Recruitment and Selection

Topics: Sainsbury's, Recruitment, Sainsbury family Pages: 7 (1778 words) Published: June 6, 2013

Task 1

Introduction of J Sainsbury plc
Human Resource (HR) Planning
1. Recruitment and Selection
Internal Recruitment
External Recruitment
2. Job Analysis
3. Job Description
4. Person Specification

Unit14. Working With and Leading Teams
Task1. Reruitment And Selection


The outcome of this assignment is to be able to implement recruitment, selection and retention procedures. The overall aim of the recruitment and selection in this assignment for J. Sainsbury is to obtain the quality and quantity of employees to fulfil the objective of the J. Sainsbury.

Introduction of J Sainsbury plc

J Sainsbury’s is one of the largest food retailing supermarkets in the UK with 502 supermarket and 290 convenience stores and Sainsbury’s bank.     It has been focused on providing healthy, safe, fresh and tasty food to customers since the establishment of first store in 1869 and providing non food products to meet variety demand from customers.  Sainsbury’s commits to offer great good at fair prices, where the customers’ passion for healthy food is shared.   Moreover, it also follows the trend, innovation and improvement on products to preserve its leading position in the market.

Human Resource (HR) Planning
The process that links the human resource needs of an organization to its strategic plan to ensure that staffing is sufficient, qualified, and competent enough to achieve the organization's objectives. HR planning is becoming a vital organizational element for maintaining a competitive advantage and reducing employee turnover. [pic]

1. Recruitment and Selection;
Recruitment is the process of selecting a supply of possible candidates for position within an enterprise. In this assignment J. Sainsbury has to choose from applicants a suitable candidate as store manager to fill a post. Training consists of a range of processes involved in making sure that new store manager have the right skills, knowledge and attitudes required to help the J. Sainsbury to achieve its objectives. Recruiting individuals to fill this posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. Internal Recruitment;

The advantages of internal recruitment are that:
1. Considerable savings can be made. Individuals with inside knowledge of how a business in J. Sainsbury operates will need shorter periods of training and time for 'fitting in'. 2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed, because he or she already known. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that:

1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential criticisms required to get the company working more effectively 3. Promotion of one person in a company may upset someone else. External Recruitment;

External recruitment makes it possible to draw upon a wider range of talent, and provides the opportunity to bring new experience and ideas in to the business. Disadvantages are that it is more costly and the company may end up the new store manager proves to be less effective in practice than he did on paper and in the interview situation 2. Job Analysis;

“The process of collecting, analysing and setting out information about the content of jobs in order to provide the basis for a job description and data for recruitment, training, job evaluation and performance management. Job analysis concentrates on what job holders are expected to do”...
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