Case Study Assignment 2
1. Explain the difference between a job description and a personal specification.
Job description
It is a document that specifies information being tasks, responsibilities and duties that a particular job needs. It includes job title, purpose of the job, duties involved, job working pay, job hours, working conditions and other responsibilities of the job.
Personal specification
It is a document that list down the required knowledge, skills, abilities and other characteristics that the ideal person must have to perform a particular job role. This includes qualifications, previous job-related experience, specialized skills to perform a particular task, capability and any personal characteristics.
2. Describe two benefits
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For instance, Asda will be able to receive candidates’ CV immediately after the job advertisements were posted on the web portal. In comparison to the traditional methods being newspaper, it takes a few days to receive some response from the candidates as time is required for the advertisements to be published.
Nowadays, almost everyone is capable of using internet with little training as it is clear, convenience and user friendly. It makes online application easier for candidates due to the fact that they are able to apply for job vacancies immediately with the click of a mouse.
In business point of view, it enables HRM (Human Resource Management) to manage their workflow easily. When the candidates upload their CV through the web portal, HR department will be able to receive the CV immediately. HR department are able to filter the CVs so as to access candidates who are efficient and talented for a specific job. Through this process, Asda can easily select and contact the suitable candidates for interview without any delay. This facilitates the management to select their candidates faster and reduce any recruiting
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It is usually communicate to employees through email, internet and noticeboards. In my opinion, Asda belongs to the Clan Culture under Competing Values Framework (CVF). Asda resembles a ‘family-oriented’ organization which encouraged internal promotion to achieve high retention rate and decrease labour turnover. It focuses mainly on employee engagement, job satisfaction and commitment.
However, there is some variety of reasons why internal promotion brings pros and cons to the company. Some of the pros factors are:
Lower cost
By promoting internally, it can reduce the cost of the recruitment and selection process. It is less costly to fill up job vacancies from current workforce than attracting qualified candidates using expensive advertising. Low cost is also incur when hiring external candidates for low-entry job compared to hiring for high-entry job.
Apart from lowering recruitment cost, company can also have lower training costs. Most of the employees have undergone training when they just enter the company. Therefore no training is required as they have understood the organization’s goals and have the skills needed for future development.
Staffs
Jarrod Kemmy MGMT 3005 October 20, 2017 Professor Amos Chapter 10 Discussion Questions 1-6 1.) Internal selection decisions differ from external selection because they use different strategies in order to recruit. Internal recruitment focuses on current employees while external recruitment focuses on those outside of the organization which is another difference. 2.) Peer ratings, peer nominations, and peer rankings are different in the way that peer ratings are all about how peers would rate one another.
1) Assigns workers their duties and inspects work for conformance to prescribed standards of cleanliness. 2) Investigates complaints regarding housekeeping service and equipment, and takes corrective action. 3) Obtain list of rooms to be cleaned immediately and list of prospective check-outs or discharges to prepare work assignments. 4) Co-ordinates work activities among assignments.
1. ADA • The act involves employers to create suitable adjustments for disabled employees; it disallows discrimination against disabled persons (Dessler, 2014, p.31). • This term is important to HRM because it protests people with disability and it allows individuals with disability to work. HRM needs to know and understand what the Act does, so HRM does not violate the Act. Also HRM have to provide suitable adjustment to assist individuals with disability.
Chouaib Elhajjaji Written assignment 3:“Corporate Culture at Herschend Family Entertainment” pages 318 – 320 (Questions 1-5) Due Date : Wednesday 25 November , 2015 GRADE_________________ 1-The characteristics of corporate culture elaborated in this chapter were the following. Corporate culture is shared, a provider of guidance, a provider of meaning in the organization, top heavy, a constellation of values, a dynamic constellation of values, organic, inclusive of life values. Choose three of these characteristics and show how the culture Manby promotes at Herschend Family Entertainment relates with each one.
It will contribute to competitiveness, skills enhancement, employability and capacity to deal with
• Cost: Adapting high level of technology in an organization requires large amounts of money. • Security concerns: As hacking is becoming more of a common phenomenon, data stored in HR systems is facing larger risk of being exposed or misplaced. Recruitment and Selection Process Recruitment Process External vacancy: The Search and Apply page on Primark website leads to a number of search criteria which can be used to find the job the candidate is looking for. The applicant can apply to as many vacancies as he wants. Internal vacancy:
The results of the PAQ allows one to view specific details about the job, as well as the ability to compare jobs or positions in different businesses. Additional details regarding the elements and six main categories, along with the use of the PAQ in a research study, will be further discussed. Riggio (2013) effectively discusses and describes the job elements that the PAQ analyzes. The elements are grouped into six main categories and are described in brief detail. The categories include the following: information input, mental processes, work output, relationships with other persons, job context, and other job characteristics.
For example, if the training conducted does not help improve employee skills then the time and effort put into the training for both the trainer and employee would be wasted. It would be better for the staff to direct their efficiency and target that time to work on the financial benefit of the firm (Price, 2007; Dessler,
This would attract a pool of workers of the highest caliber, thus leading to more value induced into the company. # Successful communication of perceived strengths of the product: Integrated marketing strategy- This has
Staff-Education It is found that the top officials of Zara are quite keen and focussing on customer service; therefore, the basic requirement to train their employees is one of their topmost importance. However, it is important from the prospect of Zara to train provide adequate training to their employees that would help them to enhance their overall productivity and efficiency to the utmost level (Lockett, et al.,
THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.
Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.
With the company’s culture in mind and want for success, they will select the best candidates to fill these positions. Companies that promote within instead of through external sources also builds long-term growth and satisfaction. It also reduces recruiting and training costs. An organization could use bulletin boards in break rooms, intranet sites, and by electronically notifying them (Snell, Morris, & Bohlander, 17). Maersk decided that they would recruit from the inside, this does save money and time.
The research noted that recruitment procedures that provide a large pool of qualified applicants, paired with a
Which means organization will get new ideas from new candidates and must be wide benefits. External candidate comes from outside the business, so that candidate or in organizations they don 't have any favourite. Besides that, as external recruitment has wide range and its cover a wide area 's job demand, so management of the organisations can verify and can decide on which suites best. External recruitment candidates should be more dynamic with workforce. Candidates to keep their place and position safe they will work with more passion.