HND人力资源管理实务.doc

1. The statutory framework within which all recruitment and selection at A G Bell Ltd must take place as the following acts:a. The Equal Pay Act (EPA) 1975 b. National Minimum Wage Act 1998c. The Race Relations Act (RRA) 1976 d. The Disability Discrimination Act 1995 e. The Asylum and Immigration Act 1996 f. Rehabilitation of Offenders Act 1974 g. Trade Union and Labor Relations Act 1992h. Employment Rights Act 1996 i. The Equal Opportunities Commission (EOC) 2. Discuss whether it is important to recruitFirstly, discuss with the sales manager, in this way that can know the idea of the sales manager, only the line manager know that they need what kinds of people, and the people need what qualification .Secondly, discuss with subordinate, try to meet the require of subordinate can help company improve the performance, also can inspirit employees. Of cause, this way leads to establish the team work.Thirdly, discuss with colleague, in order to establish good relationship with other department.If it is need to recruit, then there are two main pasts of job analysis:a. Job descriptionswhat the job entails? The tasks and duties involved in a job. A team leader of the customer relationships is to lead a team of dealing with the customer relationships of the company. And as the team leader of the Customer Relationships section of A G Bell Ltd, you must keep a good customer relationship for the company. First you should have a good skill of communicating to communicate with the customers and enough patience; and the ability of leading others, you must make a good example to your followers and make your followers obey to you; then is the skill to deal with some problems about customers unpleasant; and the last one is keep a batch of customer for the company all the time.b. Person specifications what kind of people to hire for the job? The competencies and qualities of the individual who will do that. That is aim at the internal people. You can interview those who involved in the process of analyzing a job: Human resources specialist, Department line manager, Department supervisor, Present and/or previous post holders, Team members, Post holders subordinates, Trade union representatives, internal customers and External customers. Through the interview can help you to do the job analyzing.3. The vacancy of Customer Relation SectionEndWhether the company decided to employ peopleNo needYesJob description Yes ADWebsitePosting the information about the job National TV station yInformInterviewExternal recruitmentPerformanceNumbers of candidateInform againInternal recruitmentInform the candidateOffer againOfferWork4. Recruitment advertising of A G Bell LtdA G Bell Ltd. is a private sector company specializing in 24/7 call centre services, based in High Town, Scotland. Our company encourages a team-based approach to meeting its demanding targets for response rates. And now we need to recruit a Customer Relationship Team Leader as there is a vacancy.1. Management degree 2. With relevant experience preferredJob Description1. Have the spirit of teamwork, and have the ability to deal with relationship with customers even though colleague.2. Have abilities to develop new business with customer 3. Meet the customer and contract with technical department This position requires a high level of professionalism and pay great attention to detail. Qualifications: 1. Management degree 2. With relevant experience preferred3. Pass the CET-6, and have knowledge of computer operationIf you interested in this vacancy please take your related documents: ID cards, academic degree certificates, professional qualifications and a copy of your resume, research or representative of the development projects and other materials sent by mail or e-mail our Human Resources before Nov. 20. Mailing address:XXXXXXContact:XXXTel: 0000000E-mail:XXXX163.com5. Internal recruitment is the way for the company with my idea.First, for A G Bell Ltd, it is better to recruit internal than external. It can encourage the employees passion, and have a influence of employees to stay in the company for a long time.Second, it can save money. For internal, only a post on the companys board is enough. No AD, no money cost.Then, it will spend less time than external recruitment. Last, for the company, it has a learn of every employees. So it is easy to arrange their job by analyzing their ability and advantages.6. Appropriate selection methodInterviews: A selection procedure designed to predict future job performance on the basis of applicants oral responses to oral inquiries. Reason: useful for determining if the applicant has requisite communicative or social skills which may be necessary for the job interviewer can obtain supplementary information used to appraise candidates verbal fluency can assess the applicants job knowledge can be used for selection among equally qualified applicants enables the supervisor and/or co-workers to determine if there is compatibility between the applicant and the employees allows the applicant to ask questions that may reveal additional information useful for making a selection decision The interview may be modified as needed to gather important information7. Guidelines for preparing and conducting the selection interviewPreparing(1) Informing candidate of the interview.Invite the candidate for interview, stating date, time, location and likely duration of the interview.(2) VenueVenue should be booked and arrangements made for the area to remain uninterrupted by phones or callers.(3) QuestionsA series of questions should be prepared that will enable the interviewers to make decisions about the extent to which each candidate meets the criteria identified in the person specification.(4) DocumentationEvery in the interviewing team should have access to the candidates application form, the job description and person specification for the vacancy.(5) Information about the organizationInformation relating to the terms and conditions of employment should be available.Conducting(1) Use structured interviews in order to gather sufficient, relevant information from the candidate, and always make sure that this information relates to the criteria identified in the person specification.(2) More than one interviewer will ensure more objective decision-making and less personal bias.(3) Ensure that all interviewers have received sufficient training to allow them to perform effectively in their role.(4) Allow the candidate sufficient opportunity to answer questions fully, without feeling the need to fill the silences by talking too much.(5) Encourage the candidate to ask questions and try to anticipate what additional information they may seek.8. Induction Program and ChecklistOnce the candidate has a accepted the job, the organization must then prepare for the new employees arrival and induction. A good induction program reinforces positive first impressions and makes new employees feel welcome and ready to contribute to their new organization. The following is a draft about the customer relationship leader.1. Domestic: Toilets are in each floors corner2. Whos who: The higher official, immediate colleagues, union reps3. The firm: Size, aims, values, activities, layout4. Health/Safety: Company policy, safety rules5. Staff policy: Hours of work, absence6. General standards: Appearance, hygiene7. Administration: Personal records, payroll8. The job: Job definition, basic trainingBeside the induction program, we should also arrange the line manager and human resource specialist to guide our new staff.As a human resource specialist:1. Send newcomers as much information as possible about the organization before they start, while theyve still got time to read and digest it. Furthermore, pay attention to whether they have worries.2. Give newcomers a physical tour of the workplace so that they wont get lost.3. Describe the benefits of working for the organization, and tell them what the expectation to them is clearly.As a line manager:1. Ask a colleague of the newcomer to be their buddy, to help them find their way and get to