activities.They interviewed practitioner's from a large number of professions across different sectors and the result was the production of the HR professional map, that does not focus on job titles, but instead focused on the skills and behaviours. It is simple, flexible and can be used as a whole or in part. Starting with and including the two core professional areas, it consists of ten professional

It was this incoherence that prompted staff to notify Ms. Ahmadi who after observing you further decided to proceed with the drug testing protocol. Appearing at work under the influence of drugs violates the City’s Substance Abuse Policy (AR 97.00) as well as the City’s Code of Safe Work Practices and is cause for removal under Civil Service Rule XI Sections 3(a), 3(d) and 3(i).

To create a professional HR development programme that is fit for purpose and valued within MOD, and an internal means of communicating with and encouraging debate within the professional community – website, journal etc. A greater ability to lead the wider engagement with senior management. The ability to really influence the way in which our new HR community can work holistically, non heirarachically in order to deliver an even better service to the business. To include the potential for greater use of the centre of excellence approach in the new HR architecture – how that can really work. A real and practical ability to understand and make the links clearer

The Human Resource Map (HRPM) was developed by the CIPD it was created by generalists and specialists within the CIPD/HR environments to explain how HR add value to any organisation within the UK and around the world. The (HRMP) is a guideline/benchmarked on line tool which can help individuals and organisations identify immediate and future development needs. The purpose of this (HRPM) is to capture the key skills required for the successful and effective Human Resource Function. The HRPM gives direction and shows what needs to be done, what the individual needs to know and