Recruitment Plan

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Executive Summary
The main purpose of this report is to establish guidelines for the recruitment and selection of a Restaurant hostess for the Waterfront Hotel, New Plymouth. This report is comprised of identifying job positions, job analysis, job description and selection process, so as to follow a systematic procedure during the recruitment process of the Restaurant Manager.

Objectives
The objective of this report is to develop a systematic recruitment plan for the Restaurant Manager.

Contents
The contents of this report are:-
* Literature review of recruitment plan
* Steps of recruitment plan
* Job description
* Job advertisement
* Recommendation
* Conclusion

Literature review of recruitment plan
RECRUITMENT:- Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization (EDWIN FLIPPO). It’s the process of identifying and hiring the best-qualified candidate (from within or outside of an organization) for a job vacancy, in a most timely and cost effective manner, as the human resource is the most valuable belonging to an organization.

NEED FOR RECRUITMENT:-
* Fulfilling the vacancies generated due to promotion, transfer, retirement, termination, death or employee turnover. * Creating new vacancies due to growth, expansion and diversification of the business activity of an organization.

OBJECTIVE:-
* It determines the present and future requirements of personnel of an organization * Increases the organizational effectiveness in long term and short term * Identify potential job applicants suitable for the post * Provides opportunities to procure human resource.

RECRUITMENT PLAN:- is an organized written strategy that identifies the recruitment objectives for a position and contains different components like job analysis, job description, recruitment announcement and advertisement, interview plans etc.

Steps of recruitment plan

JOB IDENTIFICATION: Job identification collects the specific description of a position with the skills required to perform the task of the position. The job identification process initiates the recruitment process to determine when a position is needed and the position entails. After identifying the job need, the job description and requirements are written and the job is assigned for a compensation level.

JOB ANALYSIS: Job analysis may be defined as a study of jobs to identify the observable work activities, tasks and responsibilities associated with a particular job. It focuses on work behaviours, tasks and outcomes. It helps to prepare job description and job specifications.

JOB DESCRIPTION: Job descriptions are systematically prepared written down narrative of duties, responsibilities and the reporting structure of jobs. It also includes the authorities provided to the employees in a particular designation and what level of performances is expected from the employees. It also includes * Job simplification and job design

* Job enlargement
* Job enrichment

RECRUITMENT METHODS: There are mainly two types of recruitment methods:- * Internal recruitment
* External recruitment
Internal recruitment:- In internal method of recruitment an employee is recruited for a specific designation from the organization itself. Internal recruitment is generally done either by promoting an employee (succession planning) or by transferring a potential employee from a department to another. An organization advertises the employment to its employee by putting it in notice board, newsletters or staff magazines. While recruiting through internal recruitment, the recruiters are generally aware of the potential, strength, weaknesses, personal traits, performance, skills and knowledge of the employee. In the same way the employee is also aware of the work culture and environment, and knows his colleagues, seniors and sub-ordinates in the...
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