miss
MHR
Juricelma Teodora Andre
P1002023
GROUP -10A
INTRODUTION
Heath and social care is very vast service sector undergoing change rapidly, whith new gogevent initialtives giving it a higher profile than ever.
The factors to be considered when plainning the recruitment of individuals to work in heealth and social care firstly deciding what stsffing needs health and social care sector have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing whith performance issues, and ensuring your personnel and management practices conform to various regulations.
Attract and retain the number of employees required with appropriate skills, expertise and competencies.
Anticipate the problem of potential surpluses and defifits of employees develop a well trained and flexible work-force. Improve the utilization of employees by introducing more flexible systems of work. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development strategies. The recruitment is a process of finding and engaging the people the organization needs section is that partof the recruitment process conccerned with decing which applicants or candidates should be apponted to jobs specifications, deciding terms and conditions of employment, planning recruitment campaigns.
The according to Torring et al (2008) employment policy and legislation employment act (2002), employment policy and legislation employment relations act 2004 , sex discrimination, act 1975, the race relation act 1976 influence the selection, recruitment and employment of individuals in the uk.
Employment policy and legislation employment tribunal procedures, covers equal play questionnaire and others. Sex discrimination act, Foot and Hook(1999) describes that generally job seekers are faced tree types of discrimination and those are
Juricelma Teodora Andre
P1002023
GROUP -10A
INTRODUTION
Heath and social care is very vast service sector undergoing change rapidly, whith new gogevent initialtives giving it a higher profile than ever.
The factors to be considered when plainning the recruitment of individuals to work in heealth and social care firstly deciding what stsffing needs health and social care sector have and whether to use independent contractors or hire employees to fill these needs, recruiting and training the best employees, ensuring they are high performers, dealing whith performance issues, and ensuring your personnel and management practices conform to various regulations.
Attract and retain the number of employees required with appropriate skills, expertise and competencies.
Anticipate the problem of potential surpluses and defifits of employees develop a well trained and flexible work-force. Improve the utilization of employees by introducing more flexible systems of work. Reduce dependence on external recruitment when key skills are in short supply by formulating retention, as well as employee development strategies. The recruitment is a process of finding and engaging the people the organization needs section is that partof the recruitment process conccerned with decing which applicants or candidates should be apponted to jobs specifications, deciding terms and conditions of employment, planning recruitment campaigns.
The according to Torring et al (2008) employment policy and legislation employment act (2002), employment policy and legislation employment relations act 2004 , sex discrimination, act 1975, the race relation act 1976 influence the selection, recruitment and employment of individuals in the uk.
Employment policy and legislation employment tribunal procedures, covers equal play questionnaire and others. Sex discrimination act, Foot and Hook(1999) describes that generally job seekers are faced tree types of discrimination and those are