Definition Of Recruitment And Selection Process Essay Example

of their performance, and how an employee could be terminated if the job requirements were not met. This can also serve as a legal document that will keep the organization away from any legal problems.

The job description is a summary of the main responsibilities and a brief explanation of the "occupation sum-up". It must also include a list of "occupation maps" that outline the employee's primary functions in accordance with employment law guidelines and without bias. Additionally, the job description should provide information about the reporting structure, working hours, location, and other relevant details related to the position.
Job Specification: This document specifies the qualifications needed for a particular role.

Requirements such as educational degree, work experiences, indispensable qualities, and characteristics for the job position should be included in the occupation specification (Human Resource Management: Fresh Perspective, 2009 p.70).

Seven Point Plan

Alec Rodger introduced the "Seven Point Plan" in 1952 as a method for effectively evaluating applicants during the selection process. This plan consists of seven categories that the HR department can use to assess an applicant's qualifications, skills, capabilities, and other necessary attributes for the vacant position. Previous information clearly outlines the responsibilities and duties of a reserve agent, including tasks such as handling daily reserve procedures, answering phones, filing records, and other specific duties on a daily basis.

Based on the information given, the employee will report directly to the Front Office Manager. The job requirements include specific educational qualifications, work experience, and personal qualities.

Physical Make Up:

Applicants must have a presentable personal appearance, maintain good grooming habits, and adhere to high standards of physical fitness and hygiene.

Attainments:

Candidates should have at least

a secondary education level and prior experience in secretarial work.

Intelligence - The ability to understand and follow the hotel's rules, laws, policies, and procedures related to fire safety, hygiene, wellness, and safety. Applicants should also be able to comply with local legislation.

Special skills - It is desirable for applicants to have expertise in upselling techniques in order to maximize hotel occupancy.

Interests - Friendly and courteous individuals are preferred who can provide professional service.

Good team spirit is essential for providing assistance to the front office director in order to maintain smooth daily operations of the department. Applicants must be flexible to handle additional responsibilities and adapt easily to changes according to the hotel's needs. They must also be willing to attend trainings and meetings if necessary. There are no specific geographical requirements.

An optional requirement is also given stating that knowledge of Opera is desirable for successful applicants. Those who meet the seven criteria above may be considered by personnel management and potentially offered a job.

Task 2 Examine how current employment legislation impacts recruitment and selection of personnel. Employment legislation aims to ensure equality and fairness in the hiring process, preventing discrimination based on gender, race, religion, age, sexual orientation, or disability. Employers are prohibited from discriminating against or treating differently applicants with disabilities unless there is a justifiable reason. Applicants with disabilities should be treated fairly and given equal opportunities as those without disabilities.

In America, individuals with acquired immune deficiency syndrome or AIDS and those recovering from drug addiction and alcoholism are considered disabled persons and should receive fair treatment in employment. Employers should not discriminate against applicants based on

race, color, or ethnic background during the selection process.

Kum Martin mentions in his article "Racial Discrimination at Workplace" that a Civil Act was passed in 1964 to prohibit racial discrimination at work in America. This act aims to protect individuals from discriminatory practices related to hiring, promotion, training, and other employment aspects based on race and color. The act also includes provisions for legal actions against those who fail to comply with these regulations.

Meanwhile, the United Kingdom has its own legislation called the 1976 Race Relations Act which prohibits employers from engaging in discrimination based on an individual's color, nationality, or ethnic background.

The main point of the text is that it is important to ensure fair treatment for individuals based on their race or color, regardless of whether favoritism is intentional or not. Additionally, marital status should not be a factor in hiring and selecting employees who are parents with children to care for. Many parents have family responsibilities that prevent them from working full-time and may choose part-time jobs that do not provide sufficient income.

An article by Nikki Chesworth in the London Evening Standard on October 14th highlights a 12.7% increase in women starting their own businesses within the past year. These women desire flexibility in working hours to meet their family duties. Despite wanting higher earnings, balancing working hours proves challenging. As a result, they have opted for entrepreneurship as a means of generating income while also fulfilling their family responsibilities simultaneously.

According to Chesworth's article, the Citizen Advise Bureau asserts that mothers with children under 17 (or 18 if disabled) can request flexible working hours. The article further mentions that Accenture has

been acknowledged as the leading employer for mothers in the UK by Equalities Minister Lynne Featherstone. Accenture has successfully implemented family-friendly policies, including part-time work choices, resulting in the retention of employees. Furthermore, press releases from the U.S. Equal Employment Opportunity Commission on March 24, 2004, and March 30, 2010 emphasize Lowe's Company Inc.

Lowe's has been sued multiple times for both racial and spiritual discrimination. According to a press release by the EEOC on March 24, 2004, Lowe's is the second-largest global home improvement retailer. Their headquarters in Wilkesboro, North Carolina ranks as the fourteenth largest retailer in the United States. In line with Title VII of the 1964 Civil Rights Act, the EEOC filed a case against Lowe's for racially discriminating against qualified African American applicants from 2002 to 2003. This case aimed to secure tribunal orders for back wages, interest on back wages, and compensation for emotional, psychological, and punitive damages. Additionally, on March 30th, 2010, Lowe's faced another lawsuit under Title VII of the same act due to their refusal to make accommodations based on an employee's strong religious beliefs.

Lowe's denied the employee's two written requests to not work on Sundays, stating that it would be difficult to accommodate other employees who also wanted Sundays off. Additionally, the employee's full-time hours were reduced to part-time and they were not allowed to apply for full-time positions due to their religious beliefs. After unsuccessful attempts at reaching a voluntary agreement, the plaintiff sought legal action against Lowe's in order to stop this discrimination and ensure that sincere religious beliefs of employees are considered. The EEOC requested that the court require Lowe's to reinstate the

employee in their previous full-time role with necessary adjustments, as well as provide compensation for back pay and damages related to emotional, psychological, and punitive factors.

Employers who engage in discriminatory practices may face legal charges and fines. It is crucial to carefully plan job descriptions and specifications to avoid any form of discrimination against applicants. Task 3 involves implementing and evaluating the recruitment and selection process, as well as creating appropriate documentation for selecting staff members. Additionally, it requires critically assessing the recruitment and selection process within an organization and providing recommendations for improvement.

The discussion will now focus on the recruitment and selection process specifically for a client service representative position at a travel agency. The job posting was made on October 18, 2010, with the job location being Central London. The salary offered is ?16,000 per year, and this is a permanent position.

The main duties of successful candidates include handling customer inquiries related to bookings, assisting new customers in making reservations by offering suitable options, promoting other company products, ensuring accurate handling of customer assistance including providing accurate information.

Furthermore, there is mention of trailing Bing clients' records for citing purposes.

Responsibilities: The responsibilities for this role include maintaining up-to-date information and computer records, as well as preparing daily reports for the client service director.
Job Requirements:

• Applicants must be at least 18 years old.
• A minimum NVQ Level 2 qualification is necessary.
• Prior knowledge of CRS systems (such as Worldspan or Sabre) is required, but comprehensive training will be provided.
• Effective verbal and written communication skills are essential.

Candidate Profile:

• Prior experience in any customer service roles is preferred.
• Flexibility with working hours is necessary, as shift patterns may vary depending on call
  

volume.