Recruitment Case Study Essay Example for Free

Recruitment Case Study Essay Recruitment is when BHX looks for a new member of staff. BHX needs to recruit new staff for different reasons. It could be that they need staff for to fill in new posts or for an extra help for other staff. Sometimes BHX need new staff because they need to replace the old staff with new staff with more experience and qualifications. To recruit staff there is a process for it. There are seven steps in the process. To appoint the right person for the job they need to go through the seven steps for each of the applicants. For recruitment the manager and the human resources are responsible to recruit new staffs. As other organisaton BHX has a policy for recruiting staff. The employer at BHX has to obey the policy. The policy reduces the chance of a candidate being treated unfairly. The law and ethics at BHX are very strict. The law says that there must not be any discrimination against the employee and the employee should have the same opportunity regardless of race, gender, or disability. All disabled applicants who fully meet the Person Specification for the post for which they have applied for has to be guaranteed an interview at BHX. In BHX the recruitment is done by human resource department and the manager. Steps in the process There are seven stages in the recruitment process. 1. Identify the vacancy 2. Draw up a job description 3. Draw up a person specification 4. Advertise the vacancy 5. Shortlist applicants 6. Interview applicants 7. Select and appoint the most appropriate candidate (Carysforth C and Nield M (2002) GCSE applied business for edexcel hieneman) pg235 Agreeing the vacancy: Before recruiting new staff the manager has to think that in which area do BHX need more staff. And manager also has to ask permission of BHX that if they can recruit more staff. BHX will allow manager if they really need some new staff. Staff do cost lost of money and therefore BHX will need to think if they really need new staff. Each department in BHX has budgets and they are only allowed to recruit staff if they are able to pay for the recruitment process. This is what they need to think before advertising the vacancy. Here are some of the reasons why BHX might recruit people. * It could be that more airlines are landing at BHX and therefore they need more staff to service the planes. * More passengers are using BHX. * Someone has been promoted to the higher level or someone left the job. Drawing up job description: A job description tells the employee the key facts relating to the job. BHX needs to list the job title, all the responsibilities, main duties, salary of the employee. When someone applies for the job BHX has to give them the copy of job description so this tells them job covers everything they are expected to do. Here is an example of a job description at BHX. At the top of the job description there is information about the employees post title, the department the employee is going to work in, date etc. After that it says the purpose of the job. The main part of a job description is the employees main duties and responsibilities. At the end there is a box with a signature of the employees relation manager and the section he/ she is from. BIRMINGHAM INTERNATIONAL AIRPORT LIMITED JOB DESCRIPTION DIVISION: DEPARTMENT: Human Resources POST TITLE: Human Resources Administrator GRADE: C career grade DATE: January 2006 Job Purpose Complying with Birmingham International Airport Limited employment policies and procedures and recognised best human resources practice; to provide an efficient and effective human resources administration service, that that is customer driven, proactive, flexible, facilitates workable solutions and supports the Company in the achievement of its objectives. Main Duties and Responsibilities a. To ensure the planned human resources services for which this post is responsible for, are delivered according to Company policies and procedures and outlined departmental performance management standards. Undertaking the work of this post in line with the Company values, department objectives own personal responsibilities and professional standards. b. To be responsible for ensuring own administration is managed to expected business standards in a timely manner, without loss of quality standards. This includes responsibility for responding to telephone enquiries, drafting/word-processing routine and adhoc letters, minutes of meetings, reports and other documentation. c. To take a proactive role in the development of the human resources department administrative systems and processes; and communicate such developments, in a manner that supports the Company values and objectives of the department. d. To co-ordinate the recruitment cycle including but not limited to:- * preparation of advertisement, job descriptions, person specifications, * liaising with applicants, * equal opportunities monitoring, * attending candidate assessment. * progressing the employee reference checking process, * preparing accurate contract of employment, * coordinating, maintaining and progressing the Companys employee probationary assessment process. e. To maintain and update the Companys recording systems in respect of counter terrorism checks for relevant employees. For the purpose of employee counter terrorism check renewals to ensure relevant employees and the Department for Transport are notified in good time of the forthcoming expirery of their counter terrorism check clearance. f. To maintain effective housekeeping and ensure accurate updating of the computerised human resources information system (CHRIS) and manual recording systems as they relate to the work of the Human Resources Department. g. To produce human resource management information using the CHRIS, Company databases and spreadsheets for the production of statistical and other human resources related information for management reports. h. To carry out such other duties commensurate with the grading of the post,which will be determined from time to time, in line with the needs of the business. The airport company reserves the right to vary the duties and responsibilities of staff under Conditions prescribed in local agreements. Thus, it must be appreciated that the above duties may be altered as the future changing needs of the service may require. Employee Relations Manager Section Head (School resources) Drawing up person specification: BHX has to list all the appropriate skills and qualifications needed by the employee. They have to list this so only the person with an appropriate qualification can apply for the job. This also enables the employer to think about the best type of employer needed for the job. It also tells the employee what sort of training does the employee need Here is an example of a person specification at BHX. This helps the employer to recruit the best person in BHX. The person specification lists all the knowledge, skills, experience, qualifications etc the employee should have. BIRMINGHAM INTERNATIONAL AIRPORT LIMITED PERSON SPECIFICATION JOB TITLE: Security Guard (Part Time Terminals) GRADE RANGE: Security Guard DEPARTMENT: Aviation Security REPORTS TO: General Manager Aviation Security KNOWLEDGE 1 Emergency health and safety procedures including public safety issues HOW TO BE ASSESSED A/I SKILLS/ABILITIES 2 Physically able to carry out passenger and bag searches 3 Ability to remain calm and assertive in emergency situations 4 Basic computer awareness for the purpose of security ID pass checks and report writing 5 Good customer service practices to represent the company in a professional manner 6 Ability to remain alert and vigilant to undertake indoor and outdoor security patrol duties, boarding card and security ID pass checks 7 Well developed verbal and written communication skills 8 Ability to write short and accurate reports 9 Ability to work on own initiative and within a team 10 Ability to deal sensitively and tactfully with people on a one to one basis 11 To work a variety of shifts, inclusive of weekends and bank holidays I I I A/I I/TEST A/I/TEST I/TEST A/I I A/I EXPERIENCE 12 12 months experience in a customer facing role 13 Working to agreed standards and regulations and internal procedures in a consistent way A I EDUCATIONAL QUALIFICATIONS 14 Numerate and literate to perform the duties of the job TEST OTHER ATTRIBUTES 15 Willing to undertake mandatory training relevant to the job 16 Able to comply with the company dress code 17 Live within a 30 miles travelling distance of the airport to respond to call out/shift cover 18 Full previous 5 year checkable history (e.g work, study, unemployment, home worker) 19 Able to successfully pass a colour blindness test and medical examination A I A A OH How to be assessed Key: A Application form I Interview TEST Saville Holdsworth tests, and/or Managers designed test HR Certified by HR Department OH Certified by Occupational Health Department Birmingham International Airport Limited is working towards equal opportunities in employment and all employees are required to operate within the spirit of the Companys Equal Opportunities Policy. Employee Relations Manager Departmental Manager (http://www.bhx.com/personnel/jobs/52/Aviation%20Security%20Personnel%20person%20specification%2003.07.doc) Advertising the vacancy: BHX has to decide where to advertise the vacancy and to list al the skills, qualifications and all the attributes. The advertisement includes all the terms and conditions of the employment like salary, number of hours etc. There are different methods of advertising that BHX uses. They advertise low skilled jobs in the newspaper because it a very cheap way to advertise an vacancy. They advertise their vacancy in a newspaper which is delivered around Birmingham and neighboring towns and cities because it is more likely that a local person will apply for a job and its easier for the employee to get to the airport. They advertise some of their job on their website. They also advertise their job at job centers because lots of people who look for a job visit there to find jobs. Here is an example of the job vacancy of an aviation security guard at Bhx. This vacancy was advertised on the Bhx website. In this vacancy BHX cannot recruit a male security guard because at the top of the vacancy it says that they need a female aviation security guard. In the advertisement it lists all details about the job, the opportunities the employee will have and the salary. Female Aviation Security Guards Salary à ¯Ã‚ ¿Ã‚ ½11,187 à ¯Ã‚ ¿Ã‚ ½13,295 per annum (pay award pending) Closing Date 21 Mar 2007 Details If you are female and looking for a rewarding part time career opportunity, we have a vacancy that may interest you: FEMALE AVIATION SECURITY GUARDS à ¯Ã‚ ¿Ã‚ ½11,187 à ¯Ã‚ ¿Ã‚ ½13,295 per annum (pay award pending) (8 hour shifts, including weekend working and Bank Holidays) The Business Birmingham International Airport aims to be the best regional airport in Europe and, as the second largest airport outside London, regularly handles in excess of 9 million passengers each year, making it one of the busiest UK airports. If you want to be part of a vibrant and supportive team that is helping to shape the future of the business, here is where you make the connection. The Opportunity The main responsibility of this role is to ensure the safety of passengers. To be successful as an aviation security guard, it is important that you have a polite and professional manner, as you will be responsible for checking passenger identities, boarding cards and be required to perform bag and physical body searches. You should be comfortable working on your own initiative and be able to stay calm in emergency situations, while ensuring all security and airport regulations are adhered to. This is a customer facing role so we would like our aviation security guards to have well developed verbal communication skills and as you may be called upon to report on security related incidents good written communication skills are equally important. Previous security experience is not necessary as full training will be given to the successful candidates and you will also receive support from other team members. The Person In return for your efforts in this role, you can look forward to a competitive salary, a generous annual leave entitlement, free on-site parking, stakeholder pension scheme and Company share scheme. We also offer discounts on a variety of retail and catering outlets within the airport and discounted travel/holiday offers. Sex Discrimination Act 1975 section 7(2)(a)(i)) applies and on this occasion male applicants will not be considered. To apply, further details and an application pack are available via our website www.bhx.co.uk or write to the Human Resources Department, Birmingham International Airport Limited, Birmingham B26 3QJ (http://www.bhx.com/page.aspx?type=jLNyxnRIZKE=id=2N3FyjXb9IM=job=XZn9xPVMN1E=) Shortlist the applicants: Shortlisting applicant can be very difficult for BHX. Sue Timothy who is a personnel manager at BHX has to make sure that she shortlists the applicants fairly. To do this fairly she has to look at candidates Curriculum vitae. She has to look at what sort of grades, qualification, work experience and good references from their teacher or their previous employer. If the persons C.V. matches the person specification then Sue timothy can consider the applicant for the next stage which is the interview. Applicants with better qualification will be considered first for the interview and applicants with very minimum qualification will be rejected. Interview the applicants: In Bhx there is a two stage interview. The first interview is done by the human resources and the second interview is done by the manager of the department. This two stage interview is only done if the employee has applied for the high skilled vacancy. For example if someone applies for a job like an aircraft dispatcher, there will be a two stage interview. This is because aircraft dispatcher is a highly skilled job. There is a one stage interview at BHX. For example if someone applies for a job as a cleaner, there will only be a one stage interview. This is because a cleaner is a low skilled worker. At BHX interviewers are trained so that they know hot ask questions and what types of questions to ask. Interviewers who have experience at Bhx will ask open ended question which means that the candidate cant just say yes or no to the question. Example of the ended question can be What made you apply for this job? For this the candidate will have to give reasons for the answers. These kinds of questions tells the interview that how well the appl icant communicate. To make the interview fair to everyone, the interviewer has to ask the same questions to all the candidates. Select the candidate: This is the final stage of the recruitment process. BHX will have to choose the best candidate. They choose the best candidate by looking at how well the candidate has done in their interview. Sometimes an applicant with a really high qualification does badly in the interview. These mistakes could be that the applicant was too nervous during the interview. It could also be that the applicant did not communicate very well with the interview. As BHX is a huge organisation several people are involved in recruiting people. In Bhx human resources and managers are involved in recruiting people. In the interview only one person interviews the people because this makes the interview fair to everyone and the interviewer will ask the same questions to everyone. While employing for the job at Bhx the employee has to apply with the curriculum vitae because in the C.V. its got all the information about the employee like all the qualification from GCSEs to a university degree and all the work experience the employee did. The employer needs to see the C.V to make sure the employee has the correct qualification in order to get the job at Bhx. Before applying for the job at Bhx the employee needs to have one or two references from the previous employer to see if the employee has a good behavior and a good record Overall I think that a recruitment process is very successful in Bhx. Everyone who applies for the job at Bhx has equal opportunities because in the interview the interviewer has to ask the same questions to everyone. With all these seven stages of recruitment Bhx recruits the best person for the job. Recruitment at Bhx can be done better if the interviewers are polite and they know what questions to ask. They can also advertise the job far away from Birmingham so there is more chance to get the best person who will meet all the person specification for the certain job. Staff Development and Training Training is related to job specific skills and abilities, learned at BHX. Development means to increase knowledge, skills or experience. A cleaner will need different training then an airport dispatcher. This is because they all have different job roles and different responsibility. The cost of the training depends on the type of training the person is doing and the level of the job they are at. For example the cost to train a manager is much higher then to train a cleaner. On-the job training is an important way in staff acquires relevant knowledge and skills at work. On the job training is when the staff trains in Bhx. The example of on the job training could be an induction. Induction means when the employee comes to the job for first time, the supervisor has to show the person around Bhx to get familliarise with the other staff and work place. Off the job training is when the staff trains within the Bhx but in different location. The example of off the job training could be someone learning how to use a computer in a training centre. In Bhx the employer needs to train and develop staff for different reasons. They need to develop staff because the job and technology changes. Lots of staff at BHX works on a computer. As times goes by new technology comes and they need to get a special training to use it. Promoted staff needs new skills. Also the new staff needs training. So Bhx has to organise some training events. Without the training the new staff wouldnt have a clue of what to do at BHX. With the training and development, staffs skills improve and when the staffs change their jobs then they would need less training. The staff might need training because during the performance review they might have done badly because they had a lack of skills. Bhx can improve its training system by allowing more budget in the training department. This will mean that staff can get trained more effectively and they will learn more skills during the training. Training can also be done better by recruiting more people who have more qualifications and employees who need less training. This saves money. At BHX there are different types of training. * Induction training is to familiarise the new employees with staff their work place and health and safety in Bhx. The cost for this type of training is very low. * On the job training is for the staff who needs to learn about Bhxs equipment and system. This type of training is cheaper because the staffs are trained in Bhx and Bhx dont have to pay for the accommodation and travel for the employees. * Off the job training is for people who need to learn about other aspects of the job. It can be really expensive to train staff away from Bhx because Bhx has to pay for the employees accommodation and the travel. * E learning (Electronic Learning) means an employee who learns and trains by a computer. This type of training can be really expensive because having an I.T system is expensive and they BHX have to buy different kind of software for different type of training. There is a future need for all these trainings. With the training, staff can do lots of other things which they couldnt do before the training. There are new business opportunities. There is a greater staff motivation. Bhx does work towards IIP (Investors In People). An IIP is a national standard that wants Bhx to train and develop all their employees to help achieve Bhxs objectives. National training awards started in 1987. The training awards are awarded to both employee and employers in Bhx. Every year a few staff gets this award. To get this award the learners have to prove that they have demonstrated excellence skills in their training. www.google.co.uk Application form at BHX When BHX recruits new staff the employee has to fill the application form very carefully. This is because the employer of BHX wants to know every single information about the employee. In the application form the employee has to fill all his/her personal information i.e. name, D.O.B., home address and many more. The employee also has to fill the health information all the secondary school information, the grades that employees has achieved, all the college and universities grades achieved and qualifications that the employee has. The employee also has to list all the skills, knowledge, abilities and experience they have. They also have to list whether they have worked for different company before.

Cinematic Techniques in Nabokovs Laughter in the Dark Essay -- Movie

Cinematic Techniques in Nabokov's Laughter in the Dark    Vladimir Nabokov's Laughter in the Dark takes the movies for its style as well as its subject matter. In recounting the farcical tragedy of director Albinus and starlet Margot, Nabokov imports a wide variety of techniques and imagery from the cinema into the novel. But Nabokov's "cinematic" style is not analagous to that of a screenplay: the polished prose is always tinged with the novelist's trademark irony. Gavriel Moses notes that    Nabokov's most consistent reaction to popular films in their public context is his awareness that the film image... is overwhelming in its insistent claim to presence and, as a consequence, to truth. But in formula films perceived uncritically or absorbed inertly, film tends to displace... what is really important in life and to impose its own schematic simplifications upon life's teaming and idiosyncratic details. (62)    Virtually all the characters in Laughter in the Dark take their understandings of life from the film industry. Their ideas and impressions, therefore, tend to be rather banal, predictable, and superficial. Nabokov's people never surprise the reader, never think unusual thoughts, never reveal unexpected depths. In contrast to the complex psyches found in Tolstoy and Chekhov, for instance, Albinus, Rex, and Margot are cartoons, with speech balloons floating above their heads. Indeed, even their thought processes resemble the interior monologues of characters in Hollywood films. So, for example, when Nabokov transcribes Albinus's silent thoughts, he employs a standard voice-over template:    Albinus, his queer emotions riding him, thought: "What the devil do I care for this fellow... ...chcock: Fifty Years of His Motion Pictures. New York: An Anchor Book, Doubleday, 1992. Originally published by Hopkinson and Blake in 1976.    Works Consulted Nabokov, Vladimir. Lolita. New York: Vintage Books, A Division of Random House, Inc., 1999. First published 1955. Raguet-Bouvart, Christine. "Camera Obscura and Laughter in the Dark, or, The Confusion of Texts." Translated from the French by Jeff Edmunds. Seifrid, Thomas. "Nabokov's Poetics of Vision, or, What Anna Karenina is Doing in Kameraobskura." Copyright 1996 Board of Trustees of Davidson College. Originally published in Nabokov's Studies #3 (1996). http://www.libraries.psu.edu/iasweb/nabokov/seifrid1.htm Simon, John. "Vladimir Nabokov: The Russian Years." From The New Criterion Vol.9, No.6, February 1991. http://www.newcriterion.com/archive/09/feb91/nabokov.htm   

Communication and Its Importance in Creating Conflict Essay

Conflict is essential in all works of fiction, whether it might a simple disagreement in a marriage or internally trying to deal with guilt. The real life situations of Interpreter of Maladies connect the problems with communication with conflict that will arise. In Interpreter of Maladies, communication problems in the short stories â€Å"A Temporary Matter†, â€Å"This Blessed House†, and â€Å"Interpreter of Maladies† resulted in conflict. In â€Å"A Temporary Matter†, the conflict in was the game that Shoba and Shukamar played, referring to the revealing one truth about oneself when there were not any lights, and the game where they were hiding from each other, hoping to avoid awkward encounters. This was an internal conflict from Shukumar’s perspective because Shukumar was thinking of how to play his next move in order to effectively restore the relationship. †Now he had to struggle to say something that interested he, something that made her look up from her plate, or from proofreading files.† Shukumar thought the purpose of the game where the couple would share previously unknown facts was that it would restore their relationship. Shukumar thought the game was used in order to reconcile and reform the marriage. But he was gravely mistaken. Shoba used this game to tell him that she was moving out. â€Å"It sickened Shukumar, knowing that she had spent these past evening s preparing for a life without him.† (21). The internal conflict in Shukumar was a result of miscommunication on Shoba’s part. She rarely communicated her thoughts and feelings after the stillbirth, and Shukumar took this as a sign to not talk. This resulted in their relationship slowing fading, and finally to the point of avoidance. In â€Å"This Blessed House† Sanjeev and Twinkle had many fights throughout the story because of the Christian artifacts that were laid throughout the house. Sanjeev believed it was impractical, since both he and Twinkle were not Christian. When he kept on insisting on eradicating the religious objects, Twinkle insisted on keeping them. While Sanjeev had a practical and logical reason of why, he never effectively compromised with Twinkle, and kept on believing that he was right. And without the proper compromise and communication, it resulted in Sanjeev not understanding Twinkle’s emotions. He was quite surprised when he saw Twinkle cry in the bath. â€Å"Oh God, please, Twinkle, I didn’t mean it.† But Finally in the end, they reached a compromise and managed to continue on to the party. But the conflict arose because of Sanjeev’s inconsideration and not communicating his thoughts along with listening to Twinkle’s approach. â€Å"In the end they settled on a compromise: the statue would be placed in a recess at the side of the house, so that it wasn’t obvious to passerby, but was still clearly visible to all who came.† Even though they come to a compromise, it was after Sanjeev made Twinkle cry, which is a poor example of effective communication. In â€Å"Interpreter of Maladies†, Mr. Karpasi was under a delusion that Mrs. Das was interested in him. The conflict was Mr. Karpasi’s internal struggle interpreting Mrs. Das’s actions and determining whether she liked him or not. â€Å"As he stole glances in the rear view mirror, wrapping elastic bands around Tina’s hair, he wondered how he might make this tour a little longer.† He stated that he was an interpreter in the story. Mrs. Das inferred that he was some sort of psychologist or therapist that would cure her of her guilt that she had been holding in. However she was mistaken, Mr Karpasi essentially was a translator for a doctor. â€Å"†¦But many people do not speak Gujarati in this area, including the doctor. And so the doctor asked me to work in his office interpreting what the patients say.† He did not process any knowledge in the field of which Mrs. Das was interested in. When Mrs. Das was asked by Mr. Karpasi about why she told him about the illegitimate child, Mrs. Das said, â€Å"Well don’t you have anything to say? I thought that it as your job.† Mr. Karpasi responded with, â€Å"My job is to give tours, Mrs. Das.† Mrs. Das continued with, â€Å"Not that. Your other job. As an interpreter.† Mrs. Karpasi answered with, â€Å"But we do not face a language barrier. What need is there for an interpreter?† Mrs. Das completely misunderstood Mr. Karpasi in what he meant as an interpreter. She was only interested in Mr. Karpasi because she believed that Mr. Karpasi would cure of her guilt. On the contrary, Mr. Karpasi thought that Mrs. Das was interested in him in an attracting fashion. In Interpreter of Maladies, communication problems in the short stories â€Å"A Temporary Matter†, â€Å"This Blessed House†, and â€Å"Interpreter of Maladies† resulted in conflict. In â€Å"A Temporary Matter†, Shoba gave Shukumar the impression that she was trying to reform their marriage when her true purpose was to end it. She also is responsible for their avoidance with each other. In â€Å"This Blessed House†, Sanjeev was oblivious to Twinkle’s connections to the Mary statue, and kept on pressing his belief. This resulted in a fight in which Sanjeev finally realized his misdemeanor. In â€Å"Interpreter of Maladies†, Mr. Karpasi miscommunicated what his job was, which then resulted Mrs. Das giving him a problem that he could not solve. Mrs. Das regarded Mr. Karpasi with interest because she believed that Mr. Karpasi can help her. However this resulted in her humiliation when she told Mr. Karpasi her biggest secret that she believed he could resolve. Communication is essential to the everyday life of humans. A small mistake in communication can destroy a relationship or start an unwanted situation. It is essential that people would communicate in order to create a more stable relationship.

Cyberspace and Identity Essay - 1022 Words

Multiple identities have been increased by the creation of cyberspace communications according to Cyberspace and Identity by Sherry Turkle. Turkle uses four main points to establish this argument. Her first point is that online identity is a textual construction. Secondly she states that online identity is a consequence-free moratorium. Turkles third point is online identity expands real identity. Finally, her last point states that online identity illustrates a cultural concept of multiplicity. I disagree with many aspects of her argument and I have found flaws in her argument. Technology is an area that does not stand still and consequently outpaced Turkles argument. First, Turkle states that cyberspace makes it possible†¦show more content†¦A core self is created as a result of this consequence-free environment. This will give the user an identity. Online identity expands real identity is Turkles third point. The user may choose to be anyone he or she wants in cyberspace. There are no boundaries on who or what a person may be. A user can express many different aspects of his or her personality without being made fun of because no one would know the truth. A man may be a woman because he wants to engage in his feminine side. The other users may not know it is a man because in cyberspace, others only know what it told to them. If a person chooses, he or she may change gender, age, physical characteristics, and such. A fat man can easily become a beautiful woman in a few key strokes. On the other hand, one may express their nonconformities in a safe way and not have to repress them. A user may be blunt and be proud of it without receiving a black eye for it. Therefore, online identity expands real identity. Finally, according to Turkles article online identity illustrates a cultural concept of multiplicity. Freud believed the subconscious revealed centralized identity but this is not apart of the popular culture anymore. 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I took to working at home† (Egan, 164). P. Burke, on the other hand, is in love with Paul, whom she meets as Delphi in cyberspace, but he is horrified when he sees her real body. Perhaps Tiptree chose not to give P. Burke the opportunity to tell her own story in order to fully capture her helplessness as a result of society’s shallow judgements. In contrast, the narrator of