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  3. PEARSON (PEARSON)
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  5. Business 2016 NQF
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  7. Unit 13 - Cost and Management Accounting

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Verified BTEC Business Level 3 - Unit 13 (Distinction* Graded)
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BTEC Business Level 3: Unit 13 (Cost and Management Accounting) Unit 13 – P1,P2,P3,P4,P5,M1,M2,D1,D2 Well-structured, formatted, and well-put together, with all the keywords needed for this assignment. You will receive a high grade of Distinction* if you follow this format. It's an excellent pr...

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  • February 14, 2023
  • 37
  • 2022/2023
  • Essay
  • Unknown
  • A+

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UNIT 13
P1
Vacancies may occur in organisations through different aspects, an
example of where this may occur for Tesco is through them having a
shortage in staff, this would result in the business needing to find
replacements through meeting candidates either internally or externally.
The second example of how a vacancy may occur in enterprise could be
because employees don’t do their job how the organisation expected,
this will result in enterprise ‘rent-a-car’ to find someone else to either
help assist or replace that employee, this is too make sure they can
maximise their customer loyalty allowing customers to approach their
staff and have knowledge about cars e.g. interior and exterior features.
There are other examples of why vacancies can occur in organisations,
the first is if employees are ill the organisation will need to find a
replacement to cover their position temporarily and the second is if
current employees leave their position the organisation would need to
find replacements being they would start vacancies.

How Enterprise recruits internally:

Carry out job analysis Draw up job description/personal
spec



Publish job advertisement in print Complete/send application forms,
and online CVs and letter of application



Match skills and competencies



Initial interview and match to persons spec Take up references




Invite suitable candidates for second interview




Attend assessment day with role plays Appoint chosen applicant

,How enterprise recruits externally:
Identify candidates –
what is their job role


Engaging candidate – do
they suit the job role


Interview candidates –
face-to-face


Email whether they have
do the job or not



How Tesco recruits internally and externally:


Screening of applicants’ CVs to find best
fits with Tesco




Successful candidates invited for interview




Successful candidates from Unsuccessful candidates
screening attend assessment send letter
centre




Successful candidates invited to second
interview




Successful candidates sent offer letter and
contract

,How Tesco recruits internally:

CVs – hand in your CVs and Email – either got rejected or
application form put into the interview stage


Structured interviews – are
Undertaking the job role which
conducted to connect
you applied for
information about beliefs




The time and cost implications of Tesco recruiting internally is low and
reliable as the business is recruiting the employee from inside the
business, this results in benefiting Tesco as they are able to set allocated
dates which would benefit the business knowing that the candidate will
turn up. This will cost Tesco more and the process will take a long period
of time as they need to arrange sates outside the business as well as
send letters notify if the applicants CV is successful and meets the
requirements for the job. The time and cost implications of enterprise
Rent-a-car is similar to Tesco however the recruiting process will take
much longer as their will be a second interview, meaning if the business
was recruiting internally it could will cost less and the date arrangements
are closer to the present date compare this to external recruitment,
which will cost the organisation a lot of time prioritising on setting dates
and waiting on the applicant seeing if they have the requirement and
skills to get the job the cost of this recruitment process externally isn’t
much however the time aspect will affect the business negatively.

An advantage of internal recruitment is that it saves time for the
business as it’s cheap and quick; Tesco’s internal recruitment process is
similar applying online and having an interview to see if the applicant
gets the job. The second advantage of internal recruitment is that
employees are familiar with how the business operates, enterprise will
make sure they do this through making applicants have 2 interviews
which will decide whether they meet the job criteria or not. A
disadvantage of internal recruitment is that it may cause anger problems

, within the business, Tesco employees might be frustrated with one
another due to having to cope with meeting customer needs as well as
completing their allocated job which builds stress for them. The second
disadvantage of internal recruitment is that there is a lack of diversity. It
may be time to bring someone of a different background, gender, age or
ethnicity into the Enterprise to bring new perspectives to your business,
which could affect a deal on car.

An advantage of external recruitment is that the organisation is able to
get a wider range of experience, if Tesco were opening a vacancy they
will get different applicants from different backgrounds and experience.
The second advantage of external recruitment is that the organisation
are able to choose from a larger pool of workers, if Enterprise are
looking for an applicant as a HR they will have several applicants to
choose from and have a wider range of options. A disadvantage of
external recruitment is that it is time consuming, if Enterprise wanted to
employ someone to rent vehicles they will need to make sure the
applicant is trained and has some experience in retail. The second
disadvantage of external recruitment is that it would be costly for the
business, Tesco will need to go out their way to send letters when the
applicant has interviews or if they have got the job which will not only
waste time but cost a fair bit too for Tesco.

p2

P2
Equal opportunities is important because it is a law (equality act) as well
as it helps individuals feel they are being treated fairly and will increase
the level of commitment.

The two advantages of being an equal opportunities employers is that it
makes job applicants feel loyal which will increase commitment and
satisfaction and the second advantage is that it reduces staff time spent
investigating workspace issues which helps avoid loss of productivity.

The two disadvantages of not being an equal opportunities employers is
that it can lead the business to pay large amounts of fines, the second
disadvantage is that it can ruin the organisations reputation.

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