Recruitment and Selection Essay Example for Free

Recruitment and Selection Essay1.0 Attracting and RecruitingTescoThe priority for Tesco is to regain internally latent appli back endts atomic count 18 scouted with their Talent scheme to fill a nullity. Employees looking for a promotion are targeted first, if at that place are no compatible people in the Talent Plan or developing in spite of appearance the businesses internal management program then Tesco willing advertise the vacancy internally on its staff website for two weeks.BenefitsAn incentive for employees to clip hard therefore rewards rock-steady employees. exist Effective due to non having to advertise externally in expensive mediums e. g. magazines, newspapers etc. The business is already familiar with the skills and cap skill of the candidates. Motivation can occur as it provides an increase in employee empowerment. Shorter introduction current needed as the candidate is already familiar with the operations and activities of the business. (hrcap.com)Di sadvantagesLimited applicants presumptuousness that you are only(prenominal) able to choose from the pool within the business. Lack of new ideas and perspectives introduced externally as people on the outside whitethorn chip in different experiences from business that they have work for in the past and in advance(p) ideas. May cause conflict between potential candidates and resentment from those non promoted or not given the opportunity. As the employee(s) gets promoted this creates another vacancy. (tutor2u.net)McDonaldsEvery restaurant franchise is trusty for filling hourly- paying(a) positions this is empowered with McDonalds recruitment policy. The management recruitment department popularly advertises the position in the restaurant for recruiting hourly p abet employees. However, there are other method that they use such(prenominal) as line of business centers, careers fairs and other topical anaesthetic facilities.BenefitsPeople on the outside can playact in new id eas and perfective that can aid innovation and improve productivity. Larger pool of potential applicants from which to find the best candidate. May reduce provision expenses by as experienced candidates can be employed. Diversifies the business, helps companys plans of digesting their alteration requirements. Does not create conflict between employees.(blurtit.com)DisadvantagesLonger work at due the need to attract externally. More expensive from the requirement of consultationing and advertising. Could cause morale chores as internal candidates are not given the opportunity for a promotion. Requires longer orientation or introduction period.Selection crop whitethorn not be impelling to reveal the best candidate. (Aswathappa, K. 2005)2.0 HR PlanningA systematic process for identifying the human resources required to meet organisational goals and developing strategies to meet those requirements. It defines the activities necessary to have the right people with the right s kills in the right key out at the right time. (cs.ny.gov)TescoGiven that Tescos is putting emphasis on growth, the company needs to recruit regularly to keep up with the demands of the business and its operations for both food and non-food parts of the business. The process runs annually from dismiss of February. Quarterly reviews in May, August and November are used to prize current staffing levels and whether recruitment is needed.McDonaldsMcDonalds labor perturbation is usually highschool due to the most of them being in education (varies from differing franchises) hence HR pulpulation is a monthly process that requires the assessment of staff that are leaving and therefore the need to treasure whether recruiting new staff is needed.AdvantagesThe company anticipates future needs of the organisation and evaluates whether appropriate action is needed in effect preventing potential problems before they arise which lastly increases the everywhereall efficiency of the busine ss good manpower plan is a source of competitive advantage. (ehow.com) HR planning takes a proactive approach in ensuring that the corporate object is met by aiding the businesss operations. Therefore it allows managers to prepare and plan for changes rather than reacting to changes as they come. Hence HR planning is a good strategic decision making tool. (tutor2u.net) Businesses that are in market with high external changes e.g. Mobile Ph 1 market technology. The business can better react work pierce implications such as employing someone that have a particular set of skills to match the competition. (datapole.hubpages.com)Potential issuesImplementing the decisions make from the HR plan may be difficult due to cost. Most of the decisions made from the HR planning have cost implications e.g. new training, extra recruitment, and redundancies. The cost need to be evaluated relative to the corporate objective and whether the decision aids in meeting the objective(s). (tutor2u.net) 3.0 Equality Act 2010The Equality Act 2010 is the law which bans dirty treatment and helps achieve equal opportunities in the workplace and in greatr society. (homeoffice.gov.uk) The human resource department is responsible for implementing the act given that the act is aimed at recruitment and the weft process and the working environment. Tesco enforces this act in the recruitment process by not including questions about religion, sexual orientation and age on the m filming form. Tesco has implemented a vicissitude strategy, Tescos aim to employ people from disabled or deprived groups. Tesco offers an interview guarantee to candidates from Remploy, Shaw Trust and Whizz-Kidz three organisations that work with disabled people. McDonalds believes success is due to the experiences and the quality of their employees. Their aim is to develop employees talents, whilst nurturing their differences. To ensure equality and transition McDonalds implements policies and monitors and revie ws them regularly to maintain their effectiveness.For an example in application form there are not questions regarding age, sex or race. Through Diversity Awareness Training, Managers Guide Training, the Employee Handbook, managers will make certain every employees are trained and made aware of their responsibilities under the equality and diversity policies. Moreover, employees have an option on joining internal programs and employee business networks that serve to provide a signified of community in a diverse work place such networks include Hispanic Employee Network, McDonalds African American Council, and McDonalds Gay Lesbian Allies Network. Moreover, they provide information, education, and advice for both the employees and the company.BenefitsCreates a good image an ethical corporate image. Attracts and retain talent from the widest range and best possible pool of potential candidates for the vacancy. Feeling included and appreciated increases loyalty and feeling of belongi ng therefore reducing absenteeism and labor turnover, ultimately saving on recruitment expenses. Creates a to a greater extent respectable and safer work environment and culture since it is immoral to bully or harass an employee based on sex, race, age, or disability. Managing and adapting to the impact of globalisation and technological change. In effect improving knowledge of how to operate in different cultures which is extremely beneficial for businesses that operate oversea (e.g. Tesco)Enables a work force to develop creativity and a vicissitude of perspectives that can benefit problem solving due to having more solutions to choose from. Morale can increase as a case of a mixture of different age groups within the workforce. The mix of young and older people brings a broad range of knowledge, experience and social skills to the company. A diverse workforce is more flexible, since it consists of a wide range of people from a different stage of the life cycle, all able to work together to deliver the best service in all circumstances which is especially important for a heap market firm such as Tesco and MacDonalds(oneworkplace.org)DisadvantagesDifferent cultures could provoke a conflict in views and opinions and negatively affect team work therefore decreasing productivity. Diversity and equality policies help against preventing discrimination which can be very costly if convicted. People may feel insecure or threatened to work with people of a different age, sex, or culture. An increase in training expenses could occur due cost associated with seminars, programs and lectures given to promote diversity in the corporation. These types of training are given to all levels of staff within the organization (Outtz, J.L, 2004) The pressure of increasing work place diversity can bias the selection process. Hiring managers may believe that diversifying the work place to meet policies is more of a concerning matter as if they dont there is a stigma attached to i t for being discriminatory and therefore putting their trick at risk. Hence, increasing diversity requirements might make fail to notice more suitable qualified applicants in favor of applicants who bring diversity (not necessarily talent) to the organization.Making adjustments to accommodate diversity can be costly (e.g. installing lifts). legion(predicate) diverse groups demands can become burdensome on employers therefore causing de-motivation. Employee requests and work constraints based on religion, national origin, gender and race can become overpowering if your workplace has so much diversity that it takes human resources staff member too much time and workload just to keep frustrate of obliging to the needs of diverse groups in the workplace. (chron.com) (scribd.com)4.0 Involvement of the human resource practitionerThe HR practitioners play a proactive role, contributing to the formulation of corporate strategy, developing and integrating HR strategies and giving counsel ling on matters related to uphold legislations, policies and ethical principles. (Armstrong, M. 2010) Tescos human resource practitioner is responsible for workforce planning, the process of analysing an organisations likely future needs for people in terms of numbers, skills and locations. This planning process runs every socio-economic class late February. There are quarterly reviews in May, August and November, in order for to Tesco to alter staffing levels and recruit where necessary. This permits Tesco sufficient time and flexibility to meet the businesses demands for staff and allows the company to meet its strategic objectives, such as maintain a good level of customer service or opening new stores.In terms of McDonalds each individual restaurant is responsible for filling hourly-paid positions. The HR manager is usually the general manager of the franchise. The HR manager sets policies for hiring and recruitment such as enforcing the equality act. Theyre responsible for cre ating job postings and advertisements when there are vacancies, they are also responsible for the contents within the application form so they essential keep in mind the equality act so questions on age, race, disabilities etc. are not permitted within the application form. The manager typically decides the final candidate that is applicable for the job.5.0 Section MethodsInterviewAn interview is described as a conversation with a purpose most job interviews are incorporated with questions aim about the candidates experience, careers and qualifications (Armstrong, M. 2006 p441) This information is exchanged, with the intention of establishing the applicants suitability for a position. (businessdictionary.com)Strengths utile to catch out if the applicant has good communication and social skills which may be required for to fill the vacancy. Opportunity for candidates to ask questions to authorise any issues. Enables the supervisor and current employees to evaluate if there is co mpatibility between the applicant and the team. The candidate may reveal additional information useful for making a selection decision that he/she did not write on the application form. The interviewer can explain the job in detail and assess the applicants job knowledge. Opportunity to ask exploratory questions that investigates the candidates characteristics and competencies assess if they meet the job requirements. Interviews to get an understanding of a candidates personality, which may be difficult to distinguish from a CV or application on paper. Rich in qualitative data that is useful to analyse personality.(evalued.bcu.ac.uk)WeaknessesSome applicants may feel nervous during interviews, leading them to go away key points about present them selves badly leading to a bad first impression. Therefore an interview may not be a fit for everyone only those that prefer interview hence biasing the process towards more confident people. This could undermine more qualified and experie nced people as they are over shadowed by their first impression of being nervous and not confident, ultimately, this may cause the HR manager hiring the wrong person for the job. Interviews rely on the interviewers own judgment and dont guarantee the best core as interviewer bias can distort the results.Qualitative data is subjective and depends on the interpretation of the interviewer, deeming it unreliable. set up lack validity due to it not being a true measure of how the candidate will perform in a work place. Moreover, it does not necessarily review competence in interconnected demands of the job, given that answering questions is not a valid measure of the persons ability to do the job. They can be very time-consuming setting up, interviewing, transcribing, analysing, feedback, reporting therefore, can be costly. (academic.udayton.edu) (siteresources.worldbank.org)Assessment CentersA method for assessing cleverness and performance applied to a group of participants by tra ined assessors using various aptitude diagnostic processes in order to obtain information about applicants abilities or development potential. (psychometric-success.com) Selection techniques may be combined and applied together at events referred to as assessment centers. Such events may last one to three days during which a group of applicants for a post will undertake a variety of techniques the general methods used would be group discussions, role plays and simulations, interviews and tests. (Bratton J. and Gould J. 1999 p206)In assessment centers candidates take part in management related exercises (test). Common exercises include Different types of Psychological tests.Management games.In-Basket exercises. Here, the candidate is asked to solve different management problems.Group discussion (GD) about different management topics.Oral presentations of management topics. good enough report writing, etc.(http//psychcentral.com)AdvantagesIdentify strengths and weakness of the candid ate.(kevinmorrell.org.uk) Multiple tests increase reliability and validity. They are deemed to be more accurate than a standard recruitment process as use a wider variety of selection methods to be used during the process. (kevinmorrell.org.uk) Allow interviewers to differentiate between candidates that seem similar on paper. (Martin M. and Jackson T. 2000) Gives the applicant a better insight of the skills and knowledge needed to fill the vacancy. (Martin M. and Jackson T. 2000) Employers that use assessment concenter build an employer brand of being professional and process that genuinely reflect the job. (getfeedback.net) Enable assessors to observe and assess candidates behaviour in a number of different situations which provide a more comprehensive and locomote picture of the individuals concerned. (Martin M. and Jackson T. 2000)DisadvantagesExpensive Barclays estimate their assessment centers cost around 15,000 Arguably the personal characteristics of a person cannot be asse ssed accurately within the 3 or so day they are trial for. Assessor bias can distort results as they may sub consciously prefer a certain characteristic.Work Sample TestStandardized measures of behavior whose primary objective is to assess the ability to do rather than the ability to know through miniature replicas of actual job requirements also cognize as situational tests. (highered.mcgraw-hill.com)AdvantagesThe method provides a real life context therefore the method is high in ecological validity which makes the work sample a valid measure of the candidates competence in do task required in the vacancy. (Van Kleef, J. et al 2007) Provides the assessor a basis to test the applicant skills such as communication that are not clear on paper. (Van Kleef, J. et al 2007) Due to their relationship to the job, these tests are typically viewed more favorable by examinees and candidates than aptitude or personality tests. (hr-guide.com) Difficult for applicants to fake job proficiency which aids validity as the score on the test correlates to how well the applicant completes the task. (hr-guide.com)DisadvantagesUseful for jobs that take a short period of time. However it is a poor assessor of jobs that take a long period of time such as designing. (hr-guide.com) Does not predict whether the applicant will have the motivation or personal attributes to carry out that task reliably on the job. (dpc.nsw.gov.au) Denoting work behaviors into number is highly subjective, open to interpretation as well, therefore is open to assessor bias ultimately moody validity. (dpc.nsw.gov.au)