Someone with experience in carrying out a particular post or who has had a particular responsibility should be able to draw on that experience in a situation. The implication is that the good learner will learn at a progressively faster rate as he or she draws on his or her experiences. A person specification therefore set out the required experience for the jobholder. Competence Competence implies that a person has sufficient knowledge or skill to carry out particular tasks or activities. Person specifications should set out levels of competence required by a particular jobholder.
Modern qualification such as GNVQs, AVCEs and NVQs, are based on a competence model. Planning when and how to advertise Job advertisements form an important part of Boots recruitment process. Boots is able to communicate job vacancies to a selected audience by this means. Most job advertisements are written or at least checked by the personnel department, a task involving the same skill as marketing a product. Advertisements reach those people who have the qualities to fill the vacancy. The nature of the advert will depend on the following: Who the target audience is – potential managing director, supervisor, operatives, etc.
Where the advert will be placed – on the window of the shop, newspapers, at the local job centre, etc. Job adverts therefore take many forms, according to current requirements. Good advertisements contain at least the following: Job title. This should form the main heading, possibly in bold print. Job description. This should highlight the major requirements of the job in a concise format. Organisational activities and marketplace. There should be a brief description of the environment in which the organisation operates. Location. Applicants need to know the location of the organisation and the location of the job.
Salary expectations. Figures are not always necessary, but an indication of the salary level should always be given. Address and contact. This should appear, with a telephone number of appropriate. Qualifications. Certain jobs require a minimum entrance qualification, which should be clearly stated. Experience. This should be considered, as it will have a bearing on the expected salary level for the job. Fringe benefits. The advertiser may wish to mention a company car, a health insurance scheme and so on. Organisational identity. This may be in the form of a logo or simply the name of the organisation.
The presentation of the advertisement is very important as it gives prospective employees a first impression of the organisation. The strengths and weaknesses of job applications: letter of application and curricula vitae Letters of application A letter of application should have a clear structure, with a beginning, middle and an ending. It should state: Your reasons for applying for the job The contribution you can make to the organisation How you have developed your capabilities through training and education The skills and knowledge you have acquired that would help you to do the job well.
The letter needs to be interesting, you are writing about yourself. It should contain just enough information to support your application form and CV, highlighting the most relevant evidence. Curriculum vitae A curriculum vitae is a summery of your career to date. There are three stages that should be followed when writing out a CV: Assemble all facts about yourself Draft the CV Edit the document several times A CV should be divided onto suitable headings and subheadings. For example: 1. Name 2. Date of birth 3. Address 4. Telephone and email if appropriate 5. Education and training 6. Qualifications
7. Other relevant achievements 8. Interests 9. References. Shortlisting Sortlisting is for example, Boots has advertised for a new human resources manager. It has advertised this post in: The local newspaper The educational section of two national newspapers A specialist magazine for HR managers Boots wants to secure the best person for the post and is pleased when there are over 50 applicants for the job. The current HR manager team shift through the applicants. They will discard any applicants that do not meet certain criteria they are looking for. In this case they want someone who has:
Experience of working in industry in human resource management A business qualification, a minimum of three years When they have carried out this process they are left with only 12 candidates. They then decide to reduce this number to a shotlist of eight by looking at relative strengths of the candidates. Next, they take a more detailed look to reduce the number to five, whom they will call for interviews. The five candidates who make it to the final cut will be notified well in advance so they have plenty of time to prepare themselves for an interview. Different modes of employment & different terms & conditions
Employees can work full time or part time and on permanent or short term contracts. Until recently, full time core employees had much better terms and conditions than part timers and temporary workers. They still do. But European social legislation that has been applied in Britain has given much better rights to part time and temporary workers in relation to sickness and pension rights, and to maternity and holiday pay, etc. Core employees, part time, temporary and contract labour Core employees are ones who are multi skilled, who work full time and who receive good pay, conditions and benefits.
Peripheral employees are short term, temporary and part time workers, who receive less favourable pay, conditions and benefits. External workers are not employees of the organisation but are, for example, agency temps, workers in contracted out services and self-employed. Full time employment The average full time working week lies between 35 and 40 hours spread over 5 days. A dictionary definition of full time work is ‘ for the entire time appropriate to an activity’. For example, a teacher would work to the full contractual time established by the school, perhaps from 8. 30 am until 4.
00 pm each day for 180 days of a year. Part time employment Part time employees are people who do not work for the entire time appropriate to an activity. Traditionally jobs that did not require more than a few hours a day to complete such work as cleaning. The reasons why employees may be chosen to work part time at Boots are as follows: They have greater flexibility in their working hours They can use part time employment as a supplement to other incomes It enables them to enjoy more leisure time They can regard it as a hobby job, rather than doing nothing during the day Full time work is not available.
The reasons why Boots want part time employees are as follows: It provides them with a more flexible arrangement. It is easier to recruit part time staff to work evenings and weekends. Part time employees are generally lower paid Part time employees do not have the same legal rights as full time ones, although the implementation of European Union labour regulations has done much to improve the position of such employees in recent times. Permanent employment Permanent employees are those who have a contractual commitment from their employers to continue their employment, irrespective of whether they work full time or part time.
A simpler definition is that employees have an open ended rather than a fixed term contract. This open-ended contract can be ended only when either party gives notice of termination. The length of the notice period will depend on the length of time the employee has worked there and the period of notice specified in the contract of employment. Temporary employment A temporary employee will have a work contract for a limited period only. They can be employed on a full time or part time basis. The reasons why Boots may employ temporary employees are to: Cover staff sickness or holidays
Assist with exceptionally large orders Cope with seasonal changes in demand Work on special projects with limited time span Clear backlogs of work. Contract and non – contract employees Employers are finding greater flexibility in giving short-term contracts for one or two years to new employees. This gives them the option to renew or not to renew at the end of the period. A subcontractor is hired to do work that someone else has been contracted to do. Subcontractors are very common in the construction industry where builders will contract other companies or individuals to do electrical, plumbing and other work.
A fixed term contract could be one off or renews on a periodic basis. Professional footballers usually work on a fixed term contracts. This is information on Boots recruitment and selection from their website. What type of people do you recruit/what do you look for in employees/what is the selection process? The Boots Company offers recruitment programmes for general entrance, and schemes focused on school leavers and graduates. The company looks for various qualities in potential Boots employees. In addition to academic ability, we look for people with extra-curricular competencies such as interpersonal ability and team-working skills.