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Section 2
Recruitment and selection processes in Tesco & SERC:
Recruitment is an important part of Human Resource Planning. People are an essential resource in a business and therefore need to be used effectively in order to benefit the business.
The first step of recruitment involves identifying and defining the position that needs to be filled. Involving the preparation of a job description, job specifications and person specification.
The next step in the recruitment process involves attracting the potential employees, using various methods.
Following this, a business must select and employ the appropriate people from all the applicants.
However, recruitment does not stop there and it is important for an organisation to understand it is a continuous process – this is due to staff leaving the organisation (resignation, retirement, sacking etc.), changes in business requirements (new products, expanded operations, markets etc.), changes in business location and promotions.
As recruitment continues to become more and more important in an organisation, this increases the need for a well-motivated and flexible workforce that requires less supervision from management.
Internal recruitment – this means filling job vacancies from within the business, by moving existing employees into these required positions.
There are many advantages of internal recruitment. It is more cost effective for the organisation, it gives existing employees opportunities to advance their careers therefore retaining staff, the employer will also know the staff member and can use their strengths and weaknesses effectively with minimal training. However, there is also disadvantages. For example, it limits the amount of applications that can be received for...
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... the process. Applicants are given various tasks and exercises, usually these involve examples of issues that must be dealt with in the workplace on a regular basis. The successful candidates from this are then called for interviews. Line managers of the job offered, help conduct these interviews in order to ensure the candidate is best suited for the position.
In conclusion, workforce planning is absolutely vital in a business if it wishes to meet its future demands for new staff. Especially in the likes of Tesco as they are a major international company who have many job opportunities. “Tesco has clear organisational structures, detailed job descriptions and person specifications. It provides user-friendly ways of applying for jobs and a consistent approach to recruitment and selection. This means it can manage its changing demand for staff.” – thetimes100.co.uk
Recruitment becomes a greater challenge in organizations with high turnover due to the increased number of vacancies. Nationwide, only 14% of employees feel satisfied with their jobs (Clawson & Haskins, 2011). This lack of satisfaction can...
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
In order to cut down on staff turnover a program needed to adapt in the recruitment and selection process. The program should take into account the skills and qualifications of the new employee’s and did they meet the needs of the job. According to the analysis of the above challenges, Motorola needs to transition to a new model for recruiting contingent
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
It can be quite beneficial to hire from within for several reasons. First, it creates good morale among employees. Javitch (2005) states that other employees are pleased when “one of their own" has been promoted to a management-level position. He thinks that increased morale among employees has a positive effect on productivity .Second, when vacancies are filled by hiring from within, there is no recruitment cost. The use of recruitment sources such as newspaper job listings, direct mails, employment agencies, recruitment firms and job fairs are expensive. Green (2007) argues that the cost of recruiting candidates, interviewing candidates, and orienting new employees outweigh the cost of training current employees for a new position. As a result, some organizations would rather train their employees in other positions rather than invest large sums of money in the recruiting process. Third, hiring from within requires less training time. Organizations tend to save time when they hire from within. Current employees are familiar with existing practices. Green (2007) argues that internal employees would require less time to become effective in a new position because they are familiar with...
Recruitment is a serious issue for an organization and one that ought to be afforded a considerable amount of planning in order to successfully achieve desired outcomes. Recruitment is a costly process for an organization and poorly executed recruitment can result in selecting candidates that are not appropriate for the organization. A poorly executed recruitment can also reflect negatively on the organization’s reputation, which can cost the organization solid future candidates. Due to the cost both in time and in resources, a recruitment process deserves a solid training program that covers a variety of issues. Thought should be given to the topics to be covered in a training program, aids or materials recruiters will need, practical skills to be covered in the training, the person most appropriate to conduct the training, and any additional needs to be considered to ensure the training is most effective in achieving the goal of developing strong recruiting skills.
For instance, Tanglewood can have various types of strategies in place with regards to whether they want to hire new recruits or develop their own talent. This is because of the company’s unique strategy that works to encourage all the employees to be self-sufficient and for them to be able to speak out about anything that they want to talk about. The company has a very friendly open-door policy and this is something that has worked in the favor of the company before, as many good ideas have come from various employees who have given their insights into the operations. This is why a good option for the company would be to train the employees to be managers so that once they are ready, they can be moved into various locations that require their managerial skills. This is something that would also be in in line with the company’s mission and vision. This would mean that internal hiring would be something that would work best for Tanglewood. The company culture is such that it encourages the people to rise up from the bottom to the top if they work hard enough and if they have the drive and ambition. This is why hiring internally would be much more beneficial for the
Human Resource management (HRM) can be defined and simplified in various ways. One definition is that HRM is to “get the right people on the bus, the wrong people off the bus, and the right people in the right seats” (Collins, 2001). The People theory is a theory in HRM that includes Recruitement and selection- two major subjects in the HRM function which concerns people and their way to a job for them.This essay will treat and discuss these two topics, recruitment and selection and their importance to the HRM function.
The disadvantages of internal recruitment are that there are only limited choices of candidates so it is harder to find the perfect candidate or generate new ideas as there are no new people. The candidate who gets the job will have left their old job causing the company to have to hire another person and employees who have already worked for the company before are generally stuck in their ways.
Recruitment and selection process are important and essential in the human resource management. Human resource management is a functional process that focuses on the management and recruitment of workers in an organization, also giving directions to workers in the organization. The purpose of recruitment and selection process are helping an organization to find the right person for the right position in a job, employees can know which person is suitable and needed in that specific position through the recruitment and selection process. Recruitment and selection process are about how an organization hire and choose workers during this process, employees are going to choose the most suitable workers and organize the most suitable work for them. (Gedaliahui & Shay, 1999)
The word recruitment is described as the procedure of choosing the workers and then registering them for satisfying the openings in the business. The procedure is employed to distinguish the possible citizens who are appropriate for carrying out a definite job. The procedure endeavors to discover the most excellent individuals for the job. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards. Selection is referred to as the preliminary phase or footstep of employment since for hiring the novel workers ' selection is executed first. In addition, no set criterion for the procedure of selection exists. The workers are chosen consistent with the nature of work in addition to because of their skills and proficiencies. Recruitment is carried out in money-spinning way and inside a restricted time phase. For several institutes, it is the key and main action that is executed since the selection of workers is of much significance. Clearly, the employee recruitment and selection takes part in an immense role in preserving the company’s position. Erroneous selection and recruitment influences the overall position and worth of the company. Therefore, Recruitment and selection are the procedures that are linked to any company’s human resource department.
Firstly, we will look at Human Resource planning which “is a process through which employers anticipate and meet their needs for staff” (Boddy, 2014). Typically, the starting point of such process centres on identifying and filling gaps in the organisation. While finding new recruits is one option of such strategy, reconfiguring existing resources could be another, furthering the bond between employer and valued employee by offering internal promotions or introducing new policies on flexible
When recruiting people for an international assignment, international human resource managers must identify the global competitiveness of the potential applicants at the time of the recruiting process. Recruitment has been defined as process of searching/seeking and attracting potential jobs candidates in sufficient of number and wide range of qualities (Stone, 2013). This is done with the purpose of having range of people so that an organisation can select the most applicants who are fit for the job (Caligiuri, Tarique & Jacobs, 2009). There are two types of recruitment process, which are internal and external recruitment. Internal recruitment happens when an organisation decides to recruit within its own branches, and external recruitment
get recruitment right. The main elements of human resource are: * Planning * Recruitment & Selection * Training & Development Performance Measurement -. PLANNING Planning is a process of determining the goals and objectives of a business for a future period of time, developing the strategies. guiding the firm’s operations and utilizing resources towards. achieving the set goals and objectives.