HUMAN RESOURCE MANAGEMENT ASSIGNMENT The Assignment Review, the effectiveness of policies and procedures in your organisation for – Recruitment and Selection And include recommendations, where appropriate, for improvement. Assignment Brief It is expected that your assignment will include reference to the following areas: • An analysis of any specific strategies in place to support the process, including their alignment with the overall goals of the organisation • An outline of the procedures in place and analysis of these against theory and good practice • The key players in the process • The training provided to staff involved in the process and the degree to which this is effective • Recommendations for improvement with reference to theory and good practice What you will need to submit: A 2500 word report which outlines the research that you undertook and your main findings, conclusions (including acknowledgement of strengths, weaknesses and issues ) and recommendations for improvement. Pass mark: 40% FOUNDATION DEGREE BUSINESS & PROFESSIONAL ADMINISTRATION HUMAN RESOURCE MANAGEMENT II Name No. Mark available Mark awarded Comments Organisational background Exec Summary Introduction 5 Research Relevant literature Reference to appropriate theories/models Appropriate appendices 15 Analysis of Key Themes For the chosen area of policy & procedure Outline of the procedures in place and comparison against theory and good practice Analysis of how strategies align with the goals of the organisation Key players in the process Training provided to key players and degree to which it is effective 25 Conclusions Strengths and weaknesses of the current policies and practice Key issues to be resolved 20 Recommendations Practical, relevant and realistic recommendations for improvement 20 Presentation Clarity of style and structure 15 Signed: CHECKLIST FOR HRM MODULE OF FOUNDATION DEGREE IN BUSINESS AND PROFESSIONAL ADMINISTRATION This checklist has been designed for you to use before you hand in your assignment. You should work through it and make sure that you can answer “YES” to all of the questions. If you cannot – make sure you add what is missing! Requirement of the brief Included in your assignment? Comments Executive summary – does this stand alone and summarise the WHOLE report? Introduction – that sets out what the report is about and how it is structured? Brief background to the organisation and how this impacts on R&S (include comment on the strategic position of the org, – growth, stability or retrenchment) Analysis of current R&S procedures and policies against best practice – include diversity and legislation Statement regarding the key players in the process and the impact this has on it –are the line managers solely responsible, is it all HR led, do the two work in partnership and what impact does this have on the organisation and the process? What training do they receive? Conclusions – what can you conclude from the analysis? What are the main themes – speed, lack of key documents, poor communication between HR and the depts., etc, etc Recommendations – what can you recommend to address these issues? You will needdetail here. Say what and how. Presentation – Is your report broken down into clear sections with headings and sub-headings? Have you proof read it? Forwards for sense and backwards for spelling? Have you checked thegrammar? Are there commas and full stops and capital letters where there should be and none where there should not be? Are the pages numbered and isyour name on each one? If you have used references and quotes in the text – have you used Harvard referencingcorrectly to acknowledge them? Is your bibliography clearly set out and does it follow the Harvard rules?
Assignment Research
Please find other texts you may wish to refer to when carrying out your research for your HRM assignment. Note there are many HR books available from the library these are just a small selection.
Texts
Torrington, Hall & Taylor, Human Resource Management, (7th Ed), 2008
Marchington & Wilkinson, Human Resource Management, (4th Ed), 2008
Beardwell & Claydon, Human Resource Management (6th Ed), 2010
Foot & Hook, Introducing Human Resource Management, (5th Ed), 2008 or version compiled by Shantz A, Kingston Business School titled Human Resource Management 1(2011)
Bratton & Gold, Human Resource Management (4th Ed), 2007
Mullins, Essentials of Organisational Behaviour (2nd Ed), 2008 or Management & Organisational Behaviour (9th Ed), 2010
Useful websites include:
www.bis.gov.uk
www.equalityhumanrights.com
www.acas.org.uk
www.businesslink.gov.uk
www.directgov.uk
www.cipd.co.uk
HumanResource Management II
Recruitment and Selection
Executive summar
Teacher comm
ents little misleading in the first to Santana-perhaps better to leave out
This report provides the explanation, analysis, evaluation, conclusion and recommendation on the organizational Human Resource Management (HRM) system applied in GTEC Distribution Ltd
.
The report focuses on the recruitment and selection process under personnel management level; with comparison and evaluation, between GTEC Human Resource system implementation and present best practice theories. In addition, detailed explanation of Human Resources Management strategies employed by GTEC in order to achieve organizational growth and maintain high service standards. The strategy part is followed by the background of GTEC, including the information required to carry out analysis. Evaluation of theory and best practice has been carried out in tables of each step of the process applied during recruitment and selection. Main key players for the company are being discussed along with the training provided, if any, and suggestion of any future improvement. Final stage is called conclusion. This consists of overall view point of analysis and evaluation, recommendation and suggestion for the company to improve further.
Teacher comments what u mean by below ?
Adding the information of GTEC’s NatWest Mentor Employment Law & HR system in order to achieve a well trained HR team by providing the management tools and detailed guidance on the range of situations HR team might encounter in managing employees throughout the business and employee lifecycle.
Teacher comments what are they ?
Finally, the conclusion consists of the falling point and areas where GTEC HR system is ignoring, especially the lack of the continuous training. Therefore, recommendations are pointed out in order to produce remarkable growth and HR system improvement.
Teacher comments exec summary should cover 1 what report about -2 what you did research-3 what ur main contusion are-4 what ur main recommendation, remember the purpose of the exec summary is to summarise all the key points what you have is description of the structure heading of ur report
Table of Contents
Introduction Page 4
Human Resource Management Page 4
GTEC Background Page 4
The Concept of the Human Resource Management Page 5
Strategy Page 5
Recruitment and Selection Process Page 6
Identifying Requirements and Job Analysis Page 6
Person Specifications Page 6
Job Advertisement Page 8
Short Listings Page 9
Selection Method (Interview) Page 10
Key Players Page 11
Training Page 11
Conclusion Page 12
Recommendation Page 12
References Page
13
Appendix 1 Person specification Page 14
Appendix 2 Job Description Page 15
Appendix 3 Job Centre Advert – Technical Helpdesk Operator Page 17
Appendix 4 Interview Arrangement via email Page 18
Appendix 5 Employment Contract Page 19
Appendix 6 NatWest Mentor Employment Law & HR Page 20
Introduction:
Teacher com here should say gtec R&S process too board
This assignment is based on the organizational human resource system implementation and policies. By reviewing, analysing, discussing and evaluating the effectiveness of recruitment policies and selection procedures in GTEC Distribution, the HR system will be investigated and illustrated. Specific strategies will be reviewed and procedures in the organisation whilst analysing them against theory and good practices. This will be followed by setting the evaluation between good practice and procedures assigned. The other areas focused on are the key players and the effectiveness of the training provided to staff during the recruitment and selection process.
Human Resource Management:
Referring to Marchington & Wilkinson (2005), Human Resource Management (HRM) can be defined as “the management of employment”. In other word, managing the people at work in order to assist the organisation in achieving its objectives is essential. It is known that the employee are the vital resources for present business and planning their use must be an important part of strategic management. HRM believes the strategic management process must make efficient use of an organisation’s employee. To achieve organisation’s corporate objectives and function correctly, activities related to work force must be structured well which plays a vital role. Reflecting the points made above, It is discussed by Tom Redman and Adrian Wilkinson (2009), “Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, suing an integrated array of cultural, structural and personal techniques”. While in process of planning an objective, HR strategy, recruitment and selection procedures, an organisation must check if they are aligned with the HRM legal framework. This includes areas such as employment contract, health and safety at work, trade unions and the most essential equality to employee. Teacher com not strictly necessary
GTEC Background
GTEC Distribution is a private limited company. Situated in London, it is recently growing into a medium sized business, consisting of 20 employees working in different department of an organisation. The main departments are Accounting, Sales, Marketing and Human Resources. GTEC is well established and recognised in the UK security market. With over 10 years of experience and a vast network of strong relationship that has been built with stakeholders, employees in the company are the main players for the stability of the company. Therefore, employees’ skills development and knowledge are the priority.
Teacher com Look at sentence construction , rather misleading
The Concept of Human Resources Management
Human Resources Management (HRM) department at GTEC is a key department which stands as one of the main roots for the continuous growth the company achieves. Employees are the image of the organisation and this is why choosing them is a key task. Main HR objectives of GTEC is to make sure the skills of the employees match the size and qualities of workforce required by the business, minimising labour cost to ensure efficiency while operating, maximising the proper use of workforce potential while maintaining good and effective employer/ employee relationship. GTEC believes, only through satisfied and motivated employees, company can achieve maximum level of productivity and efficiency. As employees being the vital part, our company is focused on implying soft HR strategy. With less hierarchy levels, delegation and authority are often passed down by managers to department heads for decision making. As the company values and benefits from employees ideas and their high participation on functioning the company; Organisational skills, motivational issues, leadership and equality are mainly the overall focus.
HR department plans its ideal employee as the business grows. Throughout the year, the characteristics and criteria of this ‘’ideal employee’’ will change according to the need and requirement. For example, as GTEC offers security products to installers they tend to have a good knowledge of the products in the market; therefore, employees must have the knowledge, experience and skills of this market. Bigger the GTEC grows, the higher customer expectation GTEC team must satisfy and achieve customers expectations. Therefore, this is where the recruitment and selection of right candidate under Personnel Selection is essential.
STRATEGY:
Techer com To what extent is this relevant to the assignment ?
Ensure focus on strategy R&S
Setting and following strategies is one of the main factors for any organisation to function successfully and achieve assigned goals. As defined in the book by Foot & Hook (2002), “strategy can be defined as a plan of action for the future, answering the questions, firstly of what to do, then how to do it”. GTEC’s strategic plan has long-term focus, business plan, innovation, development, future perspective for comments and improvements. The main aim to design and follow strategic plan is to achieve competitive advantage. There are different numbers of strategies that companies may follow (Growth, retrenchment, and stability). The main two strategies GTEC tends to adopt are Growth by mainlining continuous skills development and Stability by insuring internal promotions and performance related pay known internally by the Win-Win system. Pursuing each of these would vary according to what objective and goal an organisation wants to achieve depending on which areas to focus on. At GTEC, the main business strategy the company adopts mainly focuses on building up important assets in the business to achieve growth and improved performance. For example, at GTEC, the main assets of the business are the employees with their skills development, training, consultation, promotion and job redesign; hence their qualities turn the business to advanced levels. Referring back to Foot & Hook’s definition of a strategy, GTEC’s plan is having the most effective team, to carry the business forward while how to achieve that lies within those important assets ‘’employees’’.
Recruitment and Selection process:
Identifying requirements and job analysis:
The process of recruitment and selection is GTEC’s HR department responsibility. The aim of the recruitment process is to identify the aspects of the job/vacancy. In order to achieve this aim successfully, GTEC follows a systematic approach, clear job analysis and description while advertising recruitment. GTEC has an objective outlined on how the process will be carried out and other important aspects must also be planned. For example, GTEC’s HR department assigns the duties and responsibilities of any new job position, and then it interprets candidate required for each post, and proper evaluation carried out for relevant information. Subsequently, GTEC HR team forecasts job performances.
1) Person Specification:
GTEC’s HR team interprets the job specification and tries to match the suitable person for the job. Below is a comparison of the current recruitment and selection process of GTEC compared to the Best Practice and evaluation between two different methods:
See: Appendix 1 for GTEC Person Specification example.
GTEC Policy
Teacher com Decided wethwr a vacancy than…
Person specification and job analysis are formed by the HR at GTEC. (See Appendix 1). This document is forwarded to the recruitment agency to match with candidates CVs they have, seeing the best matching candidate with the criteria and characteristics needed for the Job Analysis and Person Specification GTEC has provided the person specification lists, person’s qualifications, experience, skills, knowledge and personal qualities required for the job.
Person Specification helps in building up a Job Description (See Appendix 2) as it includes many of the points listed in the specification e.g. skills.
Best Practice
ACAS advises that ‘’it is very important that the skills, aptitudes and knowledge included in the specification are related precisely to the needs of the job; if they are inflated beyond necessary for effective job performance, the risk is that someone will be employed on the basis of false hopes and aspirations, and both the employer and employee will end up disappointed.’’
Referring to governmental present guidelines for the process of recruitment and selection, HR department must include developing selection criteria, advertising, short listing, testing, application forms and interview.
(Source:
http://www.hreoc.gov.au/info_for_employers/best_practice/recruitment.html
)
Evaluation
At GTEC, person’s specification is written carefully with the use of previous employee job description and their advice of what skills could improve such job position in order to be as specific as possible. GTEC includes relevant skills and needs required in the document which matches the best practice description. Advertisement should attract attention; develop interest and desire for the job by right candidate. And over all, must indicate action to be taken by applicant. For example, call today or closing date. Step for short listing number of applicants and carrying out interview and test and confirmation follows up.
Teacher comm
You have tried to cover to much here compare approach to filling or not( ie vacancy exists ?)
The analysis +JD creation with best practice….
See: Appendix 2 for GTEC Job Description
Teacher com Analysis leads to JD leads to PS
2) Job advertisement
The advert list specifies main details required for the job such as job title, job position, salaries and other major duties and responsibilities.
|
GTEC Policy GTEC uses Secure Recruitment agencies and Job Centre (See appendix 3 Job advert What does this refer to |
Best Practice Using ACAS advertisement layout by having brief job description, pay and conditions, qualifications required, career prospects, how to apply, closing date. The aim is to attract suitable applicants and reduce unsuitable applications. The department of planning and community development advices that “attraction is the result of a range of activities and processes, including employer branding, employment value proposition, recruitment and induction. Attraction strategies provide opportunities for an organization to market and communicate the benefits they can offer to applicants.’’ Is this a best practice source ? |
Evaluation At the moment GTEC lacks the use of Public Relations in order to make people aware of the company as an employer, rather than a seller. In other words GTEC does not work enough on showing how their employees are happy with them and why is their business culture and atmosphere a successful one. Therefore, GTEC must focus on such a factor as this will attract the right people which will eventually improve the business performance and run according to cost effective manner. GTEC also needs to focus more on updating training requirements on regular basis for current employees along with the new recruits. This will help in improvement of task carried out as re-training helps refresh the knowledge and develop existing skills. Rewarding employees for certain job will also help maintain higher performance for the business whilst keeping employees motivated. TEACHER COM This is not a part of R&S though What about E.OPPS ? |
3) Short listings:
Next step in the process will be to short list the number of applicants that were suitable for the job. This is required to choose best available candidates to enrol them for interview.
|
GTEC Policy The recruitment company sends all relevant and matching CVs for the job description back to GTEC HR for short listing. HR department and manager of the department for which the vacancy is advertised, are responsible for going through the CVs to short list it as much as possible to 2-5 candidates. Selected CVs’ are forwarded to the director. With the use of the previous employee’s help and knowledge, the office manager will decide on who are the best candidates that are suitable for the job based on things like, experience and gained skills for logistical positions, educational background & experience for administration position and specialized positions as software engineers and product supports. Also, GTEC takes into relevance? consideration opening new vacancy for graduates where professional training and procedures will be applied. Final short listed candidates are contacted via email and calls for further interview process. Teacher com Not using the person spec ? |
Best Practice According to ACAS, the filtration system is required before the interview stage in order to match as close as possible right candidate with the job description. ACAS also states that in order to avoid any bias, the filtering process should be undertaken by two or more people, and it should involve the direct line manager According to present government, certain rules are to be followed while carrying out the process of short listing. Some of the main points to be carried out are, at least 2 people must be involved in the process of short listing to avoid any bias decision. . Teacher comm. Not actual legislation but best practice This is the same point you make from ACAS Look to consolidate similar points rather than covering the same practice twice |
Evaluation Teacher com Do they tell you where else they are applying this is unusal ? At GTEC previous jobs and jobs the applicant is currently applying for is very relevant as it indicates his abilities and confidence for applying to certain jobs. For example, if they are applying for jobs elsewhere with completely different position and industry, this will show that the applicant might not be a specialist in the field the company is seeking. Therefore, such information is relevant for a company like GTEC to indicate applicant’s ability and aims. While in process of short listing, GTEC must refer to the best practice and check against each point to ensure every point is taken into consideration. Area for improvement for the company while short listing, to consider time factor on how quickly vacancy needs to be filled and to use accurate selection method for minimizing cost. Teacher com you must relate this to best practice |
4) Selection Method (Interview):
After going through all the stage required for recruitment and selection, interview is the final stage before selecting best candidate out of all other.
|
GTEC Policy
At GTEC, interviewer i.e. the manager prepares for the interview by reading the short listed application form and matches person specifications to help identify any further information to be clarified. Once candidates have been short listed, a manager makes the final decision for which candidates to confirm for the interview. Face to face interview is conducted as a method of selection. Selected candidates are informed for the interview via email, telephone and post letter (See appendix 4) Interview is carried out by the HR responsible and head of the department for the job vacancy. A questionnaire form will be prepared prior to the interview based on the available information on the CV. Final decision is taken by the manager, consulting to other head employees where necessary. Successful candidates are then informed within 5 to 7 working days. Then, the final stage is asking the new candidate to attend one day in order to sign the contract and upon the agreement (See Appendix 5), an induction will take place among team members and GTEC’s daily operations departments. |
Best Practice
According to ACAS “recruitment and induction” policy booklet, the main purposes of carrying out the interview are – to find out if the candidate is suitable for the job, and to give the candidate information about the job and the organisation. Opportunities to give their best presentation must be equal to every candidate. Structuring the interview to find all relevant information and assess the suitability of the applicant is an effective method in order to match right candidate for the job. There are various different methods which an organization adopts during the selection method. The most common methods are competency based interview, telephone interview, face to face interview, online test, skills and general intelligence tests, validity and reliability test. Teacher com Where is the best practice though ? |
Evaluation
Teacher com not evaluation Carrying out this stage of selection process plays a vital role in being successful to hire a right candidate. Therefore, choosing right selection method is important. GTEC must focus on providing all required information about their company to interviewee, as well as gathering enough background about the candidate before conducting the interview. This is essential in order for the company to hire the best candidate. To simplify the process, GTEC can adopt other selection methods. For example, conducting telephone interview to gather further relevant information about the candidate. This can help on finalising the number of candidate for face to face interview. Following all the rules and regulations under the best practice, GTEC must always be vigilant and treat each and every candidate with fairness and equality. At the end, always thank the candidate for their time and make sure to explain what will happen next and timeline of when to expect to hear from the organisation. Teacher com you seem to have lost focus have you must evaluate practice in organist ion with best practice |
Key Players:
It is essential for every company to have key players to carry out the process of recruitment and selection in a successful manner. Main key players for GTEC to help carry out the whole process are as follows:
-The Company sends their advertisement to job center, secure recruitment and one complete security recruitment agencies. They are the first key players in helping GTEC to minimize the number of applicant appropriate for the job and hold the entrants to begin the entire process.
-Secondly HR management along with head of appropriate department is responsible for short listing the list of candidates received from agencies. Hence, they are another key player for choosing the best candidate out of the right ones provided.
-Then the manager, with the help of appropriate department head interviews the final shortlisted candidate and consults other existing employees before finalizing the decision.
This process with the help of key players is essential in any organization. At GTEC, involvement of appropriate and experienced employees’ comments and suggestion are taken in by the manager which is reflected in his final decision.
Training
Teacher com What is this its not clear
Recently, GTEC’s has signed a NatWest Mentor Employment Law & HR in order to achieve a well trained HR team by providing the management tools and detailed guidance on the range of situations HR team might encounter in managing employees throughout the business and employee lifecycle. This mentor guide will guarantee GTEC the value to the business of following good practice in employment matters and how to avoid the common pitfalls. Moreover, the mentor system includes special training sessions on new legislation.
The Mentor Employment Law & HR system develops the HR team skills on the following points:
• Managing discipline and grievances at work.
• Managing absence at work, annual holidays, maternity leave, paternity leave, adoption leave, sick pay and all related information will be stored remotely online.
• Dealing with bullying and harassment at work, alcohol and drugs misuse.
• Employing people: an overview, data protection, dress code, continuous training per department and maintaining standards.
• The written statement and contracts of employment.
• Maintaining new employment legislation, equal opportunities and diversity.
In addition to the above written documents provided, an unlimited access to the internet service is assigned to GTEC’s HR members known by “MentorLive” at
http://www.natwestmentor.co.uk
. This online tool helps setting up GTEC’s structure and then populating the employee records in details. In other words, it is enhancing the skills of the HR team contributing them to a professional level of operations where they learn new technological related solutions. (See Appendix 6)
Teacher com You must focus on the question training provided for R&S
44 RECRUITM
Conclusion:
After analyzing and considering all the aspects, GTEC is about getting the right and experienced candidate for the job, follows cost effective analysis, every employee has an opportunity to get involved in decision making and employee are the main priority. However, the fall point would be lack of training for employees in order to stay up to date with the technology and time. This is the main fall back as experienced employees are hired; regular training basis has been ignored.
There are clearly ther points given in the table
Recommendation:
Relevance ?
Not addressing the question
As a medium sized growing business, while focusing at growth and stability, the company must also consider retrenchment, where required to benefit with minimal costing. Introduction of bonus and commission per sales scheme can also be a better way to keep current employees motivated as well as attracting attention of capable new candidate. This will have positive reflect on their performance and can help improve reputation of the company. Thus, the main advantage to the company would be to attract shareholders and stakeholders; which will help in slow and steady expansion and growth of the business.
References:
Advice A-Z – Acas. 2012. Advice A-Z – Acas. [ONLINE] Available at:
http://www.acas.org.uk/index.aspx?articleid=1390
. [Accessed 30 August 2012].
Best practice guidelines for recruitment and selection . 2012. Best practice guidelines for recruitment and selection . [ONLINE] Available at: http://www.hreoc.gov.au/info_for_employers/best_practice/recruitment.html. [Accessed 01 September 2012].
Best practice recruitment and selection (Tool kit) At the Department of Planning
and Community Development advices. 2009 [ONLINE] Available at:
http://www.dpcd.vic.gov.au/__…/Recruitment_and_Selection_toolkit
Derek Torrington, 2008. Human Resource Management. 7 Edition. Financial Times Management. [Accessed 28 August 2012]
Equality – Acas. 2012. Equality – Acas. [ONLINE] Available at:
http://www.acas.org.uk/index.aspx?articleid=1363
. [Accessed 30 August 2012].
Human Resource Management (HRM) – Definition and Concept. 2012. Human Resource Management (HRM) – Definition and Concept. [ONLINE] Available at:
http://www.managementstudyguide.com/human-resource-management.htm
. [Accessed 03 September 2012].
Margaret Foot, 2002. Introducing Human Resource Management (Modular Texts in Business & Economics). 3rd Edition. Financial Times Management. [Accessed 28 August 2012]
Recruitment – Policy – Human Resources – The University of York. 2012. Recruitment – Policy – Human Resources – The University of York. [ONLINE] Available at:
http://www.york.ac.uk/admin/hr/resources/policy/recruitment.htm
. [Accessed 01September 2012].
13
HUMANRESOURCE MANAGEMENT ASSIGNMENT
Review, the effectiveness of policies and procedures in your
organisation for either:
– Recruitment and Selection
And include recommendations, where appropriate, for improvement.
It is expected that your assignment will include reference to the following areas:
· An analysis of any specific strategies in place to support the process, including their alignment with the overall goals of the organisation
· An outline of the procedures in place and analysis of these against theory and good practice
· The key players in the process
· The training provided to staff involved in the process and the degree to which this is effective
· Recommendations for improvement with reference to theory and good practice
What you will need to submit:
A 2
5
00 word report which outlines the research that you undertook and your main findings, conclusions (including acknowledgement of strengths, weaknesses and issues ) and recommendations for improvement.
Pass mark: 40%
FOUNDATION DEGREE BUSINESS & PROFESSIONAL ADMINISTRATION
HUMAN RESOURCE MANAGEMENT II
|
Name No. |
Mark available |
Mark awarded |
Comments |
|
Organisational background Exec Summary Introduction |
5 | ||
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Research Relevant literature Reference to appropriate theories/models Appropriate appendices |
15 |
||
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Analysis of Key Themes For the chosen area of policy & procedure Outline of the procedures in place and comparison against theory and good practice Analysis of how strategies align with the goals of the organisation Key players in the process Training provided to key players and degree to which it is effective |
25 |
||
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Conclusions Strengths and weaknesses of the current policies and practice Key issues to be resolved |
20 |
||
|
Recommendations Practical, relevant and realistic recommendations for improvement |
|||
|
Presentation Clarity of style and structure |
|||
|
Signed: |
CHECKLIST FOR HRM MODULE OF FOUNDATION DEGREE IN BUSINESS AND PROFESSIONAL ADMINISTRATION
This checklist has been designed for you to use
before
you hand in your assignment. You should work through it and make sure that you can answer “YES” to all of the questions. If you cannot – make sure you add what is missing!
|
Requirement of the brief |
Included in your assignment? |
Comments |
|
Executive summary – does this stand alone and summarise the WHOLE report? |
||
|
Introduction – that sets out what the report is about and how it is structured? |
||
|
Brief background to the organisation and how this impacts on R&S (include comment on the strategic position of the org, – growth, stability or retrenchment) |
||
|
Analysis of current R&S procedures and policies against best practice – include diversity and legislation |
||
|
Statement regarding the key players in the process and the impact this has on it –are the line managers solely responsible, is it all HR led, do the two work in partnership and what impact does this have on the organisation and the process? What training do they receive? |
||
|
Conclusions – what can you conclude from the analysis? What are the main themes – speed, lack of key documents, poor communication between HR and the depts., etc, etc |
||
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Recommendations – what can you recommend to address these issues? You will need detail here. Say what and |
||
|
Presentation – Is your report broken down into clear sections with headings and sub-headings? Have you proof read it? Forwards for sense and backwards for spelling? Have you checked the grammar? Are there commas and full stops and capital letters where there should be and none where there should not be? Are the pages numbered and is your name on each one? If you have used references and quotes in the text – have you used Harvard referencing correctly to acknowledge them? Is your bibliography clearly set out and does it follow the Harvard rules? |
2
(Name)
HumanResource Management II
Recruitment and Selection
(Author’s Name)
(School Name)
Table of Contents
3
Executive summary
4
Introduction
4
Human Resource Management
5
GTEC Background
5
GTEC’s Concept of Human Resources Management
6
GTEC Recruitment and Selection Strategies
6
Job requirements and job analysis
7
Recruitment and selection for a vacancy
7
1)
Job Specification at GTEC
7
Policy
7
Best Practice
8
Evaluation
8
2)
Job advertisement
8
Policy
8
Best Practice
8
Evaluation
9
3)
Short listing
9
Policy
9
Best Practice
9
Evaluation
9
4)
Selection and Interview
10
Policy
10
Best Practice
10
Evaluation
10
Key Players in GTEC Recruitment and Selection and their Training
11
12
13
Appendix 1 Job Description
Appendix 2 Job Centre Advert-Technical helpdesk Operator
Appendix 3 Employment Contract
Executive summary
This report provides the analyses and evaluates the Recruitment and Selection process by the Human Resources Department of GTEC Distribution, a company that sells CCTVs and provide security system services. Presently GTEC Distribution has 30 employees.
Human resource management deals with the management of people in order that the organisation will quickly and efficiently achieve its objectives. Under human resources management, the employees are the vital resources of the organisation and they all contribute in planning and strategic management. Under HRM, the process of strategic management makes efficient utilization of the talents and capabilities of all the organisation’s employees.
Under GTEC’s concept of Human Resources Management, the HR department is a key factor in the continuous growth of the organization. It is also the belief of the company that the continued success of the organization is due to their good and effective employer/employee relationship. The company is small, so there are less hierarchy levels, making communications and fulfilment of tasks easier.
The initial phases of recruitment at GTEC distribution is handled by a recruiting company. The policy of the company is to recruit the best talents from a pool of applicants. The job specifications are therefore written precisely, so individuals can be matched with the requirements of specific jobs. GTEC advertises their job vacancies and let the recruitment company receive the responses. Only the CVs of those people who qualify are sent to GTEC. The short-listed candidates are then evaluated by the HR Department of GTEC and those that best meet the qualification are chose for the interview.
Generally, the company follows the best practices, as the HR personnel are highly trained people and the company sends them to seminars and conferences to update and upgrade their knowledge. In the hiring process, the HR Department collaborates with the Head of the Department in need of new personnel for the technical know-how aspects of the interview. For a small company, GTEC Distribution is doing very well, and is looking forward to more productive years with their efficient HR Recruitment and Selection and continuous training for improvement of the skills and knowledge of their people.
Introduction
This paper discusses the Human Resource Management and policies of GTEC Distribution, particularly their recruitment and selection strategies and policies. The effectiveness of the recruitment policies and selection procedures will be reviewed, analysed, discussed and evaluated. The results of the investigation of the whole Human Resources system will be illustrated.
Specific strategies and procedures of GTEC distribution will be reviewed and analysed against theory and good practices. This will be followed by the assessment and evaluation of the GTEC distribution’s recruitment and selection processes using good practices as guides. Then the key players in the process will be discussed as well as the skills set of the people doing the interview and their training background in this specific task.
The research concludes that GTEC is following many of the best practices in their recruitment and selection, although it is not perfect. They try to abide by the laws and regulations against discrimination, work safety, equality, and personnel development.
Human Resource Management
According to Marchington & Wilkinson (2005), Human Resource Management (HRM) can be defined as the “management of employment”. In other words, it is managing people at work in order to assist the organisation in achieving its objectives. It is recognized that the employees are the vital resources of business and planning their roles should be an important part of strategic management. HRM practitioners believe that the strategic management process must make efficient use of all the organisation’s employees.
To achieve the organisation’s corporate objectives and functions, activities related to the work force must be structured well and play a vital role in harnessing efficiency. Reflecting the points made above, Redman and Wilkinson (2009), states that “human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an integrated array of cultural, structural and personal techniques.”
Modern HR management is about the fulfilment of management objectives through the provision and deployment of people with a greater emphasis on planning, controlling and monitoring. One of the responsibilities of the HR manager is to manage the expectations of the employees and match it with the objectives of management, to ensure productivity and efficiency.
GTEC Background
G-TEC Distribution is a private limited company situated in London offering CCTV and related security systems. It has recently grown into a medium-sized business, consisting of 30 employees working in the different areas of the organisation. The main departments are Administration, Accounting, Sales, Marketing and Human Resources. GTEC is a well-established business and now recognised in the retail and services security market in the UK. The company is a SERAGE approved installer and also sells its products online.
With over 10 years of experience GTEC has built a strong relationship with a vast network of clients, suppliers and stakeholders including its employees. CCTV and security systems continue to be important in our modern world with the high incidence of crime and fast growing communities from different ethnic and cultural backgrounds. The company therefore, expects a more robust and growing business.
The company recognizes the importance in retaining its experiences and highly-trained employees and in the development of the skills and knowledge of its newly-hired employees.
GTEC’s Concept of Human Resources Management
GTEC considers their Human Resources department as a key factor in their continuous growth. One of the main objectives of GTEC in relation to its HR is to make sure the number of employees and their skills match the workforce requirements of the business, so that labour costs are minimized.
GTEC believes that maintaining good and effective employer/ employee relationship is essential for the continued success of the organisation. Satisfied and motivated employees will make the company achieve a maximum level of productivity and efficiency.
Because GTEC is a relatively small company with few employees, there are less hierarchy levels, so delegation and authority are simply passed down by managers to the concerned person for decision making. The company values employees’ ideas and benefit from them, so they exercise high participation in company operations and functions.
Organisational skills, motivational issues, leadership and equality are mainly the overall concepts of GTEC with regards to Human resources. The HR department recognizes and awards its ideal employee. Throughout its growth, the characteristics and criteria of this ‘’ideal employee’’ will change according to the needs and requirements of the company.
For example, as GTEC offers security products to installers, they need to have a good knowledge of the new products introduced in the market; therefore, employees must have the updated knowledge, experience and skills of this market. The bigger GTEC grows, the higher customer expectation becomes. The GTEC team must satisfy customers’ expectations and provide excellent service.
GTEC Recruitment and Selection Strategies
In this section its about s R& S strategy we didn’t talk about Strategy in R&S
Setting strategies and implementing them is one of the main factors for any organisation to function successfully and achieve assigned goals. As defined in the book by Foot & Hook (2002): “strategy can be defined as a plan of action for the future, answering the questions of what to do, and how to do it”.
GTEC’s strategic plan has a long-term focus to achieve competitive advantage. There are different numbers of strategies that companies such as GTEC may follow to achieve growth and stability such as skills development, training, promotion, job redesign and retrenchment. The goal of GTEC is to recruit the most effective team to carry the business forward, and relies on its HR employees to recruit, retain and keep its important assets – ‘’employees.’’
Job requirements and job analysis
The recruitment and selection process at GTEC is the responsibility of the Human Resources Department. HR has prepared job titles and corresponding job descriptions for every employees working at GTEC. This document including job analysis is reviewed by the management team annually and the HR is directed to make changes in accordance with the requirements of the times and the growth of the company.
GTEC base the advertisement for new personnel requirement based on the job descriptions and job analysis pre-approved by higher management. The process of job recruitment and selection is based on a system already in place, but can be modified depending on the urgency of the need or special characteristics of the position that needs to be filled.
Recruitment and selection for a vacancy
It is the policy of GTEC to give preference to people who have been with the organization when a better paying position opens up. However, there are many instances when a vacancy needs advanced technical knowledge or experience that cannot be filled up from within the organization. Recruitment and selection therefore, is undertaken to eventually hire the best from among a pool of applicants for the position.
1) Job Specification at GTEC
GTEC Policy
The specification of the individual to fill a vacancy and the job analysis are formed by the Human Resources Department at GTEC (Appendix 1). The company uses the services of a recruitment agency, so they forward the job analysis and individual specification to the recruitment agency for matching with the CVs of candidates in their database. The job specification includes the required qualifications, experience, skills, knowledge, and the desired personal qualities for the vacancy.
Best Practice
The best practice is of course promoting someone from within the organization. However, No ACAS Reference used please when u put ACAS if u can put the web page or title of the web page like ( ACAS 2011 web page )see link below and say see link below as my teacher wants ( as best practice always must be use from Author like ACAS and other or if it’s a book where is the author name and year page here ? , it is very important that the skills, aptitudes and knowledge included in the specification are related precisely to the needs of the job.” If no one from within the organization can fill in the vacancy, or can be trained thoroughly, the efficiency of the services the organization provides may suffer. Job descriptions should not also be inflated beyond necessary for effective job performance to avoid the risk is that someone will be employed on the basis of false hopes and aspirations, and both the employer and employee will end up disappointed.’’ (Source http://www.acas.org.uk/index.aspx?articleid=1461)
Evaluation
GTEC uses the services of a recruitment agency when it can do direct hiring and save on costs. After all, the company is comparatively small, so evaluation and selection will be faster and will still be a simple process when done directly.
2) Job advertisement
GTEC Policy
GTEC uses Secure Recruitment agencies and Job Centre to find its new candidates for available vacancies. The agency helps in skimming through a lot of work and research on finding the correct candidate. In the job advertisement the company avoids any direct or indirect discrimination. The advertisement lists specific requirements, duties, and job analysis such as job position, skills required for the job, good general education with a high standard of oral and written English, hours of work, qualifications, training to be provided (if any) and salary offered (See Appendix 2).
Best Practice
The advert copy is one of things that are most often done wrong by recruiters No ACAS Reference used please when u put ACAS if u can put the web page or title of the web page like ( ACAS 2011 web page )see link below and say see link below as my teacher wants ( as best practice always must be use from Author like ACAS and other or if it’s a book where is the author name and year page here ? , the job advertisement should be very good, to attract the best talents, so that they will apply for the job when they read it. The advice of the department of planning and community development is that “attraction is the result of a range of activities and processes, including employer branding, employment value proposition, recruitment and induction. Attraction strategies provide opportunities for an organization to market and communicate the benefits they can offer to applicants.’’
Evaluation
At the moment people are not aware of GTEC as an employer. GTEC must work to show the public how their employees are happy with them and why is their business culture and atmosphere a successful one so that they will attract the right people to help improve their business performance.
3) Short listing
GTEC Policy
Short listing the applicants suitable for the job is the next step in the recruitment process. During short-listing, the recruitment company sends all relevant and matching CVs for the job description back to GTEC HR. The HR department and the manager of the department where there is a vacancy are responsible for going through the CVs to short list it to 2-5 candidates. Selected CVs’ are forwarded to the director. With the help and knowledge of the employee previously holding the position, the office manager will decide on the best candidates that are suitable for the job based on things like, experience and gained skills, educational background and experience. Final short listed candidates are contacted via email or via telephone calls for further interview.
Best Practice
I add this According to (ACAS 2012 i lost the page Number ), the filtration system is required before the interview stage in order to match as close as possible right candidate with the job description. (ACAS 2013 i lost page number ) also states that in order to avoid any bias, the filtering process should be undertaken by two or more people and it should involve the direct line manager., No ACAS Reference used please when u put ACAS if u can put the web page or title of the web page like ( ACAS 2011 web page )see link below and say see link below as my teacher wants ( as best practice always must be use from Author like ACAS and other or if it’s a book where is the author name and year page here ? A points system or a rating system is best used to come up with scores for each candidate against the criteria which should be divided into sections: essential criteria and desirable criteria. It is recommended that more than one person carry out this task to avoid any bias, and the direct line manager should preferably be one of them.
Evaluation
The Director, except if his title is HR director is not involved in the recruitment process. The department head should not also be involved in shortlisting if an efficient scoring system is used. He should be involved in the interview process of the final candidates, and in assessing the fairness of the scoring system. Applicants should be evaluated based on their skills and knowledge to perform the job, not on biases based on race, culture, gender, religion which are all against the law.
4) Selection and Interview
GTEC Policy
The final stage in recruitment and selection is the interview. The interview is conducted by the manager who reads the short listed application forms and studies the CV and evaluation of the person during the short listing process. The manager may decide to interview all of the short-listed candidates or just choose the best according to his further evaluation.
Face-to-face interview is conducted as a final method of selection. Selected candidates are informed of their interview schedule via email, telephone, and letter sent through the post. Successful candidates are then informed within 5 to 7 working days that they have been accepted. The final stage is asking the new employee to attend a one day orientation, getting him to sign the contract (see Appendix 3) and introducing him to his superiors and co-workers.
Best Practice
No ACAS Reference used please when u put ACAS if u can put the web page or title of the web page ans say see link below as my teacher wants ( as best practice always must be use from Author like ACAS and other or if it’s a book where is the author name and year page here ? Interviews are conducted by a person knowledgeable about the job, and/or by someone who has a background in psychology. Assessing the qualification of a person cannot be complete with just written responses to questions or the CV. A prospective employee can show his/her qualifications and capabilities by answering person-to-person questions. A discerning interviewer will also find out if there is a personality problem that may affect a candidate’s future job performance. A face-to-face interview will reinforce a prospective employer’s impression and validate the competency of an applicant as well as the written tests he/she has taken.
Evaluation
The GTEC final process of face-to-face interview conforms with the best practices in the industry. Although the report does not state which manager conducts the interview, it is to be assumed that it is a skilled manager specifically tasked with the final personnel interview.
Key Players in GTEC Recruitment and Selection and their Training
Recruitment and selection in GTEC is a collaborative process between the Human Resources personnel and the Manager of the Department or unit that is in need of new personnel.
GTEC utilizes the services of a recruitment agency, the first key players in weeding out unqualified applicants for the position. Then the CVs of the selected applicants are sent to the HR Department for short listing. The HR Department shares the data on the selected applicants to the Department Head in need of new personnel.
The HR Manager and the Department Head both conduct the interview of the final shortlisted candidate. The Department Head also consults a long-term employee familiar with the job, especially if the job requires specialization, before making a final decision. At GTEC, involvement of appropriate and experienced employees’ comments and suggestions are taken in by the manager and is a factor in his final decision.
The Head and members of the HR Team have a background in psychology and GTEC ensures they get continuous training on Employment Law and Human Resource Management by sending them to seminars and conferences. The Manager/interviewer is a skilled interviewer and gathers input from other personnel who has the skills to perform the job that requires a new employee.
Please for the training we have to have separate section and training needed more thought an explanation we have to talk about training provided for R& S
Conclusions
After analyzing and considering all the aspects of GTEC Human Resources Recruitment and Selection, it is my conclusion that GTEC generally follows the best practices in recruiting and selecting the right candidate with the required experience and skills in filling up their job vacancy.
The job selection is also not solely undertaken by the HR Department but the Department Head takes part in the selection because only the head of the department will be able to correctly assess the capabilities of the person he is interviewing for the requirements of a specific job under his department. Even if the Department Head have no formal training in psychology which is a useful skill in conducting interviews, the interviewer and evaluator from the HR Department is trained and skilled in this aspect. It is therefore a useful collaboration.
For a small operation such as GTEC however, the use of a recruitment agency seems like additional expense for something that can be undertaken directly. Perhaps bigger companies would not want to be entertaining so many applicants because the usually have lots of vacancies and a great number of applicants, which is not the case with GTEC.
Recommendations
For a small company such as GTEC which requires only to fill up a small number of vacancies at a time, receiving CVs and entertaining applicants directly may save the company money instead of relying on a hiring agency.
The interviewer should be skilled and should undergo the necessary training to engaged the applicant and determine his/her outlook and psychological make-up so that the potential for contributions to the growth of the organization can be properly evaluated. In the same manner, questions should be prepared beforehand to guide the interviewer, especially from the department needing the personnel, so his/her capabilities can be assessed re-actual job knowledge and experience.
To make the initial process faster, GTEC can conduct telephone interviews in the initial assessment of the candidate. This can further reduce the number of candidates to be handled for the face-to-face interview.
GTEC personnel should be knowledgeable on the rules and regulations on best practices as well as the laws on recruitment, safety in the workplace, fair labor, and discrimination.
Please the references must be in alpha letters A,B,C,…
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