THE CIPD RECRUITMENT PROCESS:

            According to Chartered Institute of Personnel development (CIPD), recruitment process is a critical activity compromising not only HR but all the hierarchies focusing on recruiting potential candidates (Skillsforcare, 2009). In this presented report, Tesco is the chosen company that uses Facebook as a tool to recruit candidates.

RECRUITMENT PROCESS

Figure 1: Recruitment Process

(Source: Skillsforcare, 2009)

The process of recruitment is a highly complex process and involves few steps that enhance the quality of people recruited.

Job analysis

Before recruiting any candidate, it is vital to spend some time to analyze the real motive of the job requirement. This may includes thinking of the content, the purpose of job and the outputs required by the candidates that will best fits to the organizations culture. Further, this step is divided into two part; Job Description and Job Specification.

Figure 2 Job Analysis Process

(Source: Hr Knowledge, 2011)

Attracting and managing applicants

Attracting applicants is the steps that generate an interest of people to get attracted towards the organization (Mullins, 2010).

IMPORTANCE OF RECRUITMENT PROCESS

            The above four mentioned steps are the integral part of recruitment process as they fully guide both employers and employees with an accurate process for an efficient and effective conduction of recruitment and identifying the best suitable person that match with the requirement (Schroeder and Ahmad, 2002).

ABSENTEEISM OF THE PROCESS

            If in case, any of the above mentions steps will in absent in the process requirement, it may result in selection of a candidate you whose capabilities does not match with the job requirement and at the same time, a higher human resources costs will be indulged for the spending done for recruiting poor performing employees (Foot and Hook, 2008).

COMPANY USING FACEBOOK AS A RECRUITMENT TOOL: TESCO

Figure 3 Tesco Recruitment Process

(Source: People and Organization, 2011)

            Tesco is using Facebook as powerful tool to advertise the vacancies it had in order to attract candidates from various regions. The company keeps on updating the available vacancies on Facebook. Advertising place on Facebook also helps in attracting potential candidates.

ADVANTAGE AND DISADVANTAGE

Advantages

ü  Company is able to reduce the overall recruitment cost.

ü  The online efficiency of the candidates can be addresses within few minutes.

ü  There are changes of hiring capable candidate in less time.

ü  It becomes easier for the young calibers to apply for the vacancies.

ü  A larger demographical area can be covered.

ü  The complete background of the contenders can be studies within very less time.

Disadvantages

ü  Lack of face to face integration misses.

ü  An unqualified candidate might be higher.

ü  Well qualified candidates who are not there on Facebook miss the opportunity of getting higher (Clarke and Poverty, 1996).

 

            From the above report we can conclude that CIPD process of recruiting people plays a vital role in selecting right candidate, at right time and at a right place. Also the new idea of Facebook recruitment is emerging at a rapid speed and is widely being accepted by the companies. Further, Facebook as a toolkit to recruit people has its own pros and cons (Falcone 2002).

REFERENCES

Books

Clarke, J. and Poverty, C., 1996. Managing Better 01: The Staff Recruitment Process. Combat Poverty Agency.

Falcone P., 2002. The Hiring and Firing: Question and Answer Book. AMACOM Div American Mgmt Assn.

Foot M. and Hook C., 2008. Introducing Human Resource Management. 5^th ed. London: FT Prentice Hall.

Mullins, L., 2010. Management and Organisation Behaviour. 9^th ed. FT Prentice Hall.

Online

CIPD., 2012. Recruitment: An overview. [Online]. Available through: <http://www.cipd.co.uk/hr-resources/factsheets/recruitment-overview.aspx> [Accessed on 19^th February, 2013].

Hr Knowledge., 2011. Meaning of Job Analysis. [Online] Available through: <http://nehaspeakshr.blogspot.in/2011/06/meaning-of-job-analysis.html> [Accessed on 19^th February, 2013].

People and Organization., 2011. Selection. [Online] Available through: <http://shanaz-parvin.blogspot.in/2011/05/selection.html> [Accessed on 19^th February, 2013].

Skillsforcare., 2009. We help people who do a great job do it better. [Online]. Available through: <http://panet.org.uk/wp-content/uploads/2012/02/recruitment-selection-toolkit-SfC.pdf> [Accessed on 19^th February, 2013].

Schroeder, G. R. and Ahmad, S., 2002. The Importance of Recruitment and Selection process for Sustainability of Total Quality Management. International Journal of Quality and Reliability Management. 19(5). pp. 540-550.

LIST OF FIGURES

Figure 1 Recruitment Process. 4

Figure 2 Job Analysis Process. 5

Figure 3 Tesco Recruitment Process. 6

Student ID 21201314

Flexible Working Hours in Organization

In an organization, flexible working is simply a working pattern designed to suit the needs of an individual rendering employees the flexibility on how long, where and when an individual work. Instead of working hours being monotonous, variable hours throughout the day, week or year is provided (Ronen, 2005).

Various forms concerning flexible working hours are enumerated here. 
Numerical flexibility enables an organization to bend itself according to the changing level of demand by increasing or decreasing the worked hours. This approach is adopted by Marks & Spencer where it alters the working hours according to the rise or fall in demand of work. It provides its workforce flexibility in working conditions according to the necessity of work; this approach offers the company to attain employee satisfaction as workforce can easily manage their work according to flexibility (Marks & Spencer, 2012).

Functional flexibility is concerned with breaking down the traditional occupational boundaries (Lake, 2013). With a huge workforce, Vodafone takes care of its employees by providing them functional flexibility in working and has helped in to transform the fortune of company. Vodafone offers its workforce flexibility in working and has been able to cut the operating costs by making better utilization of physical resources and minimizing the carbon footprint in 2010/11 (Quinn, 2012).

Temporal Flexibility approach which provides temporary flexibility in working hours according to the requirement of work. For instance, Barclays Bank offers temporal flexibility in working hours of employees depending on the need of work. The organization trusted its employees and provided them work flexibility benefit and is now able to meet the needs of both employees and company conveniently (BARCLAYS, 2013).

 Locational Flexibility giving an opportunity to the workforce to change the work location according to the suitability of employees (Stredwick and Ellis, 2007). UK operational GlaxoSmithKline (GSK) follows this approach, through this approach the organization is able to attract and motivate more skilled workforce. Locational flexibility provides in a calm approach among employees with an increased level of performance (GlaxoSmithKline, 2012).

Financial Flexibility refers to a company’s ability to take benefit of unforeseen opportunities of their capability to deal with unanticipated events depending on the company’s financial policies and structure. British Air-ways is having a diversified workforce and in order to meet their expectations this approach is followed. This flexibility has provided an increased feeling of personal control over schedule and working environment and reduced attrition rate of company (British Airways, 2013).

References

BARCLAYS. 2013. [Online] Available at: <http://group.barclays.com/home>. [Accessed 5^th February 2013].

British Airways. 2013. [Online] Available at: <>http://www.britishairways.com/travel/globalgateway.jsp/global/public/en_. [Accessed 5^th February 2013].

GlaxoSmithKline. 2012. The Economic Times, [Online] Available at: <http://economictimes.indiatimes.com/topic/GlaxoSmithKline>. [Accessed 5^th February 2013].

Lake, A. 2013. Smart Flexibility: Moving Smart and Flexible Working from Theory to Practice. Gower Publishing Ltd.

Marks & Spencer. 2012. The Guardian, [Online] Available at: < http://www.guardian.co.uk/business/marksspencer>. [Accessed 5^th February 2013].

Quinn, J., 2012. Vodafone: A difficult call to make. The Telegraph, [Online] Available at: <http://www.telegraph.co.uk/finance/newsbysector/mediatechnologyandtelecoms/telecoms/9669039/Vodafone-A-difficult-call-to-make.html>. [Accessed 5^th February 2013].

Ronen, S., 2005. Flexible working hours: an innovation in the quality of work life. McGraw-Hill.

Stredwick, J., and Ellis, S., 2007. Flexible Working. 2^nd ed. CIPD Publishing.