Identifying A Vacancy: The First Step Is To Hold A Meeting

1430 WordsMar 22, 20176 Pages
Identifying a Vacancy: The first step is to hold a meeting between the line supervisors and the manager to establish the need to fill a vacancy. Job analysis: During this meeting and taking into consideration aspects such as: strategy, operational needs and budget, the key tasks and requirements for this particular job are identified. Fill position internally: As a way to reward loyalty and to incentivize employees the company has a policy of always (if possible) offer available positions first to any current employees that might be interested on them. Fill position externally: In the event that there is no interest by any of the current employees to fill the new vacancy or there are not any in-house suitable candidates. The company will…show more content…
The theoretical approach to Iceberg 's HRM follows a contingency approach with vertical integration that ensures the demands of the business strategy are met. Minimizing the costs of the recruitment method. Apart from the administrative part Iceberg 's HRM department is composed by senior staff from other areas (Operations, Quality control). The selection criteria focuses on a mixture of Team functional fit/job fit (Torrington, 2014 p.52). The seafood processing industry requires employees with certain individual abilities and skill but the fact that a large percentage of the job is performed in a production line makes the team functional fit also quite relevant. Strengths of Iceberg 's HRM operation. -Seeking to minimise costs, Iceberg doesn 't have a full HR department. Apart from the administrative part Iceberg 's HRM department is composed by senior staff from other areas (Operations, Quality control). To maximize costs both Iceberg 's plants in the UK have the same HR policies and the same organisational approach to HR in general and recruitment and selection in particular. -The fact the HRM is composed from senior staff from other departments makes it fully integrated with the strategic goals of the business. In this respect Iceberg follows a Dialogue model of relationship between the business strategy and HR strategy. -Iceberg follows a straightforward

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