Student number: 1803630
Unit: 3 RTO
Group: June 18
Tutor: Anna Kaye
18 November 2018
1.1 Explain the organisational benefits of a diverse workforce.
Workplace diversity is defined as accepting, understanding and valuing difference between people of different races, genders, ages, ethics, disabilities and sexual orientations, same as differences in personalities, skill sets, knowledge bases and experiences.
Below I’m presenting three organisational benefits of a diverse workforce:
Increases the talent pool within the company:
Having a variety of people conducting screenings and interviews for a company help establish checks and balances as well as showing candidates that they will be welcome and comfortable.Candidates/employees are who have experienced diversity in their every day lives or whilst in education will apply, this increases talent pool available to the company and increases the chances of fining the best candidate for the job.
Increase in profit:
Companies can use their employees to help with their understanding of the needs of multicultural society.For example in retail employees could advise the company on specialised products to sell, in turn this could encourage more sales within the store and potentially increased the profit.
Increased levels of a customer service:
This can provide help with language barrier and understanding of different needs within the culture.Another factor is age.Older customers do not always relate well to younger employees in service environment and vice versa. A diverse work force will encourage a diverse customer base in turn a higher customer service level will increase the amount of a customers.
1.2 Explain the factors that affect an organisations approach to talent planning.
Factors that’s affect an organisation approach to talent planning:
Training and Development:
This factor will attract more potential candidates who wants to expand their skills and progress their career.This will also benefit within company staff as this will encourage them to apply for promotions or move within the company.
A benefit package adds value for an employee i.e if flexibility is added within the package to reflect the age, family needs and a lifestyle of a potential candidate this will attract wider range of applicant and help to retain current employers.
Location of place of work:
If the company is situated out of the town without public transport links or good road networks the company would’t attract as many candidates as in better location.A lot of employees don’t like to travel too fare to work and much more prefer to work near their home.In a less populated area company would have to look future a field as the job skills might not be available in this area.
Once the economy is on a down turn and there is a large amount of unemployed the company might have more than normal candidates to choose from for a role but once the economy takes a upturn and the job market improves the employees might move unless the company offers a competitive salary/benefits package or prospect of development.
1.3 Describe the factors that affect an organisations recruitment and selection policy.
If a vacancy is for specialised position the company might have to look further a field for ideal candidate for the role.This can result in additional time taken for recruitment process which in turn this could bring extra stress on the existing workforce whilst they have to carry out additional work and customer service levels could be affected as an result.
Recruitment can be costly to the company if the talent pool is not directly available they might have to pay for recruitment i.e by using an employment agency. If vacancy is not filled within timescale the company might have to use an agent staff to cover the work load which brings additional costs.
Type of a Role:
The vacancy that doesn’t require specialistic skills could result in high level of candidates which can make whole recruitment process longer by having to shift all of the applications or can result in fewer applications depends on geographical economy.Although recommendation by existing employees can benefit company by saving time and finding ideal candidate for the role.
2.1 Describe different recruitment methods and identify when it is appropriate to use them.
The company advertises their vacancies on their own website with a job description and all the informations.Section with job advert is linked to the main page and potential candidates completes a generic form for personal details, then this is linked to the application form or a link to upload a CV.Also this can be linked to company recruitment system.
Local Career/ Recruitment Fairs:
Organisation has a stand on a Recruitment Fair Event to advertise the job vacancies with a recruitment material i.e application forms, job description etc.The company representative i.e Human Resources, department managers speak directly to the candidates in the same time giving details of the company and vacancies available. Details from potential candidates such as application form/CV are taken by the point of contact.
The company has an online account with job centre details where advertise job vacancies which will be advertised not only in local job centre but also on line, therefore the vacancy will have wider geographical audience. Job vacancies advertised through job centre are at no cost.
2.2 Describe different selection methods and identify when it is appropriate to use them.
Below I’m going to present different selection methods:
Assessment Centre ( selection of the following):
A selection panels asses the candidates as they competed each task by marking paper exercises which have an exact required outcome or rating by observations with defined making system.Once the marks are collated the panel then representative Human Resources/ Department Managers discuss whole outcome before final decision is made.This process is used to give a good clear overview of all candidates include their strengths and weaknesses.
This method is developed from traditional interview process but rather than asking question based on the candidate’s application form questions the questions are asked to allow the potential candidate to demonstrate certain competences i.e “Describe a situation where you needed to persuade someone to accept your point of view or convince them to change something .”The same questions and standardised score sheet are used for each applicant before allowing a fare process.
That’s an exercise where candidates act out a scenario with either group or interviewer.This process determinate how suitable the candidate is for a particular role.This selection method effectively test how potential candidates might approach difficult situations which occur in the business world.
3.1 Develop a job description and person specification for an identified role.
3.2 Select appropriate recruitment channel(s) and draft material to attract talented individuals for an identified role.
3.3 Develop selection criteria and shortlist candidate applications for interview for an identified role.
3.4 Participate effectively in selection interview and the decision-making process for an identified role.
3.5 Identify the record that needs to be retained and write letters of appointment and non- appointment for an identified role.
4.1 Explain the purpose, importance, and benefits of induction to individuals and organisations.
The induction process is aimed to give the employee a clear out line job recruitments, with details of company structure, showing how the employee will fit into the team and outlines the functions and aims of the company.New employee will be integrated into the company easier giving them the confidence and feeling of belonging.This process keeps the employee busy in the initial stages of the employment allowing to have structured and easier settling in period, also providing valuable informations.This process creates a good impression of the company, giving a return on the time and money invested and helps to retain the employees.
4.2 Identify areas to be covered by induction and the roles of those involved.