AG Bell Ltd
Introduction：This report about A G Bell Ltd how to recruitment the team leader for the customer relationship. In this report you will know all the detail and steps able this recruitment. Section1
Every employer has a legal responsibility to ensure that no unlawful discrimination on the grounds of sex, race or disability occurs in the workplace. Equality of opportunity is an integral part of human resource management activities, and employers should ensure that everybody who participates in managing people, and not just human resources specialists, are aware of their responsibilities in this area. So we need know some key legislation:
The Sex Discrimination Act (SDA) came into force in 1975 and was amended in 2003. The SDA makes it unlawful to discriminate on the grounds of sex. It is unlawful to discriminate because someone is married. It is also unlawful to discriminate in the employment field on the grounds of gender reassignment.
The Equal Pay Act (EPA) 1975 was amended in 2003. The EPA says women must be paid the same as men (and vice versa) when they are doing equal work, similar word that has been rated as equivalents, and work that is of equal value.
The Race Relations Act (RRA) 1976 was amended by the Race Relations (Amendment) Act 2000, and makes it unlawful to discriminate against anyone on grounds of race, color, nationality (including citizenship), creed, or ethnic or national origin.
The Disability Discrimination Act 1995 makes it unlawful to discriminate against disabled individuals without justifiable reason, and requires employers to make reasonable adjustments to the workplace or working arrangements to accommodate disabled people.
The Asylum and Immigration Act 1996 makes it a criminal offence for an employer to offer employment to a person who does not have permission to work in the UK. The employer must check before confirming employment. Under the terms of the Race Relations Act 1975,employers should implement into their recruitment procedures a means of checking with all employees whether or not they have permission to work in the UK.
Rehabilitation of Offenders Act 1974 allows offenders who have not been reconvicted of any offence for a period of time, to apply for jobs and take up offers without the embarrassment of having to admit past convictions. The period of time after which sentences are regarded as „spent‟ depends on the nature of the offence and sentence. Any conviction resulting in a sentence of more than 30 months will never be considered as „spent‟ under the terms of this Act.
Trade Union and Labour Relations Act 1992 states that employers must not discriminate against job applicants on grounds of trade union membership or non-membership of a trade union.
Employment Rights Act 1996 protects employees‟ rights with regard to deductions from pay. An employer must not, for example, make deduction unless: -Supported by law, e.g. tax, national insurance or maintenance payments -Consented in writing by the worker, e.g. deductions for charitable donations -Overpayment by the employer Section2
Job analysis is the procedure through which you determine the duties of jobs and the characteristics of the people who should be hired for them. So I need some techniques to do a job analysis.
Interviews: we can find the former team leader for the Customer Relationship section to know the main duties and tasks in the job and what kinds of abilities and competencies required of a person who is likely to do the job successfully.
Questionnaires: We can prepare some questionnaires for our customer to know what kind of serve and people the really need. Then we will know what kind of the human traits required to do the job.
Observation: We need observe the job environment and the member of the team. The harmonious environment will make the job more effective.
Participant diary/logs: we need collect the department of Customer Relationship section diary for know the main duties and tasks involved in the job and what kind of skills and experience.
I think we can use Interviews and Questionnaires to analysis the vacancy. Because Interviews not only save labour power and time but also have the high reliability. Questionnaires are very generalizability, anonymity and suitable for quantitative analysis
Section3 In the appendix Section4 In the appendix Section5
There are an enormous variety of sources of potential candidates, and each source will have advantages and disadvantages to recruiter.
However, I think the best source of candidate is External sources.
Advantage: 1 、It has a wide size of audience it will help company find the
excellence staff
2、 It will give the company fresh blood. It will help company follow the era.
Disadvantage: 1、 It relatively expensive. Because it had a wide size, it will expand
human power and money.
2、This kind of recruitment will make time consuming and slowly.
Also there have many recruitment methods of External sources. I suggested we can use Internet for recruitment.
Advantage: 1、 It very Cheap in advertisement
2、It has large audience and fast responses
Disadvantage: 1、Use this way will difficulty in selection
2、It will waste time in selection.
Section6
Selection methods will influence the recruit quality and quantity. So we should establish an effectively way for selection.
Step1﹑we can use written examination for selection. It can help our to know the candidates knowledge-base, perception, intellectual, conceptual capacities, and wisdom. Written examination are very effective and low cost, can be applied on large scale to measure, the assessment are very objectives.
Step2﹑we can adopt structured interview. First, we need a standard for evaluation. Then let the candidates introduce him and ask the question prior prepare. Last, close the interview. We choice structured interview because structured interview have demonstrated a high degree of reliability, validity, and legal defensibility. Therefore, because interviews used to make employment decisions are subject to the same legal and psychometric requirements as any written employment test or other assessment method, agencies are encouraged to use structured interviews. The benefits of consistently selecting quality candidates and reducing the risk of legal challenges far outweigh any costs of adding structure (e.g., additional time and expertise).
Step3、we use “the leaderless group discussion” to plays acted. Arrange a group of strangers to be tried in (usually 6-8) composed of a temporary task group. The test for each is tried in the performance of the discussion, the study observed in self-confidence, oral communication, organization and coordination, insights and persuasion, responsibility, flexibility, emotional control, interpersonal skills, team spirit, and other aspects of the ability and characteristics. Step4、Use the e-mail to inform candidates the outcome. Section7
Guidelines for the interview 1、A standard for evaluation.
(1)Dressing Etiquette: Interviewer‟s clothing should simple easy and decent.
(2)Oral Communication: Expresses information (e.g., ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (e.g., technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.
(3) Problem Solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations.
(4) Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences.
2、The main question in the interview.
(1) Tell us something about the roles and responsibilities that you have taken in your previous job?
(2)What are your key achievements?
(3)What are some of the aspects that you like about the job?
(4)Tell us how will you handle any conflict between customer and employee? 3、The leaderless group discussion
Topic: What kind of leadership is a good leader?
Requirements: Arrange a group of strangers to be tried in (usually 6-8) composed of a temporary task group, doesn't specify mission controllers, please everyone a given task free discussion, and take out team decision-making advice. Then give the mark according to personal performance. 4、Interview detail Time: October 1, 2011
Place: A G Bell Ltd company in High Town. Room: The NO.1 conference hall. Section8
Human Resource Department Induction Checklist Activity/Task Notes Be there to greet the new member of staff Take letter of employment to HRD to get when they arrive. Accompany member ID card of staff to obtain staff ID cardTake letter of emPrepare pack of relevant information to Include prospectus, staff handbook, read / review Departmental handbook(s), copy of job description, list of staff in the Department, email addresses / internal phonebook etc, roles and duties of other team members, calendar of events, list of key post holder Inform relevant staff / other Departments All staff email to include job title, role, about the new staff member date of commencement, name, area of responsibility and/or a more specific email to relevant Department(s) Inform post room, Discussion of health and safety issues Health and safety policy. Fire drills / location of emergency exits / extinguishers, nearest first aider. Equal opportunities Provide a copy of the equal opportunities policy statement Other Departments and their relationships Discuss as necessary. to the area of work. Introduction the details Company‟s leave program; the wage payment time; etc Allow time for reading of induction pack Could include; prospectus, Dept/Faculty handbooks, guidance for academic staff, policies and procedures Sales Manager Induction Checklist
Activity/task Inform HR about time of arrival on the first day, who to report to etc. Ensure all basic equipment / furniture is in place to enable staff member to perform duties (Estates) Notes Consult with HR before the letter is sent Includes: stationery, office key, phone, name plate on door (if necessary), diary Identify and prepare any special needs equipment and/or access etc. Ensure workstation is ready (IT dept) Configure computer and set up email address and password. Obtain password for other applications / access to relevant drives / load other programmes Appoint someone in the Department to be Make sure that the mentor has freed up a mentor for the initial period of some time for this purpose and is aware employment of their role. Location of equipment Include fax, copier etc. Demonstrate how to use equipment and any passwords / code locks needed. IT systems – internet, intranet, use of computers and email – policy Location of stationery supplies – how to order it. Post – sending internal and external mail Section9 Evaluate the success of the recruitment exercise
(1) I adopt the Internet advertisement for recruitment. It will have a wide range for candidates and it will let a lot of people know.
(2) Guarantee that processes conform to legal requirements and cut down the complaints. In this repot I introduce some key legal requirements to make sure the recruitment success. Introduce some legal requirements will ensure the implementation of fairness.
(3) Recruitment and selection processes will receive good feedback. Because in the recruitment plan we enhance our business image. We also show candidates we have a mutually rewarding working relationship, it will attract many candidates contact us. (4) In the recruitment we make full use of time and money. We reasonable distribution the advertising expenditures and human resources personnel time for make the recruitment and selection more effective.
Conclusion: In this report we introduced the key legal requirements, job analysis, a flow chat of indicating the step and the documents, the advertisement, the selection way, and the evaluate the success of the recruitment exercise.
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