Resource and Talent Planning.
LO4
This section of the assignment reviews good practices in recruitment and selection, and I will illustrate it and complement it with TESCO´s case study, as the biggest private sector employer in the UK, and I will compare it with my current company INDITEX GRUOP, acting under my personal view as an employee, as well as in an objective way.
By following good practices in this matter, companies may avoid issues such turnover, high costs in recruitment and selection or low morale of the workforce, which could lead into voluntary or involuntary leavings. Employees will end up not offering commintment and they will not be envolved within the company values.
ACAS points out 3 main features that might be standardized in orden to get best results in any recruitment system: • efficient - cost effective in methods and sources • effective - producing enough suitable candidates without excess and ensuring the identification of the best fitted for the job and the organisation • fair - ensuring that right through the process decisions are made on merit alone.
According with Advisory, Conciliation and Arbitration Service, “The employer has the legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process on the grounds of sex, race, disability, age, sexual orientation, and religion or belief.”(ACAS, 2013)
Once decided that a new vacancy is needed , employers have to write the job description. Generally the content will include the main purpose, tasks, and scope of the job, including here, for instance, the number of persons to be responsible of, of reporting to whom.
While reviewing job descriptions at TESCO and INDITEX websites, I found that these 3 minimuns standards are followed in both companies, having the first one a few more fields: deadline, kind of position (permanent/ temporal) and naming benefits or salary, altought not specifying amounts or range of salary. I think that
This section of the assignment reviews good practices in recruitment and selection, and I will illustrate it and complement it with TESCO´s case study, as the biggest private sector employer in the UK, and I will compare it with my current company INDITEX GRUOP, acting under my personal view as an employee, as well as in an objective way.
By following good practices in this matter, companies may avoid issues such turnover, high costs in recruitment and selection or low morale of the workforce, which could lead into voluntary or involuntary leavings. Employees will end up not offering commintment and they will not be envolved within the company values.
ACAS points out 3 main features that might be standardized in orden to get best results in any recruitment system: • efficient - cost effective in methods and sources • effective - producing enough suitable candidates without excess and ensuring the identification of the best fitted for the job and the organisation • fair - ensuring that right through the process decisions are made on merit alone.
According with Advisory, Conciliation and Arbitration Service, “The employer has the legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process on the grounds of sex, race, disability, age, sexual orientation, and religion or belief.”(ACAS, 2013)
Once decided that a new vacancy is needed , employers have to write the job description. Generally the content will include the main purpose, tasks, and scope of the job, including here, for instance, the number of persons to be responsible of, of reporting to whom.
While reviewing job descriptions at TESCO and INDITEX websites, I found that these 3 minimuns standards are followed in both companies, having the first one a few more fields: deadline, kind of position (permanent/ temporal) and naming benefits or salary, altought not specifying amounts or range of salary. I think that
References: • Acas - Recruitment and selection. 2013. Acas - Recruitment and selection. [ONLINE] Available at: http://www.acas.org.uk/index.aspx?articleid=746. [Accessed 09 May 2013]. • Competency Framework - Tesco Careers. 2013. Competency Framework - Tesco Careers. [ONLINE] Available at: http://www.tesco-graduates.com/home/how-to-apply/what-we-are-looking-for/competency-framework. [Accessed 09 May 2013]. • Developing a Competency Framework - Learning Skills from MindTools.com. 2013. Developing a Competency Framework - Learning Skills from MindTools.com. [ONLINE] Available at: http://www.mindtools.com/pages/article/newISS_91.htm. [Accessed 09 May 2013]. • Introduction - Recruitment and selection - Tesco | Tesco case studies, videos, social media and information | The Times 100. 2013. Introduction - Recruitment and selection - Tesco | Tesco case studies, videos, social media and information | The Times 100. [ONLINE] Available at: http://businesscasestudies.co.uk/tesco/recruitment-and-selection/introduction.html#axzz2SmybPuMF. [Accessed 09 May 2013]. • JOINFASHION - Oferta empleo - Deputy Manager Ladieswear - Tiendas - Reino Unido - Zara - Greater London . 2013. JOINFASHION - Oferta empleo - Deputy Manager Ladieswear - Tiendas - Reino Unido - Zara - Greater London . [ONLINE] Available at: https://www.joinfashioninditex.com/joinfashion/es/oferta-detalle?id=15785&start=0&country=-1&categorias=-1&brand=-1&localidad=LONDON&keyword=&backsearch=true. [Accessed 09 May 2013]. • F&F Clothing - Head of Buying - Sportswear at Tesco. 2013. F&F Clothing - Head of Buying - Sportswear at Tesco. [ONLINE] Available at: http://www.tesco-careers.com/job.cfm/reference/3208/source/BOND/. [Accessed 09 May 2013].