Resourcing Talent †Aneta Bar Essay

In this storey we will look at Resourcing Talent in organisation. Talent prep describes an organisations commitment to recruit, retain, and develop geni employ employees to meet organisational shoots.Factors that affect an organisations court to coaxing talentThere argon just ab issue(prenominal) factors that affect an organisations approach to attracting talent, one of them macrocosm the image of the organisation. This has a great influence on attracting talent. An organisation with a mature image may unwrap it easier to attract and retain employees. The image of the party is ground on what they do and how they atomic subr protrudeine 18 perceived. Actions care good public relations can help earn image. Also branded companies may settle it easier to recruit, compared to a nameless brand. This is because they are better k nown to the public and therefore they take more than to qualifying candi seasons such as higher salaries, returnss and bonuses. a nonher(pren ominal)(prenominal) factor that influences attracting talent is the size of the organisation. Larger organisations may find it easier to attract talent.At Bupa where I am currently employed for as a large caller is in a better position financially for enlisting and advertising and is able to attract a wider range of applicants to choose from. The size and re positionation of the comp all has also an impact on potential candidates.The un use roam also has an important part to play in attracting talent. If the unemployment rate is high, it is easier for an organisation to attract talent, as the turn of candidades applying for labors is higher too. It makes it easier to attract the surmount-qualified applicants. Another factor is supply and demand. This refers to the availability of manpower infixedly and externally to the organisation. Organisations adopt to consider the current supply and demand. Some companies have a higher demand for more professionals and there may be a li mited supply in their market. They may have to rely on internal sources by providing them with training and development.Organisation benefits of attracting and retaining a diverse workforceIt is increasingly important to attract and retain a diverse workforce. This means organisations should ensure they recruit and retain the best person from the talent base regardless of gender, sexual orientation, age, race, religion, or constipation, and there are many benefits to this. It improves the familiarity of how to operate task in different cultures and countries. Diverse workforce can bring impertinent ideas, cultural, and educational dates which will be of great benefit to the organisation. Also employees that can speak different languages can be seen to be rich assets to the organisation. Companies become better placed to understand international markets and represent different customers, which allows them to expand their business in different countries. It will reduce the risk o f discrimination claims which means organisations should be unbroken up to date regarding employment legislation.Factors that affect an organisations approach to recruitment and selectionThe recruitment and selection abut is one of the biggest factors that affect an organisations approach to recruitment and selction as they have figure and toll restraints. If a business is financially secure than they can spend more money on the best recruitment and selection methods. Before an organisation starts the recruitment and selection lick they also need toconsider the budget that is available. The company may not be able to offer attractive benefits to attract the best candidates, which could put them behind their competitors. To avoid this disadvantage online recruitment websites instead of agencies to headhunt candidates can be used achieving similar result. Another factor that can be taken to account is that almost organisations have recruitment policies, which aim to go out cle ar guidance to screwrs in relation to the selection and appointment of cater.This plys them with a structured process for every(prenominal)one to perplex to and ensures candidates are assessed fairly, valued and treated with respect. These policies also ensure the organisation is consistent with employment legislation. HR prep is also a key factor affecting the approach to recruitment and selection. HR syllabusning and the recruitment and selectionprocess are highly related to each other. The objective of recruitment is decided in HR planning. It allows HR managers to do an analysis of the organisational needs. An example of this could be the organisational strategy may de enclosureine the need for graduates in a graduate scheme to change the organisational structure for which they will ask the HR enjoyment to conduct recruitment and selection process for hiring graduates only.Benefits of different recruitment and selection methodsThere are a number of methods an organisatio n can use in order to recruit staff. Recruitment agencies are an telling tool as they save valuable management m and they can also decrease the administratve fill up for the organization. It can also remove a lot of unnecessary stress and hassle. Internal recruitment is another method used. It is cheaper and may be quicker to recruit. It also provides opportunities for promotion within the organisation, which can be cause for staff, and they are aware of the strengths and weaknesses of internal candidates. The Internet is now a popular recruitment method that comes with many benefits. Online recruitment allows the organisation to reach a large number of candidates quicker and is cheaper. Many organisations are now using social networks sites such as Facebook, LinkedIn, and Twitter.As for selection methods online Screening & shortlisting is used very often. sign screening of applications is usually based on an assessment of a candidates experience and qualifications against the arts requirements. Scoring mechanism easy to see how well soul fits the requirements/ easy to sort into areas of strengths references inhabit the most common selection method, with competency-based hearings universe the most popular across all sectors. either organisations conduct to conduct interviews face-to-face but increasing numbers also use telephone interviews (56%) and nearly a third also use video or Skype interviews. to Face interaction get to know the candidate. (CIPD factsheet p. 4 http//www.cipd.co.uk/resourcingtalentedplanningsurvey Face accessed 01 May 2014 occupation Forms & CVs. Application Forms Ensures same breeding gained from all candidates to help achieve consistency.Application forms Makes the selection process more fair on the other hand CVs benefit more applicant as real CV can be updated and tailored to the product line rapidly (website used http//employers.grb.uk.com/selection-methods, accessed 01 May 2014Explains at least 3 perposes of trigger and how they benefit individuals and organisationsInduction is the process of introducing a new employee into the organisation. The responsibility for an induction should be shared between HR, line management, and learning and devlopment functions. There are many benefits for the new recruit as well as the organisation. A good induction reinforces affirmatory first impressions and makes new employees feel grateful and ready to contribute fully. It is a good way to familiarize a new emploee with the culture, practices, policies, and procedures of the organisation, which will have an impact later on on how they carry out their duties. In addition to this there are public relations benefits from carrying out effective induction as an employee affect by their choice of employer may advertise the fact and make it easier to attract new employees. in effect(p) induction also prepares the employee to compete better in a competitive marketplace, which has a direct impact on their early success and therefore also motivates the employee. In the organisation I currently work for they ask people to be ingenious to work there and to excel in their routine. Keep the excitement of start in a new role alive with a well-planned induction. There are always some policies to learn but there should also be some thought-provoking videos to watch and some actually interesting people to meet. As a sign of improvement they are planning are open up the BBS induction on Bupa Learn. There is also a new starter barricadelist for managers with an induction plan and sign off list for new starters.It is important for an organisation to use a number of methods for recruiting and selecting candidates as it has a significant impact on the future of the business. Attracting and retaining a diverse workforce is also of ample importance as it enables the organisation to attract the best talent. Lastly effective induction is crucial too. It helps the new employee to know thecompa ny better and integrate. It can also help new emploee to compete better in a competitive marketplace.Online referencesCIPD Resourcing talented planning survey p.4 online factsheet, accessed 01 May 2014 http//employers.grb.uk.com/selection-methods, accessed 01 May 2014 http//www.cipd.co.uk/hr-resources/factsheets/diversity-workplace- overview.aspx, accessed 01 May 2014Activity B Interview ObservationContent1. line of work interpretation & person specification2. phone line ad3. natural selection criteria4. Shortlisting record5. List of Interview chiefs6. Interview assessment form7. Notes8. List of records from R&S process which will be well-kept with explanation of the legal requirements9. Letter to both successful and unsuccessful applicants1. contrast description & person specificationRETAIL GROUPJOB DESCRIPTIONJOB TITLE human worlds Resources policemanREPORTS TOStore ManagerDEPARTMENTHuman ResourcesSECTIONHuman Resources for Brighton Retail throng forkingCONTRACTHOURSLOCA TIONPermanent25 hoursBrightonPURPOSE OF JOBTo manage all staffing and training duties associated with the ladder of a store with 150 employees. To provide a high quality customer focussed HR dish and administrative attend to, dealing with both internal and external customers. PRINCIPAL ACCOUNTABILITIESTo manage the staffing of the Brighton Retail congregation differentiate which includes recruitment, processing leavers and absence management To contribute towards designing and administering training for all new and existing staff in the Brighton Retail Group branch, liaising with the Learning & Development aggroup to arrange training where necessary. pass out all basic transactional HR processes in accordance with legislation, Retail Groups policy and good practice Maintain employee data on the HR systems, ensuring accuracy of data Complete electronic and manual documentation related to transactional HR processes within statutory and summonsal deadlines Electronically file HR documents and manage workloads efficiently Provide general administrative supportGeneral AccountabilitiesRespond to written and verbal enquiries from internal and external customers To co-operate in the implementation of the Retail Groups Health and gumshoe policy To report any unsafe act, or condition, any accident or incident according to Health and rubber Policy To uphold and carry out the duties of the post with overdue regard to the Retail Groups Inclusive Company Policy. The list of duties in the job description should not be regarded as grievous bodily harm or exhaustive. There will be other duties and requirements associated with your job and, in addition, as a term of your employment you may be required to undertake various other duties as may middling be required. Your duties will be as set out in the above job description but please note that RetailGroup reserves the right to update your job description, from time to time, to reflect changes in, or to, your job.RE TAIL GROUPPERSON SPECIFICATIONJOB TITLE Human Resources OfficerSALARY 27,000 30,000DEPARTMENT Human ResourcesSECTION Human Resources for Brighton Retail Group Branch Essential Job Related Education, Qualifications and Knowledge GCSE pass, or equivalent, in Maths and EnglishEssential bangExperience working in an HR surroundings with practical knowledge of a generalist HR role Experience with contributing towards designing and delivering training Experience of working in a customer focused environmentAble to demonstrate a commitment to the principles of Equality Act 2010 and to be able to carry out duties in accordance with the Retail Groups Equalities Policy Desirable ExperienceExperience working in a retail environmentEssential Skills and Abilities exhaustively written and oral communication skillsGood organisational as well as ability to prioritise workload efficiently. Good administrative skillsGood ICT skills including knowledge of Microsoft Office and data management systems Ability to deal with confidential and sensitive informationAbility to accurately process a high volume of work in a busy and highly pressured righteousness environment and work to strict deadlines Good team working skills and the ability to use own scuttle Ability to coach and support other members of staffAbility to establish and develop working relationships with internal andexternal customers. Desirable Skills and AbilitiesAbility to liaise with other teams and members of staff to ensure work is completed whippy approach and a willingness to adapt to change.Other RequirementsCommitment to acquiring awareness and knowledge of Health and Safety policy and practice as it applies in the work area and ability to adhere to practices and instructions2. Job adJob Title Human Resource OfficerCompany Retail Group contain type Permanent, Part time (25 hours per week)Closing Date 1st April 2014Interview Date 30th April 2014 honorarium 27,000 30,000Retail Group is a group of constantly e volving brands and has experienced incredible growth over the goal few years. We need talented, dynamic and creative people to join us on this exciting journey. We are seeking an enthusiastic and experienced HR Officer to join their popular and effervescent Brighton store team. At Retail Group, we pride ourselves on giving our staff the tools they need to not only perform their role to a high standard, but to excel at it and build a successful career in an exciting and fast paced environment, with a selection of benefits including competitive salary. If youre ambitious, forward thinking, passionate somewhat providing tenuous customer returns and have experience of working in an HR role previously, this opportunity could be for you.The role will involve managing the staffing and training of the Brighton Retail Group branch which includes recruitment, processing leavers and absence management, principal(prenominal)taining the HR system, contributing towards designing and administ ering training for all new and existing staff in the Brighton Retail Group branch, liaising with the Learning & Development team to arrange training where necessary and other administrative duties. The contract is being offered on a permanent basis working 3 days a week, and is ideal for someone seeking to continue with their professional development with a high profile organisation. Pleasesee the job description and person specification attached for further information regarding the role. If you would like to be part of our company please visit our website and apply online. Please submit a brief Supporting Statement present how your skills, knowledge and experience meet the person specification of the post. We are passionate closely equal opportunities and welcome a broad diversity of talent to apply.Based on the above the candidates that were shortlisted for the interview are Sarah kB and Georgia Black. They achieved the highest scores and on that base they will be invited for the competency based questions interview on 30/04/2014. IntroductionThe HR department has followed a recruitment process for filling a vacancy request for HR Officer at Retail Group. The recruitment process outlined below highlights the main elements for filling this vacancy, which includes Planning, Resourcing and Selection. Planning Identifying need for recruitment. Setting the criteria for the job (drafting job description, person specifications, set of skills and competencies) Resourcing drafting a job advertisement.Shortlisting interview-based competency which at the moment are very popular among recruiters. Selection Offer of the occupationReason for RecruitmentThere are three main reasons why we are recruiting for the position of HR Officer at our company1) Growth in Business Operations Our insurance company is developing and consequently the business is increasing. We need employ an additional staff member to manage the growing number increasing set of responsibilities an d functions at the Brighton Office.2) Change in Business Objectives Need for diversity in monetary value of nationality.3) Employee Exit the person previously in charge running the overall office services at the Brighton Office has been re-located to another branch. A new team member is required to run the existing operation and ensure efficiency and control over the team and in case of additional functions.5. Shortlisting criteria6. List of Interview questionsINTERVIEW 1 SARAH GREENWelcome Lydia (2 minutes)Welcome, introductions and reason for so many people (Lydia, store manager, Aneta HR Manager, Staurt HR Manager, Ester Head of Retail Operations) Drink before we start?Applied for HR Officer, managing the staffing and training duties associated with our Brighton branch and providing a customer focussed HR and administrative service. Structure of interview Time, number of questions, competency based questions, feel free to ask questions or ask us to repeat anything your not sur e about Will be taking notes during interview, these along with your application form and details will be kept confidentially in line with the DPA on record for 6 months question 1 Lydia Can you fox us an example of when you have used your initiative within a team and what was the outcome? (4 minutes) Question 2 Stuart Can you describe a time when you have ownn excellent customer service? (4 minutes) Question 3 Ester Can you sacrifice us an example of a time you have dealt successfully with a situation that didnt go according to plan? (4 minutes) Question 4 Aneta Can you give us an example of when you contributed to designing and delivering a training plan? (4 minutes) Close AnetaDo you have any questions?Can I just check youre happy with the proposed hours of 25 a week over 3 days? Salary sustain at offer stage, crush to experience (27-30k) We have some other candidates to interview within the next few days. We will make a final conclusion within the next week We hope for the successful candidate to start at the end of May, subject to pre-employment checks and length of notice period If you wish to contact us with any questions or concerns in the retardation please do hesitate to contact any of us. INTERVIEW 2 GEORGIA BLACKWelcome- EsterGood afternoon thank you for coming, please take a sit. These are my colleagues (Lydia, store manager, Aneta HR Manager, Staurt HR Manager, and I am Ester Head of Retail Operations). Can I get you anything to drink?I hope the information we sent you by email was helpful to find us. So how did you hear from us? What did you hear about our company? We are a retail company with 30 stores in the UK, and our company is growing every year. Our Brighton store opened a year ago, and were flavor for an HR Officer to join our team of 150 employees. The interview will withstand around 20 minutes,and well each ask you a question Will be taking notes during interview, these along with your application form and details will be k ept confidentially in line with the DPA on record for 6 months Question 1 Ester Can you give us an example of a time you have dealt successfully with a situation that didnt go according to plan? (4 minutes) Question 2 Lydia Can you give us an example of when you have used your initiative within a team and what was the outcome? (4 minutes) Question 3 Aneta Can you give us an example of when you contributed to designing and delivering a training plan? (4 minutes) Question 4 Stuart Can you describe a time when you have given excellent customer service? (4 minutes) Close StuartThank you for attending at presents interview. That completes our questions for you do you have anything you would like to ask us? Can I just check youre happy with the proposed hours of 25 a week over 3 days? Salary confirmed at offer stage, subject to experience (27-30k) We have further candidates to interview, but will be looking to make a decision within the next week, so you should hear from us no later t han 1 week time. Were hoping for the successful candidate to start at the end of May. Once we have made our decision we will also be happy to provide feedback should you wish to receive it. All offers will be made on basis of receiving 2 satisfactory references are you able to provide these? In the meantime, if you think of any questions after you leave, please feel free to get in agitate with us and well be happy to help.7. NotesINTERVIEW 1 aspects Name SARAH GREEN send HR OFFICERPanelists Aneta, Stewart, Lydia, EsterDate 30th April 2014 chump 77.8%* Candidate seemed confident and has a positive attitude,* exhibit interest in working for RETAIL GROUP,* Implemented a train plan to motivate staff and improve sales as hadnt hit target for 6 months. Since doing this, has increased sales.* She has knowledge on how to combine HR and some training experience within self and safety. Also the candidate has the experience of delivering induction to new starters, (not to large group though ),*Gave an example about helping an internal customer service to achieve their goals and in the same time she shown her own initiative,* Displayed experience in presentation design and manner of speaking through her work in committees ,* Displayed fluency in English,* Able to express herself easily,* Low tone, needed more time to think but when speaking but confident,*Asked few questions at the end of the interview re benefits and working hours,* She is interested in the job as she feels that it would provide growth to her career,INTERVIEW 2Candidates Name GEORGIA BLACKPost HR OFFICERPanelists Aneta, Stewart, Lydia, EsterDate 30th April 2014Score 88%* Candidate seemed confident and has a positive attitude.*Described previous retail experience in retail currently not working in this sector but showed interest to work in retail again as enjoyed it in the past, * Displayed training experience and skills with large groups (40+) as per her role at Sussex University (developed and deliv ered a new system that combines IT and HR,) *Provided example about employee who didnt receive their salary in their last month and Georgia had to communicate/liaise with other teams, including senior members of staff, to resolve the problem calmly, resulting in the employee being paid correctly. * Doesnt do any administrative tasks at her current job only checking employment contracts where there is a problem, * Able to communicate with senior managers and entry level employees *Provided good customer service to an internal customer (employee) who hadnt had their induction so took it upon herselfto carry this out and the customer was very happy and felt well integrated after. * Described previous experience inn working within a tight timeframe and prioritizing tasks according to an action plan. (currently her deadlines are quite flexible), *Asked if she could work from start 10 am 6pm due to childcare, *Asked for 10K more due to the extensive experience,Selection criteria8. List o f records from R&S process which will be retained with explanation of the legal requirementsThe information may be requested about any disability that might affect someones application for instance if there are any commonsensical adjustments that the organisation may make to assist in the application process or in the job itself. Recruitment records should be kept for a period of time, perhaps six months, in case of any discrimination challenge, or if a vacancy occurs and the organisation believes that any previous applicants may be satisfactory it can provide a short cut in the recruitment process. That is, for compliance purposes it is essential not only to retain records but to be able to access them for mandatory self-audit and government reporting as required.As per the above the records from the interview with Ms Sara Green & Ms Georgia Blackthat will be retained and these are as following Job descriptions, setting out the purpose, duties and responsibilities of each job, Person specification, setting out the characteristics and competencies necessary in the person who is best suited to perform the job, A list of question asked during the interview process,An interview assessment form,Notes from the interview,A copy of passport,A copy of proof of Right to Work in the UK,Sourcehttp//www.acas.org.uk/media/pdf/7/r/B03_1.pdf), p. 5