Report of recruitment and selection for A G Bell Ltd

1、report of recruitment and selection for a g bell ltdintroduction recruitment and selection is a very important stage in business running. an effective recruitment and selection is possible to make more rational decision about someones suitability for a job, based on evidence rather than instinct. wi

2、thin ensure to place the right people in the right places at the right time. there we need to fill the vacancy of the team leader for the customer relationships and there are some heavy work needs to pay more attention. the report including summary of statutory framework, approach of analyzing vacan

3、cy, recruitment and selection procedure, suitable candidates sources and selection methods, advertise design, work char or job assessing.summary of the statutory frameworkevery employer has a legal responsibility to ensure that no unlawful discrimination on the ground of sex, race or disability occu

4、rs in the workplace. equality of opportunity is an integral part of human resource management activities, and employer should ensure that everybody has the opportunity to participate in managing people. and notice some direct or indirect discriminate words in recruitment. there are some legislation

5、that we will need notice within which all recruitment and selection. 1. the sex discrimination act (sda)the sda came into force in 1975 and was amended in 2003, and applies to two kinds of discrimination:direct discrimination, which means treating someone unfairly because of their sexindirect discri

6、mination, which means setting conditions that appear to apply to everyone, but in fact discriminate against one sex and are not objectively justifiable.it is also unlawful to discriminate because someone is married and discriminate in the employment field on the grounds of gender reassignment.2. the

7、 equal pay act (epa) 1975the epa was amended in 2003 says women must be paid the same as men vice versa when they are doing equal work, similar work that is of equal value also has been rated as equivalents.3. national minimum wage act 1998 it increases the rights of workers by determining a nationa

8、l minimum wage in line with other european union stages.4. the race relation act (rra) 1976the act was amended by race relations (amendment) act 2000, and makes it unlawful to discriminate against anyone on grounds of race, color, nationality (including citizenship), and creed, ethnic or national or

9、igin.5. the disability discrimination act 1995it is unlawful to discriminate against disabled individuals without justifiable reason and require employers to make reasonable adjustments to the workplace or working arrangements to accommodate disabled people.6. the asylum and immigration act 1996 thi

10、s makes it a criminal offence for an employer to offer employment to a person who does not 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

11、checking with all employees whether or not they have permission to work in the uk.7. rehabilitation of offenders act 1974 the act allows offenders who have not been reconvicted of any offence for a period of time, to apply for jobs and take up offers without the embarrassment of having to admit past

12、 convictions. the period of time after which sentences are regarded as spent depends on the nature of the offence and sentence. any conviction resulting in a sentence of more than 30 months will never be considered as spent under the terms of this act.8. trade union and labor relations actstates tha

13、t employer must not discriminate against job applicants on grounds of trade union membership or non-membership of a trade union.9. the equal opportunities commission (eoc)this order protects employees rights with regard to deductions from pay. an employer must not, for example, make deduction unless

14、:a) supported by law (e.g. tax, national insurance or maintenance payments)b) consented in writing by the worker (e.g. deductions for charitable donations)c) overpayment by the employerd) absence through industrial actione) cash or stock deficiency (not exceeding 10%of pay) within a retail business.

15、approach of analyzing vacancy before start recruitment of the recruitment and selection of the team leader foe the customer relationships, hr need to do the job analysis about the vacancy and then make decision of if it is necessary to fill the vacancy or the candidate sources. various techniques ar

16、e used to do a job analysis, obtained interviews, questionnaires, observation and participant dairy and so on.* interview is the most widely used method in a recruitment and selection process. generally the targets of interviews are the staff and their superiors so that persons can have a grasp of t

17、he positions tasks and responsibilities. the staff and management can have a good communication. however, the information from interviews maybe not true and the interviews should take more time do. * questionnaires are the fastest and take the less time to do. the investigation is wide. questionnair

18、es include the structured questions and the open-ended questions. of course the questionnaires can be only one of the both. questionnaires can get lots of information. but there is a difficult that is the design of questionnaires. because in many situations the staff are not willing to fill in it an

19、d maybe there are misunderstand. the design is important.* observation is used for a working staff. the manager or the technique person must observe a working staff and keep record of the tasks and responsibilities of the staff. because of the difference of position, observation is limited. another

20、observation is suitable for which work always reduplicate. * participant diary is that the staff write done the diary or log to record what they do about at least one week. the management cans analysis the positions task and responsibility form the diary or log. job descriptionvacancy investigate (a

21、ccording to human resource planning)job analysisperson specification no yesinternal recruitment external recruitment advertisement released and candidates attractadvertisement publishes and candidates attracts external advertisement designreceive applicationsreceive applicationsinforming candidates

22、to interviewselect rsumsinduction admission make decisions for vacancyinterviews selectionassessing the jobin recruitment process the number of candidates is an important target that if the work is success. for avoid the work amount is too much or no candidates be attracted, we need to notice the ad

23、vertise design. this is for the vacancy of team leader of customer relationships in a g bell.linkman: miss margaretcell: 2273839fax: (010)62332981web: . position: team leader for customer relationshipscompany synopsis: a g bell ltd is a private sector company specializing in 24/7 ca

24、ll centre services, based in high town, scotland. we are prides itself on achieving exceptional service levels, and exploiting cutting edge technology, with company encourages a team-based approach to meeting demanding targets. a g bell ltd relocated to high town 5 years ago and now it has 180 emplo

25、yees and the organization is flat. job describes:* job purpose the post will be responsible to the managing director for finish organization planning excellently and dealing customer relationships.* key tasks and competences to record the customer complaints; to deal with the complaints; to make sur

26、e the customers satisfaction or some advice by telephone; to make sure a g bell maintains a good reputation and excellent customer care. having good communication ability; having the ability to deal with customers complaints.person specifications:welcome to be the team leader who is in the age betwe

27、en 25 and 35. bachelor and higher degree, and at least 3 years related experience, is will be better that have 1 to 2 year experience of management. high degree of leadership and good communicate competence. we provide 5 kinds of social insurance and always have different welfare and manager has 10

28、days winter vacation with pay. discuss compensation in interview.deadline: 2011-10-1address: 22 3259 south street, high town, scotlandsuitable candidates sources and selection methodsthe recruitment would be internal and external and may consist of advertisement, school recruitment, employee leasing

29、, network, newspaper and so on. a good way in internal is post recruitment advertisement in internal website to attract internal employees. for it can select accord staff database, rewards and staff expectation or performing. the internal staff knows the organizations missions and would accept new r

30、oles faster and easier. or achieve cost efficiency and easy manage.external recruitment would choice the two kinds of methods. release advertisement in professional employment website or publish employee advertisement on national news. course the vacancy is for team leader of the customer relationsh

31、ips and it belong to be company senior manager. the requirement of candidates will so strict and the indigene in the location cant meet enough so that publishes in national not only to attract more and better talents but also save cost and reach cost effectively. selection interviews are the most co

32、mmon way of selecting candidates from a shortlist. a structured interview, in which the questions have been agreed upon in advance, is an efficient method of focusing on the match between the job and candidate, and of ensuring that each of the interviewers knows what their role in the process should

33、 be. the structured interview tried to ensure that every candidate is offered the same opportunities to give the best presentation of themselves demonstrate their suitability and ask questions of the interviewer. if the interview takes the form of an unstructured chat, it may be difficult to draw co

34、mparisons between candidates if the substance of the interview was very different in each case.because the vacancy is for a manager and it is very important to place a right person and assessment centre is suitable. it is used (typically by large organizations) to asses groups of job applicants for

35、senior management or graduate appointments by using a range of selection methods including tests, role plays, leadership challenges and team exercises. a disadvantage is that it would spend too much capital or the cost is expensive.recruitment and selection procedure both the candidate and the inter

36、view will want to perform well at interview and both parties need to prepare well that the recruitment team should undertake in order to ensure that the interview is successful. while generating sufficient information about candidates abilities and experience for make a good selection decision.first

37、ly, hr specialist need to informing candidate of the interview about the date, time, venue, and what works they need to do or how long the interview will spend. if there are exceptional case, should tell the applicant what kind of tests will need to do or what convenient we have been prepared for di

38、sabilities. another thing is informing interviewers work time.secondly, arrange the interview venue. specialist need to make an appointment of material for take test or drinking and some for disabled. another is insuring a good interview environment.then preparing questions relate to job description

39、 and personal experience. may need some easy questions help candidate relax.also hr specialist should prepare some documentation. such as resume, job descriptions or person specifications for interviewers and position explains, legislations and company brochure for candidates.the main process includ

40、ing:invite the candidate to advice of any special arrangements that should be made to support them in the interview process.advise reception staff of the interview schedule, the waiting area and the interview venue.read the application form and job and person specifications to identify areas that ne

41、ed further exploration or clarification.introduce yourself and the other interviewers and give some background information about the organization and the job.ask questions according to the agreed interview structure and make brief notes as necessary.advise the candidate what will happen after the in

42、terview and when they can expert to hear from the organization.inductiononce the candidates have accepted the job, the organization must then give an induction programme and induction checklist for new members. because the recruitment is internal, the companys rules and regulations, details of the o

43、rganizations history, its products and services, its culture and values, health and safety information cannot reintroduce, induction programme and induction checklist should also include:line managers need to help these new recruits adapt new environment:a brief introduction meeting(give out company brochure and m