Factors to be Considered When Planning to Fill a Vacancy and Carrying Out Interviews

Key Recruitment Documents and Factors to be Considered When Planning to Fill a Vacancy and Carrying Out Interviews

In the Human Resource Management process first Marks and Spencer's

would use Human Resource Planning (H.R.P) this looks at how many

employees the business will need in the future, as well as the type of

employee that will be required e.g. graduate trainees, skilled-manual

and supervisors. H.R.P. also ensures that the 'right' employee is in

the 'right' job, to ensure maximum efficiency and effectiveness of the

workforce.

After H.R.P the business can then go through the process of

recruitment and selection of new employees.

The first task that needs to be done is that a job description needs

to be written, this outlines the job title, and also the tasks and the

responsibilities that the successful applicant will have to cover.

Once this has been written, a job specification needs to be written,

this goes into more detail than a job description, as it also entails

the physical and mental characteristics that the successful/desirable

applicant should acquire. This includes elements of their level of

intelligence, their character and their interests.

The Human Resource Management department will then to advertise the

job using a variety of mediums so that their position gets as many

applicant as possible so that there is more chance if the right person

for the right job. A few if the mediums that they could place it in

are the newspapers, job centres, job agencies, the Internet, radio,

and internal notice boards, in order to get as many people as possible

to apply for the post. The advert should include the hours of work...

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...erviewers), and then he/she will be appointed.

This will involve the new employee being given a Contract of

Employment, which is a written statement covering the terms and the

conditions of employment (e.g. date employment commences, job title,

pay, hours of work, holiday and pension entitlements), as well as the

process for disciplinary and grievance procedures.

Once a new employee has been appointed to a business, it is likely

that they will receive induction training in order to help them settle

into the new job. This induction training covers the basics of the new

employee's job, as well as the background details and the history of

the business (e.g. number of employees and the range of products).

Analyse the key recruitment documents and evaluate the quality of

information in relation to the purpose of each.