HND 大三HRMP assessment 1.docx

HND 大三HRMP assessment 1.docx

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HND大三HRMPassessment1

ReportofAGBellLtd

Unit:

HumanResourceManagementPractice

GroupAward:

HumanResourceManagement

SCN:

125041604

Candidate’sName:

LiTao

HNDCentre

XianDaCollegeofEconomicsandHumanities

ShanghaiInternationalStudiesUniversity

Supervisor:

WangQi

Date:

5thNovember2012

Contents

Introduction:

3

1.Asummaryofthestatutoryframework3

2.Theapproachthatyouintendtotaketoanalyzingthevacancy.6

3.flowchart7

4.RecruitmentAdvertisementfortheTeamleadsofcustomer8

6.Themostappropriateselectionmethods10

7.Guidelinesforpreparingandconductingtheselectionininterview.11

8.Introduceprogram12

9.Evaluatethesuccessoftherecruitmentexercise14

Conclusion:

15

Reference:

15

Introduction:

ThereportreferstothatthereisavacancyhasarisenforthepostofteamleaderfortheCustomerRelationshipssectionoftheAGBellLtd.Andthemanagerdelegatedtheresponsibilityfortherecruitmentofthisposttotheassistant.Soit'snecessarytoprepareareportandstatethatthedetailedstepsthatwillbementioned.

1.Asummaryofthestatutoryframework

Becausemostofthestaffarebelongtodisadvantagesgroups,andtheAGBellLtdgetinvestmentgrantsofferedbytheGovernment.Sothecompanyneedstopaymoreattentiontotheinterestofdisadvantagesgroups.Someactsarenecessary.

TheSexDiscriminationAct1975isanActoftheParliamentoftheUnitedKingdomwhichprotectedmenandwomenfromdiscriminationonthegroundsofsexormarriage.TheActconcernedemployment,training,education,harassment,theprovisionofgoodsandservices,andthedisposalofpremises.

Thislawcanprotecttherightoffemaleemployee.Sothecompanycannotfairthemjustbecauseofgender.Intheprocessofrecruitingandselectingthevalueperson,thecompanyneedstobefaired.Soitdoesnotviolatethelaw.

TheRaceRelationsAct1976wasestablishedbytheParliamentoftheUnitedKingdomtopreventdiscriminationonthegroundsofrace.Itemsthatarecoveredincludediscriminationonthegroundsofrace,color,nationality,ethnicandnationalorigininthefieldsofemployment,theprovisionofgoodsandservices,educationandpublicfunctions.

Thislawcanprotectpeoplethatwhohasdifferentskincolor,languageandbelief.Inordertonotviolatethelaw,themanagerneedtobefairtothem.andtheywillassistantthecompanytocommunicatewiththecustomersthatalsohasdifferentskincolor,languageandbelief.Itcanexpandthebusinessofthecompany.

TheDisabilityDiscriminationAct1995isanActoftheParliamentoftheUnitedKingdomwhichhasnowbeenrepealedandreplacedbytheEqualityAct2010）,exceptinNorthernIrelandwheretheActstillapplies.Formerly,itmadeitunlawfultodiscriminateagainstpeopleinrespectoftheirdisabilitiesinrelationtoemployment,theprovisionofgoodsandservices,educationandtransport.

Thislawcanprotecttheinterestofdisabilitypeople.Sothecompanyneedtopaymoreattentionaboutit.Iftheemployeeisdisabilitybutcanaffordtheworkposition.themanagerneedtotreatthemfairlyandgivefairchancetothemtoshowthemselves.

AndThecompanyneedalsotopaymoreattentionsomelawsliketheEqualPayAct1970,RehabilitationofOffendersAct1974,andTheEqualOpportunitiesCommissionAct1976.

EqualPayAct1970isanActoftheUnitedKingdomParliamentwhichprohibitsanylessfavourabletreatmentbetweenmenandwomenintermsofpayandconditionsofemployment.Thetermpayisinterpretedinabroadsensetoinclude,ontopofwages,thingslikeholidays,pensionrights,companyperksandsomekindsofbonuses.ThelegislationhasbeenamendedonanumberofrecentoccasionstoincorporateasimplifiedapproachunderEuropeanUnionlawthatiscommontoallmemberstates.

TheRehabilitationofOffendersAct1974oftheUKParliamentenablessomecriminalconvictionstobeignoredafterarehabilitationperiod.Itspurposeisthatpeopledonothavealifelongblotontheirrecordsbecauseofarelativelyminoroffenceintheirpast.Therehabilitationperiodisautomaticallydeterminedbythesentence,andstartsfromthedateoftheconviction.Afterthisperiod,iftherehasbeennofurtherconvictiontheconvictionis"spent"and,withcertainexceptions,neednotbedisclosedbytheex-offenderinanycontextsuchaswhenapplyingforajob,obtaininginsurance,orincivilproceedings.

TheEqualOpportunitiesCommissionwasanindependentnon-departmentalpublicbody,intheUnitedKingdom,whichtackledsexdiscriminationandpromotedgenderequality.ItwassetupundertheSexDiscriminationAct1975andhadstatutorypowerstohelpenforcethisAct,theEqualPayActandothergenderequalitylegislationthatexistedinBritain.

Theselawcanprotecttheminiumbenefitsofemployee.Andthecompanyhasliabilitytoprotectthesafetyofthestaff.

2.Theapproachthatyouintendtotaketoanalyzingthevacancy.

Whencarryingoutjobanalysis,theassistantneedtocommunicatewithotherpeopletogetprofessionalinformation.likesalesmanager,theformerleaderofcustomerrelationships,andothercolleague.Thefollowingarereasons:

Theassistantneedtosalemanagertoaskabouttheresponsibilitiesandobligationsofthisposition,It'snecessarytotheemployeetoknowwhatsomeissueswereatwork.Alsoneedtoclearourinternalcustomersandexternalcustomers.

Secondly,theformerteamleaderofCustomerRelationshipwillgetmorefamiliarwiththeworkcontent,theyhavebetterideasthathowtoimproveloyaltyfromthecustomers.Andtheyhavemuchexperiencethathowtocommunicatewithotherdepartmentcollegeandcustomers.Itcangetefficiencytothecompany.

Thirdly,otherdepartmentcolleaguewillprovideimportantinformationsuchaswhatkindofpeopletheycangetalongwitheasily.itcanhelpthemtoworkefficiency.

Meanwhile,thecompanycanfindsomefilesareasaboutthepositionoftheCustomerRelationshipteamleader.Someimportantinformationwillbeemotion.suchasjobcontent,workinghours,natureofworkandsoon.Nextly,wecanfindoutthesuitablecandidatethroughanalyzetheinformation.suchastheworkqualificationofthecandidateandwhatkindofknowledge,skillsandabilitythatthecandidateshouldhave.itcanhelpthecompanytoshortentheinterviewtimeandrange.

Ontheotherhand,interviewisagoodmethodtoselecttheemployee.Thefollowsaretheadvantagesoftheinterview:

①Byfacetofaceinterview,wecansavecostfromtelephoneorinternetinterview.

②Themanagercanknowtheimagineofthecandidatedirectlyandcanmakedecessiontofireoracceptthecandidateatonce.Itwillshortenthetimeofselectingandmakeefficiencytothecompany.

③Throughtheinterview,theintervieweecanknowsomethingabouttheemployerandthecompanyheisgoingtowork.Mostimportantofall,ajobinterviewisagoodchancefortheinterviewee,because,hecanimpresstheinterviewerbygoodbehavior.

3.flowchart

Theselectionprocess:

Vacancyofposition

JobAnalysis

Attractcandidate

JobDescription

Personspecification

NO

interview

Testonpaper

Collectcandidateinformationbyapplicationform

PutupAdvertisement

yes

Informthemthattheyarenotberecruited

leave

NO

yes

Introducethedetailedrequirement

Doesemployeewouldliketoworkforthecompany?

Decision-making

Emotionquotienttest

Thefollowingaresomereasonthatstatetheselectprocess:

Wecanpickupthesuitablecandidatetoaffordtheworkbyscreeningcandidate,suchashaveexperienceoncommunicatingwithcustomer.itcanhelpthecompanytogetefficiencytoshortentheinterviewtimeandrange.

Nextly,papertestcanhelpthecompanytochecktheworkqualification,professionalknowledge,theskilleddegreeandabilityofthecandidate.AndtheEmotionquotienttestcanhelpthecompanytochecktheflexibilityofcommunicatingwithcustomersandotherdepartmentcolleagueandtheirpotentialimagine.

4.RecruitmentAdvertisementfortheTeamleadsofcustomer

Intheadvertisement,therearesomeimportantinformationmusttobeemotion.

Firstly,theadvertisementneedtostatethatthejobtitle,itcanhelpthepublictoknowwhatkindofjobdoesthecompanyneedtorecruit.

Nextly,theadvertisementneedtostatethelocationofthecompany.BasedinHighTown.Itnotonlycanhelpcandidatetofindthecompanyeasily,butalsocaninformthecandidatethattheirlocationisveryconvenient.

Thirdly,theadvertisementneedtostatethatthecompanyhavegrantsfromtheGovernment,sothisisasafetywork,theycanguaranteethecompanywouldnotgobankrupteasily.

Fourthly,theadvertisementneedtostatetheinterviewtime,deadline,contactinformation.Itcanhelpcandidatetocontactthecompanyeasilyandgetefficiencyintheinterview.

Fifthly,theadvertisementneedtodescribethejobcontent,workqualification,knowledge,skillsandabilitydothecandidateneedtohave.It'sveryclearlytomakecandidateknowwhethertheycanaffordthejob.Soitcangetefficiencyintheinterview.

Thelastbutnottheleast,theadvertisementalsoneedtostatethebasicsalary,insurance,bonusandotherwelfare,It'sanimportantpointforthecandidate.theycandecidewhethertheyneedtoacceptourcompany'sinterviewbymakingcomparisonwithothercompany'swelfare.

5.Bestsourceofsourcesofsuitablecandidates

It'sabestchoicetoputtheadvertisementtotheInternet.Withthedevelopmentofthescienceandtechnology,Internetbecomeanimportanttooltocommunicatedwitheachother.Andyoucanjustclickthemouse,lotsofinformationyouwillgetimmedia