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... auction & # 61607; Promotion Aspects The third section of this table shows how labour market trends are required when performing Human Resource Planning. AMA's labour market and all labour markets are directly affected by wage. As AMA offers most employees minimum wage they will have to find alternative ways of attracting potential employees. AMA's labour market is the Bangor and Newtownards area. This area has low unemployment so there is a limited supply of potential employees for AMA.
AMA's potential employees within the area are mainly returning mothers and students. AMA must integrate this into their human resource plan to ensure that they attract these people. By emphasising on the fact that they can offer varied shift hours, AMA should be able to attract these potential employees. Also the fact that they allow employees to begin work at 9. 15 am will also encourage returning mothers to apply for work with AMA as it will give them the opportunity to leave their children at school. This is their recruitment policy which is a part of their human resource plan. AMA's catchment area consisting mainly of returning mothers and students is reflected in their workforce.
It too mainly consists of returning mothers and students. The second way in which AMA's catchment area is analysed is in relation to religion. As AMA is based in Bangor they must be aware that the ratio of Protestants to Catholics is 4: 1. AMA's recruitment process and their current workforce must reflect this fact. AMA's human resource department have to complete an Article 55 report to show that their recruitment process is fair for both Catholics and Protestants. Recruitment and Selection E 3 /C 2 /E 6 The recruitment and selection process is designed to help a business select and recruit the best candidate if there is the need to or no alternative to filling a vacancy.
It is important that the recruitment process is free from bias and discrimination. Anderson Manning Associates (AMA) is a large call centre in Bangor. As it is based in Northern Ireland they must obey legislation and not discriminate on a basis of religion. The first step in recruiting staff is finding out why the business needs to recruit staff.
The following are reasons as to why a business may need to recruit staff: & # 61607; The growth of the business - the growth of the business will mean that there is more work and more employees will be required to do the excess work. & # 61607; The organisation restructuring - if the organisation restructures whether through delivering or another form there may be vacancies left and these will need to be filled. & # 61607; A vacancy becomes available due to a retirement, redundancies or dismissal - this vacancy will have to be filled. Within AMA if a member of staff is leaving to seek alternative employment they are required to fill out a set of Exit Interview Notes. These are a list of questions on their history at the job, reasons for leaving and general questions about the position. A copy of AMA's Exit Interview Notes can be seen as APPENDIX & # 61607; Promotion - a member of staff is promoted leaving their old job unoccupied.
Within AMA if a department feels the need for a new employee the human resource department provides them with a requisition form, which they complete and return. This form enables the human resources the chance to discover why there is a need for a new employee or why staff is being replaced and the tasks, duties, and working hours of the position are also stated. A copy of AMA's Staff Requisition Form can be seen as APPENDIX The next step is to look at alternatives to recruitment. There are different options to consider before recruiting staff such as, delegating the excess work to current staff by full time staff doing overtime or performing extra tasks, or part time staff working extra hours.
Another way is to use machinery or computerised systems to do the job of the vacant position or doing the job of a different employee leaving them free to do the job of the vacant position. The work could also be out-sourced to another company. This will involve paying another company to carry out the job. Once the need for a new employee has been identified the human resources department must then go through the recruitment process. A number of documents must be drawn up to ensure that the correct applicants apply for the job and the correct person is selected for the job.
This is essential as the recruitment process can be very expensive as the procedure is very time consuming as a job description, job specification, advertising, short listing, interviewing, etc and other tasks involved take a lot of time. The process is expensive as employees are taking time out of their normal tasks in order to recruit leaving their work undone and having to be done by someone else temporarily. These costs show that it is essential that the correct candidate be selected for the vacant position, as the company will suffer if they are unsuitable and unable to do the job properly. If this were to happen the company would have to repeat the process of recruiting a staff member again. (A 2) The initial stages of recruitment process are carrying out a job analysis. This will involve collecting information to help them decide if they should recruit and that will be later used to write the job description. This information will include: & # 61607; Tasks Included & # 61607; Responsibilities & # 61607; Skills Required & # 61607; Training Required & # 61607; Experience Required I do not have a copy of AMA's job analysis to analyse but it should contain all of the above criteria if it is to be suitable for its purpose.
The next stage is the drawing up of a job description and a person specification. These documents are drawn up to identify the right person to fill the vacancy and that do not waste time and money on having to recruit again if the wrong person is selected. A job description is a more formal version of the job analysis. It is a key document used in the recruitment process. It should clearly set out the details and duties of the vacant position including: & # 61607; Job Title & # 61607; Location & # 61607; Reports To & # 61607; Specific Tasks and Responsibilities & # 61607; Working Conditions & # 61607; Salary/Wage & # 61607; Special Working Conditions e. g.
shift patterns & # 61607; Grade of Position The Senior Human Resources Manager and the Line Manager draw up AMA's job description. A copy of AMA's job description for a Client Services Manager can be seen as appendix. As can be seen from AMA's job description many of the details above are not included. Standard details which should be contained in a Job Description Details contained in AMA's Job Description Job Title A job title is contained in their Job Description Location The location is not contained in the job description Reports To The Job Description contains who the employee would report to Specific Tasks and Responsibilities Specific tasks and responsibilities are contained in their job description Working Conditions The working conditions are not contained in the job description Salary/Wage The salary / wage is not contained in the job description Special Working Conditions e. g. shift patterns There are no special working conditions contained in the job description Grade of Position The grade of position is not mentioned in the job description This job description does not contain a lot of the information which should be contained in a high-quality job description.
There could be a lot of improvements made to AMA's job description in order for it to be suitable for the purpose which it is intended. The purpose of a job description is to inform management of what the job involves. It is also used to help with the preparation of further documents. It is also used by potential employees to find out what the job entails, the working conditions, etc.
Once the potential employee finds out the tasks involved, the hours to be worked, the salary being paid, the location of the job they can decide if they feel the job suits them. They can then decide whether to apply for the position or not. AMA's job description does not contain sufficient details to ensure that only suitable potential candidates apply for the vacant position. This will result in AMA receiving applications from applicants who are unsuitable and this will result in the process to being elongated.
The person specification is drawn up after the job description has been completed. It enables applicants to make an informed decision about whether they are suitable and if they should apply. It also enables the selection panel to select the most suitable applicant for the post. A person specification is the document, which describes the person who is required to do the job the competencies, attributes and the knowledge required to carry out the job.
The contents of a person specification include: & # 61607; Education and Training & # 61607; Skills and Abilities & # 61607; Experience & # 61607; Aptitudes The Senior Human Resources Manager and the Line Manager also draw up AMA's person specification. A copy of AMA's person specification for a Call Centre Team Leader can be seen as appendix. As can be seen from AMA's person specification many of the details above are included. Standard details which should be contained in a Person Specification Details contained in AMA's Person Specification Education and Training Education and training is not mentioned Skills and Abilities The person specification states different skills and abilities that are required by the candidate to perform the job Experience Experience is mentioned in the person specification Aptitudes The person specification contains different aptitudes required by the candidate The person specification is very suitable for its purpose as it contains most of the information which should be contained in a person specification.
The purpose of a person specification is to allow both management dealing with the recruitment process and candidates of the qualities, skills etc required by the person to fill the post. The above contents are included in the person specification so that if potential applicants request a copy of AMA's person specification they can compare their own skills and qualities with those required by the employee. This should result in only suitable applicants applying for the job as they know what experience, qualifications etc they should have. The next task to be performed by the human resources department is to decide upon which method (s) of recruitment they should use. A company can use internal or external recruitment to fill a vacant post. A form of internal recruitment is promotion.
There are many advantages to a business recruiting internally such as savings being made as time is saved on having to get the individual introduced to the business, there will be no induction process, and it also is an incentive for other employees to work hard in order to seek promotion in the future. However a promotion may cause resentment by other employees resulting in an unhappy workforce and the position, which the employee has left, will have to be filled. Internal recruitment can also take place by producing an advert showing an internal vacancy. AMA use this method of recruitment and a copy of an internal vacancy advert can be seen as APPENDIX External recruitment can take place in from various sources including: & # 61607; Job Centres & # 61607; Employment Agencies & # 61607; Government Training Schemes & # 61607; Direct Advertising & # 61607; Outplacement Consultants & # 61607; Schools, Colleges and Universities AMA occasionally uses recruitment agencies but try to use them as little as possible because they can be expensive. A recruitment agency charges 10 % of the salary of the job being advertised. Recruitment agencies are very fast and they also leave employees who otherwise would have been involved in the recruitment process free to do other work.
The most common method of reaching applicants is through the use of a job advert. It is essential to carefully plan how, when and where to advertise. A job advert is a document which a business uses to communicate with potential candidates. The nature of the job advertisement depends on the audience of the advert and where it is to be placed. It is also important to consider the fact that advertising can be very expensive so therefore it is essential to get it correct the first time. When designing an advert the business should consider who the advert is to attract, how to encourage candidates to read the advertisement and how to motivate prospective candidates to reply and discourage unsuitable persons from replying to the advertisement.
The information in a job advertisement should include: & # 61607; Job Title & # 61607; Job Description & # 61607; Duties and Responsibilities & # 61607; Type of Person Required & # 61607; Salary & # 61607; Location & # 61607; Experience & # 61607; Fringe Benefits & # 61607; How and When to Reply & # 61607; Description of the Business The medium used must be well considered as different mediums are suitable for different vacancies. For example a job for a cashier in a local shop should be advertised locally. It is also important to consider the amount of money available to produce and advertise the advert for the vacant position. The Human Resources Department produce AMA's job advertisements. A copy of AMA's job advertisement for a Campaign Manager can be seen as appendix.
As can be seen from AMA's job description many of the details above are included. Standard details which should be contained in a Job Advertisement Details contained in AMA's Job Advertisement Job Title The job title is stated in AMA's job advert Job Description A short job description is given in the job advert Duties and Responsibilities The duties and responsibilities of the person required are given in the job advert Type of Person Required Details on the type of person required are given in the job advert Salary The job advert mentions that AMA offer a competitive salary Location The job advert does not state the location of the job Experience Experience is mentioned as an essential in the job advert Fringe Benefits There are no fringe benefits mentioned in the job advert How and When to Reply The method and date to reply by are both mentioned in AMA's job advert Description of the Business A description of AMA is not given AMA's job advert is very well designed as it contains the majority of information which should be contained in a job advert. It does the job which it is supposed to do which is informing suitable candidates of a vacancy. Another fac...
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