Employablility, and Personal Skills in the Recruitment and Retention of Staff in Thorpe Park

Produce a report of approximately 750 words, in which you identify and assess 4 factors that affect an organisation’s approach to both attracting talent and recruitment and selection. Identify and explain 3 organisational benefits of attracting and retaining a diverse workforce. Describe 3 methods of recruitment and 3 methods of selection.

This unit is about understanding the strategic skills required to enable an organisation to achieve its ambitions. It requires you to demonstrate that you are able to identify and manage organisational skills requirements and personal leadership development and evaluate the effectiveness of the results. The unit is also about understanding how to create a staff welfare environment aligned to organisational values.

2. TAYLOR S, and WOODHAMS C – Studying Human Resource Management, (2012) page 104, London Chartered Institute of Personnel and Development

Amusement parks are in the umbrella of the hospitality industry. One of its goals is to provide entertainment for all guests. It has been that way since the beginning and has been advancing ever since. If anyone had to say it the best, it will have to be the father of the amusement parks, Walt Disney. “Here you leave today and enter the world of yesterday, tomorrow and fantasy” (GoodReads). He understood that how important amusement parks are, how keeping the original charm that the guest grew to love and advancing that park to make the guests continue to enjoy the park for years to come. Understanding the past, present and future of the amusement park will show how these parks have lasted for years and years.

The use of interviews alone in determining the right candidates for a job can prove to leave many questions unanswered in terms of the actual competencies and capabilities of candidates. Therefore the use of psychological assessments and tests can help the practitioner to formulate a more objective and accurate assessment of the candidate’s capabilities and competencies against the inherent job requirements. Bartram (2004) pointed out the use of traditional methods (structured interviews, job application forms and knowledge and skills tests) in selecting the candidates who are likely to succeed or fail in a

For an organisation to attract talent successfully, as part of the talent planning policy it needs to identify and assess what factors affect its approach to attracting talent. For example:

Employability and personal skills are very important when it comes to recruitment and retention of staff in the accounts department. People that work in the accounts department are highly required to possess computer and bookkeeping knowledge. Without employability skills employees wouldn’t be able to cope with

In determining employability, one must determine and consider a person’s current occupational profile, which includes their functional abilities, education, aptitudes, work experience and transferable skills.

In this essay, I will assess the importance of employability and personal skills in the recruitment and retention of staff in a selected organisation which is “Uxbridge College”. It is necessary for Uxbridge College to consider both the employability and personal skills when employing as human resources, as they need to ensure that they are employing the correct candidate, who is aware of their roles and responsibilities. Therefore, before selecting their ideal candidate, they will identify whether they meet the essential requirements for the job they are applying for. Recruitment is the process of advertising and hiring the best employee for your business for an available job position. Therefore, by ensuring that you have a suitable skilled

Employability skills are very important to us as they are problem solvers as we take initiatives to resolve them. These skills include leadership, effective communications, written communication and interpersonal skills when working as part of a team. This task deal with effective communication, way of communication. Problems at work can be solved through feedback from both customers and staff, dealing with complaints. In an organisation, people work together in teams to achieve an objective and same goal.

The executive leadership is made up six men who have been with the organization from the beginning. The CEO recently retired and appointed his daughter, who has years of experience in the industry, but her ideas and philosophy differ from his. While she believes in the founding principle of being an innovation and technology company, her new strategy is to turn Gizmos, Inc. major sales organization. This research paper will deliver Gizmos, Inc. with recruitment, selection, and onboarding solutions.

This assignment is a portfolio, based on three current topics in Human Resource Management. The common theme of all the media articles I reviewed is the recognition of people as an asset by the organisations to achieve their strategic goals and objectives. It is observed that organisations are directing their efforts to recruit, retain and develop this asset.

Accordingly, work experience though it possesses some pros and cons, is something many recruiters look out for in candidates than other aspects. Ones who don’t have the right work experience have the possibility to be turned down from many opportunities. People who possess more experience are the ones who are usually called in for interview. But aside from this, having substantial qualifications can boost a candidate’s job prospects. Along with skills and knowledge, a job seeker that has successfully completed a university degree or tertiary qualification shows ambition, direction and a desire to better themselves – traits that can pave the way for a solid career. A tendency towards academic achievement can also hold powerful clues into how a new hire will perform in the workplace – the desire to excel in a learning environment often extends seamlessly to the workforce.

This article is a brief discussion about Traditional Job Analysis (TJA) and Competency Model (CM). It points out major differences and fundamental goals of two approaches by the HR. The article provides ways in which TJA combined with CM can help an organization to achieve strategic objectives by directing employee behavior. The article further highlights that CM links results to business goals which is not the case with TJA approach. In addition, TJA is more methodological in terms of data collection, level of detail, assessment of

Today’s Society as a whole is ever changing and exceedingly diverse. This can also be said in the nature of business. Therefore, it is critical for organisations, HR managers and employers within any business to find different methods of training and development to suit their workforce, as well as trying to attract and keep talented employees through such opportunities. It is not satisfactory for employers to treat each employee the same, but instead must view each as an individual with differences, such as working styles, personality traits, culture, socioeconomic background, educational background and