HND人力资源管理实务outcome

1、Recruitment and selection about A G Bell LtdIntroductionThis report is about A G Bell Ltd. A vacancy has arisen for the post of team leader for the Customer Relationships section of the company, as the Human Resource Assistant, I will respond for the recruitment of this post. In this report, I will

2、outline the steps that to fill this vacancy.Section 1A summary of the statutory framework within which all recruitment and selection at A G Bell Ltd must take place:1. The Sex Discrimination Act (SDA)The Sex Discrimination Act came into force in 1975 and was amended in 2003. The SDA makes it unlawfu

3、l to discriminate on the grounds of sex. It is unlawful to discriminate because someone is married. It is also unlawful to discriminate in the employment field on the grounds of gender reassignment. The SDA applies to two kinds of discrimination:Direct discrimination: it means treating someone unfai

4、rly because of their sex. Indirect discrimination: it means setting conditions that appear to apply to everyone, but in fact discriminate against one sex and are not objectively justifiable.2. The Equal Pay Act (EPA) 1975 The Equal Pay Act was amended in 2003. The EPA says women must be paid the san

5、e as men (and vice versa) when they are doing equal work, similar word that has been rated as equivalents, and work that is of equal value.3. National Minimum Wage Act 1998Nation Minimum Wage Act Increases the rights of workers by determining a national minimum wage in line with other European Union

6、 states.4. The Race Relations Act (RRA) 1976 The Race Relation Act was amended by the Race Relations (Amendment) Act 2000, and makes it unlawful to discriminate against anyone on grounds of race, colour, nationality (including citizenship), creed, or ethnic or national origin. Obviously it is unlawf

7、ul for an employer to state in a job advert that only people with parents who were born in England should apply. However, there are circumstances in which employers and other organisations may claim exemption from this rule. For example, where there is a genuine occupational reason for employing som

8、eone from a particular racial group (such as to maintain the authentic ethniciy of a restaurant), or where the employment is in a private household. 5. The Disability Discrimination Act 1995 The Disability Discrimination Act makes it unlawful to discriminate against disabled individuals without just

9、ifiable reason, and requires employers to make reasonable adjustments to the workplace or working arrangements to accommodate disabled people.6. The Asylum and Immigration Act 1996 The Asylum and Immigration Act makes it a criminal offence for an employer to offer employment to a person who does not

10、 have permission to work in the UK. The employer must check before confirming employment. Under the terms of the Race Relations Act 1975, employers should implement into their recruitment procedures a means of checking with all employees whether or not they have permission to work in the UK.7. Trade

11、 Union and Labour Relations Act 1992 Trade Union and Labour Relations Act stated that employers must not discriminate against job applicants on grounds of trade union membership or non-membership of a trade union.8. Employment Rights Act 1996 Employment Rights Act protects employees rights with rega

12、rd to deductions from pay. An employer must not, for example, make deduction unless: Supported by law, e.g. tax, national insurance or maintenance payments:a) Consented in writing by the worker, e.g. deductions for charitable donationsb) Overpayment by the employerc) Absence through industrial actio

13、nd) Cash or stock deficiency (not exceeding 10%of pay) within a retail business.There are four ways in which discrimination may occur in recruitment:a) In the way decisions are made on who should be offered the job. This could refer to the interview process, selection testing etc. A person who feels

14、 discrimination is taking place in an organisaation does not need to have applied for a job in order to make a complaint to the EOC.b) In relation to the terms and conditions offered.c) By refusing or deliberately omitting to offer a person employment.d) In the recruitment advertising literature and

15、 job descriptions. Section 2Job analysis is the procedure through which you determine the duties of jobs and the characteristics of the people who should be hired for them. It includes two main parts: Job descriptions and Person specifications. Job analysis plays a central role in HRM. It is the bas

16、is for several interrelated HR management activities.Various techniques are used to do a job analysis has: Interviews; Questionnaires; Observation and Participant diary/logs. I will choose interviews, because its the best directly, convenient, quick and wildly method. Firstly, I will go to the Custo

17、mer Relationships department to comprehend the job environment.Secondly, interview the other team leaders and colleagues in this department to comprehend the main duties and tasks involved in this job; persons attributes (education, skills, experience, abilities and competencies required of a person

18、 who is likely to do the job successfully); the salary situation.At last, collect and analysis the interview information, submit it to HR Manager to censor and affirm.Section 3Analyze vacancyDose we need filled this vacancy?It doesnt need recruitmentPrepare job analysis (job description and person s

19、pecification) and the selection rules.Position vacancyChoice recruitment methodsInternal recruitmentExternal recruitmentAnalysis the recruitment sources and choice the best one. I choice local newspaper.Publish the recruitment informationReceive applicationFirst test : written examinationInterview (

20、 prepare a recruitment group and design the interview)SelectionFeedback candidate informationAccepted jobDont accepted jobIntroductionSection 4Copy and layout Recruitment Advertisement in a newspaperSection 5 There are an enormous variety of sources of potential candidates, and each source will have

21、 advantages and disadvantages to recruiter.However, I think the best source of candidates is External sourcesAdvantages: 1) Sources of candidates are widely, we can recruitment candidates from University, Employment agencies, competitors and other organizations. 2) Recruitment from external dont inf

22、luence the colleagues structure, and new leader will bring the new create spirit.Disadvantages: 1) It need more costs like advertising, recruitment meeting place, etc. 2) The new leader dont familiar the business, he need the time to accommodate.Also there have many recruitment methods of External s

23、ources. I suggested we can use local newspaper.Advantages: 1) Less costs and the speed of send information is quickly.2) It has sufficient audienceDisadvantages: 1) Life span only of 10 days 2) Less space of a whole pageSection 6I think the most appropriate selection methods including: written exami

24、nation; structure interview and the leaderless group discussiona) Written examination: first, organizing all candidates join written examination, this method can sift the relatively suit candidate and control the number of candidate.b) The successful candidates in written examination can enter the n

25、ext linkstructure interview. The recruitment team will prepare the structured reference forms and question. All applicants get all required questions from all the interviewers with whom they meet. This can build consistency and fairness into the process. Structured interviews can also help inexperie

26、nced interviewers to ask questions and conduct useful interviews. From this link we can sift a few of people who have enough major knowledge.c) Because structured interviews dont always leave the flexibility to pursue points of interest as they develop, we were proceed the final link- the leaderless

27、 group discussion. We want to recruitment the team leader for the Customer Relationships section, so he/she must have leadership ability. Give them a discussion question and told to arrive at a group decision. The raters then evaluate each group members interpersonal skills, acceptance by the group,

28、 leadership ability, and individual influence.We can selection the most appropriate candidate through these methods.Section 7Guidelines for preparing and inducting the selection interviewa) Set up recruitment team: it has 4 people, HR Manager, HR Executive director, Customer Relationships Manager an

29、d Assistant.b) Determining the time and place of the recruitment.Time: October 29, 2011 8:00 11:3014:00 17:00 Place: 15221, Barranca Parkway, Irvine, CA92618 Room 302, A G Bell Ltd building c) Recruitment group discussion the specific content about the structured interviews quest

30、ion and leaderless group discussion questions, at the same time, Formulate the standards of grading.Structured interviews question: 1) Self-introduction 2) Work experience and understanding for the Customer Service 3) Can you accept travel and within the limits of job rotation job? 4) How about you

31、Communicative competence for life and work attitude. Leaderless group discussion question:Topic: Do you think that a director of general office should have the ability and quality. You should choose the most important three:Active workCommunication and coordination abilityTo guide the work abilityTh

32、e language expression abilityLearning abilityInnovation abilityGlobal consciousness, overall abilityRequirements: To think for yourself, respectively, group discussion, that statement group resultsFormulate the standards of gradingStandards: MeterProfessional qualityThe language expression abilityTi

33、me commandLeadership abilityd) Recruitment team scoring, reviews and published resultse) Sign the contract with the successful candidates Section 8A good induction programe reinforces positive first impressions and makes new employees feel welcome and ready to contribute to their new organization. T

34、he key purpose of any induction programme is to help employees acquire the knowledge that they need in order to perform the job to the required standards, and to help them settle in to their new organization.IntroductionDepartmentIn charge of mattersHR Department1) Cover the housekeeping aspects for

35、 a new starter (possibly on arrival, certainly on Day 1) such as completing employee forms, taking bank details, explaining the induction programme. 2) Give an overview of the organisation, its history, products and services, quality system and culture. Line Manager1) Explain the departmental organi

36、sation, the requirements of the job, the purpose and operation of any probationary period and the appraisal system. 2) Describe available training services then help to develop a personalised training plan. Provide details of other sources of information during induction such as the company intranet or interactive learning facilities.Nominated Colleague1) Provide an escorted tour of the department and introduce fellow workers; then give day-to-day guidance in local procedures for the first couple of weeks. 2) To h