Recruitment and Selection

Recruitment and Selection

(a) Purpose of workforce planning

The formant of workforce organization displayed by the Woodhill College managers when it comes to teachers selection has been able to mark highly its advancement in maintain the top position among the other colleges in the same level. However, the company has not been able to keep its employees with time due to poor job selection process and application of outdated, inefficient, and unsatisfactory methods of recruitments. This is the reasons for too many and recurrent vacancies in this college. The decisions about the process to be followed in the job selection and recruitment procedures in any organizations are basically determined by the individual holding the position of Human Resource Manager in the College.

Moreover, the College has decided to hire a new Human resource Manager in order to curb the problem and to be able to retain most of the resourceful employees for a long term agreement. To start with, the main reason as to why the Woodhill College is lacking stability in ‘its workforce planning is the use of incomplete method selection employees. Though they try as much as possible to create awareness to the public about the chances available, the three steps used are not fully satisfying. After announcing the chances, the next step is really the applicants to deliver their qualification documents (Armstrong, & Taylor, 63). However, the applicants of this college are only required to deliver their Curriculum Vitae of which are not the only documents recommended for assessing competence of employees. There comes the problem of coming and leaving the jobs because the job specifications available do not much to those held by the chosen clients.

Roles of Human Resource Manager

Almost all organizations enjoy their profits if department of human resource is well managed. There is no any business which is able to survive without the department of human resource management (Armstrong, & Taylor, 65). Some of the ways in which human resource management performs activities in an organization includes;

• It helps an organization to attain its goals most effectively and efficiently by laying down basis of getting the most competed employees who have the personality and the perceptions of high performance.
• It helps to utilize the scarce resources that an organization has to reap profits from. This process is achieved by ensuring there is no wastage and all the resources available are fully utilized.
• It helps to maintain to fullest, the employees job satisfaction and self-actualization. This process is however achieved by positioning employees at their best areas of specialization. Secondly, employee’s job satisfaction can be achieved by developing a division of labor technique that makes sure that none of the employees is overloaded.
• Human resource management ensures that the Quality of Work life (QWL) is maintained, a situation that makes work personally desirable(Armstrong, & Taylor, 64).
• It helps to achieve ethical policies both within and outside the organization. This process is achieved by enhancing employee’s relations within the organization. After ensuring the workplace within is good, people outside the organization begin to perceive the actions as good ones hence improvement in terms of working.

For the Woodhill College to be able to acquire competent teachers and retain them, the Human Resource Manager should adhere to the following procedure which is however recommended for efficiency recruitment and retention in an organization. The procedure is;

• Identifying a vacancy needs
• Determining position description
• Develop a recruitment plan
• Choose a search committee
• Communicate the position and implement the recruitment plan
• Review applicants qualification and make a short list
• Conduct interview
• Select hire and finalize recruitment

Basically, recruitment can be defined as the method of checking organizational needs and getting the right person for that position while selection is the process of choosing from a list of applicants, the best person to fill that position (Torrington, 83). From the above procedure of employees’ selection and recruitment process, Woodhill College should at first identify vacancy needs. This involves determining the position of a teacher needed in that particular position. The Human Resource Manager in this case should identify the subjects whose workforce turn up is low and create awareness about it. Secondly, the manager is liable to describing the qualifications of the applicants for that position. This process should involve preaching the minimum grade needed and the teaching experience of the applicants. Thirdly, the Human Resource Manager should then draw a recruitment plan that entails the process to be followed in acquiring the most competent teachers and selecting an accompanying committee to implement the process.

The committee should plan on how to call in the applicants and the type of questions to ask in the interview. Significantly, the questions should be formulated on the bases of the job specifications and they should be all relevant. The next stage behind the Woodhill College recruitment plan is to communicate the position to the public. This process may take the route of media promotion or postings in own websites.  For benefits of the college, the positions should be communicated in the mass media in order to attain a divergence of talents from the individuals willing to make apply. This is referred to as external recruitment process.

(b) Strengths and weaknesses to recruitment and selection approaches

External recruitment exposes an organization to a wider and vast range of talents from individuals looking for jobs and brings chance for new experiences and ideas in the business. In addition, external recruitment process abides to the government policies of creating equal chances to everyone and avoidance of discrimination under bases because every race is exposed to equal chances of jobs (Torrington, 85). However, external recruitment is costly and an organization may end up with someone who appeared to be productive on paper and interview but so lazy when it comes to real performance.

The next stage after communication the job positions to the public through media is, reviewing the qualifications documents of the individuals and making a shortlist. The shortlist should be made in the grounds of the earlier stated minimum requirements in that particular position. Nevertheless, the shortlist should also be communicated to the public so that the applicants may get aware of the interview day and others not shortlisted to alternatives in other institutions. The next thing should involve conduction the interview process. The Human Resource Manager of Woodhill College should be accountable for all the steps taken followed in conducting the interview and the kind of questions to be asked. The best graded individuals are then called for induction and the recruitment process is over.

Task two: Job advertisement

Taxil School of Education Business

P.O Box 12- Wigan

Job Vacancy

Taxil College of Education Business is a fast growing college that has been in operation for the last six years. The college is situated in the east of Wigan region with the cool conducive environment of carrying out the education tasks. Taxil College is now among the top colleges in the region in offering degrees to students in education and most specifically, the field of business.  It is among the best colleges known to produce competent graduates who have become marketable and highly competitive in the job market of education business. However, it has not been so easy to attain the good image of this company but it is through efforts of the Human Resource department of the college to acquire some of the most competent stuff we have in the institution.  Due to the fast growth of the college, the management has opened a new branch of the college in the region to accommodate a big number of individuals currently wishing to win a marketable degree from Taxil College. Therefore, under the regards of Human Resources Manager, the college is advertising for 6 teaching staff of the new college. The applicants should meet the following qualifications.

Applicants’ qualifications:

1. Applicant MUST possess A PhD in Business education or other business courses like, Business Management, Accounting and Finance and Economics. You should attach the photocopy of the documents and the certificate of good contact.
2. The applicant MUST have a minimum of four years of teaching experience as a lecturer in a university or college or working in the Department of Education in Business for the period of four years.
3. The applicant MUST be fluent in English or French languages to be able to deliver in class well.
4. The applicant should have good skills in computer knowledge and where applicable to attach a certificate on the same.

Ladies and gentlemen are encouraged to apply in advance. The deadline is on 15 / 2/2017. Please login into our website and attach your CV, cover later and your latest PP size photo.  Otherwise, you can send your details softcopies to our email and we shall reply back. Welcome all!

Part 2

Employee performance development and reward

TESCO

Difference between training and development

According to the TESCO case study training of employees is a very essential element in any organization. Development is also a key process in the progress of any institution. Employees should actually be well trained to acquire the required skills of performing duties in order to achieve the organizations outlined goals in an efficient manner (Bratton & Gold, 114). Furthermore, training and development is not the same thing. They are actually two different things. Their differences are as follows as per the TESCO case study.

In training, human resource is tasked with developing training in house. A properly developed lesson plan is essential to facilitating an engaging and productive training (Bratton & Gold, 115). Therefore learning, development and training work hand in hand since they are essential in human resource management. There are two principles functions of the human resource management that is training and development. Both aim at improving the performance and productivity of the employees .Training is a program organized by the organization to develop knowledge and skills in the employees as per the requirement of the job while development is an organized activity in which the manpower of the organization learn and grow; if it is a self-assessment act .Also in human resource training is short term while development is long term process which takes a long duration to be implemented. Furthermore, training is job oriented while development is career oriented. Training aims at improving the skills of the employees while development deals with career advancement. In terms of motivation, training is trainer motivated while development is self-motivation.

The training effectiveness in an organization is to decrease employees turn over, lower chances of accidents, improve performances and develops a number of skills in the employees .In summary training is a learning process for new employees in which they get to know about the key skills required for a job. Development is the training process for the existing employees to enhance their performance (Bratton & Gold, 116). In human resource many individuals collectively attend the training program. Development is a self-assessment procedure, and hence one person is responsible for one’s development.

Impacts of changes in customer expectations in training staff

Training and development aims at providing better services to the customer are as well ensuring business success according to the TESCO case study. Customer needs and requirements are very important in determining what an organization has to do. This is actually essential developing plans of the organization. Taking customer requirements in consideration is a very good method of attracting customers. Customers are the key element in any organization. Some of the issues such as secure and good services make customers very happy and satisfied. Customers have the ability to change institution strategies. This is so because the company has to do its best to satisfy the customer wants. The company will try to fulfill the customer wants in order to retain the available customers and at the same time attract new customers.

Methods of training

According to TESCO case study there are different methods of training which include on-job-training and off-job training. On-job-training consist of the following ways;

• Shadowing: Employees are guided by a person who is already in the job.
• Coaching: A staff or a manager is appointed to guide the employees.
• Mentoring: An experienced member plays the role of an adviser.
• Job rotation: Here the employee has the role to get skill through a target.

Recruitment is very important. To recruit the manpower it’s neither cheap nor easy to recruit workers .It is very important in making sure that you hire the right people for your business because this is the first step to the business success(Bach & Edwards, 65).. Also social recruiting, we are in the age of social media. Consider social media as and add on to your human resource strategy. This is going to increase your chances and enlarge the prospects, which in turn give you more options. Secondly is on boarding. From the moment you hire someone the on boarding process begins this is the process you take the new hire and launch them to their hired position. The third type is talent management hence finding the best talent is not that easy. Here you focus on what your audience wants to hear. Fourthly is the learning management. Here you focus on mobility, integration, engagement and compliance .Finally is the performance management. It is where everyone wants to be recognized for their hard work. This helps in the effectiveness application of the human resource management.

Identifying of training needs

According to TESCO’s training program training needs are identified after determining the organizations plans and strategies. To expand business key issues such as the right person, right place and the right time should be put in place. The required targets are first identified and then those required skills determined. The next step is to offer training to the employees if they lack these required skill to accomplish their duties well. This is a very crucial need for employee training. The employees have to know what skill they lack hence this will help them improve.

Evaluation acts as a check to ensure that the training is able to fill the competency gaps within the organization in a cost effective way (Bach & Edwards, 65).. This is especially very important in wake of the fact the organizations area trying to cut costs and increase globally. Evaluation ensures accountability, checks costs, and training /feedback to the trainer hence very effective to the human resource management. Work place design is used to access how task or the entire job is organized within the work environment and then ensure these are well matched to the attributes of the employees. Job design has a focus on those administrative changes that are required to improve working conditions .It should help in identifying suitable facilities, furniture and information processing.

Benefits of structured training program

The structured training program is methodologies designed by a business to ensure that employees have the required skills. The main aim of this is to ensure that the business achieves its goals in an efficient manner. This aims at increasing business performance hence better providing of quality services to the customers and train staff to perform better. Employees are a very key element in an organization as they determine the quality of services as training is very crucial according to TESCO. The structured training program is very important for attracting customers as a result of the quality services which come as a result of good skills among employees which in turn result from proper training. Structured training program increases ales of an organization hence result to recording of high profits. At the same time the training program adopted has some weaknesses such as; high cost which is incurred in training the employees, focusing on a targeted market has become very hard to work  on, external forces which are very difficult to control and also very hard to manage the entire process.

Achievements of training on returns and investments

The sales of TESCO are increasing from day to day as a result of the structured training. This is so because many new customers are attracted by the quality products and services. The quality products and services result due to the excellent skills employed by the employees. At the same time the current customers are being retained in the organization. Due to this large volume of sales TESCO is opening more branches in different places hence expansion in t investment. This actually indicates the importance of training employees to both the company and the customers as well as the employees. The customers get quality services, employees gain skills while the organization acquires wealth.

Types of approaches to flexibility

There are different types of flexibilities which should be adopted n organizations to ensure their success. Some of these methods which TESCO may adopt include the following; numerical approach, functional approach and structural approach. Functional flexibility approach is where the company has the ability to shift employees to different duties in the organization. This may result due to issues such as training and management. Structural flexibility is the ability of the organization to alter its manufacturing and production operations which are carried out in the business. This aims at using better methods. Numerical flexibility is the ability of the company to change quantity of labor provided by the employees to achieve its goals. It may involve hiring more workers or exploiting the available ones.

Rewarding

Rewards are positive outcomes that are earned as a result of an employee’s performance. There are two general types of rewards that motivate people according to TESCO. These are intrinsic and extrinsic. Intrinsic motivation is internal to the person in that it is something you have to offer to yourself. It is driven by the environment or personal interests. In addition, its achievement doesn’t depend on others. Extrinsic motivation is based on tangible rewards which are typically offered by a supervisor or manager. This reward brings about motivation.

PART 3

• Benefits of ITV’s employee relations and engagement

ITV as one of the surviving and the fast growing companies has been able to portray what is known as the good employee relations. In fact, it matters a lot for every developing company to be able to maintain a good relationship between the staff and the employers.  The process of maintaining a good employee relations cuts across the communication sector and the employee engagement in the job sector. Secondly, maintaining good employee relations could take the route of remuneration.  This means to maintain a range with other companies when it comes to wages and salaries to workers.  However, ITV has devised good strategies mean to improve employee relations and engagement in the workplace. Among the processes that ITV has of late employed to achieve good employee relations and engagement includes collective bargaining as a security to employee agreement on the net working practices (Armstrong, & Taylor, 70). In this process, employees manage to fight for their rights though their effort in the workplace. The idea in this process is through formation of trade unions and using the representatives of these unions to work for the betterment.

Collective bargaining in ITV ensures good working hours, safe working place and better wages for their employees. Secondly, collective bargaining in ITV to higher percentage prevents the occurrence of strikes among its employees because the strategy already addresses the key issues of employees.  The reason as to why the issues of strikes are minimal is that the representatives of the trade unions help to reach agreements with the employers. Also, the process protects the employers in the ways that no business operations are affected or any asset interfered with (Armstrong, & Taylor, 56-58). Collective bargaining achieves security and stability in ITV Company. It is real that employees are assured of not losing their jobs through unlawful means because the representatives are there to communicate for them. In addition, the employers are assured of stability because no business operations are interfered with the work is always in process. Lastly, collective bargaining as one of the strategies of achieving good employee relations works to keep abusive employees powerless (Armstrong, & Taylor, 60). In this case, if an employee is a supporter of collective bargaining by joining trade unions is assured of salaries and good working environment but a non member is free to leave for he will not be sued or lose his salary.

Secondly, ITV has been able to maintain good relations through the process of employee involvement or engagement. In the case where employees are involved in decision making, it is clear that work quality is improved because they are actually doing what they exactly know. Again, the employees’ engagements in employees’ decision making creates a sense of respect and creativity among employees and therefore feel motivated to work effortlessly. Engagement also helps to improve modes of communications. Employees of ITV Company are able to communicate amongst themselves and work by themselves without following decisions that are always made from management. Significantly, consultations and engagement of employees helps to set goals that are easily achieved.

(b)Effectiveness of strategies for building and improving employee relations and engagement

There are strategies to maintain and improve workers relationship according to the ITV case study. Firstly, involve your team members to make them feel more important and indispensable for the organization. This makes them feel the importance of their presence in the organization hence tend to be motivated in carrying out their daily duties (Bratton & Gold, 114-116). Secondly, encourage individuals to share their work with each other .Through this way the workers tend to talk with each other at the same time improving their relationships. They will be able to understand each in a better manner. According to Bratton & Gold (115), this helps in minimizing the disputes and disagreements between them. There is also a better way to improve employee relations by ensuring consultation among the employees and giving feedback on time. According to ITV the collective bargaining method is useful for taking in to consideration the interests of the employees.

Thirdly, encourage effective communication among the team members. This is very essential because poor communication leads to confusion and misunderstandings among the employees According to Bratton & Gold (118). This may include ensuring a better code of communicating such as use of respectful languages to minimize quarrels between the members. Finally morning meeting is another effective way to improve the relation among the employees as per the ITV. This way there is a good relationship among the employers and the employees. Through these meetings the members will be able to interact and also ensure that they share ideas which can strengthen their relationship.

According to ITV employee relation can be defined as employer and employee relationship in the formal and informal nature that arises between management and employee interactions in all working conditions. Employee consists of all this areas of human resource management while the relations law is a legal journal which publishes articles in the field of labor and employment. There is always a relation between the employee and the law. This area is made up of both state laws and federal laws which contain different methods with common goal to protect workers’ interests. The current purpose of the employment law in the internal and external human resource management is to provide legal protection to employees and employers. Also it is important because of the fair wages and hours by correcting these conditions. The employment law also brings about equity in work place by ensuring there is no biasness, safe and sanitary working conditions. This would affect the human resource management during their legislation processes.

According to the case study it is good to understand both the attitudes and feelings of the employees and all the concerned stakeholders. This will assist also to minimize misunderstandings among the members. Trust and respect should be encouraged among the employ      ees as per the ITV case. This actually improves the relationships among employees. This will also improve coordination among the workers.

Good employee relations have their advantages which may include the following;

• Improving the attitudes of the employees leading to improvement in their performance.
• This minimizes conflicts in the workplace.
• It helps in creating a good and conducive working environment.

Employee engagement is very important as it involves engaging the employees in key decision making and coming up with the organizations strategies. This will make them aware of what they are required to   carry out to achieve the required goals. Furthermore, they will be in a better place to understand the whole procedure to be undertaken to achieve these goals according to ITV. This will actually result to better decisions which will in turn make a positive step in the performance of employees in the organization. This results from the fact that the decisions are made by a large number. The employees will also be able to supervise on themselves because they know what is required of them.

Works Cited

Armstrong, m. and Taylor, S. Armstrong’s Handbook of Human Resource Management    Practice. 13th Ed. London: Kogan Page. (2014)

Bach, S. And Edwards, M. Managing Human Resources. Oxford: Wiley. (2013) Pg. (61-65)

Bratton, J. and Gold, J. Human Resource Management: Theory and Practice. 5th Ed.        Basingstoke: Palgrave. (2012)Pg. (114-117)

Torrington, D, et al Human Resource Management. 8th Ed. London: Prentice Hall. . (2011

CIPD (Chartered Institute of Personnel and Development) available at www.cipd.co.uk.