Wednesday, May 8, 2019

Flow chart of the recruitment (top) and selection (bottom) process Assignment

Flow chart of the enlisting (top) and selection (bottom) process - subsidisation ExampleThe paper tells that recruitment can be done in two levels i.e. internal recruitment and international recruitment, although they both follow the same generic steps to accomplish the companys objectives. informal recruitment involves employment of individuals who have previously worked with the strong and includes processes like transfers, promotions and reinstatement of former employees. On the other hand, external recruitment involves the crocked employing individuals who have never worked in the firm again from numerous sources available in the market. Internal recruitment has the advantage of increasing employee productivity since recruits are already aware of internal mechanisms of the firm, and they do not need a languish time to readjust after appointment. However, internal recruitments deny the firm the benefits of innovation that come from employing people who are unfamiliar with th e firm. Therefore, even firms with robust employee training and development programs should now and again do external recruitments to enrich the quality and diversity of its human resources. Selection is the process that follows recruitment and involves the spillage of the new recruits through rigorous tests and elimination processes to ensure that the firm employs individuals who are most suited for their jobs. reliable and potential requirements of a position must be matched with the candidate that possesses the best knowledge, skill, ability, and other personal characteristics that would alter them to perform ones duties effectively and efficiently. ... These individuals are more likely to be satisfied with their job, little likely to be absent from duty, and are motivated to do their best for the firm as long as the firm takes care of their welfare (Cooper, Robertson and Tinline, 2003). The selection process takes a considerable period since the firm wants to assess the sui tability of the individual however, it also gives the new employee time to identify the suitability of the firms strategic plan to personal objectives. For instance, a suitable candidate would not want to work for a firm that does not reflect their personal values. Therefore, as the firm eliminates recruits who are unsuitable to work in its system, individuals get to choose if they want to work with the firm, ensuring both are sure of the possible consequences of the venture without having to grade prior commitments (Cooper, Robertson and Tinline, 2003). Task 2 give Manager Job Description Job title Catering Manager Reporting to Managing Director Salary ?30,000 per annum Hours Full time (average 40 hours per week) Location Greenwich Park, London finding of the Position The catering manager will oversee, direct, and organize all the catering functions. They will ensure winning planning and smooth running of events, work with clients to ensure that events are completed successfull y, and get feedback from clients for use in future planning processes. Finally, the catering manager will have the duty of ensuring that healthy and productive family exists between employees and various product providers. Duties and Responsibilities Responsibility 1 The catering manager should assist clients in set up their events, and even suggest service providers for other services that the events may

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