Globalisation has increased customers’ expectations and decreased customer loyalty. As a result businesses need to evolve and change in order to compete in a competitive market. As the market is changing quickly they must adapt fast. They can do this through enticing and retaining high quality individuals into their companies, this in turn will give them the competitive edge. Specsavers Opticians has the largest market share in optical retail in the UK. Due to their expansion across the globe they now have over 30,000 members of staff and have shops in over 11 countries. In order to keep products up to date they must constantly develop their image and brand. This is done through bringing in new members of staff to create and cultivate new …show more content…
Roberts, (2005:19) states that systemic approach to help decrease costs to the company and helps rationalise selection. Organisations know that failing to recruit the correct candidates can waste time and the overall success of the business. So the first thing the organisation must do is attract candidates to the role. This can be done through writing up job descriptions and person specifications. (Robert, 2005:7) says that job analysis is the effective basis for recruitment and selection. As it allows for two important documents to be made job description and person specifications. It also allows to see how the job fits into the organisation the purpose, personality traits and skills which will be required for the role. The difference between the two is the job description relates to the tasks which will be undertaken in the role. Whereas the person specification summaries the human attributes needed for the job. There have been many frameworks that have been used to draw up person specifications. The main two being Rodgers seven point plan (1952) and Frasers five point plan (1966). However these frameworks can be seen as outdated due to their potentially discriminatory categories such as disposition. For that reason recruitment teams at Specsavers must understand the equality laws and anti-discrimination laws when writing any job description or person
Globalisation has been crucial to the economic and social development of Brazil. In the late twentieth century Brazil face years of economic, political and social instability experiencing high inflation, high income inequality and rapidly growing poverty. However after a change of government in the 1990s and large structural changes in both the economic and social landscapes, the brazilian economy has been experiencing a growing middle class and reduced income gap. Since the start of the 21st century, brazil has benefitted from the move to a more global economy.
As a FTSE 100 retail company employing 40,000 people across the UK and Eire it is essential that we employ the best staff possible. The retail market place is increasingly becoming more competitive both on the high street and online. A great Customer experience when shopping at Next PLC has never been so important. The people we employ are a major factor in delivering the service we need to so that we can continue to grow.
The presentation of a job description is important and Sainsbury's job description is always neatly presented. A person specification sets out the qualities of an ideal candidate whereas a job description defines the duties and responsibilities of the job. It describes the characteristics and attributes which a person needs to be able to do the job to the required standards. A person specification is normally set out under these headings: * Physical make up- what should the job holder look and sound like *
The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a specific job. A job specification states requirements whereas the job description defines the duties and requirements of an employee’s job in detail (Heathfield, 2016). In a nutshell, both job specification and job description are derivatives of the job analysis process used in the recruitment and selection
In the book Globalization: A Very Short Introduction by Manfred Steger and the reprint Globalization and the Impact of American Popular Culture Abroad by Carl Guarneri, the point is made how recognized globalization has become and how much it has affected citizens around the world. Some of the debates over the effects of cultural globalization are: the West and its multinational corporations after World War II, what it promotes to the world’s people, the views of consumer capitalism’s effects and the repercussions of the globalization of culture.
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.
Firstly, Job Analysis selecting a suitable job analysis method depends on the structure of the organization, hierarchical levels, nature of job and responsibilities and duties involved in it. It involves collecting and recording job information, checking the job information accuracy using this information to determine their skills and abilities (Hrwale, 2011). The job description is basically an outline of how
More and more organizations understand that human resources are their most important assets.. As everyone wants to get the best people for their organisations, the hiring department has to spend a lot of time in finding and hiring the right person(). There are many factors we have to consider when making a hiring plan. A well defined job description in relation to the actual needs of the particular division is very important. Participation of the management and related team members is highly recommended.
By creating job descriptions, an organization is creating the profile of the type of skills the employees applying for that position should
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
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.
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.
Selection is an integral part of every organizations functioning, as it is the process by which suitable individuals are chosen, from a pool of applicants, of whom HR officers predict will most successfully perform within their job, as set out in the job description and person specification [Torrington, et al., 2002: 188]. While the duration and method of the selection process is versatile and may vary depending on the type of job and type of organization, there tends to be a common 5 stage process by which individuals are chosen. Using current HR models and economic theory on job description and person specification, this essay will examine the main characteristics of the selection process and how these are applied in organizations, such as “Lloyds TSB,” “ScottishPower,” and “Enterprise Rent-A-Car.”
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)
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation