unit 13 | 2011| | Btec business level 3 Recruitment and -selection. Jean-Jacques | P1 Identify how two organisations plan recruitment using internal and external sources? My first organisation is Tesco because I think there internal and external is very basic to explain and I have a lot of knowledge. Internal recruitment: means that the person recruiting from the job will be taken from the organisation. In Tesco it will give current employee to get a promotion because it will be cheaper to advertise and all the candidates know the organisation well.

External recruitment: for external recruitment, Tesco advertises via the Tesco website www. tesco-careers. com or though vacancy board in stores, applications are made online for managerial positions. The chosen applicants have an interview followed by attendance at an assessment centre for the final stage of the selection process . people interested in store-based jobs with Tesco can approach stores with their CV or register though jobcentre plus the store prepares a waiting list of people applying in this way and calls them if there are jobs available .

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My second organisation is JDSPORTS Internal recruitment: organisations like JDSPORTS will sometimes decide to advertise a vacancy internally first if nobody meets the job description there will advertise it on the web, in stores you will have to hand your CV to the manager and JDSPORT hands out questionnaires to people there think will meet the job role . External recruitment: The external recruitment and campaign increase the popularity the organisation on the job market, which helps to improve the position for further expansion.

On the other hand the external recruitment is expensive and takes a lot of energy from the HRM function to handle all job candidates in the selection process. P2 There is different laws and regulation and an employee or an applicant should know the basic for an example sex discrimination Act 1975/97 should be the first thing because men and woman should be treated equal and people shouldn’t discriminate someone’s gender or if they had their gender reassigned .

An example of direct discrimination is like if a man and a woman applied for an office job and the employer didn’t think that the man was suitable for the job that would be sex discrimination. Race relation Act 1992 is unacceptable to discriminate someone because there have a different background from the employee, in Tesco they have a contract that you have to sign to say that you will not discriminate workers, customers and if discriminated by staff or anyone that works in company could end up in court.

Equal pay Act 1970 should be acceptable for everyone because the act focuses on men and female equality this should include the aspects such as benefits, child care allowance , sickness benefits and car allowance plus having a job that you can get equal pay protects you from not getting what you have earned for an example you worked 18hours at a rate of 6. 66 an hour you should expect ? 118. 88 that what you call equal pay . Disability discrimination Acts 1995 and 2005 this means unlawful for disabled person to be treated less because there a human being.

Some disabled people might need more than help then over and Tesco they have a policy that you should state if your disabled so that they can find a area that you could work in the store so that you don’t have any problems getting you started . In some public sectors you can go to court for discrimination someone . The impact of these laws are for employers safety so that working conditions can be more safe and that there employees don’t have any problems such as race discrimination , and disability so that nobody can discriminate the person in anyway mentally , physically in the company .

M1 The viable different is that for the LEVIS advertisement it’s for (store manager) and for GAP is advertising (associate manager Bridgend outlet). The company’s are very similar they both sell clothes but LEVIS brand is a higher then GAP brand. Store managers are employed by general merchandise stores, such as department stores and so-called “big box” stores, and by specialty stores, such as super-markets and sporting goods outlets. The duties of a manager vary with the store’s structure and method of operation.

Some stores are part of a chain that has a central office and branch outlets. Chain operations require general managers to oversee branch managers, who in turn oversee the managers for each of the outlets. Other stores are independently owned and operated. As an Associate Manager you will support the Store Manager to ensure that the store is delivering the best possible customer experience through both visual merchandising presentation and service standards, you will optimize sales and controllable contribution and you will build and develop a high performance team.

The role is a stepping-stone to becoming Manager of one of our ? multi-million stores. By offering superb training and a progressive culture, we’ll make the best manager better. We’ll give you an excellent grounding in merchandising, HR and operations, and, by the time you complete your development programmed, you’ll be more than capable of taking on a full store and everything that goes with it. The difference is the associate manger is supporting the store manager for GAP and for LEVIS it’s just the role of the store manager.