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Business 2 Assignment 2

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Outsourcing Definition. WPD_vol3_alony_jones. Employee turnover and retention. This factsheet was last updated in November 2014. Employee turnover Employee turnover refers to the proportion of employees who leave an organisation over a set period (often on a year-on-year basis), expressed as a percentage of total workforce numbers. At its broadest, the term is used to encompass all leavers, both voluntary and involuntary, including those who resign, retire or are made redundant, in which case it may be described as ‘overall’ or ‘crude’ employee turnover.

It is also possible to calculate more specific breakdowns of turnover data, such as redundancy-related turnover or resignation levels, with the latter particularly useful for employers in assessing the effectiveness of people management in their organisations Retention Retention relates to the extent to which an employer retains its employees and may be measured as the proportion of employees with a specified length of service (typically one year or more) expressed as a percentage of overall workforce numbers. UK film economy. Bfi-oxford-economics-impact-of-uk-film-industry-presentation-2012-09-17.pdf. The economic contribution of the UK’s film, high-end TV, video games and animation programme sectors. Emerging Issues in HR. Top 10 Issues For HR Teams & How To Fix Them. Every HR team faces problems both in the running of their department and in the consistent enforcement of policies across the company in general. Here are the top ten issues facing HR teams in the UK and how they can be addressed. 1.

Retention Many people think that the main task of Human Resources is to source and employ new talent. However, the truth is that most HR activities revolve around retaining existing talent. Employees are the lifeblood of every company, providing the skills and experience required to keep productivity levels up. Employee retention is a fine balancing act between company culture, remuneration and incentives. 2. Whether to complement the existing workforce or to replace staff lost through natural attrition, the second major challenge facing the Human Resources’ department is recruitment of talent.

An HR software platform allows for storage of applications, CVs and contact details for easy analysis and comparison. 3. 4. 5. 6. 7. 8. 9. 10. 2015 Market Share and Box Office Results by Movie Studio. Recruitment and employment contracts. Establishing a successful recruitment process can have a major impact on your business. Similarly, once you’ve decided to hire someone, setting out the terms of your agreement with them in a clear written contract helps reduce the risk of any disputes arising later. The recruitment process Effective hiring starts with a well-planned recruitment process.

Focus on what you need the employee to do and prepare a job description and person specification setting out the required skills and experience. You must avoid any form of discrimination in the way you recruit staff. This includes discrimination on grounds of race, sex, age, disability and so on. Make sure you understand how what you say or write during the recruitment process (such as during a job interview) can constitute an offer of employment or become part of an eventual employment contract. Your initial employment offer should state whether the offer is subject to any conditions such as satisfactory references. Employment contracts.

The Interview: Recruitment and Selection: Management: North Dakota Human Resource Management Services. Purpose The interview is the most critical component of the entire selection process. It serves as the primary means to collect additional information from an applicant. It serves as the basis in assessing an applicant's job-related knowledge, skills, and abilities.

It is designed to decide if an individual should be interviewed further, hired, or eliminated from consideration. An agency uses the interview not only to select new employees and determine a fit, but also to sell the agency and themselves to applicants and to create favorable public relations with potential customers. An effective interview is one that is carefully planned and well-conducted and provides the opportunity to: Observe an applicant's attributes that will affect job performance, i.e. ability to communicate, ability to reason and understand. Planning and Conducting the Interview - Styles There are basically four styles of interviews: situational, personality profile, stress, and behavioral. . - Structure Format - Silence. The shortlisting process. Shortlisting is when you decide who to meet or interview to discuss their job application. The meeting or interview could be face to face or by phone.

Equality law does not say that you have to meet someone or interview them before offering them a job. But if you do decide to have a meeting or interview with one or more job applicants, then you must not unlawfully discriminate against a job applicant when you decide who to meet or interview. View the Core guidance to make sure you know what equality law says you must do as an employer. Even if you are using positive action measures during the recruitment process, you must not shortlist applicants who do not meet the standard you have set for deciding who to shortlist just because they have a particular protected characteristic if there are better qualified applicants without that protected characteristic.

The only exception to this is if you are recruiting disabled people. More information Protected characteristic's definitions. Preparing for Selection, Staff Development Resources. Job design. Recruitment Process: Advertising. 7. Advertising Drafting Adverts should: be no more than 150 words conform to the University's corporate style comprise a brief outline of the role with a summary of the key essential criteria be placed by your HR team All applicants must now apply via the University's e-recruitment web site which will carry the job description, person specification and any links to the Academic or Service Unit, so these details do not need to be repeated.

Timing All posts must be placed for one week on the redeployment site, and then advertised openly for at least a week on the University's internal and external web sites. Where a similar advertisement in the previous six months has generated a pool of high quality appointable candidates, you can discuss with your HR team if the post needs to be advertised internally/externally again. Posts at grade F and above will automatically be advertised on www.jobs.ac.uk unless otherwise requested. Exceptions Guidance and Template Advert template (Word, 15KB) What is recruitment? definition and meaning.