Job Description
Job description can be position that gives details of what the job actually contains. It is information about the type of responsibilities and duties that will be expected as part of that job. Different organisations will have their own particular extra information, but there are a set of key elements that are always included. [pg. 334 John Bevan, Helen Coupland-Smith, Rob Dranfield, John Goymer, Catherine Richards 2010]
Person Specification
The person specification describes what experiences, skills and qualifications are needed. If someone decided to apply for a vacancy and send their CV and front cover letter in. The business that is looking for a position will either not accept their CV or they might put in on the shortlist. …show more content…
They cover things like e.g. regulations and government legislations. They look at the organisation policies and standards of how the company runs.
BMC recruitment planning process
Determine the business needs
There are stages in the recruitment process which are determined by BMC (Head of School) which are the senior management. BMC has a corporate plan in place which is held every year. BMC have their organisational structure which they depended on to support recruitment planning. BMC produces a business plan that identifies future requirements. Basically they are making arrangements before going ahead with any future involvements.
Reasons for vacancies
Within BMC vacancies can occur in many ways e.g. recruitment, fired, maternity leave, death, or joined anther organisation. If an employee had got promoted, vacancies within BMC can be passed to another employee’s depending were they are on the hierarchy structure.
Skills audit
BMC skills audit is part of their Human Resource’s department, were they highlight parts of the process, so that they can identify the skill gaps that are needed for recruiting staff. They also carry out experience and expertise for all staff processes. It requires training needs that may need to be analysis, so that each member of staff knows what they have to do. BMC also looks at the decisions for whether it is or not suitable for recruiting internally or
Job description can be position that gives details of what the job actually contains. It is information about the type of responsibilities and duties that will be expected as part of that job. Different organisations will have their own particular extra information, but there are a set of key elements that are always included. [pg. 334 John Bevan, Helen Coupland-Smith, Rob Dranfield, John Goymer, Catherine Richards 2010]
Person Specification
The person specification describes what experiences, skills and qualifications are needed. If someone decided to apply for a vacancy and send their CV and front cover letter in. The business that is looking for a position will either not accept their CV or they might put in on the shortlist. …show more content…
They cover things like e.g. regulations and government legislations. They look at the organisation policies and standards of how the company runs.
BMC recruitment planning process
Determine the business needs
There are stages in the recruitment process which are determined by BMC (Head of School) which are the senior management. BMC has a corporate plan in place which is held every year. BMC have their organisational structure which they depended on to support recruitment planning. BMC produces a business plan that identifies future requirements. Basically they are making arrangements before going ahead with any future involvements.
Reasons for vacancies
Within BMC vacancies can occur in many ways e.g. recruitment, fired, maternity leave, death, or joined anther organisation. If an employee had got promoted, vacancies within BMC can be passed to another employee’s depending were they are on the hierarchy structure.
Skills audit
BMC skills audit is part of their Human Resource’s department, were they highlight parts of the process, so that they can identify the skill gaps that are needed for recruiting staff. They also carry out experience and expertise for all staff processes. It requires training needs that may need to be analysis, so that each member of staff knows what they have to do. BMC also looks at the decisions for whether it is or not suitable for recruiting internally or