Unit 13 Recruitment

Unit 13 Recruitment & Section in Business – Assignment 1
To: Maureen Clark
From: Justin Peters
Date: 15th March 2018
Introduction
In this report I am going to investigate recruitment and selection in two organisations, I am going to identify how Palmers College and Tesco plan recruitment using internal and external sources.

Procedures
In doing my research I used different things, I sued class notes, cases studies and the internet these things have helped to create this report.

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Findings
Tesco
Tesco is the largest private sector employer in the UK. The company has more than 360,000 employees worldwide. In the UK, Tesco stores range from small Tesco expresses to large Tesco extra and superstores. Around 86% of Tesco’s sales come from the UK. Tesco also has stores across 12 countries outside the UK, including China, Japan and Turkey , they have recently opened stores across the United State, Tesco is the grocery market leader in the Ireland, Hungary and Thailand.
Tesco recruit many people each day, for this to take place successfully they must have a recruitment plan, there are many factors to take into consideration when employing new workers.

Reasons for recruitment
There are many reasons for recruitment in Tesco, one of these reasons that Tesco recruit might be that vacancies arise due to the fact that an employee might have left and they need someone to fill in the space, also when someone retires or when they get a promotion and move to a different department of the store, jobs can also be created because Tesco might have opened a new store in the UK where they have been trying to expand internationally. Lastly Tesco might recruit because new types of jobs can be created as the company changes it processes and technology. Tesco seeks to fill many vacancies from within the company it recognises the importance of motivating staff to progress their careers with the company.

Recruitment is very important as it involves attracting the right people to apply for vacancies. Tesco advertises jobs in many ways. The process varies depending on the available.
Internal recruitment
Tesco first looks at internal talent plan to fill a vacancy. This is the process that lists the current employees looking for a move, either at the same level or on promotion. If there are no suitable people in this talent plan or developing on the internal management development programme, options, Tesco advertises the post internally on its intranet for 2 weeks.

External recruitment
In the process of external recruitment, Tesco advertise vacancies on the Tesco website or through vacancy boards in the local store. Application for a job are made online for managerial positions. The applicant they think best have an interview followed by attendance at an assessment centre for the final stage of the selection process. People more interested in job based in the store can visit there local Tesco and hand in their CV or register through Jobcentre Plus. The Store prepares a waiting list of people applying for jobs in this way, they then call the people when jobs become available. Harder jobs in Tesco such as the bakers and pharmacists are advertised externally through its website, offline media, television, radio and placing advertisements on google or in magazines.
Recruitment advertising
Tesco always try to seek the most cost-effective way of bringing in the person for the job, It is very expensive to advertise jobs on TV and radio, and in some magazines, although sometimes this necessary for Tesco to attract the right person for the job, this also ensures that the right people get the right information about the vacancies. Tesco try to make it easier for applicants to find out about jobs available and they have a simple application process. By going onto the Tesco Website, potential employees can find out about the local jobs, management posts and head office positions. The website has an online application form for people to submit directly.

Recruitment process diagram

Methods of application
There are different methods of application in Tesco, some of the methods are visiting the local stores and handing in your CV or register through Jobcentre Plus. You could go on the Tesco website, applicants can find out more about the job they are thinking about taking at Tesco, they can find out about local jobs, management positions and head office positions, the website has an application form to do online. Also, another method of application is going through the Tesco vacancy board in local stores.

Palmers College
Reason for recruitment
there are many reasons for staff to leave their job working in a college, one of these reason is maternity leave. If a teacher gets pregnant they can contact HR and request maternity leave, when they request have ben discuss they can begin the maternity leave process. After this the college will have to find someone to temporarily fill the space of the staff member. The college can do this by finding internal applicants or external applicants. They could advertise their available jobs to agencies. Another reason staff may leave is that they might have found another job at a different area, some staff might have retired, and the college will have to find someone to replace them. Staff member could also have been promoted to a different department, palmers would have to internally or externally recruit someone else to fill in the position. Thirdly staff can fall ill and need time off therefore palmer’s college will have to recruitment someone to cover for them for a day or even maybe longer depending on the seriousness of the illness.

Internal recruitment
The college have two ways of recruitment internal and external, if they need to replace a staff member the college can recruit someone internally meaning someone who is already in the college, this is good as it will save money and palmers college already know the employee. Bvy recruiting internally palmer’s college already know how productive the person is and they have a clear record off their performance.

External recruitment
Palmers college might use external recruitment when recruiting. The College might use external recruitment to attract individuals with the necessary skill sets, external recruiting is more expensive, and you will need to pay the agency the employee is coming from. The college can advertise they job on the college website for people to apply, the application is on the college website at https://www.palmers.ac.uk/the-college/job-opportunities.

Recruitment advertising
Palmers college would advertise their jobs on the college can advertise they job on the college website for people to apply, the application is on the college website at https://www.palmers.ac.uk/the-college/job-opportunities. They also advertise they jobs on newspapers for example the guardian on Tuesday aand magazines. Advertising can be expensive for the college put quality over cost when it comes to recruiting new staff members.

Recruitment diagram process
Stage 1- The line manager completes a form request to fill the vacancy and sends it to HR for approval. The information of the job is discussed, he explains why he needs the position filled, the salary needed and the type of contract that is required.

Stage 2 – HR will approve if they are satisfied with the managers request and justification for the position.

Stage 3 – HR advertise the post in the media which targets teachers. These may include, TES, FE Education or Guardian newspaper on Tuesdays.

Stage 4 – HR handles the application and provides the closing date. This involves reading all the application forms etc.

Stage 5 – shortlisting involves using set criteria taken from the job specification produced. This will look at areas such as work experience, qualification, attributes personality, special skills and abilities. Candidates are the contacted for the next stage.

Stage 6- the college process involves 3 parts involving mini teaching session of 20 minutes which includes being observed by other members of staff. The second part is a formal interview if they complete the teaching session and this is normally panel of at least 3 staff such as heads of department, the principle and HR. The third and final stage is the student feedback on the mini teaching session. A scoring system is in place called the matrix the scores are added up and divided by the number of people on the panel. This calculates the most successful candidate and the panel decide on the person to recruit.
Stage 7 – A offer is made to the interviewee. Here the applicant has a chance to negotiate on salary, working conditions etc.

Stage 8 – Start the job
Stage 9 – Induction ; Training. The teacher e.g. is given guidance in the database use, shown the policies and introduced to staff and their area of work etc.

Methods of application
Applications online are the most popular way of applying for a job at the college, but letters and CV, are also used. These can include posted application.

Explain the Impact of the Legal and Regulatory Framework on
Recruitment and Selections Activities
Equal Pay Act 1970
Equal Pay Act 1790 is act which obligates employers to pay workers equally, this means men and women should have the same salary if they work in the same position. This act imposes all type of payment that can be made by the employer or the government, so things like sickness benefit, child care allowance and car allowance etc. The act was introduced after the aftermath of the 1968 ford sewing machinist strike. Equal Pay Act 1970 effects recruitment and selection because it makes sure that all workers in any business which are doing the same job must get the same pay even if they are different sex.

The Sex Discrimination 1975/1997
The sex discrimination Act was set in place to ensure that men and women are treated equally. Individuals shouldn’t be discriminated against because of there sex. For example, if man is more qualified and educated for a specific job then the women, he should be given the job, if he isn’t it could be the employer taking a sex discrimination decision. This act covers two different types of discrimination direct discrimination and indirect discrimination. The Sex Discrimination Act influences recruitment and selection because it ensures that employees working in a business are not discriminated based on their sex. This means that men and women should be treated the same way when working in the business.

Race Relations Act 1992
The Race Relations Act 1992 was set in place to ensure that workers aren’t discriminated because their background, nationality or origin, and skin colour. These actions are condemned by the law. All workers must be protected from discrimination or victimisation within the business. if the employer allows these actions they can be at risk of appearing at an industrial tribunal, in some instances the employer may have to pay compensation to the employee who suffered. This act affects recruitment and selection activities in a business as it ensures that businesses, employer and employees understand that discriminating someone because of their race, skin colour or ethnic group is not the right thing to do and it can lead to legal actions being taken against them
Disability Discrimination Act 1995 and 2005
This act was set on place to ensure that people with disability are treated equally with someone who doesn’t. Disabled people shouldn’t be treated less favourable because of their disability, they should be allowed to work equally with other people and not treated inferiorly to other workers. In a business, modifications can be made to assist disable people working, things can like adding wheelchair ramp or special elevators for the disabled people. This act has an effect on recruitment and selection activities because it tries to ensure that disabled people are not discriminated based on their disability and give rights to people who are disabled that they should be treated equally to people who are not.

Data Protection Act 1998
The data protections act is an act which was set in place to ensure that peoples details and personal information is protected by the company using it with the agreement of the owner of the information. the information that business could be using are things like bank accounts, house address, medical information, their salary, date of birthday and training records this information should not be shared or sold to other companies. This act effects recruitment and selections activites as it means potential employees are entitled to having their information protected by the business employing.

The equality bill 2009
The bill was introduced to harmonise and extend existing discrimination law covering the protected characteristics of age, gender disability, gender assignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The bill was also introduced to address the impact of recent case law which is seen as having weakened discrimination protection. This bill will affect recruitment and selection because it would when businesses are employing they are not allowed to impose any kind of discrimination towards potential employees based on there age, sex, disability, race etc.

The Working Time Directive
The Working Time Directive ensures that employees have the basic rights and protections of limit of an average of 48 hours a week over a 17-week period which employee can be required to work. They are entitled to a limit of an average of 8 hours work in 24 hours which night workers can eb required to work, a right to 11 hours rest a day, a right to take a day off each week, a right to an in-work rest break if the working hours are longer than 6 hours, a right to a 28-day paid leave for full time workers per year. This has an affect on recruitment and selection, it affects the business advertisement, job description, application pack and the contract of employment.

The employment Act 2002
This Act ensures the right to maternity pay and paternity pay for parents or for a person with children are able to ask for a more flexible work schedule or work arrangements so they have time to take care of their children or be able to get to their children when needed and also monitoring equal opportunities. This act also ensures that employees on a fixed term contract must be treated the same as permanent workers, all employers. It also ensures an increase in statutory maternity leave to six months paid leave and another six months unpaid leave. This act introduces a leave for adoptive parents of six months paid leave following the adoption of a child and another six months unpaid leave, a two-week paid paternity leaves for working fathers. This affects recruitment and selection activities, it will have a direct affect on the contract of employment.

The Work and Families Act 2006
This act is similar to the Employment Act 2002 as it extends some of its aspects by offering legislation employees and families including extended maternity pay from 6 month to 9 months for mums of babies born after April 1 2007, extended rights for carers adults to have flexible hours, extended paternity pay for fathers, introduction of improve planning and other measures for employers to deal with planned leave, better communication between employees and employers during a maternity leave. This has a direct effect on advertisement, employment contract and the job description.

Implications
All staff should be aware of and follow to these policies. You may be accountable to a disciplinary action if you fail to adhere with its provisions or related policies and procedures. If an employee is found to have committed an act of unlawful discrimination it could result in a disciplinary action being taken against them. Serious breaches of these policies and serious cases of harassment and bullying will be treated as gross misconduct.

Fines and prosecution can be the result of discrimination in a workplace, if employer isn’t complying with the legislation legal consequences will occur. This may happen when discrimination goes unchecked or is not addressed correctly by the manager or other official body in the company. Legal consequences might include litigation expenses associate with a company’s defence against a discriminations suit. If a employer is found guilty in court of discriminatory acts, it may be held accountable for attorney fees, fines and compensatory and punitive damages. Also the employer may need to pay restitution to the victim who was being harassed. The fines can range from £50,000 for smaller firms to £300,000 for companies with 500 employees or more.
If there is discrimination if a workplace is ultimately results in a decrease of productivity. This occurs because of many reason, including reduced morale. Employees who are being discriminated against and harassed lose the motivation to work, these affects can be long lasting. Another reason is staff absence, a workplace with discrimination will mean staff will have to take time off to attend conferences and court proceedings, this can result in reduced productivity. The organisations reputation and sales may be in danger of being damaged when big cases are reported in the news and media.

A company found guilty of discrimination could pay harsh penalties resulting from lawsuits or if they fail to impose and carry out EEOC or other government requirements to limit and reduced discrimination in the workplace. Organisation that work to avoid discrimination and promote a diverse workplace will avoid these consequences and will benefit from having a more diverse corporate culture. Another implication of not following legislation could lead to bad employee morale, things like discrimination has a physical and emotional consequence on employees, it can have very big impacts on the physical and emotional health of employees. These impacts can affect employees for days, weeks and even months. EEOC reports that employees in workplaces that have been victim to discrimination can start to suffer from anxiety, depression and stress. This may lead to employees looking for work elsewhere, this adds to the company’s costs for recruitment and training new people. If someone feels as if they have been discriminated against they can complain informally to your employer, raise a grievance using your employer’s grievance procedures or make a claim to the Employment Tribunal.