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Business National Btec Unit 13 Essay

|To achieve a pass grade To achieve a pass | | | |grade the evidence must show that the learner|To achieve a merit grade the evidence must |To achieve a distinction grade the evidence | |is able to: |show that, in addition to the pass criteria, |must show that, in addition to the pass and | |evidence must show that the |the learner is able to: |merit criteria, the learner is able to: | |learner is able to: | | | |P1 identify how two organisations | | | |plan recruitment using internal and external | | | |sources | | | | | | | |P2 explain the impact of the legal and | | | |regulatory framework on recruitment and | | | |selection activities | | | | | | | | | | | |P3 prepare the documents used in selection |

M1 compare the purposes |D1 evaluate the usefulness | |and recruitment activities |of the different documents |of the documents in the | | |used in the selection and |interview pack for a given | | |recruitment process of a given organisation |organisation, in facilitating | | | |the interview process | |P4 plan to take part in a selection interview|M2 analyse your contribution |D2 evaluate your experience | | |to the selection process |of planning and participating | | |in a given situation. |in the recruitment and | | | |selection process. | |P5 take part in a selection interview | | | | | | | | | | |

Unit 13: Investigating Recruitment and

Task 1: How organisations plan recruitment (towards P1).

“P1 Identify how two organisations plan recruitment using internal and external sources.”

You need to understand that there are a number of reasons why vacancies occur and that the decision to recruit will be the result of an analysis by the organisation of its requirements. The vacancy may be filled internally or externally. External sources may be used but they may have time and cost implications.

You need to include the following points;
Understand the processes involved in recruitment planning
Recruitment planning:
• reason for vacancy, eg employee leaving, increased volume of business, different work, maternity cover, sickness; • decision to recruit;
• internal recruitment;
• external sources of recruitment (use of job centres, consultants,
recruitment agencies); • cost and time considerations of external sourcing

Task 2: How organisations advertise vacancies (towards P1).

The vacancy may be advertised internally and externally. If advertised externally, the choice of media will be important in order to reach the targeted market. External advertising is more costly and there are legal considerations to be aware of on all recruitment advertising.

You need to cover the following points;
Recruitment advertising:
• internal advertising;
• external advertising (choice of media, use of external agencies, format and type of advertisement, cost implications, legal considerations of recruitment advertising); • methods of application, eg letter, online, telephone.

“P2 Design a concise briefing sheet for a selection panel to guide them on the regulatory requirements of recruitment and selection practice.”

This requires an overview of the key legal and ethical requirements of selection interviews. It should be a concise guide that interviewers can easily understand.

You need to include the following points:
Current UK and EU legislation:
• Sex Discrimination Act 1995/97;
• Race Relations Act 1992;
• Equal Pay Act 1970;
• Disability Discrimination Acts 1995 and 2005;
• European Working Time Directive;
• Employment Act 2002;
• national minimum wage;
• Data Protection Act 1998 (together with any future amendments)

Ethical issues:
• asking candidates the same questions;
• interviewers not related to candidates;
• gender and ethnic balance on panels

Task 3: Preparing a job description and person specification (towards P3).

“P3 Prepare the advertising, job description and person specification required to recruit an employee for a specific role in a selected organisation.”

You will prepare the documentation for an identified vacancy. This will encompass a job description and person specification. The completion of these two documents to an appropriate standard will provide the evidence for this criterion.

Prepare the job description and person specification.

You need to include the following points:
Job description:
• purpose and standard formats;
• title of job;
• department and location of post;
• broad terms of job;
• responsible to whom;
• responsibilities;
• scope of post;
• education and qualifications;
• name of compiler and approver;
• date of issue

Person specification:
• purpose and standard formats, eg job title and reference number; • location in management line;
• essential and desirable attributes;
• physical characteristics required;
• attainments and qualifications;
• previous experience;
• general intelligence;
• special aptitudes;
• temperament and personality;
• hobbies and interests;
• personal circumstances

Task 4: Job Applications

“P3 Apply for a job by completing the application documentation.”

You should use the Morrisons website to find the application documents. You should complete the process as if you were applying for the post. You should complete the application form and include any other documentation requested, which should include your curriculum vitae and a covering letter. The completion of the required documentation to an appropriate standard will provide the evidence for this criterion.

Know the documentation involved in the recruitment process
Application documentation:
• letter;
• application form;
• curriculum vitae

Task 5: Briefing the selection panel on regulatory requirements. (P4)

You need to include the following:
• selection criteria for short-listing;
• application packs and information for candidates;
• references;
• types of interviews (group, individual, team, panel, telephone,
multi-stage); • tasks and tests used to complement the interview process, eg occupational preference tests, attainment tests, aptitude tests, psychometric tests; • use of specialists in the interview;

• a list of interview questions;
• procedure for informing candidates on interview decisions

Task 6: Taking part in a selection interview (towards P5).

“P4 Participate in a selection interview.”

You should adopt the role of either an interviewee or an interviewer in your pairs for a mock selection interview. You should demonstrate through role play that you have prepared for the interview. Roles can then be reversed to give everyone in the class opportunity to see the recruitment process from the perspectives of both the applicant and the interviewer. If you are not participating in an interview you will be observing and taking notes. Evidence is likely to come from a copy of the documentation used by each participant and a witness statement from the assessor.

In your planning you should show evidence that you have considered each of the following points: Interview:
• interview protocol;
• confidentiality;
• fairness;
• interview environment;
• agreed questions;
• checking of personal information;
• interview checklist;
• control of interview;
• decision criteria and documentation;
• communicating the decision to candidates;
• communication and listening skills;
• body language;
• questioning techniques;
• barriers to communication;
• analysing and summarising

Task 7: Following up the interview (towards P5).

You should prepare the necessary documentation to fill the vacancy and complete the interview process.

You should include the following:
Post interview:
• informing candidates;
• making a job offer;
• verbal/non-verbal offers;
• contents of job offer, eg start date, wage or salary rate, hours of work, holiday entitlements; • other conditions, eg references, medical test, passing specific qualifications; • expenses claims;

• candidate’s feedback;
• taking up and checking references;
• police and/or medical checks including a CRB check;
• rejection of unsuccessful candidates

Task 8: Comparing selection documents.

“M1 Compare the purposes of the different documents used in the selection process of a given organisation.”

You must be able to identify the documents used in the three stages of the selection process. You should know the purpose of the key documents. You should be able to explain the purpose of the information that the completed documents will provide for the interviewers. You should be able to draw comparisons between the purposes of appropriate documents.

Task 9: Evaluation of the usefulness of interview documents.

“D1 Evaluate the usefulness of the documents in the interview pack of a given organisation in facilitating the interview process.”

You must make judgements on the usefulness of documents that you have collated in the interview pack. This will be informed by a mix of theory and practice. You must be able to demonstrate that you are able to assess the usefulness of documents that belong to a real organisation or that you have used in the role play exercise. In what ways did the documentation contribute to the organisation, management and conduct of the interview and the process of making a selection decision?

Task 10: Analysing your contribution to task 5 (see P4).

“M2 Analyse your contribution to the selection process in a given situation.”

You must show that you can prepare for and perform in a role-play situation. You should ensure that an application pack is prepared and that all the necessary documentation is provided for the interviewee and the interviewers. The interview should be organised and conducted in a professional manner. Observers will be looking for evidence that the participants have prepared for the interview.

This can be judged by observing how the learners organise and manage the sequence of the interview, the ability of the participants to ask appropriate questions, the quality of their participation and whether they have used communications and listening skills to good effect. Evidence will come from supporting documentation such as interview questions that interviewers and interviewees have prepared. The evidence will be supported by a witness statement on the role play of each Participant.

Task 11: Evaluation.

“D2 Evaluate your experience of planning and participating in the recruitment and selection process.”

You must be able to demonstrate that you can critically reflect on your experience and draw lessons from it. Evidence will require an evaluation of the role play and this should be linked to the feedback on the witness statement. You must also be able to critically evaluate your experiences of the planning stages of the interview.

Websites changing bank of learning resources and up to date case studies. This site also has links to other useful sites Includes a number of pertinent case studies from thetimes100 including McDonalds and Cummins Chartered Institute of Personnel and Development Includes a number of pertinent case studies including McDonalds and Cummins, British Gas and Tesco

Scenario: You work in the HR department at Morrisons where vacancy rates have been high over the past year. Your manager is concerned about this and has asked you to do a presentation to identify why vacancies occur and to compare with a competitor. In your presentation you must also include a plan of how to fill the vacancies using internal and external sources.

Presentation date:

Scenario: Following your presentation your manager has asked you to write a report on the steps that your department should take to go about advertising a vacancy both internally and externally. Your manager also wants you to consider the possible ways that applicants can apply.

Hand-in date:

Hand-in date:

Scenario for Tasks 3 and 4: You are the assistant to the head of Business at Sheffield Park Academy and you have been asked to find a new Business Studies teacher to join your growing department for this popular subject. Design appropriate advertising for to attract a suitable candidate for the role and submit a report to your manager alongside the advert to show that you made all the necessary considerations.

Hand-in date:

Scenario: You want to apply for a part time job at Morrisons to get some extra cash while you are studying. Complete the documents to apply for the job.

Hand-in date:

Scenario: You are head of recruitment at Sheffield Park Academy and will be interviewing candidates for the advertised role of Business Studies teacher. The interview panel will be made up of various senior members of staff and some members of the Business department. Not all members of the panel have interviewed before so they are not familiar with the regulatory requirements. Design a briefing sheet which is easy to follow and will help them plan the interviews. It must include all the important points that they will need to know to avoid any legal or ethical problems.

Hand-in date:

Scenario: After advertising the position of Business Studies teacher at SPA and receiving several applications, you are now ready to start planning the interviews for the potential candidates that have been selected. Work in groups and discuss how you will select your candidates. Make a list of your selection criteria for the interview panel to follow when selecting candidates.

You will role play the interviewee as well as the interviewer so prior to the role play you will need to read a candidates CV to help you prepare and make any notes that you feel necessary.

Interview date:

Hand-in date:

Scenario: You have completed the interview process and selected a candidate successfully. The head of recruitment at your school has asked you to review the selection process by comparing and explaining the purpose of the documents that are used at SPA to recruit new teachers.

Hand-in date:

Scenario: You have interviewed all candidates using the documentation that you prepared for P4. How useful was this documentation in organising your interview, managing the interview process and choosing which, if any, of the candidates to employ?

Hand-in date:

Hand-in date:

Hand-in date:

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