Human Resource Management and Good Working Knowledge
Human Resource Management and Good Working Knowledge
The assignment consist two parts, which are activity 1 and activity 2. First activity will explain in short report factors that affect talent planning as well as recruitment and selection factors that affect the organisations. I will show benefits of recruitment and selection methods. Moreover as the last part of activity 1, induction plan will be provided. Second part of assignment is group work. This section includes recruitment and selection interview process. We will explain and give examples of personal specification, what are selection criteria and interview questions. Furthermore we will provide letters to appointment and non-appointment.
1.2-4 Factors that affect an organisation’s approach to talent planning. Laws: Equality Act 2010 might affect the method of how organisation attracts talent. This law protects against discrimination (GOV, n.d.) and has an influence in the way that company creates adverts as well as job description and application forms. Moreover during the interview, it is important to know what question can and can to be used. The law prohibits to ask for example about age to ensure that every person is treated fairly. Labour market: if new position comes into existence, it gives opportunities to current employees, in particular when some of the position might be liquidated. To some workers new and challenging position could be more curious, which will give chance to grow up. ( Charles, Janet, Donald, 2010:121) Diversity: lately, the positive effect on approaching talent has an immigration.
The level of accessibility and needed knowledge as well as skills has raised. It helped to mitigate the lack of skills. ( Charles, Janet, Donald, 2010:123) Right work space: The workplace has an important impact that on talent planning, as the environment is productivity. By reconfiguring the space where people work we are able to get better efficiency on bigger group at lower costs. For example, Capital One’s collective real estate designed a future of Work. This helps with better mobility. Future of Work describes open floor plans and flexible project rooms that helps teams with assignments. More than 85% of workers gave positive feedbacks and they are more happy with new work environment. ( Robert, Elissa, Nidhi, 2006:51)
1.1- 3 organisational benefits of a diverse workforce.
Language skills: communication with other people from another backgrounds helps to avoid prejudice. This is explained as the Contact Hypothesis. Employing people from various countries might obviate further enhancement of stereotypes.
Increase in productivity: challenges and benefits. Workers are able to tender new solutions to our customers, as a consequence of fresh and new ideas, which could be use in the company. Diversity workplace rise workers morale and it is the reason of bringing into work excellent service.
Positive reputation: employee has to know, that employers treat workers fairly when it comes to gender, race or ethnicity. The company can keep current staff/talent as well as they have possibilities to find new talent, as long as company is known as a positive environment to work.
1.3 – 3 factors that affect the organisations approach to the recruitment and selection Legal and discrimination: company is not able to to discriminate against 9 protected characteristics- The Equality Act (2010). For example, applicants can not be asked about past/current pregnancy as well as any future plans related to pregnancy. Size of the organisation: Because of the size of the company, recruitment process might affect in huge scope. In large organisations recruitment is definitely more easy that in the smalls. Moreover large organisation needs more people, this is why they have more experiences with recruiting and selection good candidates. Recruiting policy: it affects recruitment and selection process. This policy pertain with applicants that come from outside of the organisation, while for example, the rest of people wish to recruit only from inside of sources.
1.1 & 2.2- benefits of recruitment and selection methods
Online recruitment- is quick, gives better chance of success, gives bigger audience, is easy Psychological tests: help to understand applicant’s personality, psychopathology and more. Can be compare to other candidates. Agency – save time and money, screen CV, objective feedback on application and can help how to promote, attract candidates Interview-
*group – large amount of people
* telephone- language skills
*individual – face to face conversation
Application form- background check information, easy format to use- easy way to scan the information and compare with others Meet and great session-
* open session
4.1- 3 Purposes of induction and how they benefit individuals and organisations
Purpose of induction
Explain to employee organisation details including history, what products do we have, how the service work, company culture (CIPD, 2013)
Introduction with the organisation
Deep information’s history given, culture, values as well as products and service explained, showing place as a good environment to work in,.
To get time to meet and know workers, helps to feel better and more comfortable to work as a team in the future The staff member would cooperate before and shows how they can fit with goals and strategy of organisation Health and safety information (CIPD, 2013)
To protect yourself and others. It is important that worker familiarising him/her-self with work place fire’s regulations Safe workplace is everyone’s responsibilities. It is company policy to give training on an on-going basic to be able to work in a safe and healthy work environment
Established for 25 years, Balans has 5 branches within London with a plan to expand within the next year. Our flagship restaurant is in the heart of Soho, attracting a wide mix of clientele, from locals to celebrities. We are a young (at heart) vibrant company with a passion for not only food but for the people that work with us.
Recruitment and retention – You will be responsible for recruiting all staff up to assistant manager level. You will be required to onboard talented team members to help the teams grow stronger in preparation for our expansion. After recruiting you will be in charge of ensuring that we retain our talent, through one to one chats, incentives and succession planning.
Inductions – You will be responsible for organising contracts and inductions for all new starters up to assistant manager level. You may also need to create a new updated induction plan with the expansion of our organisation.
Employee relations – You will be the first port of call for all employees over our 5 sites. You must be able to priorities your schedule to be available to all at certain times without compromising the daily running of the restaurants. You must be able to display good working knowledge of our processes and procedures of our organisation to deliver a confident service to our teams. This will also including managing our sickness data and conducting return to work interviews.
Disciplinary and grievance – You will be responsible for guiding our teams through disciplinary procedures and grievances, offering advice and taking
notes during meetings. You will be required to organise the logistics and preparation for meetings.
Coaching – You will be responsible for coaching and supporting our HR administration assistant and line managers. Working with them to develop their knowledge of HR functions and supporting them by advising them thoroughly throughout issues that arise on a daily basis.
Administration – Working along side the HR Administration assistant you will be required to submit monthly reports to the HR manager. You must ensure that the data inputted by the admin assistant is correct done in a timely manner.
University/College: University of Arkansas System
Type of paper: Thesis/Dissertation Chapter
Date: 23 September 2016
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