BTEC Business, Unit 13 Recrutiment and Selection in Business, Pass 1 and 2, Merit 1 / P1 P2 M1
7 vues 0 fois vendu
Cours
Unit 13 - Recruitment and Selection in Business
Établissement
PEARSON (PEARSON)
This is my assignment for Recruitment and Selection in Business, Unit 13 Level 3 BTEC Business. This is the work I did to achieve Pass 5 and 6 and Merit 2.
External sources are when the business recruit from outside of the organisation, for example
posting job adverts on indeed.
Internal sources are when the business recruit form within the organisation, for example a boss
suggesting someone for a promotion.
Tesco
Internal sources
- job posting
Tesco advertise job roles internally on their intranet for two weeks if a suitable person isn’t
found from the Talent Plan.
- promoting and transfer
When a new job role becomes available at Tesco, they look at their internal Talent Plan to
look at employees looking to move, either to a role on the same level or a promotion. If they
don’t have anyone suitable, they advertise it as a job posting internally.
- Former employees
Tesco can look at former employees who may be able to work part-time, this is a good option
because they already know the business and Tesco already know how well the person performs
- Previous applicants
Tesco can look at previous applicants when recruiting, this is a good idea for more specialist
jobs where it can be harder to find applicants. They can contact these previous applicants and
see if they
External
- advertising on their website
Tesco advertise vacancies on their website, which can also be posted on job listing boards
such as indeed.
- employment agencies
People can register for Tesco jobs through the JobCentre where they are added to a waiting
list for when jobs become available.
- advertising
For harder to fill jobs Tesco may advertise on Google to try and find people who may not be
particularly looking for Tesco jobs as these more specialist jobs are not as common for when
Tesco advertise for jobs.
- walk-ins
People can bring CVs into the store to apply for jobs, the store puts these people on a waiting
list for when a job becomes available.
McDonalds
Internal
- job posting
, McDonalds advertise job roles internally on their internal site, where current employees can
apply for new roles
- promoting and transferring
McDonalds do a lot of their recruiting through promoting current employees, because they
already have knowledge of the business and how things work, and they can see their past
performance.
External
-advertising online
McDonalds advertise jobs on sites such as Indeed, where people can easily find it when looking
for jobs, this is a good place for them to find employees because a lot of the jobs McDonalds
recruit for externally are crew member jobs which don't require specialist skills
- Employment agencies
People can apply to work at McDonalds through the JobCentre, where they may be added to a
waiting list to be considered for when McDonalds are next hiring.
- In store
People can take a printed out job application into the store to apply for a job at McDonalds.
P2
Equality Act 2010
The Equality Act 2010 brings together 9 pieces of legislation, the law makes it harder for
employers to discriminate against against the protected characteristics, such as age, gender
and sexuaility. This impacts recruitment and selection as employers need to make sure they are
not discriminating against any of the 9 protected characteristics, and also have to look at any
exceptions, for example occupational requirement. This Act ensures that employers can’t
discriminate against employees / potential employees and it helps to diversify workplaces and
give people who may usually be discriminated against a more fair chance. This means that
McDonalds wouldn’t be able to not hire someone based on their age or gender, for example,
and they must make reasonable accommodations for any employees that need it.
Data Protection Act
The Data Protection Act is a law which protects people and lays down rules about how data
about people can be used. Employers need to make sure they tell the potential employee what
they will do with any information given to them, for example their CV / job application. This is
important because it ensures that people know what the organisation will be doing with any
information given to them during the recruitment process, for example if the business is going to
hold on to their CV for when they look for employees in the future etc. McDonalds would have to
make sure to tell applicants what they are doing with their information once they have it, and not
use it in a way they have not mentioned - for example, not to hand onto other companies
without permission.
The National Minimum Wage Act 1998
Les avantages d'acheter des résumés chez Stuvia:
Qualité garantie par les avis des clients
Les clients de Stuvia ont évalués plus de 700 000 résumés. C'est comme ça que vous savez que vous achetez les meilleurs documents.
L’achat facile et rapide
Vous pouvez payer rapidement avec iDeal, carte de crédit ou Stuvia-crédit pour les résumés. Il n'y a pas d'adhésion nécessaire.
Focus sur l’essentiel
Vos camarades écrivent eux-mêmes les notes d’étude, c’est pourquoi les documents sont toujours fiables et à jour. Cela garantit que vous arrivez rapidement au coeur du matériel.
Foire aux questions
Qu'est-ce que j'obtiens en achetant ce document ?
Vous obtenez un PDF, disponible immédiatement après votre achat. Le document acheté est accessible à tout moment, n'importe où et indéfiniment via votre profil.
Garantie de remboursement : comment ça marche ?
Notre garantie de satisfaction garantit que vous trouverez toujours un document d'étude qui vous convient. Vous remplissez un formulaire et notre équipe du service client s'occupe du reste.
Auprès de qui est-ce que j'achète ce résumé ?
Stuvia est une place de marché. Alors, vous n'achetez donc pas ce document chez nous, mais auprès du vendeur oliviacaryss. Stuvia facilite les paiements au vendeur.
Est-ce que j'aurai un abonnement?
Non, vous n'achetez ce résumé que pour €5,54. Vous n'êtes lié à rien après votre achat.
