Recruitment and Legal Compliance - Assignment Example

Part 1 Assessment activity task 1: Recruitment and Legal Compliance The workforce of an organization is vital in determining the types of products and services that they provide to their consumers. Similarly, recruitment in organizations could also be in the form of other resources. A great size of attention needs to be required to attract and retain the well experienced and well-motivated workforce. McDonalds has recruited experienced and committed employees. Having a big workforce of about 122,458, the McDonalds is sure to have experienced workforce among the employees. The large size of the workforce helps McDonalds to gain a competitive advantage over its competitors as they can serve a bigger geographical region. Such services offer more customer satisfaction since the consumers are given first had services and products, thus increasing the consumer loyalty [Mic06]. Legal compliance entails companies safeguarding their continued existence and operations to the public through compliance with the already existing labor, tax laws and other employment laws governing the organization. The Human Resource Management of McDonalds has to be observant with the employment practices, tax allowance, minimal wage and any discrimination policies that may exist. Human resource policies for better results Ensure the financial policies are put in their right place Ensure that the employee feedback is done regular Evaluate the improvements that can be made for employees to enjoy better working conditions Human resource suggestions to improve teamwork in an organization Define the responsibilities of each individual in the organization Provide training and information to the employees on importance of working as a team Enhance cooperation activities within the organization Develop means to mediate disputes in the organization Assessment activity task 2: Before 1984, South Australia had become a hub for discrimination both in the public and private sectors. The major sectors where discrimination was adamant were in the work places where it was evident even to the volunteers, accommodation, selling of land, customer service, advertising and education. In these areas, some people could not receive the proper service due to their race, age, gender or some disabilities that they had. Loss and humiliation was part of their daily encounters. The South Australia act of 1984 was adopted to help promote equality and equal opportunities among the entire citizens of South Australia. The law provides for antidiscrimination among the people, providing them an equal chance to participate in the activities of the community. The Equal opportunity act 1984 (SA) argued that it was unlawful to discriminate against age, caring responsibilities, chosen gender, disability, pregnancy, race, sex and sexuality. The discrimination law also covered areas such as victimization, whistle blowing and sexual harassment. On 2nd October, the South Australian law changed and was advanced in engulf other areas including the discrimination against caring responsibilities, wearing of religious dress to work and in school and identity of partner of spouse. Discrimination was also made to include the time limits for complaints. It also included loss or humiliation to reduce embarrassments and ridicules and offer the individuals with an equal opportunity for services offered. However, exceptions still accrue in the law to ensure those that are considered weak and disadvantaged in society and given better opportunities over others. One of the examples to exceptions being provided by the law includes the age discrimination for sporting activities. Assessment activity task 3: Activities involved in changing a car tyre Identify or find a stable and safe place where the tyre can be change. It is best for the area identified to be as flat as possible. Apply the parking brake on the car and put the gear of the car into ‘park’ position. Where there transmission of the car is standard, it is advisable to put the gear in first or reverse gear. Place a heavy object such as a stone in the front of both the front and back tyres to reduce risk of car moving. Take out the jack and the spare wheel and place the jack on the frame that is near the tyre that is being changed. Raise the jack to the point where it is supporting the car but not lifting it up. In case there is a hub cap on the wheel, it should be removed and then loosen the nuts by rotating them counter clockwise. At this point the wheel should be on the ground to ensure that only the nuts turn and not the wheels. Pump the jack more to lift the tyre of the ground for ease of replacement. While lifting the car, ensure that it is stable enough. Remove the all the nuts completely the remaining process and then remove the flat tyre. Place the spare tyre on the hub on the car and align it before placing the nuts back. Tighten the nut by hand first to ensure that the tyre remains aligned, and then using a wrench, tighten the nuts using as little force as possible to avoid the risk of upsetting the jack. Release the jack to lower the car and tighten the nuts of the tyre completely. Once the nuts are fully tightened, replace the hubcap. Finally, put the old tyre in the trunk of the car and take it to the mechanic for repairs. Assessment activity task 4: Job description for restaurant manager Restaurant manager job responsibilities Ensures that the customers are pleased by the quality of dining experience provided Description of restaurant manager job duties The restaurant manager ensures that the human resource objectives are achieved through recruitments, training, scheduling, counselling and disciplining employees. Ensure proper communication is achieved by communicating the job expectations of each employee, reviewing of the job contributions by each employee and enforcing policies and procedures. Accomplish the restaurants financial objectives by preparing annual budgets, forecasts and analyzing the variance schedules at the end of each financial year. Plan the menus for the restaurant after consultation with the chefs Control the costs by controlling the proportions and quantities of preparing the food while at the same time ensuring that wastages are minimized. Enhance the organization of the different departments by exploring available opportunities for growth and development for value addition in the restaurant Personal specification/ required skills and qualifications for position of restaurant manager Verbal Communication, People Management, Self-Motivated, Foster Teamwork, Planning, Multi-tasking, Customer Service, Giving Feedback, Energy Level, Developing Budgets and ease of Resolving Conflict Assessment activity task 5: Internal recruitment Advantages It is a cheaper means of recruitment as no advertisements are made. Only a written memo is circulated around the premises The panel of employers are well aware of the strengths and weaknesses of the candidates available It motivates the employees within the business as it offers them opportunities for promotion The personnel being employed into the business already understands the business operations Disadvantages It limits the possibility of bringing in new ideas into the business premises It reduces the number of potential applicants who are interviewed for the position and may not get the best qualified individual for the job. Internal recruitment may cause resentment among the employees who are not appointed into the position towards the one appointed to fill the position. Finally, it creates another vacancy in the lower position that requires to be filled. External recruitment Advantages Opens up a larger pool of applicant from a wide range of qualifications into the organization Provide a new outlook for the company and allow them to stay competitive in the market It opens up better opportunities to hire better qualified individuals into different offices to improve the quality of the taskforce in the organization. Allows for new ideas to be brought into the organization Disadvantages Requires advertisements and interviews to be conducted on candidates thus making it more expensive The selection processes that are adopted by different companies may not be fully effective to identify the best candidate for the job It is a longer process Assessment activity task 6: McDonalds is looking for a new: SALES MANAGER in Des Plaines, Illinois in the United States. Your mission Under the supervision of the director of the organization in Illinois, your mission will be to provide management activities for the organization ranging from maintenance of sales volume, adjustments of prices while monitoring costs and computing the operational sales requirements for the organization. Your profile • University degree in management or its equivalents • At least 5 years experience in the sales industry • Solid knowledge of the ethical and organizational requirements in sales management • Strong verbal communication abilities in English. French would be an added advantage. The place of work is in Des Plaines, Illinois Applications should be emailed to applications@McDonalsfoodsandrestaurant.com All the interested parties can send their full applications with their CVs and a picture. Final date of application will be 1st October 2015. The application will be received and processed with full confidentiality. Assessment activity task 7: McDonalds provides its employees with induction training to welcome them into the workplace. However, the induction process of the organization mainly focuses on ethics in the working environment. The induction process fails to provide platforms for effective communication and teamwork. Similarly, the employees need to focus in the work area and are not allowed opportunity for growth by being allowed to pursue their interests that are outside the place of work. This reduces their opportunity for creativity making the organization not to grow in its activities and performance Improper induction would have increased the costs that are incurred by the organization due to profits foregone. With poor induction, the new employees would not work efficiently to ensure that they objectively work to achieve the goals of the organization. Similarly, it would also require the existing employees to provide few orientation activities to the new hires, thus reducing the efficiency resulting to poor company productivity. Assessment activity task 8: HR Planning Human resource planning is done to manage the positions in the organizations that become vacant or require additional staff to improve performance in such areas. In any organization, employees will retire when they reach of age, resign or get promoted. When such instances are experienced in a business situation, planning is required to determine how best to fill the vacancies. The HR planning should be related to the business strategies that are designed to meet the overall objectives of the organization. Given the rate of advancements in technologies, lack of planning would reduce the competitiveness of the organizations. Planning thus provides the organization with a phase of employment lifecycle that allow them the opportunity to succeed in achieving their set objectives. HR planning consistently ensures that they monitor and plan the organizations human resources by determining the number of employees requires. Having less employees would mean that the organization does not work to exploit the full potential of the business processes and thus optimal performance is not achieved. Having more employees would mean that although optimal performance is achieved, there are extra costs that are incurred by the organization that would have otherwise been avoided. HR planning also allows the organizations to identify the qualifications of their employees, skill levels and the previous experiences and knowledge concerning different processes and activities. Finally, HR planning also help to identify gap in the working environment which helps to determine when and where more employees are needed in the organization. Job analysis Job design and analysis is a cornerstone for the human resource management for different organization. Job analysis in most organizations is however distinct from job design. Job analysis is considered the second step after human resource planning. It is vital in determining the human resources that are needed by the organization. the analysis provides the human resource management with a picture of five major activities namely; the study of each employee in the organization, the duties that each employees performs, the time required for such activities to be performed, the equipment requirements and the responsibilities involved. A well defined job analysis should consist of a proper job description and job specification. A job description is usually a statement that is written down describing the duties of the employees, job tasks that they are expected to carry out and the responsibilities for ach job. the distinction that exists between the job analysis and job design is that in as much as the job analysis concentrates on the work requirements for a job to be completed, job design details the number, qualifications and specialties of the employees required to complete the job. Nevertheless, both job analysis and job design and developed to complement each other to ensure that optimality in human resource management is achieved for optimal performance output. Training and development Professional training is usually conducted by the organizations to help the employees change their skills, attitudes, behaviour and knowledge for the improvement in performance for the different departments within the organization. The Human Resource Management department is responsible to providing refresher training programs for all the employees. The already existing employees need to be trained to ensure that the service provision is always at its peak while the newly hired employees need to be trained to help them understand the systems of the corporation. Training and development of the employees is a vital function of the corporation since lack of training only brings in frustrations among the employees. Training eases communication and information sharing for better resource management thus should be upheld in each institution. Professional development provides the organizations with an opportunity for growth. Leadership training such as seminars, career advancement training and training on social responsibility are the variables for growth that should been keen for utilization by the organizations. Professional development is vital in ensuring that there is success in the corporation. Remuneration Remuneration refers to the returns provided to the employees by the organizations as part of their compensation to services that they offer on behalf of the organization. Remuneration has been identified as an important factor in determining the productivity and efficiency of the employees. The Human Resource Management should ensure that they provide their employees with flexible working hours or workdays. When they are given breaks at work, they can relax and by the time they return to work, they are energized and provide more output. Similarly, the Human Resource Management should also provide the employees with award & recognition programs to identify personal contribution by the employees and encourage a competitive working environment in the organization. Other benefits for the employees’ encouragement include extended vacation time, paternity leave or childcare, corporate gym membership discounts, medical/dental insurance, continuing education/skills development and award and recognition programs. Assessment activity task 9: Repeat of activity 8 Assessment activity task 10: Personality clashes in the workplace: such clashes make the working environment unfriendly to the workers and bring about unwanted attitude and behaviour. Counselling would help change the attitude and behaviour of the employees and help them to understand that people are different and being polite to each other would create an friendly environment for working Conflict of business actions, ideas and decisions: it creates oppositions in the workplace due to the opposing ideas that the employees have making them judgemental towards each other. Counselling would help the employees to appreciate the opinion of others, work hard to try and listen to the opinions and ideas of their colleagues. Assessment activity task 11: Part A Seek.com-position of junior project manager Part B Job description for junior project manager Description of junior project manager job duties • Estimation of budget • Liaising with the customers • Assisting in the daily running o the project site • Request for monthly claims Personal specification/ required skills and qualifications for position of junior project manager • Verbal Communication, People Management, Self-Motivated, Foster Teamwork, Planning, Multi-tasking, Customer Service and Developing Budgets. Part C Job application letter Des Plaines Illinois Phone: 24862893 Mobile: 95427415 E-mail: wwm654@hkinternet.com 11 September 2015 HR manager Hays recruiting experts in construction PO Box 583 Perth REF NO 1639994 Dear sir, Application for the position of junior project manager Following your advertisement on seek.com, for a vacancy in the position on junior project manager, i am here by applying for the job. I currently have a work experience of three years having worked for Champ’s construction as a junior manager. I have a fluency in both spoken and written English and French. Your organization has been known to produce high quality products and services, and I can contribute positively to with my current leadership skills and my ability to work under pressure. I am looking forward for an interview in the organization soon. Yours sincerely, Man Wilfred Part D Man Wilfred E-mail: wwm654@hkinternet.com Mobile: 95427415 Seeking to continue my career in project management I am a highly communicative individual who has strong interpersonal skills and can easily adapt to different working environment. I am self motivated and willing to learn to provide better services to your clients KEY SKILLS • Verbal Communication • People Management • Self-Motivated • Foster Teamwork • Planning • Multi-tasking • Customer Service • Developing Budgets. Education background Degree in project management The University of Western Australia 2011 Perth Modern School 2008 ATAR:78.2 Professional work experience Champs constructions 2011-2014 Achievements and contributions Providing customer services by ensuring that their orders are efficiently processed Transaction processing for management of financials and budgets Professional referees Carmen Smith Customer Service Manager Champs contructions Phone: 09486 9553 Assessment activity task 12: Important and types of training and development for the success of Qantas It has been identified that investment in the employee training programs offers the organization an opportunity for profitability in the business. There are five types of training programs that organizations provide for their employees namely interpersonal skills training, literacy training, problem-solving training and technical training. The interpersonal skill training is a type of training that is used to develop positive relationships by the members within the organization, enhance communication and build trust thus reducing instances of conflict within the organization. Employees who have undergone the lessons for interpersonal skills training usually find it easier to resolve the conflicts that may arise in the organization, influence each other positively and exchange positive communication which enables them to get along better with each other. Literacy training is done especially by organization that serves a diverse range of culture. In such instances, language barriers may serve as shortcoming to the services being offered by the organization. Literacy training for the different organization is important for a number of reasons. First, literacy training ensures that the organization easily meets their company goals and objective. Better communication is enhanced making service delivery easier. Other important values gained from literacy training include the understanding of work processes and also the promotion of team work in the organization. Problem solving training is an information based training that is used to develop the employees to become better decision makers. Problem solving training offers the employees with a wide array of benefits among them being the identification of problems that accrue in the organization, analysis of such problems, solution assessment and implementation and finally the monitoring of outcomes. Employees who have undergone training in problem solving training are likely to offer creativity while solving problems, collaborate with others to solve problems therefore allowing them to easily avert disasters. Finally, the technical training is one that is undertaken by employees to learn to use both the computer software and computer hardware. The world today is changing and new technologies are being adopted daily, therefore bringing in the need for organizations to adopt new technologies to compete easily with other organization for the markets available to them. Better technology provides for better processes and efficiency in service delivery making some organizations to be preferred more than others. Among the benefits that are gained from technology training are that is enables the staff to perform at higher standards bring in efficiency in their daily activities. It also develops self confidence among the members of staff, develops higher skill levels and allows them to perform diverse tasks within the organization. Assessment activity task 13: Question 13 Part 1 Benefits of training Employee benefits It provides the employees with an opportunity for self improvement and promotion within the organization Improved job satisfaction by the employees It challenges the employees to learn new things for personal development It provides the employees with a better chance to cope with changes within the organization Organizational benefits The long term and short term aims and objectives of the organizations are effectively met The organization enjoys the benefit of having a workforce that is more capable and mobile It reduce the costs incurred from labour turnovers and absenteeism Higher productivity is achieved through better job performance and efficient utilization of resources. Question 13 Part 2 The two main job training methods used by McDonalds and KFC are On-the-job-training and job rotation. On-the-job-training provides the employees with an opportunity to learn the requirements and tasks of a given job through practical application. The advantage of this scheme is so it provides the organization with an immediate feedback of all the employees’ performance and swift remediation where some tasks are not performed according to the required standards The job rotation method is whereby the employees are rotated around the different jobs in the organization where they perform different tasks which are at times not related to the original job specifications. The benefits of this system are that it increases the skills of each employee, open new opportunities for the employees and reduces boredom Part 2 Assessment activity 1: The staff requirements now and in the future for McDonalds corporation Define the strategic direction of the organization. Scrutinize both the internal and the external environment for the organization Model the workforce that is currently available Assess the workforce requirements for the future Identify the gaps present between the present and the future Develop and implement strategies aimed at closing the gaps. It requires the identification of the current workforce and comparing it with the future workforce to determine whether to add or subtract the workforce for future needs Evaluate the efficiency and effectiveness of closing the gaps and revise the strategies where necessary. For one to be qualified in this position, they must possess the following skills and knowledge Investigative skills to Investigate and provide an analysis of the prices of commodities against the demand identify the competition Knowledge on planning of successful organizational events and product exhibitions It skills and numerical skills Commercial awareness Strong communication skills for both verbal and written communication. Experience and training requirements The marketing opportunities require that the candidates possess a degree in relevant subjects such as business and marketing It is also required that the candidate possess should have some background experience from internships for the field of marketing Criteria that are needed for the position of a store manager For one to be qualified in this position, they must possess the following skills and knowledge Ability to process requests as they are received Knowledge in operating mechanical and IT systems Knowledge in financial and statistical records Planning skills are required Should also be skilful in managing budgets Posses numeric and technical skills and logical reasoning in the workplace Experience and training requirements Qualification requires that the manager has at least four years experience in the field. Should have strong managerial qualities for both interpersonal management and teamwork management The manager should have undergone through training to supervise and appraise the staff The manager should have also been trained on compliance to health and safety regulations Job advertisement for the position of a store manager Stores manager job responsibilities Ensure proper management of the stores for easier flow of resources within the stores and departments for efficiency to be achieved in the organization Stores manager duties Receiving and processing orders Liaising with other departments for easy flow of stock Maintaining financial records for the store Administering stock controls Qualification and skill requirements for the individuals Technical skills Numerical skills Qualified in logical reasoning Proficiency in both the verbal and the written communication Assessment activity 2: Flow chart for the selection process in a workplace for McDonalds Send applications- the organization identifies a vacancy in a given department and send advertisements for applications to be made for the position Applications received-the organization receives applications from the different applicants Screen applicants: this is done to ensure eliminate those applicants who do not meet the requirements to fill the position Shortlist candidates: the candidates who have the necessary requirements are shortlisted and invited for interviews. Conduct interviews: depending on the type of interview being conducted, interviews will be conducted to identify the best suited individual for the job Referee checks: it’s conducted to confirm truth in the information being provided by the employee chosen to fill the vacancy in the organization Offer a job to selected candidate: it is the final process where the details for the job are discussed with the candidate Selection criteria used to select successful candidates for stores manager Apart from the candidates’ ability to work under pressure and provide creative opportunities in the organization, the selection of successful candidates requires the candidate to show skilfulness and strong attributes. Such attributes include; • Strong communication skills • Work style should promise efficiency • The personal image should be commendable • Strong personal qualities should be evident • Management skills • Customer relations • Should also posses general skills Types of interviews common in a work place Structure based interview: it is a face to face form of interview whereby the candidates a probed fully. The interviewers in this case are usually looking for dedication, teamwork, personal characteristics and leadership qualities Case based interviews: used for the higher ranked professional. Business cases are presented to the professionals are asked for solutions. It identifies the candidate who can best work under pressure, posses the technical knowledge, skills and problem solving qualities. Situational interviews: they are interviews conducted to probe the candidate on their reactions towards certain situations. It exposes the candidates experience and the skills that they posses to solve problems in different situations Stress interviews: it is a form of interview for the senior executives. The candidates are put on the spot and the interviewer can ascertain how well the candidate can handle themselves in times of stress. The stress interview brings out attributes such as creativity, organizational skills, personal attitude and thinking on the spot. When interviewing for a position of store manager, the structure based interview and the stress interview will best serve the requirements of the organization. The store’s manager will at times be in stressful conditions that will require them to develop means to evaluate the problem. Structure based interview will ensure that they posses all the requirements to work as store’s manager in the organization REFERENCES Mic06: , (Michael, 2006), Read More