3RTO Assessment Essay

Learning outcomes1. Be satisfactory to explain the factors that f exclusively upon an shapings talent planning, recruitment and pickax policy. 2. Be able to identify inhibit recruitment and selection methods. 3. Be able to contribute to the recruitment and selection interviewing process for a traffic role. 4. Understand the importance of effective induction.All activities should be immaculateActivity 1Write a short report on Talent Planning in organisations which identifies and assesses at to the lowest degree 4 factors that mint an organisationsapproach to attracting talentidentifies and explains at least 3 organisation utilitys of attracting and retaining a several(a) make forforcedescribes at least 3 factors that imprint an organisations approach to recruitment and selectiondescribes the benefits of at least 3 different recruitment methods and 3 different selection methodsexplains at least 3 purposes of induction and how they benefit individuals and organisations.incl udes an induction plan that identifies atomic number 18as to be c everyplaceed, timelines and those involved in the process.Activity 2Carry out the main stages of recruitment and selection activity for an identified role. BriefYou are a member of the Head Office human resources team for a national retail group and give up been asked by one of your larger store charabancs to recruit a Human Resources Officer for his store to work 3 days per week. Their duties will include in all staffing and training duties associated with the running of the store for 150 store staff. You should use this brief to inform your work in carrying out the following labor movements produce a job description and psyche itemation for the role draft a written advertisement or a brief to your recruitment Agency to attract sharp individuals to apply develop selection criteria and shortlist from a minimum of 3 appli dejectionts who have got utilize for the role (application form attached) as a panel, interview 1 applicant for the role and decide if they should be offered the post identify which records you would retain with a short explanation of the jural requirements Draft an example of a earn to an appointee and one example of a letter written to a non-appointee.You will be observed and assessed by your tutor using the attached reflection record.Activity ResourcesApplication Form (3 pages)Observation Record (1 page)Assessment CriteriaEvidence to be producedActivity 1Report of approximately 1200 wordsActivity 2Observation record for each member of the group.The following documents to be produced by each groupJob Description and Person SpecificationAgency Recruitment Brief or advertisementSelection criteriaCompleted short listing recordList of interview questions used in the Panel call into questionInterview assessment formList of records from process which will be retained with an explanation of the legal requirements Letter to both successful and unsuccessful applicantsT o be completed by assessor(s)Unit CodeLearning outcomesAssessment criteriaAssessor commentsProvide rationale for judgements against each assessment criterion and identify areas for development 3RTO1. Be able to explain the factors that affect an organisations talent planning, recruitment and selection policy.1.1Identify and explain at least 3 organisation benefits of attracting and retaining a diverse workforce1.2Identify and assesses at least 4 factors that affect an organisations approach to attracting talent1.3Describe at least 3 factors that affect an organisations approach to recruitment and selection2. Be able to identify appropriate recruitment and selection methods.2.1Describe the benefits of at least 3 different recruitment methods1.3Describe the benefits of at least 3 different selection methods.3. Be able to contribute to the recruitment and selection interviewing process for a job role.3.1Produce a job description and person specification for the Part time Human Resourc es Officer role.3.2Draft a written advertisement or a brief to your Recruitment Agency to attract talented individuals to apply.3.3Develop selection criteria and shortlist from a minimum of 3 applicants who have applied for the role.3.4As a panel interview 1 applicant for the role and decide if they should be offered the post.3.5Identify which records you would retain with a short explanation of the legal requirements. Draft an example of a letter to an appointee and one example of a letter written to a non appointee.4. Understand the importance of effective induction.4.1excuse at least three of the purposes of induction and explain how theybenefit individuals and organisations.4.2Include an induction plan that identifies areas to be covered, timelines and those involved in the process.Identify and assess 4 factors that affect an organisations approach to attracting talent and retaining a diverse workforce.Award Winning Training programmes on offerIn the company that I work for when we are trying to attract talent into our disdain we promote our award winning training programmes as we want to attract people who want to move forward-moving within the phone line and have the drive to do that. We offer training programmes for all levels from associate through to pub manager and area manager if thats where our staff wishes to go.BenefitsWe promote our work life balance offering employees a healthy balance of each. Potential for employees to move all over the country, if they want to. We have students working in one pub in the term time and during summer and winter breaks they can transfer to a pub closer to radical without losing any benefits. We offer many bonuses to working for our organisation when your particular pub does well in regards to mystery customer depending on the score your pub receives intend that you could potentially earn up to 5% of your monthly salary. We also offer in house style competitions where we get the staff to compete between thems elves to up sell products which not only benefits us but also the staff as at the end of the quarter there is a prize for the winner. carryWe are a very stable, company to work for and during the last 30 years we have grown to have more than a 900 pubs all over the UK and Ireland. We are investing in people who seek talent and can help us grow the descent we give them opportunities to suggest ideas and how we could improve the business. creation such a well-known brand also helps us attract the right talent and to be able to retain them due to the vast opportunities that weare able to give them.DiversityWe want people from all backgrounds as without them we would not be able to move forward as a business as we need diversity to create more ideas and challenge us in our everyday lives. We also offer everybody the opportunity to be able to subscribe up the training programmes which can only benefits the organisation diversity.Identify and explain at least 3 organisational benefits of attracting a diverse workforce.Having a diverse work force can help with productivity as they may challenge other team members to have healthy competition to come up with ideas on how to improve the business by thinking outside the box. Also having diversity can help any business and we have such a diverse confederacy wherever you are it can only help to have that in your business as we would be able to understand the needs of our community better. Also having a workforce that is diverse can help the organisation to grow and succeed by encouraging creativity. Also within any business we need our workforce to have different skills as they can bring different ideas to the table it also helps build confidence in the team as each member would feel that they would be able to contribute to the business.Describe 3 factors that affect an organisations approach to recruitment and selection.Within each organisation has to behave into consideration when recruiting is the current economic climate during the last recession company growth has slowed down so the need to recruit began to slow down as people were less likely to leave as they need the security of a well-established company that was secure in the current climate. Within every organisation whether large or small there they would have a recruitment and selection policy, there are factors that affect the way in which they recruit and select. first of all we have to ensure that there is a genuine vacuity when we have established thiswe can then put in place the recruitment and selection process. We need the authority to be able to place a job advert and dependant on the type of job we are recruiting for would depend on where we would advertise.If it is a highly skilled job we need to advertise in the right places whether that would be a website, publication dedicated to that particular profession. We also discover within our business to see whether we have staff that could potential fill the role that has be come vacant. We have to ensure that we when we advertise we are not tell apart against age, race, social or educational background. Also when we are advertising a vacancy there are laws that affect the way we attract talent as we need to ensure when we word an advert, application forms to job descriptions that the words are not discriminative and not showing favourable treatment with regards to age, gender or disability.RecruitmentBenefitsJob advert via recruitment agenciesWe can depending on our budget place adverts in various publications that can be dedicated to the type of person we are wanting to attract it can also help us which a wide audience. We can also use recruitment agencies as they potentially may have people who are looking for a job within our business on their files. On line with a website dedicated to authorized professionAdvertising on line can be very cost effective and can reach all over the country and all over the world peculiarly if we are looking for a ty pe of skilled person to join our organisation.National campaignIf a company is expanding especially like the organisation that I work for we place adverts in all our pubsSelectionBenefitsApplication formWhen we advertise a vacancy on-line we can ask the potential employee to fill out our application form as on that form we would be able to get them toanswer questions which are specific to the criteria that we are looking for in a potential employeeTelephone interviewTelephone interviews is a cost effective way of screening candidates for a vacancy and through this method we can short list candidates and at the same time prepare them for interviewInterviewInterviews are a great benefit as its gives the employer a chance to meet face to face. Interviews can be done with a panel to ensure that there is fair utilisation and ensure that no discrimination has taken place.Explain 3 purposes of induction and how they benefit individuals and organisations.Inductions are hugely beneficial to both the spic-and-span starters and organisations as at the inductions is where we can introduce the new starters to the culture of the company, the history of the organisation, health and galosh and also introduce them to certain policies and procedures of the organisation which need to be explained to them before they start. For the new starter it can mean that they can hit the floor running as they have an understanding of the culture of the company making them feel at ease and also benefits us as we are safe in the knowledge that we have given them the best possible start to help them do the job that we employed them to do.DayTimeTopicWhoTuesday8am-830amHouse keepingWelcome to the companyLine managerCompany history830-845amMessage from the managing managerManaging director video message.845-9amIce breakerLine manager9-930amCompany cultureExpectations required from company employees.Line manager930-10amBreaks10-11amCompany policies and procedures.Health and safety policyFire and bomb procedures and what we do in the event of either. Food hygiene basic understanding of food safety.Line manager11-1130amTeam task asking the group to list ideas that they feel are potential hazards in the business and what we would need to look for and how to prevent accidents in the work place. Line managerGroup activity1130-middayQ&ATour of the companyLine manager12-1215pmTraining plans to be given employeesLine manager1215-1245pmAny other businessWelcome packageContracts handed outLine managerReference used in TMAIntroduction to Human resource managementCharles Leatherbarrow, Janet Fletcher and Donald CurrieHome development College VLCResourcing Talent ecompanion