Unit 13 Business Vacancies P1

Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.

An employee may be promoted to a higher position and change working area of staff may mean there will be a job vacancy.

But there is a provision under section 206G of Corporation Act, where a directory who is disqualified by court to manage a corporation can again apply to the court for leave to manage a firm. The court has the authority to grant director relief from civil liability if the director has performed honestly and ought to fairly be excused.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

1 Understand the Impact of both the law and organisational procedures on the process of recruitment and selection

Second, the company should show a gesture of good faith and up hold the original manager’s agreement. Third, an amendment to company policy should be put in place to cover future events. Written and signed by both management and employee to the exact terms agreed upon prior to leave under FMLA are to be taken. This is for the protection of the company and their employees.

You must be selected for redundancy in a fair way, for example because of your level of experience or capability to do the job.

Recruitment can be defined as all those those practices and activities carried out by the organisation with the primary purpose of identifying and attracting potential employees (Parry and Wilson, 2009). The world of recruitment is rapidly changing. The impact of the technology on recruitment is huge.

An employee may be promoted to a higher position and change working area of staff may mean there will be a job vacancy.

Job Centre’s are used as a method of recruitment as they are owned by the government so Tesco won’t have to pay for them to advertise the job and it will save the company both time and money. Job Centre’s is where most people who are unemployed go to receive information of available jobs and advice. They also offer employers extra training and support so they can recruit employees, for example, giving advice on different training opportunities such as apprenticeships.

In this report I will compare the purposes of all different recruitment resources documents used in the selection and recruitment process for a given organisation.

Organizations can use internal recruitment and external recruitment activities to find the best employees for a position. Describe these two approaches and provide one advantage for using each approach. (4 Marks)

company, had informed his senior management group that he intended to retire from business and

This may have consequences of demotivating long serving employees and causing them to leave with over 10 years industry expertise. They may also be short term retrenchment costs necessitated by the implementation of the new system. The recruitment culture has been that of recruiting ethnic minorities who worked their way to promotion. The recruitment of managerial specialists, although bringing in a ‘differentiation perspective’, was not properly managed. The culmination in conflict between Aziz and Straw shows the unease and suspicion that the older employees may be feeling due to the presence of the new recruits. They may be a sense that existing workers and their managers may lose autonomy. The organisational structure seems to be changing and becoming more bureaucratic.

According to Hussain, Wallace and Cornelius (2006), “recruitment and selection is the process of finding, attracting and hiring or choosing the best-qualified individual from the available applicants to the right job”. The recruitment can be either internal or external, i.e., to either fill a job vacancy from within the existing employees in the company or to hire someone from outside the company. As Microsoft aims at reorganizing the sales team, certain positions are being considered for elimination. Therefore, the HR department of Microsoft would perform job analysis and evaluation in order to see what skills are required for that particular job and then recruit and select the employees. This could also be done by repositioning the existing employees after evaluating their skills and efficiency. Furthermore, the HRM of Microsoft would help the employees to adapt to the changes made to their positions or face elimination in order to “align the workforce with that of the company and to be an excellent contributor to the company” (Edward L. Gubman,