Essay on Human resources

“The employee placement process consists of four activities: recruiting, selection, orientation and employee development” (Reilly, Minnick & Baack, 2011). Since we now know whom we are looking for, it is time to find the employees that best fits the areas needed. Now we have to list our job, its description, and various functions. We should also add the minimum requirement on education as well as previous training. We will now send it out to advertise for potential employee has and show them the possible positions available. After we have our close date, we will begin with forming our short list of those applicants that are a perfect fit for the job.

1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)

Cover letters and application forms are necessary for this process and must contain information about one’s qualifications. The cover letter is written manually and candidates must include all the information necessary from the job

1. Ch 1, page 60-61, question 4: What is “evidence based HR”? Why might an HR department resist becoming evidenced based?

2. Give some examples of ethical issues that you have experienced in jobs, and explain how HR did or did not help resolve them.

One of the easier way for applicant to find out about available job is by Tesco carer website (www.tesco-carrers.com), applicant can fill up an online application form and submit it directly. Furthermore interested people can see Tesco’s advertisement trough vacancy boards in stores what is more applicant can also send their C.V.

Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.

Recruitment and selection is very important. Organization performance depends on the recruitment and selection process because if quality soldier does not get selected then the standard of British Army will drop and they might not be able to do the job, so they will add extra cost such as extra training, medical and welfare. Once the decision has been taken by the Ministry of defense wants to advertise a job vacancy a decision must be taken as to how the advert will be worded and where it will be placed. The first decision will be dictated by HR policy. If the company decides to keep the advert Internet, then they can use the Army Jobs webpage, soldier’s magazine. The choice of method depends on the type of vacancy; if the Army Officer is in short occupation list then the main point to advertise will be University Canteen, University Job fare.

For a company, recruitment is a critical process. A company has to list out a job description and requirement for applicants to get ready about their resume. What should contain in a job description? Name and address of employer, the job title, work location, which department should the employee reports to, the overall purpose of the job, key areas of work, and terms and conditions. About the overall purpose of job, employer needs to briefly explain about the job and the expectations of the employer to the job. About the key areas of work, employer needs to list out the responsibilities of the employee in each area. For example, staff should be aware about the classroom settings to make sure it is safe for children, staff should update parents

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

The preferred method of staff recruitment is by using the online application facility at www.DIY.uk. You must create a user account to access the system. Here you can find current vacancies and view job descriptions. A detailed application from must be completed and there is a facility to upload your CV. You can apply for an existing vacancy or depending on your profile supplied; you will be notified of future vacancies as they arise.

Once an open position is approved for recruitment, Human Resources (HR) will generate job announcements electronically and post the announcements in designated areas within the building. Appropriate external recruitment sources will vary depending on the vacancy and will be determined

Human Resources constitute as one of the most imperative components of any organization, be it small scale business or a large conglomerate. Some of the key functions of the Human

Project TitleRecruitment Process of Torrent Pharmaceutical ltd.Objectives1. The recruitment and selection goals should be always based on the general objectives of the recruitment process. 2. The hiring process exists to attract, hire and evaluate new employees for the organization. It does not start with the individual selection of the new hire and it does not end with the signature of the emplacement contract. 3. It is a great advantage for setting goals and objectives of HR Recruitment Specialists. 4. Competent human resources at the right positions in the organization are vital resource and can be a core competency or a strategic advantage for it. 5. The objective of the recruitment process is to obtain the number and quality of employees that can selected in order to help the

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in