Communication and Involvement

The difference between employee participation and employee involvement

Employee participation is the process where employees are involved in decision making procedures, rather than just listening to orders. This follows from the pluralist approach. Employee participation recognises that the groups will have different point of views and team members are encouraged to help make decisions and input on those differences. (Farmer & Yellowley, 2008).

Employee involvement is creating an environment in which employees have an impact on decisions and behaviour of the company. Employee involvement is similar to the unitarist approach because they are dedicated to the organisation is essential to encourage staff to get involved. The management team make progress towards staff feeling more engaged and more tending towards creativity.

Organisations can involve employees in decision making by:

• Creating project teams in which employees work in groups on projects where each team member has a considerable amount of responsibility being delegated to the team. Each member will be involved by being in charge of a task and they will get a opportunity to share ideas towards the team. Employees would feel valued that they can put their point across.
• Suggestion schemes is another way where employees can input their new ideas through process of wooden boxes and pre-printed forms for staff to write out their ideas and submit them for management consideration. Often they will receive rewards for making appropriate suggestions.
• Works councils are a type of of employee representation group, and are most successful where membership is cross-departmental, and where the interests and decisions of the organisation and the members are considered equally. (The times 100, 2010)

How are social networking sites used to involve employees?

Many orgainsations now use social networking sites as a way to communicate, aswell as involving exsiting staff and potential recruits. For example Facbook, which is one of the biggest networking social sites used by millions of people around the world and is a great way to keep in touch with people, not only family but friends and work collegues. Deloitte which is one of the top professional accounting firms that uses facebook to globally connect with its network of memeber firms in 140 countries. Deloitte has a official facebook page and can be seen by anyone who has a interest in the compnay and can also join and become a member of the deloitte facebook group. Members can view the latest updates and write on the wall of the page if they have any queries. On the site are various information that is provided such as career oportunities which can be viewed by employees and anyone who might be interested in the job adverisements and can learn how to apply for the specific job. Political and economic news is also broadcasted on the deloitte facebook page to aware employees of the latest reports that might be useful to them. This is a good way of connecting with the members as they can comment on any news findings that alerts them and its a good way of letting staff know what is going on in the company. Social events are also shown on the site to aware existing employees of any major events that are taking place and can find out further information regarding this. The company profile and key statistics are also shown for new recruits or people who want to be apart of the company who might want to a bit of research before they go ahead and apply for a certain job role. Investors and stakeholders can make use of these facts. Opportunities of feedback and feeling well-informed about what is happeing in the organisation are key drivers of employee engagement which would result in positive emotions towards work. Not only can you find a wide range of useful information about the company but staff who have joined the group can be introduced to one another through facebook and is great way of socialising with work collegues.

H&M uses another popular social networking site called My space where the company can post blogs about the latest news and info. Employees who work at H&M can chat with eachother through here and introduce new staff who are new to the job before they actually meet them in person. Videos and photos can be uploaded about the latest trends and clothing that is new in the store which is available for my space members to view and comment on.

Conclusion:

The importance of good employee communication is so employees would feel they are involved and valued towards what is happening in the organisation. Communication is also needed to be linked with the business plan , with all staff clear about their roles in making the communication and involvement happen. This way trust can be built between the organisation's senior leaders and its people.

References:

Farmer & Yellowley (2008) People and organisations, second edition, Employee involvement and participation, Pearson education limited, pg 40-41

The times 100 (2010) Employee participation.[online] Available from: http://www.thetimes100.co.uk/theory/theory--employee-participation--310.php [Accessed 27 April 2010]

Rewards

Reward scheme at Tesco

Tesco have become a market leader by doing the little things that really matter for their customers and staff. Tesco believe in treating its staff with respect, with everyone having an equal opportunity to get on, ensuring that Tesco is a great place to work. It provides great reward opportunities for employees working at Tesco, as well as competitive salaries at all levels they also offer a whole package of other ways to help employees make more of their money and future. For the good work performance they show, Tesco provides rewards and benefits for their employees in return. This results in employees being more motivated and would help keep them working harder. Managers need to meet both the organisation’s strategic goals and satisfy the needs of employees. Tesco have been known for running three successful share schemes to help employees financially and share the success of the company. Tesco rewards their staff by giving free shares to everyone who's worked for one year at the end of the financial year. This is done by sharing a proportion of the profit amongst their employees. These shares are given to all the workers based on salaries so everyone gets a share no matter what group they belong to. For this reason Tesco ensure fairness. However the amount of the share is judged by the individual’s salary for example higher paid employees get more amount of share of profit compared to lower paid staff so in this sense it’s unfair because all workers should be treated fairly as they are working for the same organisation. On the other hand it can be argued that the reason for this is because senior staff who are higher up in position have more responsibilities, higher pressure due to the fact they have the better qualifications and relevant skills that are needed for the role. In that sense it is understandable that the employees that have a greater responsibility on the company receive a greater share of the profits.
Another way is all employees who work at Tesco are given a Privilege card which is a staff loyalty card that gives 10% discount and Clubcard points on most of the Tesco products. This is entitled to everyone who works there so this ensures that all employees are treated equally. (Tesco-careers, 2010)

Should Chief Executives still receive large bonuses even if the organisation that they have led has underperformed?

For:

• As chief executives are at the top of the organisation they obviously have worked hard to get to the position due to the relevant skills and qualifications they hold that are needed for the role.
• Even though the business has underperformed they still carry huge pressure with the decision making of the business and have many more responsibilities compared to employees lower down the organisation.
• It may not be the chief executive fault that the organisation has underperformed
  If the times were bad and the company’s performance was poor, by paying the chief executives large bonuses means they would be motivated enough to turn the situation around

Against:

• Decisions made by the chief executive may have been totally wrong or even if they did not fulfil their responsibilities properly, which means it is their fault and for that reason they should not be paid large bonuses.
• If the company continues to perform poorly and the chief executives still gets paid rewards then this would make them lazy and would not do the job properly and sincerely as they know they still will be getting paid their bonus which is wrong.
• Bonuses is a type of reward that only should be paid if the person deserves it so why should the chief executive get a reward for something they did not do well in.

Rewarding a primary school teacher

3 financial ways:

· Wages- Teachers are normally paid per hour worked and they receive money at the end of the week according to many hours they have taught for. Overtime is paid for any additional hours worked during the week.

· Salaries- salaries are based annually and they are paid at the end of each month.

· Piece rate- This type of financial reward is paying the teacher per item they produce in a certain period of time. For example if they had exam papers to mark at the end of the year, they would get paid accordingly to they amount of papers they mark within a certain time.

3 Non-financial ways:

· Verbal and written appreciation- Acknowledging the specific contribution made by the teacher from the head teacher is the most genuine form of reward. Teachers would feel proud and pleased that the hard work they are putting has been recognised. This is effectively motivating teachers.

· Requesting the teacher who has performed well in a specific task to give an assembly on behalf of the headteacher. This would make them feel privileged that they are getting a chance to do this.

· Book or travel vouchers- This is a reward the teacher can enjoy in some kind of way away from the school and use it for their personal use.

If I was a teacher, the one strategy that would motivate me the most is being recognised for the achievement. It would be a good feeling to verbally be acknowledged for the work and effort I have made and be recognised for it. I would feel valued and this would motivate me to put in my effort all the time so I can be recognised further.

Conclusion:

In conclusion rewards include all the financial and non-financial ways that an organisation provides for its employees in exchange for work they perform. This does not only motivate employees but increase commitment and reinforce culture and values developing high levels of performance.

Reference:

Tesco-careers, (2010) Rewards and benefits [online]. Available from: http://www.tesco-careers.com/home/working/rewards-and-benefits [Accessed 24 April]

Training and development

One week induction programme for the graduates joining M&S graduate scheme is as follows:

When: Monday 5th July 2010
Where:
Where: What: At the first day of induction, trainees will be informed about the administration procedures and will be given a copy of any procedures and handbook. Uniforms and standard equipment they will use will also be provided. Terms and conditions of employment will be provoded. This is a legal requirement from employers to give their employees. It will include a written statement of terms and conditions of employment. Useful information regarding hours of work including breaks, sickness and holiday procedures, disciplinary and grievance procedures will be discussed. This is a chance for trainees to know their job role to be aware of the different responsibilities it includes. Also they can ask any questions about the graduate scheme or clear any doubts they have. This day is designed to give a basic, general understanding of the business, along with useful information about life at M&S.

When: Tuesday 6th July 2010
Where:
What: Health and safety presentation will be presented on the second day. This legally required to provide workers with any health and safety information they need to carry out their job safely therefore this a very important day. Trainees will be provided a copy of the business' health and safety policy and get them to sign it once they have read it.

When: Wednesday 7th July 2010
Where:
What: Tour of the premises/ Introduction to colleagues- New trainees will be introduced to where they will be working and would be taken for a tour where they will be shown the location of any main facilities. Graduates will be shown how to operate any equipment they will be using and show them where spares, replacements and other materials they may need are kept. In addition new trainees will get a chance to meet their team colleagues and find out how it is like working for M&S as well as their line managers and those responsible for Human Recourses or training.

When: Thursday 8th July 2010
Where:
What: Trainees will get to participate in a corporate induction workshop where they will be introduced to the career. This is a regional event, bringing together graduates within the area. The speakers of this event are senior figures from around the business that will be there to welcome you to M&S and to tell you about the direction the company is going in. They will provide some relevant facts of the business, some financial information of the company and financial state of the business.

When: Friday 9th July 2010
Where:
What: On the final day on-the-job training will arranged for graduate trainees. This will be a opportunity for trainees learn methods to help them gain more specific knowledge and skills. This is where graduates will apply what they have learnt to real life scenarios, gaining experience and demonstrating you can meet the required standards by being involved in the practical tasks.

Managing performance

How Bucks University measures individual performance

At Bucks University the ways student’s performance is measured is by having TCA exams at the end of the year to see how much they have learnt throughout the year. The university sets time constrained exams for all individuals to take and the results are soon after given to see how well they have done and what grade they have achieved. Assignments are also a key in performance management as they show how well I am doing and as assignments are relevant to the course subjects; it shows how well I have understood the topics and how well I can apply it to theory. Other factors that are considered such as attendance to lectures and seminars are also observed as this can affect overall grades and can be the possible reason why certain individuals did not achieve as high as they were predicted.

Between the four lecturers I have, they all have slight differences in the way they measure my performance. For the module people and organisation, my lecturer Mary usually has a 3 hour lesson going through PowerPoint slides on different topics every week. During the lesson time, we have a lot of group work and discussions as there are many theories involved. To help us understand in the class we are given many tasks where we work in teams and carry out the tasks that we are asked to. Also we are given a set of questions where we have to answer them through writing blogs in our own time on every topic that is covered in class and this is worth 60% of the overall grade for this module. This is a very good way of measuring my performance as it shows how much I have learnt in the lecture and how I can relate to the theories learnt in class and apply it to myself. She often reads through the blogs we have written and provides us with feedback commenting on how well we have answered the questions, our overall progress and any improvements that can be made.
For the other module business environment, my lecturer lucia normally gives us assignments which we have to submit. After it is marked she then hands them back to us with the feedback sheet and goes through it with us personally on how well we did on meeting the criteria and any improvements we could have made. Recently we have an assignment that is called the company profile which is also worth 60% of our overall grade. The assignment is split in 3 sections so we have to submit each section one at a time. As soon as we submit in one section, we can work towards the second part and so on. When I handed the first part, lucia told us she had marked it but not give us a mark until its all handed in but she called a list of names of the people who did not do that well and said that they need to put more effort in the second part. She also had a personal chat with those people. The way she measured our performance is by monitoring us and helping us progress and how we can develop further.
The other module managing accounts, my lecturer Mandy also provides us with feedback when we get given an assignment back which is useful and helpful. In a way it motivates me as she points out on the things I did well on and the potential I have so I feel satisfied.
The final module managing money, my lecturer Lindsey who is also my personal tutor has personal one-to-one interviews with us and goes through all the module assignment grades we have achieved and talks about it. She keeps a track of our progress and attendance. This is a chance where we can talk about any issues that may concern us and whether we are happy with the course we are taking.

Skills required being an effective mentor:

http://business.timesonline.co.uk/tol/business/entrepreneur/article3778514.ece

A mentor in my eyes is someone who is experienced and can be trusted in to guiding you through development. It is the one person who you can look up to for advice and guidance. In business terms, mentors are not only used to help entrepreneurs in their careers and achieve goals but also transferring new skills such as improving their ability to solve problems and to interact better with other people. I think the skills required to be a successful mentor are they must have good listening skills. The reason for this is the mentee can feel encouraged to discuss their needs and issues openly and in confidence with the mentor and feel they are listened to. Communication skills is also a major asset which mentors should have because they need to be able to give help and advice on how deal with issues that will arise. If both listening and communication skills are effective, it will help in solving new problems and challenges more efficiently. Another communication skill for mentors is effective questioning. Questions enable the mentor to ask for known information and encourage the mentee to offer viewpoints, judgements and justifications on their self-development. Mentors should encourage a solution out of the person they are mentoring rather than telling them what to do.
Mentors must be capable of building up a good relationship with their mentee to an extent that they will be able to trust you and be honest with you. In order to understand the needs of the mentee, a mentor should first know themselves and their strengths and weaknesses.

A mentor in my life..

During A- levels I felt I needed tuition for maths as I was finding the subject quite tough. As my final end of exams was approaching, I did not have that much time and I needed help with exam practise. My personal tutor who I found was also a maths teacher who had been teaching a-level maths for over 10 years. I told her my problems that I had not started revising and that I was struggling. She was aware that I only had 2 months until my real exam, so she scheduled the time accordingly between the day I started and the last tuition class before the exam. She had firstly planned out all the chapters that she was going to cover with me and how much time I should spend on each chapter between the time I had and started on from there. She was very helpful and kept a positive attitude and even though she knew I was going through a lot of pressure, she supported me and kept reassuring me that I would do fine. As I was seeing her twice a week, she covered through the chapters fairly quickly and was on target as planned and because it was on-to-one tuition I was starting to understand much easier. I felt as if I needed her at that point and I could only rely on her to help me cover the syllabus on time before I start to do practice exam papers. I started to feel a lot more confident when I covered the whole syllabus which released a lot of stress from my mind. Not only did I revise all the chapters on time, but I was really starting to understand the hardest topics which I thought I would have never understood. When it came to doing practise papers, I found I could answer most of the questions without hesitance. I ended up achieving well on the exam and was satisfied with my grades. I was also thinking of dropping maths in the second year of a-levels as I thought I wouldn’t be able to cope but because of her being my mentor I decided to carry on with maths in A2 as I found it very interesting and was achieving well in it.

Conclusion:

In conclusion employers need to measure and manage employee’s performance to increase their productivity which would lead to higher motivation. The benefits of managing performance is it sets clear expectations of what needs to be achieved as well as individual targets and goals. Businesses measure employee performance in various ways such as feedback, personal meetings, interviews and monthly reviews.

Equal opportunites and Diversity

The difference between equality and diversity

Equality and Diversity is often used now instead of equal opportunities. However both terms have a slight difference in their meaning. Equality is seen as the structure and culture which arises from the tasks that are carried out within the workplace. It is made up of laws, policies and procedures to ensure a consistent, non discriminatory, safe environment. (The adult college, 2010). It is about creating a fairer society where everyone can contribute and has the opportunity to fulfil their potential.

According to the charted management institute, the definition of diversity is described as any sort of difference between two or more people. Differences might exist in terms of race, gender, disability, education etc. The aim is to treat each person as an individual and involves strategies for the varied individuals to work together to become a dynamic workforce. (Mullins, 2007, page 146)

Equality of opportunities involves legislation to eliminate unjustified discrimination if they feel they have been treated unfairly and enable employers to seek help and develop equal opportunities by taking positive action. Many legisation such as:

• Sex discrimination act 1975-The Sex Discrimination Act applies to both men and women of any age and race, including children. However, it is not unlawful to discriminate against someone because they are not married.
• Disibilty discrimination act 2004- This act covers discrimination against disabled people no matter how many members of staff the employer has.
• Race relation Act 1976- The Race Relations Act covers people from all racial backgrounds and makes no division on the grounds of race, colour, nationality, ethnic or national origin.

3 arguments for and against Margaret Mountford views

http://business.timesonline.co.uk/tol/business/career_and_jobs/article6830916.ece

3 arguments for Margaret Mountford's views:

Mountford stated that women should only be appointed to senior positions on merit. This is a fair point, all men and woman should be treated equally on the basis of merit for any job position they apply for and only the skills, experience and qualifications should be considered.
This would enable women to be more focused on their work and dedicated to towards their work as they know they have to work hard to get to the position they want to achieve.
This would make women demand less to working flexible hours as they might take the advantage during child bearing years. They cannot complain that they are not on the board if they decide they want to leave or take a couple of months off or work less hours.

3 arguments against Margaret Mounford’s views:

Mountford’s views do not take into consideration that women have certain responsibilities which men in most cases do not need to worry about e.g. their children.
This stops women from achieving higher and be appointed to senior positions as they have other priorities which come first to them.
If companies make the working hours more flexible for women, this would discriminate against men. (Business.timesonline, 2009)

The impact age legislation has on employers:

The age discrimination legislation which was the final strand to equality legislation protects employers from being discriminated against their age while working for an organisation. As this legislation came into force in 2006, it covers employment and vocational training. The impact age legislation has on employers is:

• It is vital that recruiters and employers are educated and trained effectively so that they are aware of the requirements of the age legislation. It is important to bring the right policies and procedures in the workplace to avoid discrimination.
• Effective training that is provided with the development and performance of successful practice should not only minimise the legal risks but bring real benefits to employers. These benefits could include a reduction in recruitment and training costs, and increased productivity.(Business link, 2010)
• Research shows according to the training journal online “employers are starting to move beyond good intentions towards delivering strategies that contribute to achieving an age diverse workforce.” (Training journal, 2004)
• Creating age diverse workforces employers can attract employees within the range of age recruiting and developing both younger and older workers.
• Companies can gain from businesses employing an age-diverse workforce, For example there would be increased motivation, higher retention rate, greater flexibility lower absenteeism, and a wide range of skills.

The stereotypes we tend to hold about younger people are:

• They have a lot of energy and pick up things easily.
• They are inexperienced
  

The stereotypes we tend to hold about older people:

• Slow at working and take their time to get things done as they do not very active.
• More experienced, reliable and work well under pressure.
• Harder to train.
  

The two ways organisations can change these attitudes and stop these stereotypes is by looking at the positive side to stereotypes. Organisation should closely observe at older workers and their work performance. As a result they may find that performance does not decline with age. As they have a lot of experience, older workers tend to find more efficient ways of performing their jobs compared to younger workers. Another way is employers should treat both young employees and older employees equally and with the same amount of respect so they can set a example infront of other workers which they can follow and so they would feel that everyone should be treated in the same way.

B&Q and British airways practise in relation to equal opportunities:

B&Q's is an organisation that highly values its employees. The diversity policy they hold relates to gender, race, age and ability and does not discriminate against these issues. B&Q have been recognised for their achievements to employ people from every kind of background and race which gives them a much wider mix of experience. They believe having a diverse workforce is important for B&Q as they can understand their customers which will bring a positive image to the company. On their official website they have mentioned they have received many awards, one which was from the in the top 50 retailers where women would want to work. This indicates that the policies they believe in treats both men and women equally within the workplace and does not discriminate. (McCarthy Recruitment, 2010) Usually women may need to take maternity leave at a point which would result in less staff or they might want to leave the job but however B&Q does not show prejudice and women recognise this so that’s why women prefer to work there. The benefits of employing older people means there would be more experience and understanding and they would be a great asset to the company. B&Q have been acknowledged and also earned a reputation for employing older workers as they believe this would lead to their customers having an insight to their generation of experience and knowledge. This is the reason B&Q have removed their retirement age more than 15 years ago and are encouraging equal opportunities for older employees. (B&Q, 2010)From training to rewards to store layouts, B&Q continue to support equality of opportunity in everything they do, so there are no barriers for anybody who wants to apply an be apart of the B&Q team.

BA is one of the most successful companies that value a diverse workforce and think equality and diversity are key factors to their success and this is a reason why they play a huge part in ensuring they achieve equality of opportunity. BA has taken the time and effort to develop an equal opportunities policy to eliminate any discrimination in their company. The number of policies includes:

• Disability discrimination- They aim to provide an environment for many disabled people in the areas of employment, education and access to goods, facilities, services and premises. BA’s recruitment process follows the Disability Discrimination Act 1995 allowing people with disabilities to have fair and equal access to employment opportunities. They also make adjustments to roles and environments to accommodate disabled applicants and for staff who have become disabled while being employed by BA.
• BA have quite strict values on diversity and have stated on their website that they “are committed to equal opportunities and oppose any form of direct or indirect discrimination, harassment or bullying of employees or job applicants on the grounds of: sex; ethnic or national origin, race, nationality, class, colour, sexual orientation, transsexuals, disability, marital or family status, religious beliefs, employment status; membership or non-membership of a trade union; HIV status or any other unjustifiable condition” (BAA, 2010) As they believe employees and their customers are most important, all of these aspects are important to them to help maximise employers potential and contribution to the organisation, bring about change and increase their performance and the reputation of BA as a whole.

Conclusion:

Over all it is important that organisations understand there are differences among employees and that these differences, if properly managed, are an asset to work being done more efficiently and effectively. Following all the regulations is vital to enable employers to develop equal opportunities and eliminate unjustified discrimination.

References:

The adult college (2010) Explanation of Equality [online]. Available from: http://www.theadultcollege.org/equality/eq003a.asp [Accessed 15 April 2010]

Mullins, L. (2007) Management and organisational behaviour, Eighth edition page 146

Business times online (2009) Margaret Mountford of The Apprentice tells women [online]. Available from: http://business.timesonline.co.uk/tol/business/career_and_jobs/article6830916.ece [Accessed on 15 April 2010]

Business link (2010) Age legislation impact on employers [online] Available from:
http://www.businesslink.gov.uk/bdotg/action/layer?r.l1=1073858787&topicId=1082249786&r.lc=en&r.l2=1079568262&r.s=tl [Accessed on 15 April 2010]

Training journal (2004) Impact of age legislation on recruitment [online] Available from: http://www.trainingjournal.com/news/880.html [Accessed on 15 April 2010]

(McCarthy Recruitment, 2010) B&Q [online] Available from: http://www.mccarthyrecruitment.com/retail-employers/featured/b-q [Accessed on 15 April 2010]
(B&Q, 2010) Our ethics [online] Available from: http://www.diy.com/diy/jsp/corporate/content/environment_ethics/ethics/index.jsp [Accessed on 15 April 2010]

(BAA, 2010) Equal opportunities policy [online] Available from: http://www.baa.com/portal/page/Corporate/BAA+Airports%5ECorporate+responsibility%5EOur+policies%5EEqual+opportunities/8ad9ec27b5eee110VgnVCM10000036821c0a____/448c6a4c7f1b0010VgnVCM200000357e120a____/%20responsibility [Accessed on 15 April 2010]

Selection

Selection methods used by GAP:

GAP is a well-known organisation that sells clothing and I myself shop at therefore I am familiar with the company. I am going to discuss the 3 different selection methods they use, when they are used and why, alongside the pros and cons for each. The selection methods they use to choose the best person for the job are:

· Shop floor assessments
· Communication test
· Interviews

When they are used and why:

• Shop floor assessments assist the whole selection process by giving candidates experience of the job at GAP while testing them on work-related activities as individuals and in groups. This happens usually after the first round of interviews and before the final selection. This type of assessment is designed to reveal the candidates potential and measure the skills and behaviours required to be successful against a set of competencies. (Prospects, 2010)

• Communication tests are designed to evaluate candidate’s general level of communication skills. This is used as communicating with others is essential in a workplace so employers can know the ability they hold. Tests are used because it shows the employers how effectively they can deal with issues through communication and as working in GAP requires staff to be dealing with customer queries. This test is taken usually before candidates are short listed so employers are clear with who has the communication skills as this is an important aspect when considering who is right for the job.

• Interviews are used when once the entire applicant’s application forms are taken in, observed and shortlisted by GAP. After this the candidates are then called in for an interview whoever has a chance to be offered the job. Interviews are used so the manager of GAP has a clear observation of the candidate’s personality and to evaluate the candidate and make judgments. During this process, the employer hopes to determine whether or not the applicant is suitable for the job.

Pros and cons of using these selection methods:

• Shop floor assessments has many advantages such as the techniques used provide accurate results about the candidate's probable ability in the organisation as the activities they carry out are related to the job itself. Employers can recognise the specific skills that some candidates have that are better than others especially when working in groups. On the employee side, shop floor assessments has been shown to provide greater opportunity for candidates who might not have done that well in interview and can use this selection method to impress the employer judging. Candidates can also get a good preview of the work so if they don't like what they see, they have got a chance to quit. (jlaure, 2009). However shop floor tests are on-the-job tests which could work out to be expensive. If the candidate is nervous they might not perform that well which could effect the decision of the judges.

• Communication tests benefits employers as they are able to see how strong candidate’s communication skills are and if it is good enough to fit the job role. It would help the employer make decisions between candidates if they had to select for example 3 candidates out of 5 who have similar experience. It is also a chance for candidates to show off their verbal capability. The drawbacks are candidates might not be honest with there answers and might select the answers that may seem right to impress the employer.

• Interviews has many benefits such as the interviewer can adapt to question and ask different question if necessary or rephrase the question so make it more clearer to the candidate if they did not understand. The employer can visually see the first impression of the employee, for example nervous taping and other body language can be judged. The employer can identify how capable candidates are at communicating verbally and the way they approach to answering the questions when under pressure. (blurtit, 2010). On the other hand interviewers could be biased and discriminate against certain groups. The cost of training interviewers to reduce interviewer’s biases is also high. There are also geographical limitations to face-to-face interviews as resources are needed if such interviews need to be done nationally or internationally.

My experience of an interview I had in school

When I was in year 11 and I applied for the canteen supervisor duty during my last year of high school I was successful with my application and was called for an interview. I was very nervous because it was the first interview I had ever taken and also it was with the head teacher which was quite nerve-racking. I thought the interview was effective because as my head teacher was asking me questions for example what personal qualities I have that make me suit this role? And why you want the job? I was quite hesitant at first to make sure I answer the question wisely and correctly but as I went on to answering the question, she was impressed with the personality and behaviour I had shown and I had convinced her that I was suitable for the job. In a way as it was a one-to one interview, my head teacher could judge on the way I spoke and just my gesture which she picked up on straight away and was definitely a plus point for me. As this was my first experience I had learnt a lot about how I should present myself when I go for an interview and what to expect.

Are personality tests advantageous?

Personality tests are also a different selection method used in many organisations and it is used to find out whether the candidates have the right personality and traits to work for the company. I interviewed my cousin and asked him whether during the selection process, personality tests should be utilised to help select the right person for the job and whether these tests are advantageous. He said that there are two ways to look at it. It can assist in selecting the right candidates with the desired characteristics. For example it can help when a manager has to decide between 5 people which 3 should be selected for the job so personality tests can be used to indicate who has the more likeable and suitable qualities and therefore make choosing the right 3 candidates more easier. Also if the job they are applying for requires a certain personality or trait, personality tests aid in identifying which person has the particular interests required and as a result maybe valuable in the job. This is therefore a benefit within the selection procedure.

However he pointed out relying on personality tests would be unfair because most of the results might not be accurate and may give a totally wrong perspective of a person. Candidates might not answer the questions of the test honestly and just tick the answers as to what seems right to impress the manager so the personality results would be mistaken. This would mean that if a candidate is chosen mainly because they are believed to have the certain characteristics, it may be false.

Recommendations for GAP

To improve selection processes I recommend GAP using other types of selection methods such as referencing to help them decide on which candidates are best for the job. Employers can get more detail about the candidates through other employers who the candidate has worked with. They will able get honest personal views from other employers which may aid in selecting the suitable candidates. Other tests can be used such as personality tests to see the qualities and interests they hold. For example if the candidate is needed to work as a sales assistant, this means being around customers, they need to have a lively, cooperative type of character that avoids conflict and works well with other staff. Therefore by candidates taking the personality test will help employers to make decisions whether the candidate is suitable enough for the role.

Conclusion:

In conclusion, it is very important as to the types of candidates that are being selected as this will result in the performance of the organisation; therefore the selection process is vital. There are many selection processes and the advantages it has but organisations have to look at the down side that may result. As a whole I have enjoyed this topic as it comes in use when I have to apply for jobs and go through the selection process myself.

References:

Prospects, (2010) Assessment centres [online] Avaiable from: http://www.prospects.ac.uk/cms/ShowPage/Home_page/Applications__CVs_and_interviews/Tests_and_exercises/Assessment_centres/p!eeXpllc [Accessed 7 April 2010]

jlarue (2009) Advantages and disadvantages of assessment centres [online]. Avaiable from: http://www.jlarue.com/assessment_center.html [Accessed 7 April 2010

Blurtit, (2010) Advantages and Disadvantages of interviews [online]. Avaiable from: http://www.blurtit.com/q734868.html [Accessed 7 April]

Recruitment

The on-line recruitment website I have chosen to review is http://www.prospects.ac.uk/

Prospects online is the UK’S official graduate careers website and is very easy and simple to use. It is quite straight forward because as soon as you click on the site there is a search engine on the homepage with all the different categories of jobs and courses in the area of interest. As soon as I chose a category e.g. Business and management it narrowed the job search to suit the graduate jobs I was looking for. Not only is there job searches but links to career advice, postgraduate study and my prospects where I can join and get updates on job vacancy alerts by email.

The layout of prospects online is fairly simple and clear but in general exceptionally good. There is no need to scroll down much which is important because as a user myself I would not want to be scrolling down and searching the relevant links. On the left of the homepage is a search engine called ‘my prospects’ where the user can login and in the centre is the main search where users can search for jobs and work. Therefore the layout of this website is straight forward and even a person using this website for the first time would not have any problems.

The accessibility of the website is straightforward and easy to navigate as all the pages are linked with each other. Users can navigate through the website without difficulty. On any page of the Prospects.ac.uk website there are links to help pages, site maps and contact us pages. The loading time of each page is quick so therefore it’s quite efficient.

The content is well structured including the relevant drop down menus and search engines. Video and audio content is accessible to everyone by providing transcripts or captions wherever possible. There are no pop-ups that appear automatically so there is no disturbance when viewing the content.

The design of the website is very professional yet simple so it is fit for its purpose. The background colour is a white colour and the text is black which makes it easy and clear to read text. The prospects logo at the top is multi-coloured and the logo is in the same place of every page which gives it a sleek look. (Prospects, 2010)

Advantages and disadvantages of online recruitment

Advantages of online recruitment:

• It is efficient as it doesn’t take long to post new vacancies on the internet by recruiting firms. This then makes recruiting quick as applicants can straightaway apply for the job online, be interviewed if the applicant is suitable for the job.

• Cost effective as vacancies are posted on firms own website so it does not cost a thing. Advertising on a national newspaper can cost thousands, so you can instantly see the cost savings with online recruitment.

• There is a better chance of being successful if job vacancies are advertised on websites as there is access 24 hours a day, 7 days a week. This provides flexibility as applicants can apply whenever they get time to.

• Online recruitment gives you’re a wider range of audience from young people to candidates 35 years of age. Online recruitment is now a part of most people's job hunting no matter what level or age.

• It’s straightforward and simple to post job vacancies on your own site and does not require a great deal of work. (What job site, 2009)

Disadvantages of online recruitment:

• As applying online can be simple it may lead to the overload of candidates applying for the job especially candidates who have not got the best qualifications for the job. This can be quite time consuming for HR department to look through all the applicants and choose the best ones.

• Online recruitment does not always work as not every job vacancy can be filled online. Some job vacancies can only be filled by recruitment consultants or head-hunters as it’s too difficult to fill otherwise.

• Not everyone may have access to the internet so this may prove to be a disadvantage to those people. It could miss out on some of the top candidates who may not have accessibility to the internet.

• It might be expensive to recruit online as it may be necessary to hire additional staff; therefore creating additional expense, especially with the sheer volume of responses from candidates can require more staff.

• If a candidate who lives in another country and has applied online, there might be a possibility to perform interviews by telephone instead; consequently the employer may not get a clear outlook of the candidate’s personality.

A recruitment campaign that has interested me

A recruitment campaign that interested me was when I was going through the recruitment section of the 2012 Olympics official site, one of the latest accountancy jobs that I could look into when I graduate hopefully by 2012. This has interested me as the Olympics are going to be held in London and I would have just graduated this would be quite an experience working for the firm even as a trainee. If I do get a good honours degree and enough experience I would stand a chance to be considered for the role. Additionally sports is a hobby that I enjoy a lot so being apart of London’s most exciting and memorable events would be great achievement for myself therefore I would have interest in applying for the job.

What ‘physiological contract’ means to me

http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm

The term ‘physiological contract’ had become well-known after the economic downturn in the early 1990s. It is defined as the insight between employers and their employees and the joint requirements they hold. These requirements are believed by the employee to be part of the relationship with the employer. In the contract it states what is expected by employees from their job and is based on the employee’s sense of fairness and trust they hold onto their employer. The model of the psychological contract by Professor David Guest outlines that if the contract is positive, there will be an increase in commitment and agreement leading to a positive impact on business performance. It is vital employers and managers take responsibility for maintaining their employees and making best efforts to fulfil the promises they guaranteed and spend time negotiating on deals otherwise the contract could be broken. This could have negative effect on the job satisfaction and commitment which could result in de-motivation. (Cipid, 2009)

Conclusion:

In conclusion, I found this topic on recruitment quite interesting because this is something I will be going through later in my life and it widened my knowledge on this subject matter. I was not familiar with the term Psychological contract but now I understand more about it.

References:

What job site, (2009) The advantages of online recruitment [online] Available from: http://www.whatjobsite.com/Online%20Recruitment:%20Advantages%20and%20disadvantages.htm [Accessed on 4 April]

Prospects (2010) [online] Available from: http://www.prospects.ac,uk/ [Accessed on 4 April]

Cipid, (2009) The psychological contract [online] Available from: http://www.cipd.co.uk/subjects/empreltns/psycntrct/psycontr.htm [Accessed on 5 April]

EHow (2010) Disadvantages of online recruitment [online] Available from: http://www.ehow.com/about_5384653_disadvantages-online-recruitment.html [Accessed on 6 April]

HR Planning

Why it is important for organisations to have HR plans?
The definition of HR planning is the process by which management ensures that it has the right personnel, who are capable of completing those tasks that help the organization reach its objectives. (Work 911, 2009). HR plans links and driven by management to the organisation’s mission statement, vision, business goals and objectives, as well as its strategic plans. For example systematic selection techniques are considered in HR to guarantee new recruits fit the job description and person specification. The issue has not become how many people should be employed, but ensuring that all members of staff are making an effective contribution to the organisation. The questions are what are the skills that will be required, and how will they be acquired to meet that strategy. The key goal for HR planning in recruitment and selection is to get the right number of people with the right skills, experience and competencies in the right jobs at the right time at the right cost. If organisations do not plan wisely, misjudgement is made as they can exceed the size of their workforce and carry extra staff that would not be utilised. This will make it difficult to meet production or deadlines at the quality level expected. (Employment-studies, 1996)

Training and development is also designed during HR planning to secure full benefits of successful training. Staff training has become vital strategic importance. (Mullins, 2007) It does not only provide confidence and motivation to staff but help improve the availability, quality and skills of staff. There should be a clear set of objectives, targets and a defined policy for training. Questions such as who will be trained and why? What should be taught and by whom? are all issues that should be planned carefully before hand. The methods of training should be chosen appropriately according to the particular needs of the organisation and the employees. If organisations do not plan a systematic approach to the management of training with the increased pace of technological, structural and social change, they may not see an improved organisational performance as skills are not kept up-to -date. They may not be able to reconcile the gap between what should happen and what is happening.

Career progression is another aspect which HR needs to plan towards. The reason for this is because they can see what is best for their employees and support their potential and their ability to carry on and progress further in their career. Performance and appraisal provide feedback for both management and employees. Appraisal and reviews provides the gap for improvement and a basis for rewards that the staff deserve.

Rodger’s seven point person specification for a university lecturer

1. Physical make-up: Should have a good state of health that is flexible and in good physical shape. You should dress appropriately and smart as this gives out a good impression. No trainers or hoodies. Should be able to speak well in front of an audience.
2. Attainments: Expected to have the relevant qualification and skills that enables them to be a lecturer. Should have graduated from higher education with at least a Bachelor of Education degree. Recent teaching experience in a school or evidence of recent completion of initial teacher training is essential.
3. Intelligence: University lecturers should have a good understanding of planning and assessment techniques and develop a range of successful teaching strategies to suit their students. Should be able Communicate effectively (both orally and in writing) to a variety of students.
4. Special aptitudes: Expected to be aware with using Microsoft word, excel, PowerPoint, outlook and internet. Should be familiar with using other IT software and equipment to a reasonable standard. Good Mathematical skills are required for various courses.
5. Interests: University lectures are committed to teaching and a willingness to continue to learn through professional development. Should have an energetic and friendly personality and enjoy working with staff and students and meeting new people. Should be able to socialise to a level by maintaining appropriate relationships with their students.
6. Disposition: University lecturer is expected to be mature and sensible as well as have good behaviour management skills. Humour is also acceptable as this could help in wisdom and motivation and make it a satisfying learning environment.
7. Circumstances: University lecturers are expected to be situated reasonably close to the University so there is not any difficulty travelling to and from the University especially when there are emergencies where a lecturer needs to come in and cover a lecture.

Key labour questions if Waitrose was opening in High Wycombe

If Waitrose was being opened in High Wycombe, the key labour questions they need to consider are:

1. What is the employment level in High Wycombe? Research needs to be carried out into the type of people likely to work in the store and the percentage of unemployed in the area. If there is a high level of unemployment this will be in good for Waitrose, as they can easily find people who are jobless to recruit and work for them.

2. Are there any competitors in the area that are likely to influence the business? Sainsbury is a huge superstore that is located in High Wycombe as well as Tesco that is in the shopping centre. Therefore Waitrose need to take that into account as they sell almost the same products so they need to see whether opening a Waitrose would be a success.

3. Is there potentially any skilled labour in the area? Waitrose are probably looking for people with skills and the right ability to work for their store and make it successful. If there are skilled workers training would not be needed and this could save cost.

4. What methods of training will be required to train new employees? Of-the-job training or on-the-job training.

5. What are the possible ways we can advertise for recruitment? The ways Waitrose can advertise is through their official website and state they are opening a new Waitrose in the area. This will make customers aware and they can apply online straight away. Other ways are in local newspapers, radio and even boards or posters at the High Wycombe high street or Eden shopping centre to attract people who are regular shoppers in the area. The local Job centre is also another way to advertise. As Bucks University is located in High Wycombe they can advertise in the university so students who are looking for part time jobs are aware.

Conclusion:

In conclusion it is vital organisations use business and functional strategies in HR planning. Business need to take into consideration many issues when building strategies such as competition, globalisation and legislation. HR planning can aid in decision making and influence the performance of an organisation.

References:

Work 911 (2009) What is human resources planning [online] Available from: http://work911.com/planningmaster/faq/hrdefinition.htm [Assessed 3 April 2010]

Employment-studies (1996) Human resource planning [online] Available from: http://www.employment-studies.co.uk/pubs/summary.php?id=312 [Assessed 3 April 2010]

Mullins (2007)) Management and organisational behaviour. The nature of management, Eighth edition, Chapter 13, pg 490.