Human Resource Management
1.
Recruitment and Selection Process
Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays to do it properly. When organisations choose the right people for the job train them well and treat them appropriately, these people not only produce good results but also tend to stay with the organisation longer. In such circumstances, the organisation's initial and ongoing investment in them is well rewarded.
An organisation may have all of the latest technology and the best physical resources, but if it does not have the right people it will struggle to achieve the results it requires. This is true across the whole spectrum of business activity e.g. schools, hospitals, legal practices, restaurants, airlines, and insurance companies.
Poor choices at the recruitment stage can prove expensive. The company needs to be sure of a candidate's technical competence. For example, if an engineer designs a component that fails and has to be re-engineered, the company loses both time and money and may incur penalty charges on any delay in fulfilling particular contracts. Time and money spent in recruiting that particular employee will have proved expensive and wasteful whilst a better candidate may not only have 'got away' but also gone to a competitor (http://businesscasestudies.co.uk/cummins/using-effective-recruitment-to-retain-competitive-advantage/the-importance-of-recruitmentand-selection.html#ixzz2Q5nHmceR).
The process of recruitment and selection must be fair, systematic, efficient and effective, ensuring equality of opportunities. Employees must be appointed in accordance with relevant statutory obligation, code of practice, the company rules (i.e. Surance Brokers CC) and in line with the relevant policies and procedures. The approach will be to ensure that Surance Brokers CC employs people with the right skills and at the right time. No job applicant or employee will receive less favourable treatment because of their
Recruitment and Selection Process
Recruiting staff is a very costly exercise. It is also an essential part of any business and it pays to do it properly. When organisations choose the right people for the job train them well and treat them appropriately, these people not only produce good results but also tend to stay with the organisation longer. In such circumstances, the organisation's initial and ongoing investment in them is well rewarded.
An organisation may have all of the latest technology and the best physical resources, but if it does not have the right people it will struggle to achieve the results it requires. This is true across the whole spectrum of business activity e.g. schools, hospitals, legal practices, restaurants, airlines, and insurance companies.
Poor choices at the recruitment stage can prove expensive. The company needs to be sure of a candidate's technical competence. For example, if an engineer designs a component that fails and has to be re-engineered, the company loses both time and money and may incur penalty charges on any delay in fulfilling particular contracts. Time and money spent in recruiting that particular employee will have proved expensive and wasteful whilst a better candidate may not only have 'got away' but also gone to a competitor (http://businesscasestudies.co.uk/cummins/using-effective-recruitment-to-retain-competitive-advantage/the-importance-of-recruitmentand-selection.html#ixzz2Q5nHmceR).
The process of recruitment and selection must be fair, systematic, efficient and effective, ensuring equality of opportunities. Employees must be appointed in accordance with relevant statutory obligation, code of practice, the company rules (i.e. Surance Brokers CC) and in line with the relevant policies and procedures. The approach will be to ensure that Surance Brokers CC employs people with the right skills and at the right time. No job applicant or employee will receive less favourable treatment because of their