In order to fulfil its mission and objectives, Centrepoint needs qualified employees; the HR department is responsible to advertise the vacancy and select suitable candidates. The recruitment of staff is one of the most important tasks within the organisation. People are the most important benefit of any organisation and the success of that organisation depends on having people with the right skills and abilities.
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To make sure that the right people are hired in the first place, a fair, structured and professional selection process must be used. The management of Human Resources consists of the man management of individuals and groups whose performances contribute to an organization serving a particular purpose (Schermerhorn, Hunt and Osborn, 1994), including recruitment, training, processes and operations, requiring key decisions making and continuation of a viable workforce.
At Centrepoint we ensure that people with recruitment and selection responsibilities have the knowledge and skills they need to recruit and select people effectively. Bad selection decisions can result in increased staff turnover, increased costs for the organisation, the lowering of morale amongst the existing staff. I would attempt to analyse the recruitment and selection strategies used by Centrepoint in accordance with its goals as well as outlining the hiring and selection procedures in use, contrast them with “good practices”.
People responsible of hiring new recruits are managers and senior staff that will follow a set of criteria predetermined for the vacant position; in order to choose the best person for the post, they need to acquire some knowledge through training that will enable them to select the right candidate for the job. Once employed by Centrepoint, the individuals hired will receive training in line with their job description and in accordance with the organization goals. Within this report, I will show how CP manages the performance of its new recruits and promote their development within this organization.
Body of Text Recruitment and selection process evolve finding and choosing the right candidates for the job at the right time, in alignment with the organization human resources requirements. (ML. Nieto, 2006) Recruitment can be defined as “the process of generating a pool of candidates from which to select the appropriate person to fill the job vacancy”, whereas Selection “is the process of assessing job applicants using a variety of methods with the purpose of finding the most suitable person for the organization”. (Oxford Dictionary of Human Resource Management, 2001)
Centrepoint recruits staff for many reasons, but the main one is for the growth of the organisation in terms of its service delivery. This is important for the charity because as youth homelessness grows, more people will be needed to carry out more jobs to tackle this scourge of the society. Human Resources (HR) is the function of the organisation responsible to get the best possible workforce through recruitment and selection. By recruiting and selecting future employees, Centrepoint aims to:Before centrepoint starts to recruit, the Human Resources (HR) officer draws up a job analysis.
This means an investigation into the demands of a job to identify the overall objectives, defining reported relationship, main tasks carried out and the specific skills and qualities needed for that position for there to be high performance within the organisation. Recruitment and Selection Procedures within Centrepoint, Analyse them with Good Practice and Employment Legislation Centrepoint makes the most out of the recruitment and selection process because of the cost of advertising the job vacancy, interview and training will allow the organization to minimize cost when the right staff is hired.
The recruitment of the best candidate for the position will give centrepoint a lead over its competitors; by acknowledging that time is not wasted when recruiting the right applicant for the first time round, centrepoint will apply this same method while hiring future staff; the recruitment process is done in several stages as shown in the diagram bellow (p. 5) At Centrepoint, the existence of a systematic framework supports the recruitment strategy which aims to attract high quality staff and improve the quality of appointments.
Soundly based and justifiable selection decisions help the organisation to fulfil its legal obligations and help avoid unnecessary Employment Tribunals. It also re-enforces centrepoint commitment to equality of opportunity in which all individuals are treated on the basis of their relevant merits and abilities. The charity seeks to promote good recruitment and selection practices by ensuring that the best candidate for the position is appointed. By identifying, analysing and advertising the job vacancy, the appropriate skilled candidate is choosen by the panel after matching him with the work demands.
This procedure is tend to be updated every two years according to the. The logical layout of the recruitment and selection prosess shows the organisation’s attempt to use good practice. Nevertheless The employer has a legal responsibility to ensure that no discrimination on the grounds of race (Race Relation Act, 1976), sex (Sex Discrimation Act 975, 186), marital status or disability occurs in the recruitment and selection process. Equality of opportunity must be an integral part of the process. Everyone involved in the recruitment and selection process must be aware of and comply with current legal requirements relating to recruitment.
A separate handout is available from Human Resources, which provides details of all the relevant legislation together with practical implications for recruitment and selection. Assistance and advice on the implementation of the Equal Opportunities Policy is available from Human Resources. Field Study: Before writing or updating the Job Description and Personal Specification, the HR analyses the job to evaluate how it is performed, the skills needed to be performed and if their is amendments to be done to allow more or less obligations for the position.
This activity will be done through observation of the job and by interviewing staff. Job Description: It describes the core tasks of the job. This is the indispensable document of the recruitment process; it explains exactly what centrepoint expects from the contender applying for the position. The Job Description is actively used in the process of recruit, select and inducts the right candidate for the job. (E. g. : Job Description: Appendix 2) Personnel Specification will give a description of the ideal person centrepoint will like to employ, this according to their personal qualities, qualifications and experience.
At centrepoint we always set out minimum requirements that all candidates must have before they are considered: it is a crucial element of the selection process since people who do not meet the requirements will not be selected for an interview; thus the desirable section is one of the key factor in terms of short listing. This document is essential since it will be used for the advertisement of the job. (See Appendix 3) Competency Framework is drawn up to describe typical behaviour that centrepoint expects its employees to observe while delivering services to our clients.
This report enables the interviewers to clearly assess and delineate precisely what they are looking for in a candidate. The competency framework will be consult for short listing process and during the interview. Advertising the vacancy: The vacancy has to be identified before it is advertised; the job description and person specification will be used in order for the organisation to communicate with potential candidates. Centrepoint advertises its vacancies on the Job Centre: this is a free way to publicise the job; Newspapers such as the Guardian, the charity website. Bellow is an example of centrepoint vacancy advert.