unit 8 recruitment and selection process assignment 1 asda

Unit 8 Recruitment and Selection Assignment 1 covering P1, P2, M1, D1 *DISTINCTION*

This 31 page document includes the entire Assignment 1: Learning Aim A coursework for Unit 8 Recruitment and Selection. Marked by an official BTEC Business Teacher and awarded a Distinction grade. The business analysed in the coursework is ASDA, however, it can still be used as a guide on what headings/subheadings, content and detail to include to achieve a Distinction.

Unit 8 Recruitment and Selection Assignment 1: Learning Aim A P1, P2, M1, D1 P1 – Explain how a large business recruits and selects, giving reasons for their processes ASDA: Introduction: In this report I will be explaining and analysing how ASDA, a large business recruits and selects applicants to fill a job vacancy and stating the crucial reasons for their processes. ASDA is a Private Limited Company (Ltd) and was founded on the 19th February 1949 in Leeds and they operate in the supermarket industry, holding a 15.1% market share. ASDA has 631 supermarket stores in the UK with over 165,000 employees, categorising them as a large enterprise because they have 250+ employees. On top of this the staff turnover is less than 20% which means that each year less than 20% of ASDA’s workforce (33,000 staff) leave the company. It is crucial that ASDA has effective recruitment and selection processes to ensure that they fill these job vacancies to make sure that they have enough staff to keep operating effectively. ASDA does not operate internationally and are only operating in the UK, however their parent company, WALMART has owned and subsidised ASDA since 1999 lasting until October 2020 when ASDA was bought by UK ‘billionaire brothers’ for £6.8 billion. Not much has changed as the headquarters of ASDA remained in Leeds and WALMART still has a large equity investment in ASDA with their chief executive officer still leading the company. On top of this the billionaire brothers also pledged to invest a further billion pounds into ASDA over the next three years which could see the integration of newer technologies. Furthermore in the UK ASDA is known as one of the ‘BIG FOUR’. The ‘BIG FOUR’ includes supermarket businesses such as Morrissions, Tesco, Sainsburys and ASDA as they hold a combined concentration ratio of 71% (market share). This is important because it shows that there is an oligopolistic market and means that the level of competition is high in both selling goods and services but also recruiting the best employees to ensure their success. Recruitment: The purpose of recruitment processes is to attract and obtain as many applications as possible from eligible job seekers. Typically the recruitment process is as follows: a job vacancy is identified through workforce planning, then a job analysis is created from collecting and analysing data to see if the content of the job has changed since the last time the job vacancy was advertised, then a job description and person specification is written which details the content, duties, responsibilities and requirements of the job, after this the job is then advertised using various different methods including in-store, online and notice boards. After this is the application stage where the eligible job seekers make their applications which leads into the selection process.

How ASDA advertises their job vacancies: Advertising a job vacancy is one of the most important processes in the recruitment process because it makes would-be applicants aware of the job vacancy which gains their interest and attention to make an application. An effective job advertisement will include a wide range of advertising methods that makes sense for the job vacancy and any relevant information about the job including the added benefits to give an incentive to the viewer. ASDA does just that, the main way that ASDA advertises job vacancies is through their ‘job search’ website which lists all of the job vacancies in alphabetical order. On top of this the job vacancies can also be filtered by type, employment contract, hours per week, salary and location to give the applicant more relevant results. This makes it easier for the applicant to locate the job that they are looking for and speeds the recruitment process. Another way ASDA advertises job vacancies is in-store posters. Almost in every store at the entrance and exit there is a poster with the text ‘JOIN US’ or ‘HIRING NOW’ with the necessary contact details to make an application. This is also an effective way of attracting applicants because ASDA has over 18 million customers that visit their stores every week so not only is this method of advertising a job vacancy cost effective it is also seen by a large number of people, maximising the amount of applications. A third method that ASDA heavily uses to advertise a job vacancy is on the online recruitment agency ‘LinkedIn’. LinkedIn is a social platform that allows anyone to create a free account. Users on this app can search for jobs in their area and follow businesses to get notified or contacted if there is a job vacancy. ASDA currently has over 200,000 followers on this platform and they make frequent posts to attract more applicants. Possible applicants can browse current job vacancies at ASDA and make applications through the website. This is a highly effective method of advertising because as it is through an online platform, more people can access it from anywhere and at any time of the day. ASDA advertise their internal job vacancies by advertising on notice boards, information on intranet and sending emails to employees about the job opportunities. Where ASDA places these job vacancies including internal and external recruitment: Internal recruitment is when a job vacancy is filled by an applicant that is already in the businesses workforce, this is also known as intra-firm. External recruitment is the exact opposite, where a job vacancy is filled by an applicant that is not currently in the businesses workforce and is also known as inter-firm. The main benefits of internal recruitment is that it encourages career development and progression and is cheap, however a drawback is that it can demotivate other employees and cause conflicts. Some benefits of external recruitment is that it brings new ideas to the business and the applicants will already have the necessary skills to perform the job successfully, however a drawback is that it is much more expensive than internal recruitment (advertising wise) and the process can take a lot longer. When ASDA is looking to fill a job vacancy by using internal recruitment, the job vacancy will be placed on notice boards which is usually situated in the staff break room. Job vacancies are also placed on ASDA’s intranet which is a private communications network designed for internal communications that only authorised users of ASDA (its employees) can login to and access. Furthermore emails are also sent out to employees, detailing the job vacancy and making them aware of it and giving them instructions on how to make an application. For where ASDA places their external recruitment job vacancies is a lot more broader, typically they place them on their website with a list of absolutely every job vacancy there is currently. ASDA aslo places posters or screens just outside the entrance of their

stores to inform the local community about a job vacancy. They also place their job vacancies on recruitment agencies such as LinkedIn and Remploy. The locations of where ASDA places their job vacancies depending if they are for internal or external recruitment does vary because typically when ASDA wants to fill a job vacancy internally, the process is much more informal as the applicant is well-known to the business whereas when external recruitment is occurring, the process is much more professional and formal and the advertising techniques used to attract applicants and the placement of the vacancy is much more structured and expensive. How ASDA uses workforce planning: Workforce planning is when a large business, such as ASDA, reviews the skills and quantity of their workforce and tries to forecast how this will change in the future, and how many extra employees will be needed to keep up with demand and keep operating. Workforce planning is crucial to ASDA’s success because it has many advantages such as it allows ASDA to estimate how many employees will be needed in the future to deal with the workload, helps to identify what skills will be needed in the future and training programmes can be created beforehand. Another crucial benefit of workforce planning is that it allows ASDA to calculate their attrition rate, also known as a churn rate or staff turnover. This is calculated by using the formula; Number of employees that have left ASDA during a period of time divided by the average number of employees during that period of time multiplied by one hundred. Staff turnover shows how many employees have left the business in comparison to the average number of employees in the business, typically a business will want a low staff turnover as the average benchmark is 15% in the UK. ASDA has to do workforce planning for the main reason that they are growing. The combined net sales increase for ASDA is 72% year on year, this means that every year ASDA is selling more goods to consumers. To be able to do this and keep up with the future demand ASDA conducts workforce planning to predict how many employees will have to be recruited in the next few years. ASDA’s workforce planning also identifies new skills that the employees will need in order to do their job successfully. One example of this is IT skills, as ASDA is selling more products through their website, they would have identified through workforce planning that it is crucial for employees to have experience and knowledge of using computers. With these new skills identified through conducting workforce planning ASDA then designs and implements new assessments in the selection process and new training programs for their employees. Types of recruitment documents that ASDA uses: A job description is a document that describes the responsibilities and duties to be carried out by the job holder and the person specification which details the requirements, qualifications, experience and skills needed for the job are both standard documents used in the recruitment process of any business. These documents are derived from the job analysis which is conducted at the start of the recruitment process and are put together by managers or even recruitment agencies. ASDA uses both of these documents to clearly convey to the applicant what the job entails and what is required of them. However, the way ASDA structures these documents is very different from other employers. This is because ASDA does not explicitly use the headings ‘Job Description’ or ‘Person Specification’, instead these are replaced by headings like ‘Your Role’ and ‘About You’. The reason why ASDA does this is to differentiate themselves from other employers and by using inclusive words like ‘we’, it

convinces the applicant that ASDA cares about them. By using this terminology and structure it maximises the amount of applications that are received because it makes the process more appealing and attractive. How candidates apply for a job at ASDA: Candidates apply for a job at ASDA through online applications. Underneath the job description on the ASDA careers website, for every job, there is a large green button that has the text ‘Apply Now’. After the button is clicked the candidates are redirected and are expected to fill out the online application forms which require their personal information such as contact details and their CV which stands for curriculum vitae and it lists their qualifications, experience and skills. After the candidates have filled out their online application they are then redirected to two aptitude and one personality tests which must be completed (the results from these tests helps recruitment managers to shortlist candidates in the selection process). By using online applications instead of paper/letter or phone applications it saves a lot of time and money. This is because when the online application is made it is instantaneous, avoiding waiting times which is a major disadvantage to letter/paper applications. On top of this the online application is automatically uploaded to a secure database and as it is not-physical and intangible, the application cannot get lost. In the application process ASDA has also implemented a software that disregards the online applications of candidates which do not meet the requirements detailed in the person specification, this is very efficient because it means that the recruitment managers do not have to waste time checking these applications that do not meet the requirements for the job which saves a lot of money and speeds up the recruitment and selection process. Reasons for each recruitment processes: Why ASDA conducts job analysis: Job analysis is the process of collecting and analysing data to determine the content of the job and who it is best suited for. Job analysis is conducted every time a job vacancy arises to see if the responsibilities and duties to be carried out by the job holder have changed since the last time the job vacancy was advertised. There are two main reasons why ASDA conducts job analysis. The first reason is because as it identifies the content, responsibilities and requirements needed for the job it helps human resources to create job descriptions and person specifications. This is crucial because without job descriptions or person specifications no candidates would apply for the job as they would not be able to find out what the job actually entails and what is required from them and so by conducting job analysis, recruitment documents can be derived from it. Similarly if job analysis is not conducted regularly then job descriptions and person specifications would not be up-to-date which would then mean the most suitable candidates for the job would not be hired, causing them to not carry out the job successfully and the recruitment and selection process would be ineffective. And so as ASDA frequently conducts job analysis it allows them to create and update recruitment documents to ensure that the process is effective. Another reason why ASDA conducts job analysis is because as it identifies the new and changing skills and qualifications needed to perform the job successfully, HR can create new and improved training programmes that will equip the candidates with the skills needed for the job. For Powered by https://learnexams.com/search/study?query=aqa

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Recruitment and Selection Assignment 1

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This 31 page document includes the entire Assignment 1: Learning Aim A coursework for Unit 8 Recruitment and Selection.

Marked by an official BTEC Business Teacher and awarded a Distinction grade.

The business analysed in the coursework is ASDA , however, it can still be used as a guide on what headings/subheadings, content and detail to include to achieve a Distinction.

Topics covered

P1 - Explain how a large business recruits and selects, giving reasons for their processes

P2 - Explain how and why a business adheres to recruitment processes which are ethical and comply with current employment law

M1 - Analyse the different recruitment methods used in a selected business

D1 -  Evaluate the recruitment processes used and how they contribute to the success of the selected business

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Unit 8: Recruitment and Selection - Assignment 1 and 2

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23 March 2024

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Unit 8: Recruitment and Selection - Assignment 2(Distinction Example)

Unit 8: Recruitment and Selection - Assignment 1 (Distinction Example)

This contains distinction examples for both assignment 1 and assignment 2 for Unit 8: Recruitment and Selection.

The documents covers the following criteria:

Assignment 1 Criteria covered: A.P1: Explain how a large business recruits and selects giving reasons for their processes. A.P2: Explain how and why a business adheres to recruitment processes which are ethical and comply with current employment law. A.M1: Analyse the different recruitment methods used in a selected business. A.D1: Evaluate the recruitment processes used and how they contribute to the success of the selected busines**s.

Assignment 2 B.P3 Prepare appropriate documentation for use in selection and recruitment activities. B.P4 Participate in the selection interviews, as an interviewer and interviewee. C.P5 Complete a SWOT analysis on your performance in the interviewing activities. C.P6 Prepare a personal skills development plan for future interview situations. B.M2 In recruitment interviews, demonstrate analytical responses and questioning to allow assessment of skills and knowledge. C.M3 Analyse the results of the process and how your skills development will contribute to your future success. B.D2 Evaluate how well the documents prepared and participation in the interview activities supported the process for a job offer. C.D3 Evaluate how well the recruitment and selection process complied with best practice, drawing reasoned conclusions as to how it will support your future career.

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