When a business grows in size it will need more staff to carry out:-
*Existing jobs e.g. in a chocolate factory it may need more people to operate the production lines it it moves from 4 to 5 lines.
*New jobs e.g. if a company expands to overseas it will need to recruit staff who are capable of speaking foreign languages.
When existing jobs are being expanded, human resource specialists simply need to copy existing practice on a larger scale. They can do this by interviewing more people and advertising more widely etc. More detailed thought is needed if new jobs are to be created. This is even more important if the jobs being created are different to the jobs that already exist within the company.
If Norwich Airport they would need to employ a lot more security guards. This would be due to the increased numbers of passengers going through the airport and the terminals. If Norwich Airport started to fly to new destinations they would need new staff who could speak the language of the country. They could do this training their existing staff to speak the languages or they could recruit externally people already with the capability to speak those languages.
CHANGING JOB ROLES WITHIN THE BUSINESS
In recent years there has been a decline in standardised jobs. The change of a job role is usually down to changing and advancing technology. This involves employees taking more responsibility in decision making. This is known as empowerment. The development of new jobs requires a lot of research. Looking at the best practice in an industry often does this. Sometimes it is done by looking at the development of new jobs particularly in the USA.
FILLING VACANCIES CREATED BY RESIGNATION, RETIREMENT OR DISMISSAL
Vacancies come about for a number of reasons. This could include retirement, dismissal, expansion or even death. When some body moves on it is normally necessary to replace them. Before this is done the company will need to decide if it would be best to get a employee similar to the previous one or if it would be best to to get someone with new skills because the job has moved on and more skills are required to carry the job out properly.
In some cases this has effected Norwich Airport. In some extreme cases they have had to dismiss employees who have lied about foreign languages they can speak. When Norwich Airport first opened, they only offered flights to a few select countries. But since then they have expanded and a far wider range of flights are now offered. With this they have a lot more people using them rather than using the larger London airports or the near by Luton airport. With the extra money they are still thinking of expanding even more in the near future.
In some cases the job that has become available does not always need to be filled. There are amny factors that Norwich Airport takes into account before deciding whether or not a replacement is required. They will always consider: –
* Is there still a need for that job?
* Do the benefits derived from this job justify the total cost of filling it? E.g. advertising, salary, training etc.
* Is it essential that the vacancy is filled immediately?
* Rather than employing a new member of staff would it be best to reorganise the workload within the company/department to cover the position.
* Will the job need to be full or part time?
* Will there still be the need for this job in 12 or 18 months time? Is the post likely to be affected by current or future organisational changes or different work methods. Will the job therefore be temporary or permanent? And for this reason will there need to be a fixed term contract.
There is always the opportunity for internal promotion. This is a good form of motivation as it gives employees something to aim for within the organisation. This should make the employee try to impress in his current job rather than looking else where outside of the company. But if an employee is to be promoted, then someone else would have to be employed to cover their previous position.
It is extremely important that the right candidate is selected. The recruitment process can be extremely costly. To set up an effective recruitment process it takes a great deal of time.
Once a job has become vacant it is very important that the company should then analyse the job. This is when they will decide what will be entailed in the available job. How to advertise, sift through the applications, checking which applications best meet the criteria, interviewing candidates and then the most important, selecting the best candidate.
When a job becomes available at Norwich airport they decide whether to recruit internally or externally. From our meeting I discovered that 50% of the time they will recruit internally only, and the other 50% they will recruit internally and externally. They often decide to recruit internally only because they can save a lot of money. They save a lot on advertising costs and it normally takes them less time to train the employee if they already have some experience working within the airport. Often they have noticed that when an employee knows that there is the chance of promotion it enhances their rate and quality of work because it acts as a motivator.
However they have also found disadvantages when recruiting within the company. They have to replace the person who has been promoted, this means that they have ended up advertising for two jobs instead of just the one. In the past they have had arguments and disputes or another employee has been upset that someone else has been promoted instead of them.
However, from our meeting I understood that their better employees in the past were ones who had been promoted as a pose to the ones who had been employed externally. This has always been the case when they have been first employed because they have a better understanding of the business.
Sometimes rather than a current post becoming available a new post all together may become vacant. But before the new post is confirmed it must be approved in the companies budget. This may not be the case and a supplementary budget will have to be applied for. If this is not the case then the recruitment process will be unable to go ahead. There must be available work space and enough available equipment for the new person.
If all of the above are ok, then Norwich Airport decide on a realistic start date. When this is decided upon, the airport would work backwards from this date to plan each stage of recruitment. Below is a realistic time plan for Norwich Airport if they were to advertise externally. A typical time plan would be for about 3 months.
21 January – complete staff vacancy request form and hand into human resources department.
22 January – write job description and interview report form, allowing time for the approval of the line manager. Pepare advert and job particulars. HUMAN RESOURCES MUST BE NOTIFIED THAT THE RECRUITMENT PROCESS HAS BEEN STARTED!
2 February – send the above papers to human resources.
9 February – if appropriate the job will be evaluated. Human resources will book space and send advert to media.
16 February – the advert will appear. Interview dates and panel members must be decided upon.
18 February – applicants respond.
4 March – closing date for response from potential applicants.
7 March – final candidates are shortlisted.
8 March – candidates are contacted to arrange interviews.
15/16 March – interviews take place.
17 March – the post is offered to the successful candidate.
17 April – after one month notice period the candidate would start.