This report is for Denis Phillips, head teacher, and it concerns the importance of having a human resources assistant at Benningholm Primary School. I will be explaining and evaluating the recruitment function, why induction is important and employment legislation.
2.0 The Recruitment Function
Recruitment is the process where an organisation searches for applicants to potentially employ. A Human Resource (HR) manager or assistant will have the job of analysing the organisations current employers and see whether there is a need to recruit new people. If there is a need, then recruitment and selection will take place.
Important documents need to be produced when recruiting and these include a job advertisement, job description and job specification
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By having the salaries and benefits shown, in appendix B, it will attract people to it. A person specification is a significant part of the recruitment pack. If a candidate meets all the requirements such as in appendix C, there is less chance that they will need extra training and it will help to keep costs down. If a candidate does not have all the qualities such as working well in a team, they may leave the job within a few months causing a high turnover of staff. A survey in the UK in 2012 by the Chartered Institute of Personnel and Development (CIPD) revealed that labour turnover in the UK was 12.7 per cent compared with 12.5 per cent in 2011. If there is a high turnover then it will decrease productivity within the work place. This is why it is important to have a HR function in all organisations to put together a pack like this. An organisation has the choice whether to recruit internally or externally. Recruiting internally is beneficial as it keeps costs down because the organisation will not have to pay to advertise or have an induction for a new employee. Externally recruiting can be successful too as organisations as they may find someone with fresh ideas. This is up to the HR department to decide, showing that it is necessary to have someone to do this in an organisation as there is a lot of decision …show more content…
An induction could also include written information, audio visual aids and group discussions. According to the CIPD, “The purpose of an induction is to ensure that new employees are person-job fit, to reduce turn over and absenteeism, and increase employee commitment and job satisfaction.” The induction programme in appendix G contains information of an induction that lasts just two hours. For the rest of the day the candidate would settle in to their work environment. In an induction it is important to know of any rules, policies or legislation. As this induction is for a school, safeguarding training would be compulsory. Also, the Health and Safety at Work Act would need to be implemented in the induction and this is compulsory too because if anything happened, the organisation could be fined. It is also under the law for people to have a safe environment to work in. In order to have an effective induction programme it is essential to have a HR manager or assistant to put it together. This is because they will have knowledge of HR and different recruitment legislation. If another member of staff is dealing with HR such as an office manager, it could prove difficult to keep up as they would have other
Proper induction training is increasingly a legal requirement. Employers have a formal duty to provide new employees with all relevant information and training relating to health and safety particularly. Most employers recognise the fact that their staff are their greatest asset, and the right recruitment and induction processes are vital in ensuring that the new employee becomes effective in the shortest time. The success of an organisation depends on having the right number of staff, with the right skills and abilities.
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.
Recruitment and selection is the process that organisations use to attract potential employees and then choose the best person for the job.
Recruitment refers to hiring a best qualified person for a job opening in a cost efficient and timely manner. This process comprises evaluating the job requirement, attracting the candidates, screening and short listing the qualified applicants, employing and incorporating them with new teams. Talent is the most important assert for any business. Talent Management, which includes recruitment, is a crucial part for any organization’s growth (Limor, 2013).
In this report I will compare the purposes of all different recruitment resources documents used in the selection and recruitment process for a given organisation.
In this assignment we are a team of 3 employees who work for a big organization which has more than 400 employees. Three of us are working in HR department and HR manager asked me to introduce new induction plan. Our current induction system is not competent and when a new staff starts work then he/she cannot get proper information about company’s policies, procedures, responsibilities, code of conduct. Induction must not limited to building like exit points or emergency assembly area. It is much more as I stated above.
Recruitment is the process for attracting candidates for vacant jobs , and it’s done through giving attractive advertisements for the jobs , Also by creating well defined job descriptions for the various jobs , The aim of recruitment is to attracts the right candidate for the various job , It’s the first process in selection process.
Indicative Content: Understand key contemporary business issues affecting the HR function within private, public and third sector organisations. Types of organisation; the role of management within them; ways in which HR is delivered; the main functional areas of management; the search for sustained organisational performance, business
the amount of new staff that is needed in order for the business to develop and grow. Tesco also
The first section discusses a summary of the company’s financial status as well as its goal and objectives. There are details of a financial review and their growth targets. Included in section 2 are details of the organisational structure of the agency and the specialisations of its departments. In section 3 the author debates how HR/L&D activities support an organisation.
The aim of the report is to evaluate and analyse the principles of human resources in general and within the liked visitor attraction of Edinburgh, The Real Mary King’s Close.
All these factors are in addition to the recruitment of members. The recruitment packet should detail the qualifications, salary, benefits and minimum required experience.
Employers and recruiters employ various strategies in meeting the required recruitment goals. To hire the best human resource requires that the human resource department employs recruit methods to target the specific personnel. Human resource professionals are charged with the recruiting responsibility in almost all organizations. However, this role is also delegated to staffing agencies, hiring managers, and principal company chiefs such as directors. Recruitment agencies are branches that a business uses to do the hiring process on their behalf. Recruitment agencies save a business entity the struggle of reviewing applications and curriculum vitae. Recruitment entails the entire process of sourcing,
The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.
Recruitment refers to finding and hiring the best qualified candidate for a job opening, in a timely and cost effective manner. It involves placing an ad to offering suitable candidates sufficient information relating to the job.