BTEC national Business
Description of the different stages to the recruitment process Identify Vacancy Willenhall School Sports College will identify which job place may need filling whether it is teaching staff or cleaners. Write Job Description The job description will involve the title of the job, responsibilities, what your role involves and what your department specifications are. Along with this, it will involve your wages, how many hours of work you have been allocated and where your place of work is situated.
Write Person Specification This is written by the employer, this document would contain personal qualities along with educational and professional qualifications. Previous job history will be required along with references. General skills could also be stated, things like if you have a drivers licence or ICT skills. Advertise the Job Advertising of the job can be done in many ways; Internet, Job seekers, Window shops, Newspapers. It can also be done internally or externally depending on the job itself.
Internally is a good way as it is cheaper to advertise inside your own business on notice boards, it also can improve work rates if employees know there is a chance of a promotion. External recruiting does have it own merits which is bringing in new employees can also bring along new ideas to improve the business. The advertisement will also include job hours, wages etc. Send out Application This is when the company will send out applications to people who show interest in the job. They will be sent out usually via post and then it is down to the recipient to make the next move whether or not they apply.
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An interview is then undertaken by one of the managers. Questions will be asked to find out information such as why they think they would be good for the job and how they think they can improve the company. Candidates must excel at this point in order to give them the best chance of securing the job. Select best candidate After the interview process is over, the managers will decide which candidate has the most potential and will help the company progress the most. Usually about 5 candidates are chosen in case some drop out. Make job offer
Once the best person has been found they will inform that candidate. It is down to them whether they accept. If they do then further information will be given to them such as when they can start etc. if they decline the job offer, then the second best candidate will be informed and it will pass down to them. Organisation Structure of Willenhall School Staffing to meet changing business demands Suitably qualified staff may be recruited or trained within the business organisation so they have the right qualifications when they first join the business.
This will lower trainings costs for the business as they won’t have to train employees up to the basics to start with. The level and type of staffing needs to keep up with the ever changing demands of the business, this is likely to affect the number of employees in the business. Many businesses keep a Human resource information system (HRIS) that stores computerised records of the employees and the training and skills they have acquired during work. This helps the business to plan for the future.
It is known as succession planning. Business demands change very quickly, for example, Tesco have now bought in self-service checkouts resulting in less checkout staff. Coordination of team resources to meet targets As well as making sure that individual employees are managed within the organisation, it’s essential that resources are used effectively so the business meets its targets set out. The resources might be skills within the team, experience or financial resources that will help the team achieve their goals.
Some companies will designate team leaders to help managers to look after the employees on a day-to-day basis. Monitoring of team performance Coordinating a team is likely to mean that a company knows what employees should be doing to work towards their targets. However, this still means looking at the overall progress of the team. One way to measure this is by monitoring specific targets closely and seeing whether or not they are met. This could involve measuring sales figures or even checking the number of customer complaints over a certain time period.
Regular meetings can be held to check whether tagets are being met and individual or team appraisals may be carried out to see what can be done to improve the way the team works together. Managing team working means that a set of employees will be monitored to make sure that all employees are working equally and no-one is being lazy or working to hard. Incentives such as bonuses or prizes will help employees reach their targets. Liaison with other departments Large organisations will have hundreds or different teams working together across the business.
However if they don’t work with other departments effectively and coordinate as a whole then it will result in an unsatisfactory performance. Businesses will have different functions such as finance, marketing or HRM and each will need to work with all other departments to ensure a smooth running of the business. These functional areas don’t necessarily have to meet physically; these processes can be done via virtual cross-functional teams where they meet over the internet using web conferencing. This process is already being used with British Airways.
Provision of appropriate incentives To manage human resources effectively, managers may decide to use incentives to encourage employees to work hard and produce good quality results. There are many different incentives which can be used and each incentive will benefit other employees. If the incentives don’t appeal to the employees then they won’t be bothered about getting them so won’t work hard to get them. Encouragement of creativity and initiative Businesses that are able to change quickly and can be adaptable to customer needs are more likely to be successful.