BTEC Business Level 8: Recruitment and Selection (Distinction) FULL ASSIGNMENT
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Unit 8 - Recruitment and Selection Process
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PEARSON (PEARSON)
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BTEC Business Level 3: Assignment 1 - Unit 8: Recruitment & Selection Process. Extremely well put together and easy to understand
This Assignment contains P1, P2, P3, P4, P5, P6, M1, M2,...
1. For a company of your choice, fully explain how they recruit and
select individuals to work for them and the reasoning behind
this. What are the advantages and disadvantages of these
methods? Fully evaluate the methods you have identified and
how you believe these contribute to the success of your
business.
Tesco needs people in both store-based and non-store jobs:
• In stores:
checkout staff,supervisors as well as many specialists, such as
pharmacists and bakers.
They also require some people who are skilled in stock management and
logistics
.• In the Head office some of the jobs might be:
1. human resources
2. legal services, property management
3. Marketing
4. accounting and information technology
WORKFORCE PLANNING
Positions become available because:
• jobs are created as the company opens new stores in the UK/expands
internationally
• vacancies arise as employees leave the company or get promoted to
other positions within Tesco
• new jobs are created because the company expands
Tesco uses a workforce planning table to find how likely demand for new
staff. This considers both managerial and non-managerial positions. This
planning process runs each year from the last week in February. There
,are reviews 3 times a year so Tesco can adjust staffing levels and recruit
where/when necessary.
Tesco seeks to fill many vacancies with people who already work for the
company. They practise ‘talent planning’. This encourages the workers to
work their way up in the organisation. Through an annual appraisal
scheme, people can apply for ‘bigger’ jobs. Employees find roles in which
they would want to develop their careers with Tesco. Their manager sets
out the necessary behaviour, and competencies for these roles, what
kind training will be required and how long it will take the employee to be
ready to do the job. This helps everyone to achieve their goal/business
objective
A job description sets out:
• the title of the job
• who the job holder is responsible to
• who the job holder is responsible for
• a simple description of roles and responsibilities.
A person specification tells you the skills, characteristics and attributes
that a person needs for a particular job.
At Tesco these 2 documents are combined:
They help Tesco to recruit the right people. They provide a benchmark for
each job in terms of responsibilities and skills. It helps managers to see if
staff are carrying out jobs to the appropriate standards.
Tesco will seek the best way of attracting the right applicants. It is quite
expensive to advertise on tv and radio, and in magazines, but sometimes
this is necessary to ensure the right type of people get to learn about the
vacancies/new jobs . Tesco makes it easy for applicants to find out about
available jobs and have a simple application process. If they access the
Tesco website, an applicant can find out about many jobs that are
available, The website has an online application form so people can
submit directly.
Selection involves choosing the most suitable people from those that
apply, whilst keeping to employment laws and regulations.The manager
needs to think about the best person for the job and also consider past
experience
Screening candidates is one of the most important parts of the selection
process. This ensures that those selected for interview are the best fit for
the job
, In the beginning of screening, Tesco selectors will look carefully at each
applicant’s CV
A positive CV helps Tesco to assess whether an applicant matches the
person specification for the job. The company also has a ‘job type match’
tool on its careers web page.
Tesco advertises vacancies via the Tesco website www.tesco-careers.com
through vacancy boards in stores.
Applications are made online for managerial positions. The applicants
chosen have an interview followed by attendance at an assessment centre
for the final stage of the selection process. People interested in store-
based jobs with Tesco can also approach stores with their CV or register
though Jobcentre Plus.
The store prepares a waiting list of people applying and calls them in as
jobs become available.
Tesco advertises externally for specialist jobs:
• through its website and offline media
• through television and radio
• by placing advertisements on Google or in magazines
They also advertise internally through:
Putting up fliers on the board in the staff room with new vacancies
for new jobs and also talking about the vacancies in staff
meetings and people can apply for them
External Recruitment advantages and disadvantages:
Advantages:
Increased chances on getting people in, fresher skills, the applicants
are qualified, there’s better competition, there’s a generation of
creative ideas, better growth, competitive spirit, being fair
Disadvantages
A limited understanding of the company, higher risk, time
consuming, high cost, internal disputes with existing employees,
some agencies are not to be trusted, invites unsuitable
applicants, legal risk
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