Resourcing Talent Assignment

Activity A (1000 words) 4 factors that strike an system of ruless barbel to attracting talent * The type of talent they look to attract I mean which competencies ordain be more suitable to the product line they want. * The welkin which the government is operating in. As some sectors be much easier to bugger off the talents than other(a)s. As some whiles so sectors got m all in all habituateees functional in than others for instance, in Egypt, It is much easier to divulge talents in Tourism and hospitality sector than to find in Nu clearly energy sector Corporate culture and how they pass judgment the new employees As this a major factor that would affect their approach I mean to do it publicly so the employees spot that the beau monde is hiring a new CEO or that should be done secretly. * The coat of the society is a crucial factor Big product linees impress art spatedidates by exserting a bevy of im take the standments, brand-name recognition and maybe ev en so a big coffee brand name in the entrance hall of the company. The power of their brand is definitely would affect their way. As big brands be easily to attract talents compargond to a nameless brand.The resources available to them (financial and otherwise) that is why they would chose an flaccid to way to attract the talent (the en lean method acting they would use) and their excerption methods would be very tough to select the scoop out from the big pool of views they nominate (attracting company). 3 constitution benefits of attracting and retaining a diverse workforce enlisting reflections benefitRecruiting and maintaining a diverse workforce has its effect on the talents pool that any organization has in its blood stream.Widening the view for enlisting for all pagan groups, different sexes, and different religions volition definitely wait on to allow all types of talents in the same place that will be reflected on the business outcomes. ReputationEnhancing the o rganizations reputation and image with external stakeholders. many a(prenominal) observational studies and surveys claim tried to explore this bea and its impact on any organization and its business.One of them had a reflective results, as its findings revealed that of the commonwealth surveyed that were shortly employed, 58 percent would take a job with a company that had a bad reputation of diversity if they were offered more money. However, on average, these individuals would totally consider the job if offered double their current salary. So it is quite clear how diversity in the workplace is now considered one of the attractions to any employee and how its absence would affect the comprise of trading operations. Culture benefitManaging better the impact of globalisation and technological changeImproving knowledge of how operate in different cultures. 3 factors that affect an organizations approach to recruitment and selection Legal model and running(a) ethicsAs the u nlawful discrimination is prohibited, fairness and par of opportunity could have legal requirements to be considered in the recruitment and selection passagees. BudgetBudget is one of the crucial issues in any organization approach to recruitment and selection. For different types of recruitment methods, they have a inconstant cost For example the price of online recruitment websites is very low if comp atomic number 18d to other recruitment methods like distri preciselyor point hunters.And relying on different selection methods is highly affected by the budget, such as relying on judicial decision centers involve expertise and more cost compared to CV database, and so on. Availability of necessitate job or sway Knowing how many people are specialized in the idle positions will affect the approach of the organization to recruitment and selections methods. I mean for instance, if we are looking for a inert position of janitor, there will be no need to have an online ad or na tional press ad or assessment center as a tool to select the candidates.While if we got a vacant of senior consultant IT or business expert, definitely these functions and tools big businessman be applied to recruit because we might need a high phonation tool to reach everywhere so online or press ads might work and also this post is not common to find. How important is the post for the organization and it is level on the structureThe level that the vacant position is working in in any organization definitely would affect the approach of any organization to select the recruitment and selection methods to use.For example, if the required employee is in the high level or for executive position, those people who might be interested are not normally, at least in our region, habituate through with(predicate) general email or address though, so head hunters might be a great tool for such positions. watchword comparing and contrasting the benefits of 3 different selection methods 1. appraisal centers * They are far more accurate than a standard recruitment exhibit as they allow a broader range of selection methods to be utilize during the process. They enable interviewers to assess living performance as swell as predict future job performance. * They give the opportunity to assess and signalize between candidates who seem very similar in quality on paper. * They give the candidates a better insight into the role as they are tested on exercises typical for the role they have applied for. * They help employers build an employer brand. Candidates who attend assessment centres which genuinely reflect the job and the organisation are often impressed by that company, even if they are rejected. The cost of an assessment centre is usually cheaper compared with the potential cost of many recruitment phases and the cost of recruitment errors. * They are a fair process they attendant an organisations diversity agenda and ensure that people are selected on the basis of merit alone. 2. Typical and coordinate interviewsWhen it comes to evaluating the advantages of typical incorporate interviews, the main advantage is that all the applicants have an equal opportunity to prove that they have the required skills and experience for the job.Additionally, as an initial selection process, the structured interview questions are basically set up in a manner which allows the interviewer to obtain all the initial data as well as professional details that he or she would want to know about every applicant. 3. Telephone separateing * Telephone interviews are simpler to arrange, and the process itself takes much less time than face-to-face interview sessions. * When using this method as an initial screening process, the cost of interviewing a king-size tally of candidates is much lower than if they were interviewed in somebody. Telephone interviewing also cuts costs when candidates stomach far away, since most businesses reimburse interviewee travel ex penses. Using the telephone to screen out unsuitable candidates can greatly reduce these costs. * This format is an rarified way to assess a candidates telephone manner. This is particularly helpful if the job requires telephone communication skills or is heavily customer-service based. Activity B-Portfolio and Interview musing Introduction The HR department has followed a recruitment process for fill up a vacancy request for billet private instructor at ALICO.The recruitment process outlined below highlights the main elements for filling this vacancy which includes think Identifying need for recruitment Setting the criteria for the job ( drafting job description, person specifications, set of competencies) Resourcing drafting a job ad Short listing interview-based competency Selection Offer of Employment Reason for Recruitment thither are three main reasons why we are recruiting for the position of smudge managing director at our company 1) Growth in agate line operations Our redress company is growing and consequently the business is increasing.We need employ a senior module member to deal out the growing cast increasing set of responsibilities and functions at the First Nations Office. 2) Change in Business Objectives Need for diversity in terms of nationality is requirement to align with the abbreviate of Emiratisation across business sectors in the UAE. In this miscue, a Emirati national would be preferred as likely candidate to fill this position. 3) Employee Exit the person previously in charge running the overall office work at the First Nations Office has been re-located to another branch in a different country.A new team member is required to run the existing operation and ensure efficiency and control over them and in case of additional functions. business organisation Description Position Office passenger car spirit The office Manager is responsible for organizing and coordinating office operations and procedures in order to e nsure organizational effectiveness and efficiency. SCOPE The Office Manager reports to the senior Administrative Office and is responsible for providing office management work to the First National Office.This includes maintain office services and efficiency, suprrvisi9ng office lag and maintain office records. RESPONSIBILITIES Maintain Office Services Main Activities material body and implement office policies Establish standards and procedures Organize office operations and procedures make do office round Monitor and record long distance calls put together time sheets Control correspondence Review and supply requisitions Liase with other agencies, organizations and groups update organizational memberships Maintain office equipment Supervise Office StaffAssign and monitor clerical and secretarial functions Recruit and select office staff Orient and occupy employees Provide on the job and other training opportunities Supervise staff Evaluate staff performance Coaching and disc iplining staff Maintain Office Records Design filing system agree filing systems are well-kept Define procedures for record retention experience protection and security of files and records Ensure effective transfer of files and records Transfer and dispose records according to retention schedules and policies Ensure personnel files are up to date and secure.Maintain Office Efficiency externalise and implement office system, layout and system procurement Maintain and replenish memorial Check stock to determine inventory levels Anticipate needed supplies curb receipt of supply Perform other related duties as required. 3. individual Specification Form Position RequiredOffice Manager divisionFirst Nations Office LocationAbu Dhabi Essential sexually attractive Assessment mode Qualification BA in Business Management or equivalent X CV CIPD certificate in HR X CV Experience Minimum 4 years in Management X CV Minimum 2 years in HR functions X CV Knowledge and skills Ability to use MS Office competently X Interview Ability to design and manage administrative systems X CV, interview Writing procedures and policies X Interview Basic Financial skills X Interview Managing records X Interview Good oral and writing skills in Arabic and English x Interview Excellent Organization skills X Interview Knowledge of time management applications X Interview leaders skills X CV, InterviewMentoring and coaching X Interview Interview Assessment Form Candidates NameHayya Al Ali PostOffice Manager PanelistsMonette, Mustafa, Moamen, Abdulaziz consider27th June 2012 Score (1-5)1 No-low evidence 5 Meets competency fully Comments Competencies 3 * Candidate seemed confident and has a positive attitude. * Demonstrated interest in working for ALICO * Candidate showed beginning(a) since she gave brief information about ALICO * She is known with IT systems due to her academic formation. * CIPD certificate provides knowledge on HR. She has knowledge on how t o combine HR and IT -Overall Impression-Academic/Work Experience * Why have you elect to apply to this position? * declare me about a typical twenty-four hours at work? * Why did you decide to do the CIPD certificate? How are you applying it? 4 * Displayed fluency in English and Arabic * Able to say herself easily * Low tone when speaking but confident * Displayed coordination skills with large groups (10+) as per her role in delegacys. * Displayed skills in communicating message across to staff through her induction program which she gives across departments. She gave examples on how empathy and audition skills helped her build rapport with her team members. * Able to communicate with senior managers and gate level employees * Displayed her skill in convincing and influencing where she argued her case regarding an employee based on evidence and the benefit for the company. * Displayed experience in presentation design and rescue through her work in committees and induction Essential CompetencyCommunication and InfluenceCommunicates clearly and efficaciously with a wide variety of people both formally and informally. . enrapture explain a time or situation when you had to communicate your views or ideas to senior management to get support? 2. What were the capers encountered? How did you handle them? 3. Here you mentioned committee involvement, tell me more about this experience. 4 * Displayed skill in working within a tight timeframe and prioritizing tasks according to an action plan. * Able to equaliser work and personal life where she mentioned that time management is an area she ameliorate with time. Displayed planning skills in her ability to design workflow for the Orientation program. * identify essential skills for planning which include team discussions, research, benchmarking, setting objectives and implementation. Essential CompetencyPlanning and Organizing temperament to establish an efficient and appropriate course of action for s elf and others 1. Tell me about an example where you had to plan and bone up a task in a short time-frame. 2. Tell me about your experience in purpose the Orientation program. Who did it involve? 3.What are the tools that you used for recruitment and selection since you did that in your previous job? 3 * Showed experience in lead skills through her involvement in various committees where she acted as President. * Acquired skills in leadership by attending a multitude of forums on the subject * Showed experience in managing and coordinating team activities and assign/delegate responsibilities (approximately 17 people) * Managing emotional situations with staff with empathy. * Displayed firmness if employees do not complete a task they have been assigned. Identified that lessons learned from leadership are planning, being firm and having people accountable for their work. * Tries to sympathize and listen to employees. Essential CompetencyLeadership Promotes and generate of cooper ation among the team to fall upon a collective outcome 1. In your resume, you mention that you have leadership skills, can you elaborate more on this? How many people did you manage in your last job? what did you learn from that experience? 2. What are the silk hat ways of improving the performance of a team? 3.Demonstrate how you use your leadership skills to achieve project 4. What did you learn? 5. Please describe a time when you had to provide feed linchpin to others on their performance. How did you go 6. What kind of feedback did you provide? 3 * She displayed professionalism and dominance when facing a conflict whereby she maintained her position or purview bc it is based on facts and respected other peoples different opinion. * She seems a bit stubborn regarding her opinions which are based on facts. * Identified that best practice and policies are the best way to address a problem r make a decision * She respects the hierarchy of the organization and the decision makin g process should respect that hierarchy. Desirable CompetencyDecision-Making and problem solution (Desirable)Tendency to make swift decisions and judgments even in the absence of all necessary information. 1. Give me an example where you had to make decisions in the absence of your Manager? 2. How did it go? 3. What did you learn? 4. Tell me about a time when you had conflicting priorities and what you did to reconcile them. 5. What kind of problems do you handle best? 2 * Uses IT in synopsis at her work. * Developed a new system that combines IT and HR that can produce data and statistics relevant for HR and Finance. * Knowledge in ERP systems and KPI development. Desirable CompetencyData Analysis (Desirable)Tendency to analyze, organize, understand and present data. 1. What kind of IT skills did you acquire? How did you apply this in your work? 2. Tell me about a system you developed that helped organize the data. 3 * Candidate interested in the job since she feels that it p rovides growth to her passage General CommentsInterview Evaluation ( group discussion) * Considerable experienced in all HR functions * Sufficient knowledge of management of office operations ( skills in IT and time management) * Good record in leadership and supervisory skills * Confident and organized. * Good skills in starting new projects * Has good initiative and self-motivation * May not have sufficient basic financial skills but is knowledgeable in excel sheets DecisionCandidate is usurped for the position and offer garner to be sent by recruitment office. Signature date ALICO indemnity LLC P. O. Box 2. UAE, Abu Dhabi Phone 00000000 Fax 11111111 June 27, 2012 Hayyah Al Ali 11603, Abu Dhabi respectable Ms Al Ali, ALICO is pleased to offer you a job as an Office Manager of the First Nations Office located in Abu Dhabi. We trust that your knowledge, skills and experience will be among our most valuable assets. Should you accept this job offer, per company polity youl l be eligible to set out the following beginning on your strike date. Salary 45,000 AED monthlyBenefits ALICO provided benefits for employees, including the following Education assistance Health, dental, life and disability insurance Profit sharing Vacation and personal days To accept or decline this job offer Sign and date this job offer earn where indicated below. Fax all pages of this job offer letter back to us. This offer is valid for one month from the date of send. If we didnt receive any reply from you within a month this offer will be cancelled. For any clarifications, kindly contact Recruitment Department, Phone 897987789.We accept to welcome you on board personally. Sincerely, Abdulaziz Ali Recruitment Manager, Human Resources Accept Job Offer By signing and dating this letter below, I, Hayyah Al Ali, accept the job offer of Office Manager by ALICO. Signature_________________________________ Date_____________ Decline Job Offer By signing and dating this letter below, I, Hayyah Al Ali, decline the job offer of Office Manager by ALICO. Signature_________________________________ Date_____________ ALICO Insurance LLC P. O. Box 2. UAE, Abu Dhabi Phone 00000000 Fax 11111111 June 27, 2012Mr. Moamen Azab 11603, Abu Dhabi Dear Ms Mary, We appreciate your interest in ALICO and the position of Office Manager for which you applied. Though the selection committee appreciates the time you invested during the panel interview, it has selected another candidate who has experience in human resources-a main requirement for the position. Thank you for interviewing with our team. Everyone enjoyed shock you and we hope that you consider applying for our open positions for which you qualify in the future Sincerely, Abdulaziz Ali Recruitment Manager, Human Resources