Resourcing Talent Assignment

Activity A (1000 words) 4 factors that affect an organizations near to attracting endowment fund * The fiber of talent they look to attract I beggarly which competencies provide be more than suitable to the ruminate they want. * The sector which the organization is operating in. As some sectors be much easier to find the talents than others. As some cadences so sectors got m whatever employees working in than others for instance, in Egypt, It is much easier to find talents in Tourism and hospitality sector than to find in Nuclear magnate sector Corporate culture and how they accept the new employees As this a major factor that would affect their approach I mean to do it publicly so the employees know that the troupe is hiring a new chief executive kingr or that should be d integrity secretly. * The size of the company is a exclusively important(p) factor Big businesses impress railway line ignoredidates by quiping a bevy of benefits, brand-name recognition and maybe veritable(a) a big coffee berry brand name in the lobby of the company. The power of their brand is unimpeachably would affect their way. As big brands be easily to attract talents comp ared to a nameless brand.The resources available to them (financial and otherwise) that is why they would chose an easy to way to attract the talent (the recruitment method they would use) and their dealion methods would be very(prenominal) tough to tell apart the lift out from the big pool of candidates they loaf (attracting company). 3 organization benefits of attracting and retaining a diverse men Recruitment reflections benefitRecruiting and main(prenominal)taining a diverse workforce has its effect on the talents pool that any organization has in its bank line stream.Widening the view for recruitment for entirely told ethnic groups, assorted sexes, and different religions entrust definitely help to lead all types of talents in the same distinguish that will be reflected on the business burdens. ReputationEnhancing the organizations genius and image with external s feignholders. Many observational studies and surveys have tried to explore this area and its impact on any organization and its business.One of them had a reflective results, as its findings revealed that of the people surveyed that were currently employed, 58 percent would take a subcontract with a company that had a bad reputation of salmagundi if they were offered more m unitaryy. However, on average, these individuals would only consider the calling if offered iterate their current salary. So it is quite clear how diversity in the employment is now considered one of the attractions to any employee and how its absence would affect the a raterophize of operations. gloss benefitManaging transgress the impact of globalization and technological changeImproving knowledge of how mold in different cultures. 3 factors that affect an organizations approach to recruitment and engageion Leg al framework and working ethicsAs the unlawful discrimination is prohibited, fairness and equality of opportunity could have intelligent requirements to be considered in the recruitment and selection runes. BudgetBudget is one of the crucial issues in any organization approach to recruitment and selection. For different types of recruitment methods, they have a variable cost For example the harm of online recruitment websites is very low if compared to other recruitment methods like percentage point hunters.And relying on different selection methods is highly affected by the budget, such(prenominal) as relying on sagacity centers needs expertise and more cost compared to CV database, and so on. Availability of required job or space Knowing how many people are specialized in the sluggish positions will affect the approach of the organization to recruitment and selections methods. I mean for instance, if we are looking for a vacant position of janitor, there will be no need to have an online ad or subject 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 great power be applied to recruit because we might need a high voice tool to reach over so online or press ads might work and also this post is non 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 enkindle are not normally, at least in our region, apply through general telecommunicate or address though, so head hunters might be a great tool for such positions. Discussion comparing and contrasting the benefits of 3 different selection methods 1. As sessment centers * They are far more perfect than a standard recruitment process as they allow a broader range of selection methods to be used during the process. They enable interviewers to assess active executing as well as predict future job exercise. * They give the opportunity to assess and differentiate 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 common 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 affect by that company, even if they are rejected. The cost of an assessment centre is normally cheaper compared with the potential cost of many recruitment phases and the cost of recruitment errors. * They are a fair process they complement an organisations diversity agenda and ensure that people are selected on the basis of moral excellence alone. 2. Typical and structured interviewsWhen it comes to evaluating the advantages of typical structured interviews, the main advantage is that all the applicants have an equal opportunity to prove that they have the required skills and pick up for the job.Additionally, as an initial selection process, the structured interview questions are essentially set up in a manner which allows the interviewer to obtain all the initial data as well as professional enlarge that he or she would want to know active every applicant. 3. earpiece cover version * Telephone interviews are simpler to arrange, and the process itself takes much less condemnation than face-to-face interview sessions. * When using this method as an initial screening process, the cost of interviewing a large number of candidates is much lower than if they were interviewed in person. Telephone interviewing also cuts costs when candidates live far away, since most businesses refund interviewee travel e xpenses. Using the telephone to screen out unsuitable candidates can greatly reduce these costs. * This format is an ideal 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 Observation Introduction The HR section has followed a recruitment process for filling a vacancy take for subprogram Manager at ALICO.The recruitment process outlined infra highlights the main elements for filling this vacancy which overwhelms Planning Identifying need for recruitment conniption the criteria for the job ( drafting job description, person specifications, set of competencies) Resourcing drafting a job ad Short listing interview-based competency Selection fracture of Employment Reason for Recruitment There are three main reasons why we are recruiting for the position of parting Manager at our company 1) Growth in Business Operations Our insuran ce company is suppuration and consequently the business is increasing.We need employ a senior stave member to manage the growing number increasing set of responsibilities and functions at the First Nations confidence. 2) Change in Business Objectives Need for diversity in terms of nationality is necessary to align with the trend of Emiratisation across business sectors in the UAE. In this case, a Emirati national would be preferred as liable(predicate) candidate to fill this position. 3) Employee Exit the person previously in raze running the overall office services at the First Nations Office has been re- placed to another branch in a different country.A new police squad member is required to run the existing operation and ensure efficiency and control over them and in case of additional functions. Job definition amaze Office Manager PURPOSE The office Manager is prudent for organizing and coordinating office operations and procedures in order to ensure organizational eff ectiveness and efficiency. SCOPE The Office Manager reports to the senior Administrative Office and is responsible for providing office management services to the First National Office.This includes hold in office services and efficiency, suprrvisi9ng office staff and maintain office records. RESPONSIBILITIES guard Office Services Main Activities Design and implement office policies essay standards and procedures Organize office operations and procedures Supervise office staff proctor and record long distance calls Prepare cartridge holder sheets Control balance wheel 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 train employees Provide on the job and other training opportunities Supervise staff Evaluate staff performance Coaching and disciplining staff Maintain Off ice Records Design filing schema Ensure filing systems are maintained Define procedures for record memory Ensure protection and security of files and records Ensure effective transfer of files and records enchant and dispose records according to retention schedules and policies Ensure personnel files are up to date and secure.Maintain Office Efficiency Plan and implement office system, layout and system procurement Maintain and replenish inventory Check stock to define inventory levels Anticipate needed supplies Verify receipt of supply fulfil other related duties as required. 3. Person Specification Form Position RequiredOffice Manager DepartmentFirst Nations Office localisationAbu Dhabi Essential Desirable Assessment Method Qualification BA in Business Management or equivalent X CV CIPD certification in HR X CV Experience Minimum 4 years in Management X CV Minimum 2 years in HR functions X CV Knowledge and skills king to use MS Office competently X Intervie w faculty to design and manage administrative systems X CV, interview Writing procedures and policies X Interview Basic Financial skills X Interview Managing records X Interview effectual oral and writing skills in Arabic and English x Interview Excellent Organization skills X Interview Knowledge of time management applications X Interview Leadership skills X CV, InterviewMentoring and coaching job X Interview Interview Assessment Form Candidates NameHayya Al Ali PostOffice Manager PanelistsMonette, Mustafa, Moamen, Abdulaziz Date27th June 2012 Score (1-5)1 No-low raise 5 Meets competency fully Comments Competencies 3 * Candidate seemed confident and has a positive attitude. * Demonstrated take in working for ALICO * Candidate showed curtain raising since she gave brief information astir(predicate)(predicate) ALICO * She is familiar with IT systems due to her academic formation. * CIPD security provides knowledge on HR. She has knowledge on how to combine HR and IT -Overall Impression-Academic/ name Experience * wherefore have you chosen to apply to this position? * rank me about a typical day 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 express herself easily * Low notation when speaking but confident * Displayed coordination skills with large groups (10+) as per her role in perpetrations. * Displayed skills in communicating message across to staff through her inductance program which she gives across departments. She gave examples on how empathy and hearing skills helped her build rapport with her team members. * Able to communicate with senior managers and entry 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 live on in drive homeation design and delivery through her work in committees and induction Essential C ompetencyCommunication and InfluenceCommunicates clearly and effectively with a wide mutation of people both formally and informally. . Please explain a time or situation when you had to communicate your views or ideas to senior management to get support? 2. What were the problems encountered? How did you detention them? 3. Here you mentioned committee involvement, tell me more about this experience. 4 * Displayed skill in working in spite of appearance a tightfitting timeframe and prioritizing tasks according to an action envision. * Able to balance work and personal vivification where she mentioned that time management is an area she improved with time. Displayed planning skills in her ability to design workflow for the Orientation program. * Identified essential skills for planning which include team discussions, research, benchmarking, setting objectives and implementation. Essential CompetencyPlanning and Organizing Tendency to establish an efficient and let course of action for self and others 1. certify me about an example where you had to plan and organize a task in a short time-frame. 2. Tell me about your experience in de signing 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 leading skills through her involvement in various(a) committees where she acted as President. * Acquired skills in leadership by attending a mountain of forums on the subject * Showed experience in managing and coordinating team activities and denominate/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 disciplineed from leadership are planning, being firm and having people accountable for their work. * Tries to sympathize and listen to employees. Essential CompetencyLeader ship Promotes and generate of cooperation among the team to achieve 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 best 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 feedback to others on their performance. How did you go 6. What kind of feedback did you provide? 3 * She displayed professionalism and confidence when facing a encroach whereby she maintained her position or opinion 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 absorb a decision * She respects the hierarchy of the organizat ion and the decision making process should respect that hierarchy. Desirable CompetencyDecision-Making and problem solving (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 resolve them. 5. What kind of problems do you handle best? 2 * Uses IT in analysis at her work. * Developed a new system that combines IT and HR that can produce data and statistics germane(predicate) 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 th e job since she feels that it provides growth to her career General CommentsInterview military rating ( group discussion) * Considerable experienced in all HR functions * comfortable 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 accepted for the position and offer letter to be sent by recruitment office. Signature Date ALICO indemnity LLC P. O. Box 2. UAE, Abu Dhabi Phone 00000000 telefax 11111111 June 27, 2012 Hayyah Al Ali 11603, Abu Dhabi Dear 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 semiprecious assets. Should you accept this job offer, per company policy youll be eligible to notice the following beginning on your hire date. Salary 45,000 AED monthlyBenefits ALICO provided benefits for employees, including the following preparation assistance Health, dental, life and disability insurance Profit sharing pass and personal days To accept or decline this job offer Sign and date this job offer letter 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, favorable contact Recruitment Department, Phone 897987789.We hope to welcome you on progress personally. Sincerely, Abdulaziz Ali Recruitment Manager, Human Resources Accept Job laissez passer 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 benevolent resources-a main requirement for the position. Thank you for interviewing with our team. Everyone enjoyed meeting you and we hope that you consider applying for our heart-to-heart positions for which you qualify in the future Sincerely, Abdulaziz Ali Recruitment Manager, Human Resources