Recruitment and Training at Perrys Motor Company Essay Sample
- Pages: 5
- Word count: 1,365
- Rewriting Possibility: 99% (excellent)
- Category: company
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Introduction of TOPIC
One of the important tasks for the human resources function in a business is the recruitment and selection of the new employees, without the right employees the business wouldn’t be able to run efficiently, serve its customers properly or make any profit for the company. The reason the Perrys may need to employ more workers is because of increased sales, a staff member may have left, a member of staff might have been promoted or a member of staff goes on temporary leave. All of these reasons may force the Perrys recruit new staff to keep the business going as normal.
The process that the Perrys use to recruit new staff is a complex process and has many stages, the stages in the recruitment process are:
* Identify vacancy
* Write job description
* Write person specification
* Advertise the job
* Send out application forms
* Receive applications
* Shortlist candidates
* Select the best candidate
* Make a job offer
Advertising the vacancy
There are number of ways that the Perrys advertise jobs, here are ways that they advertise their jobs.
* The internet on their own website
* Recruitment agencies
If the Perrys are looking for a regional manger they will advertise in regional newspapers. It is essential that they advertise the jobs in the right place to ensure that people see the advertisement.
The interviews are conducted by the human department staff and interview panel they have three to five interviewers depending on how big the position is. During the interview the applicant will be asked a range of questions that will have been selected before the interview was held. The first type of question is usually open ended question, Perrys use open questions as means gaining the most information about the candidate as possible. It is important that has a timetable to ensure that interview is fair on ever candidate, so every candidate has the same amount of time in the interview.
The person specification is a brief outline of the businesses view of an ideal candidate for the job. This shows each candidate whether or not they will be suited or not for the job which will help the business narrow down the best candidates for the job. The person specification for a job is usually given with the job specification. However, Perrys have to be very careful when writing a person specification as they cannot discriminate between applicants. This means that canno
t say what kind of people that you don’t want. You can only describe the person that you think
Job application forms
A job description and a person specification are sent out with an application form. The reason these are sent out with the application form is so the applicant has the best chance of getting the job and so they know what qualities they will need to get the job, and on the application form it also says when the deadline is for the job.
Perrys provides induction training to new staff as it is essential and it enables a new employ to become productive as quickly as possible. It can avoid costly mistakes by employ not knowing the procedures or techniques of their new jobs. The length of induction training will vary from job to job and will depend on the complexity of the job, the size of the business and the level or position of the job within the business.
The following areas might be included in induction training.
* Learning about the duties of the job
* Meeting new colleagues
* Seeing the layout of the premises
* Learning the values and aims of the business
* Learning about the internal workings and policies of the business
Perrys also provides on-the-job training to its staff, on the job training occurs when workers learn skills whilst working along side experienced workers at their place of work. For example this could be the actual offices where the employee works. New workers may simply observe fellow employees to begin with and are often given instruction manuals or interactive training programmes to work through.
Advantages of on-the-job training
* Easy to organise
* Job specific
* Workers not taken away from jobs so can still be productive
* Cheap to carry out
Disadvantages of on-the-job training
* Disruptive in the work environment
* Time consuming
This occurs when workers are taken away from their place of work to be trained. This may take place at training agency or local college. Training can take the form of lectures or self-study and can be used to develop more general skills and knowledge that can be used in a variety of situations.
Advantages of off-the-job training
* Run by specialist trainer
* Training is intensive
* No workplace distraction
* New ideas can be considered
Disadvantages of off-the-job training
* Disruptive, remove employees from their normal place of work
* Can be time consuming
Perrys offers apprenticeship training to their employees, especially, for young people aged 16-24, however, they require applicant to have GCSE in English, Maths and Science. This provides employees with the opportunity to learn on the job while working towards their qualifications and it also enable employees to gain sufficient skills, knowledge and experience to be able to work effectively in a business.
Perrys offers a wide range of motivational techniques to their staff, the following are some example of how Perrys motivates their staff.
* Piece rate – payment given per item produced that meets a defined standards
* Commission means an additional payments made based on a targeted level sales being achieved
* Bonuses – flexible when and how they are paid to staff, generally aimed at motivating staff to work more harder to achieve the bonus offered
Perrys might also offer a range of non financial motivators for example, they might offer company car, cheap travel, holidays and vouchers.