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Main features of the recruitment process
Theories of recruitment process
Main features of the recruitment process
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M1 2b) Compare the purposes of the different documents used in the selection and recruitment process of a given organisation (M1) Different documentations are involved in the recruitment and selection process. These are CV, Job description, job advertisement, job specification and the application form. In this assignment I will be comparing, making judgements and justifications about these documents. The purpose of a job description is to alert the applicant about all the information that would be required to do the job role. It would also give a prospective of all the responsible and duties to should be completed as part of the specified job role. A job description determines different factors such as whether the vacancy is temporary, permanent or the working time. The job description reasons on helping Morrisons finding the right employee and it prevents businesses from breaking the law; whereas The purpose of a person specification is to get the candidate to know what the organisation is looking for characteristically; it gives a brief idea of what the organisation is...
The Board received a complaint on 04/02/2014 regarding patient Gloria Kinder from Dena Andrews who has a POA for health care matters on the patient. The complaint was regarding Dr. Negron taking over care of the patient after her primary care doctor retired. The complainant states that the doctor would not refill her potassium, did not do follow up labs, and would not care for the patient.
The safety department for the company advertises the slogan “SAFTEY FIRST, EVERY TASK, EVERY DAY” to promote a safe work environment.
The company Builder Square, Inc. was in the market to sell, subletting, or leasing vacant K-mart stores, in-turn found Network Group to carry out this process throughout the Ohio area. A deal was struck that Reisenfeld’s with the company Network that they would receive $1 per square foot for a store that was subleased totaling $260,320 in commissions. Unfortunately, Network’s sole shareholder was defrauding BSI in various ways. As a result, that Reisenfeld’s was left high and dry, with no money from the commission. After having a suit brought against Reisenfeld’s, and BSI stated that under restitution (unjust enrichment). Under Ohio law, there are three elements for quasi-contract claim. There must be (1) a benefit conferred by the plaintiff upon the defendant; (2) knowledge by the defendant of the benefit; (3) retention of the benefit by the defendant under circumstances where it would be unjust to do without payment (Kubasek, 2015, p. 313). It is the third one that the disagreement was based on was having the problem with; whether it would be unjust for BSI to retain the benefit it received without paying Reisenfeld’s for it. The courts ruled that Reisenfeld’s may seek payment from BSI under quasi-contract theory this in fact overruled the trial court’s judgment.
I will be sentencing Andrew Medina as a youth. The Charges I will be giving Andrew Medina is Intensive Rehabilitation Custody and Supervision for 3 years, Intensive Support and Supervision Program for 3 years, Probation for 1 year and 100 hours of community service within one year. I believe after he finishes these charges he will be reintegrate and rehabilitated. During Andrews time at Intensive Rehabilitation Custody and Supervision he will be taking regular classes as if he is a normal child to help him rehabilitate. After he is done his time in Custody he will go on to do Intensive Support and Supervision Program for 3 years to help him. He will talk to his Supervisor every other day for a month and then get less and less time with him
Interests: Shareholders hopes to see growth in SCE’s stock price and for the company to exceed Wall Street’s expectation.
Evaluate development and meet performance goals by using A.P.I.E: A.P.I.E: Assessment, Plan, Intervention, and Evaluation, (Schwarz, 2017) in coordination with the developmental assessments provided by program workers.
1. Download the Occupational Health and Safety Act 2004 via the BlackBoard. Read the sections, and briefly explain what each of the following parts of the act refer to:
J&J understands that community is important due to the 60 countries in which it conducts business. J&J has a corporate social responsibility to protect all individuals and must strive to be actively involved in the community. In J&J’s Credo they state, “We are responsible to the communities in which we live and work and to the world community as well. We must encourage civic improvements and better health and education” (2014 Citizenship & Sustainability Report 121). J&J strives to meet this goal through research and testing of their products and through programs such as Social Impact through Procurement, Bridge to Employment, Sight for Kids, Volunteer Support, Stop Hunger Now and Safe Kids.
Such characteristics and traits included knowledge, skills, ability, or any other positive characteristics. For example, if you wants to be an accountant, the firm might require you to know how to use 10-keys adding machine or keyboard. Job specifications refer to experience or minimum qualification needed in order for an applicant to be hired for the job. For example, a college degree in engineering or 6 months of experience as a cashier. These specification can be used to inform job applicants and staff in charge of recruiting the applicants about the standards that the applicants must have in other to be selected for the
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.
The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills, and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of a job within a company (Burke, 2008).
Indeed, there are many elements for the recruitment and selection process as clarified in (figure:1). The elements are divided into job description, job specification, job advertising, job interview and the ability tests and selection.
1. Analyse and describe jobs, bringing out those aspects which are to be used for purpose of job comparison.
A firm seeking to fill a vacancy has recruited a suitable pool of applicants. What characteristics should its selection process possess to ensure that the most suitable applicant is offered the job?
For an applicant, the description of job gives him the idea of his expected duties and tasks. Furthermore, the conditions under which the job will be performed are also listed in the same description.