Essay on Report on Recruitment and Selection Processes

Once we understand requirements for the position, then next step is to define ways of meeting those needs. It includes the amount of resources and authority the position provides to fulfill the business need. A job description can be as simple as a list of tasks required by the individual holding the position. Formal job descriptions will include level of responsibility, expected outcome, including reporting line and other interactions. Once expectations, and means of attaining expectations are documented, then sketching ideal candidate will become easier.

The manager should have policies and procedures and planning documents in place for person-centred strategies. This is to make sure that staff, have the proper training. The manager should monitor and review things regularly.

Job description entails the outlining of the skills, and the necessary qualifications and competencies required for a working opportunity. A recommended job description should include some aspects, including a list of technicalities required and hierarchical levels in the organization. It should be able to be used in signing the service contact (Slezak 2012).

This will require each department manager to provide a detailed description of duties for each position in the department to the Human Resources Department.

As you can see our job description is not too long and there are no lengthy details included we find that this is more appropriate and we do not need to change the job description as often. We try to focus on the responsibilities rather than individual tasks, individual tasks are grouped as we try to keep it to one page so as to keep the persons interest and ensure that they read

A maternity leave policy should be in place for if a lady falls pregnant this

It is important to identify the skills needed for new roles. This can be done by creating a job description for the role in questions. Furthermore, an organisation can identify, through the job description, whether the skills already exist within the organisation or if it is necessary for external recruitment.

An analyses of the workplace would be done to evaluate what positions there are available, once that has been established a job analyses will be conducted to find out the requirements of the position and what is needed/ wanted from the applicates. Then other staff will be brough and and made aware of what the company is looking for when they need it by and then advertisement of the job would then be advertised. 

Clear job descriptions and hierarchies will be developed so that every employee is sure of their role in the organization and who their manager is. The revised job descriptions along with “mental, physical, and technical” qualifications will be used to determine employee suitability for the new positions within the organization as well as possibly eliminating positions (Liebler & McConnell, 2008). Using these criteria for placement of employees in positions within the new organization will “foster a positive climate of compliance with nondiscriminatory practices” (Liebler & McConnell, 2008, p.204).

This report was say 's about the particular organisation how the fallow 's the process for recruiting the workers and interviews process and explaining the responsibilities of HRM .

and selection team must addressing the job responsibilities and scope of work of each new

➢ The company should perform periodic performance evaluation on their current employees. It should also update the job description and duties for all the mangers, where they should look for red flag and follow up on customer complaints, particularly if there are significant number of complaints being submitted towards certain employee.

“Harrison Corporation, a U.S.-based corporation with business units in Europe and South America, has recently decided to create a business unit focusing on expansion into Central America. As a low-cost producer of discount office supply products, the company will continue producing products at the existing facilities, or purchased from existing suppliers. This unit primarily focuses on marketing and delivery of products to two groups of customers: corporate customers, retail, and consumers.

Take action on plan, provide training and monitor staffs’ performance and record the performances monthly by HR manager.

In recruitment advertising is the means by which job opportunities are made known to the public through the use of media, local and national newspapers, notice boards and recruitment fairs. Advertising is a form of communication for marketing and is used to encourage, persuade or manipulate an audience to continue or take some new action. Recruitment involves actively soliciting applications from potential employees (Taylor 2005). Advertising has proven to be relevant as a recruitment strategy and this is shown in the argument discussed below.