Recruitment and Selection
Recruitment and Selection, the HR Planning Process and the Role of the HR Practitioner in the process Kai Chung 01072161
Human Resource Management Report
Contents
1.0 Attracting and Recruiting 3
2.0 HR Planning 5
3.0 Equality Act 2010 5
4.0 Involvement of the human resource practitioner 7
5.0 Section Methods 8
6.0 Bibliography 11
Recruitment and Selection, the HR Planning Process and the Role of the HR Practitioner in the process
1.0 Attracting and Recruiting
Tesco
The priority for Tesco is to recruit internally; potential applicants are scouted with their Talent Plan to fill a vacancy. Employees looking for a promotion are targeted first, if there are no compatible people in the Talent Plan or developing within the businesses internal management program then Tesco will advertise the vacancy internally on its staff website for two weeks.
Benefits
• An incentive for employees to work hard therefore rewards good employees.
• Cost Effective due to not having to advertise externally in expensive mediums e.g. magazines, newspapers etc.
• The business is already familiar with the skills and capability of the candidates.
• Motivation can occur as it provides an increase in employee empowerment.
• Shorter introduction period needed as the candidate is already familiar with the operations and activities of the business.
(hrcap.com)
Disadvantages
• Limited applicants given that you are only able to choose from the pool within the business.
• Lack of new ideas and perspectives introduced externally as people on the outside may have different experiences from business that they have work for in the past and innovative ideas.
• May cause conflict between potential candidates and resentment from those not promoted or not given the opportunity.
• As the employee(s) gets promoted this creates another vacancy.
(tutor2u.net)
McDonald’s
Every restaurant franchise is responsible for filling hourly-paid
Human Resource Management Report
Contents
1.0 Attracting and Recruiting 3
2.0 HR Planning 5
3.0 Equality Act 2010 5
4.0 Involvement of the human resource practitioner 7
5.0 Section Methods 8
6.0 Bibliography 11
Recruitment and Selection, the HR Planning Process and the Role of the HR Practitioner in the process
1.0 Attracting and Recruiting
Tesco
The priority for Tesco is to recruit internally; potential applicants are scouted with their Talent Plan to fill a vacancy. Employees looking for a promotion are targeted first, if there are no compatible people in the Talent Plan or developing within the businesses internal management program then Tesco will advertise the vacancy internally on its staff website for two weeks.
Benefits
• An incentive for employees to work hard therefore rewards good employees.
• Cost Effective due to not having to advertise externally in expensive mediums e.g. magazines, newspapers etc.
• The business is already familiar with the skills and capability of the candidates.
• Motivation can occur as it provides an increase in employee empowerment.
• Shorter introduction period needed as the candidate is already familiar with the operations and activities of the business.
(hrcap.com)
Disadvantages
• Limited applicants given that you are only able to choose from the pool within the business.
• Lack of new ideas and perspectives introduced externally as people on the outside may have different experiences from business that they have work for in the past and innovative ideas.
• May cause conflict between potential candidates and resentment from those not promoted or not given the opportunity.
• As the employee(s) gets promoted this creates another vacancy.
(tutor2u.net)
McDonald’s
Every restaurant franchise is responsible for filling hourly-paid
Bibliography: (Aswathappa, K. 2005) 2.0 HR Planning