Employee Relation

Introduction

This blog demonstrates the examples of how organisations communicate with their employees including both upward and downward methods. Also describes the advantages of methods that employees can participate and involve in to organisation operations to meet the success. Furthermore it illustrates how it links with Maslow’s motivation theory.

Employee Relation

Employee relation is “an assortment of employer initiatives for improving workplace communications, for engaging employees either directly or indirectly in decision making and for securing employee compliance with management rules through disciplinary action” (Bratton & Gold, 2012)

Employee Engagement

According to cipd definition employee engagement is a combination of commitment to the organisation and its values and a willingness to help out colleagues. There are four main enablers of employee engagement which are,

1. Provide strong strategic narrative about the organisation
2. Engaging managers who focus on their people
3. Organisational integrity
4. Employee voice   (Northern Ireland Business, 2013)

Employee Voice

Employee voice is communication between employee and employer. It consists with two ways that employer communicate with employee which called downward communication and well as employee communicate with employer which called upward communication. It is very important to maintain an effective employee voice programmes to attract and retain staff in an organisation.

Example of how companies communicate with employees

This example following illustrates how Tesco, UK’s largest retailer how preserve communication with its employees. Tesco PLC has the UK’s largest private sector work force with 519 671 employees. Tesco has won the award of communication strategy of the year at the employee benefit award 2009 because of its simple and cost efficient way in communicate with employees. These are some method of communication strategy in Tesco and some advantages of each method.

Downward methods

1. Meetings- Meetings are two way communication methods that both employer and employee can give their feedback  Tesco holds staff meetings every month which discusses their problems, new ideas, new promotions etc. It is a very good method as it helps to clear communication without any misunderstandings.
2. New letters- Tesco publishes newspaper monthly to share information with their employees. It helps to share knowledge at once with their employees and editorial content with their goals and strategic objectives. It is good method to pass massages to employees about organisation’s goals, aims and also achievements.
3. Notices- Displaying notices on staff notice board is a simple and effective communication method to remind about staff meetings, how to promote new promotions, employee recognition and also targets and aims of the periods.
4. Letters/ E-mails- It is an important source of communication method to prove legally that information has sent to employees. And also e- mail is a quick and cost efficient method of communication with large number of its employees.
5. Online training programmes- Online training programmes, video clips are important to effectiveness of communicating areas such as new promotions, new technologies that employees must be familiar with. Tesco’s employees can log on to the Tesco learning portal to get all the information about their career development and further training. (Ward, 2012) (Sullivan, 2009)

Upward methods

1. Annual staff survey-Tesco’s annual staff survey called viewpoint is very effective and confidential communication method to get feedback from employees. It is a great chance to make effective employee voice for any problems they are facing in the work place. In 2010/2011 over 90% of its employees have participated in this survey.
2. Meetings- Meeting is a both upward and downward method that both parties allow to give feedback  listen to each other’s views.
3. Trade unions-Every employee has a right to join with Tesco’s trade union which is a grade chance to give ideas, views of employees.
4. Whistle – Blowing- There is a 24 hour service telephone line and email address to raise ethical issues and any kind of employee issues in every Tesco’s stores which is called whistle –blowing.
5. Store and depot forums/ Intranet-Tesco is continuing regular communication through face to face briefing, depot forums and also store intranet with their all employees.(Tesco PLC,2012)

Employee involvement and participation

According to Hyman and Mason (1995) Employee participation can define as collective rights of employees to become involved in decision making in the organisation. Employee involvement is regular participation of employees in decision making, goal settings, planning and monitoring their performances. Through effective and efficient communication in an organisation motivate employee involvement and participation. All the examples of communication methods above promote employee involvement as described. (Daniels, 2006)

How they link with Maslow’s Theory of Motivation

Maslow’s theory of motivation represents that human beings has a hierarchy of needs. It shows that basic needs must be fulfilled before climb for other complex needs. Physiological needs are basic need of a human being such as foods, drinks, sleep etc. Safety needs can be categorize as feel secure and shelter. Social needs are like feel a part of a group, acceptance and recognition. Self-esteem needs are complex such as feeling good about themselves and also recognition for achievements. Top level of the hierarchy can define as the need of personal fulfillment which is called self- actualization.

 When comparing with an organisation it links with motivation theory as follows. Within an organisation basic needs consist with basic salary, protection for personnel belongings at work etc. The second step of hierarchy which is called safety needs consist with protection against unemployment; ensure health and safety in a work place etc. Furthermore, communication, working as groups are can be categorize under social needs. If there is an effective communication in an organisation employees can fulfill their social needs and it is an effective motivation method. Self-esteem need is about receiving recognition for job well done, promotions, respect for each- others. Most of the positive feedback through communications, and acceptance and appreciation through upward communication can be define under self-esteem. The top level of needs could fulfill with rewards for personal performances, and through career progression programmes and opportunities.

(Relay, 2012)

Conclusion

Employee relation is combination of employee engagement and involvement. And also employee engagement consists with employee voice which has two ways communication called upward and downward. Different organisations use different strategies for effective communication. This blog illustrates Tesco’s communication strategies as the largest retailer in UK and also the advantages and also employee involvement and participation in each communication method. Furthermore it describes the connection with Maslow’s theory of motivation within an organisation.

References

Daniels, K., 2006. Employee Relations. 1st ed. London: CIPD.

Nothern Ireland Business, 2013. Employee engagement. [Online]
Available at: http://www.nibusinessinfo.co.uk/content/enablers-employee-engagement
[Accessed 5 May 2013].

Relay, J., 2012. Motivation Theory. [Online]
Available at: http://www.tutor2u.net/business/people/motivation_theory_maslow.asp
[Accessed 8 MAy 2013].

Sullivan, N., 2009. Tesco wins award for benefits communication strategy. [Online]
Available at: http://www.employeebenefits.co.uk/tesco-wins-award-for-benefits-communication-strategy/9289.article
[Accessed 5 May 2013].

Tesco PLC, 2012. Communication. [Online]
Available at: http://www.tescoplc.com/site/library/policiesandfactsheets/communication.htm
[Accessed 5 May 2013].

Ward, E., 2012. Bdaily. [Online]
Available at: http://bdaily.co.uk/entrepreneurship/17-07-2012/tesco-and-summersault-communications-team-up-to-produce/
[Accessed 05 May 2013].

Rewards

Introduction

This blog demonstrates a brief explanation and comparison between one of the companies from the Times top 100 SME companies for work and one from the Times top 100 large organisations. It contains with financial and Non-Financial rewards systems of each company offer their employees. Furthermore blog illustrates the contrast of the approaches used by these two different companies and the reasons might be affected to these differences.

Rewards

Reward management is about the design, implementation, maintenance, communication and evolution of reward process which help organisations to improve performances and achieve their objectives. (Murlis, 1994)

A reward system in an organisation consists with financial and non-financial components. Some examples for financial rewards are

• Basic salary
• Performance Bonuses
• Travelling Allowances
• Company Car
• Medical schemes
• Commissions
• Profit sharing schemes   etc. 

Some examples for Non- Financial rewards are

• Recognition
• Job enlargement
• Job rotations
• Work life balance
• Flexible working
• Opportunity to develop skills etc.

Why do companies offer rewards to their employees

• To attract and retain skilled/qualified employees
• Improve individual corporate performances
• Improve employee motivation to contribute to their maximum
• To support the corporate strategy
• Comply with legal obligations
• To maintain equity

TGI FRiDAYS

According to the Times 2013 rankings, FRiDAY is one of the top 100 large companies which has achieved 3^rd place in rank. It is an American Restaurant Chain for casual dining which has spread in 61 countries all over the world with their promise of “In here, it’s always Friday”. TGI FRiDAYS was founded in 1972 and it has achieved and met with success along this history.  In UK FRiDAYS chain has 4114 employees to meet the customer requirements. FRiDAYS offers number of rewards financial and non- financial to their employees.

Financial rewards offer to employees

1. Great health care coverage including medical, dental, vision – FRiDAYS provide great health care package to all their team members to motivate and inspired them in work with.
2. Paid vacations- Team members may offered by paid vacations to get a chance to enjoy with their friends and family to ensure relax for their busy lives.
3. Dining discounts- Team members have special discount package to dining themselves and also for their families.
4. Home and auto insurances- FRiDAYS offers home and auto insurance schemes for employees via payroll deductions.
5. Performances related pay- Team members offered overtime pay, considerable hourly rate, bonuses on achieving targets for inspire their individual contribution to the organisation
6. Educational Assistance- Team members who are working while studying have opportunities to apply for student loans and tuition reimbursements for their future prosperity.

Non-Financial rewards offer to employees

1. Work life balance-It is great a reward the team members offered which helps to increase the value of life by balancing both career and their personnel life.
2. Flexible working- FRiDAYS offer flexible working for everyone and it is an opportunity to team members who are working while continuing their studies.
3. Wellness programmes- The programmes help to promote good health and safety habits is a non-financial reward customers offered. 
4. Leave of absence- Employees may offer leave for the period of time which they are absent from work.
5. Recognition- For appreciate individual performances team members are recognised through staff notice boards, staff meetings and newsletters.

(T.G.I. FRiDAYS, 2013)

Cloudreach

According to the Sunday Times 2013 ranking results, Cloudreach is the number 1 small company for work. Cloudreach relates to internet consult sector and mainly located in London and Edinburgh with the staff of 54 employees. Cloudreach provide wide range of services such as consultancy, migration services, develop applications and managed services. Employees meet the success of their customer requirements with their 4 values called respect individual and individuality, be easy to work, promote personnel growth and be one step ahead. As the best small company for work cloudreach provides wide range of reward system to their employees. Therefore some examples are following,

Financial Rewards

1. Performances related pay- Employees offered Annual bonus of 10% of basic salary base on individual performances.
2. Retirement planning- Stakeholder pension scheme with Aviva provide to employees to improve motivation.
3. Share options- Company share options award to employees by reviewing annual performances.
4. Child care vouchers
5. Free breakfast and lunches- All employees may provide breakfast in company kitchen and lunches from restaurants around office location.
6. Paid holidays- Offer 25 days per year plus extra day for each full year as paid holidays.

Non- Financial Rewards

1. Recognition- Cloudreach provides great recognition within the company when the employees reach to their defined goals and targets.
2. Flexible working- Employees has chance to work flexibly to increase the creativity and innovations which could make benefits to the organisation.
3. Work life balance- Friendly and relax working environment, day off for the birthday, day outing for lunches, holiday offers are some of the best reasons for balancing the work and the personnel life for employees in Cloudreach.
4. Guidance and support for develop skills- It is a great opportunity to employees that they are appointing to a training programmes with high technologies to develop their skills and practices.
5. Career opportunities- Employees may offer some career opportunities with their partners including organisations such as Amazon and Google.

(Cloudreach, 2013)

(The Sunday Times, 2013)

Contrast in reward systems and reasons for the differences

When comparing the rewards strategies of cloudreach and FRiDAYS there are some differences. Both of them offer performance related payments and paid holidays to achieve their own business goals through gaining maximum individual contribution to the organisation and they are effective stimulating strategies most of the companies used. FRiDAYS offer medical coverage schemes, home and auto insurance schemes while Cloudreach offer retirement planning and stock options to recruit and retain high performers to meet the success of the organisation. Dining discounts at FRiDAYS, support for student loans and tuition fees and child care vouchers offer Cloudreach, provide breakfasts and lunches are some of the strategies to maintain market competitiveness and to achieve good public image about the organisations.

When considering non- financial rewards strategies both of these organisations have similar strategies. But he reasons and aims can be different when they are structuring their own policies. The reasons could be recruiting and retain skilled staff, increase productivity through improving employees mental relaxation, achieve market competitiveness, support career development and career progression or maintain internal equity.

However, different organisations observe different reward strategies according to their aims and goals, organisation’s culture, financial stability, degree of the competition. (Chartered Institute of Personnel and Development, 2007)

Conclusion

Organisations observe different reward strategies due to different reasons. Therefore an example demonstarate, FRiDAYS one of the top 100 best large company and Cloudreach on of the top 100 best small company to work  the different rewards methods they use both financially and non- financially.

References

Chartered Institute of Personnel and Development, 2007. Reward Management. [Online]
Available at: http://www.cipd.co.uk/NR/rdonlyres/08FE4AE7-7DD5-4185-9070-F34225A6EB0C/0/rewmansr0107.pdf
[Accessed 3 May 2013].

Cloudreach, 2013. Work with us. [Online]
Available at: https://cloudreach.recruiterbox.com/jobs/6104
[Accessed 2 May 2013].

Murlis, M. A. a. H., 1994. Reward Management. 3rd ed. London: Kogan Page Limited.

T.G.I. FRiDAYS, 2013. The benifit of FRiDAYS. [Online]
Available at: http://www.tgifridays.com/jobs-benefits
[Accessed 1 May 2013].

The Sunday Times, 2013. Cloudreach. [Online]
Available at: http://features.thesundaytimes.co.uk/public/best100companies/live/template
[Accessed 2 May 2013].

Corporate Social Responsibilities (CSR)

Introduction

This blog demonstrates three definitions of Corporate Social Responsibilities using academic sources and also it illustrates what is the most relevant definition of CSR and why it is. Furthermore it provides three examples from Buckinghamshire New University CSR policies and also the key benefits of these CSR policies.

Three different definitions

• CIPD Definition

According to cipd definition Corporate Social responsibility is “The recognition that organisation’s operating activities impact on society, the environment and the economy”. Furthermore it mentioned that organisations should attempt their stakeholders to maximise positive impact of their operations and minimise any negative impacts. (cipd, 2013)

• EU definition

According to EU definition CSR is “A concept whereby companies integrate social and environmental concerns in their business operations and in their interaction with their stakeholders on a voluntary basis” (EU, 2010)

•  The World business Council for Sustainable Development ( WBCSD )

According to WBCSD CSR is “Continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local community and society at large” (WBCSD,2000)

In cipd definition of CSR it covers wide ranges of aspects that organisation can effects with their ethical policies to ensure that they are operating ethically manner. Furthermore it concerns both internal and external stakeholders to impact their operations positively with their maximum commitment.

 EU definition of CSR considers both internal and external stakeholders to integrate with social and environmental concerns in their business operations. But it does not mention that how the organisation should address social values such as legally, responsibly or ethically. The word ‘voluntary’ does not demonstrate the specific standards policies in aspects of CSR.

In WBCSD definition, it has simply mentioned that behaving ethical manner and contribution to economic development are two different components of CSR. According to this definition the members of WBCSD could be misunderstand CSR as a promoting method of economic development.

Hence, According to my views, the most relevant definition for CSR is cipd’s definition. Thus, it illustrates the ranges of aspects that can be affected through CSR policies and how could stakeholders involved with their operations of CSR policies.

Buckinghamshire New University

Bucks has a great history and it was become as an university status in 1999 and the name of the Bucks new university has offered in 2007.The university contains with two faculties that are The Faculty of Design, Media & Management and The Faculty of Society & Health. The vision of the bucks university is to be a leading professional and creative influence, shaping higher education for the benefit of people and employers. According to the university records the number of currently studying students is around 9400.

Bucks New University demonstrates excellent CSR strategies and policies to make an effective impact on society, environment an economy. These are some significant examples for CSR.

One of the most important and effective CSR policy of Bucks University is Green Bucks project. It is about reducing Carbon (CO2) output in to the space, reducing power and water consumption, Reducing and managing waste and also space management.  Bucks had able to achieved 14% on average reduction of Carbon footprint for per year in recently. This achievement ranked within top 50 universities in England for CO2 emitted. Energy sufficient day light systems, 80% heating and cooling recover from ventilation systems could help to reduce power efficiently. And also the university give their maximum effort to manage waste by recycling all the materials. Reduction in water consumptions made a rank within top 20 universities. Nevertheless by removing duplication Facilities University has abled to reduce non-residential state by 23% and it helps to reduction in all power, waste, and carbon footprint and water consumptions furthermore. However massive project of Green Bucks is environmental friendly project and it is one of the CSR policies of Bucks New University as it could affect positively to environment.

To promote higher education in society Bucks has significant connections with local schools and colleges. The main targets of this project are to raise awareness and aspirations of higher education and improve attainment and progress. This programme would provide students perfect understanding of why they go to universities, how to find the right universities and courses, how to apply for universities and student finance. Presentations and number of activities, passport days, careers advisor subject conferences, summer schools and higher education awareness day are some of the activities they carried out in this project which helps to effect on society as a CSR policy.

Enterprise Bucks is one of the significant projects which carried out for CSR policy. It would affect students, society and economy as well. It focuses on all the students, employees; businesses connect to university to make innovations and creations with exciting events and competitions. It would motivate everyone to introduce great business ideas, social or product enterprise ideas, testing to society or market by offering them exciting prizes and opportunities for their career developments. Presentations, workshops, conferences are some of the activities that enhance the creativity, skills and abilities of entrepreneurs to give something new to the society and economy as well. Thus it is an exceptional CSR strategy which effects to the society in entirely.

Conclusion 

In conclusion CSR has various definitions and views. This blog illustrates three definitions Of CSR and it has defined what the most relevant definition for CSR among them is. Furthermore blog has carried out three significant examples of CSR policies of Bucks New University which are demonstrating number of benefits to the society, environment and economy

References

Bucks New University, 2011. Sustainability Policy, High Wycombe: Bucks New University.

Bucks New University, 2013. Enterprise Bucks. [Online]
Available at: http://enterprisebucks.ning.com/
[Accessed 30 March 2013].

Bucks New University, 2013. Green Bucks. [Online]
Available at: http://bucks.ac.uk/about_us/green_bucks/
[Accessed 29 March 2013].

Bucks New University, 2013. Widenning Participation. [Online]
Available at: http://bucks.ac.uk/opendaysprospectus/schools_colleges_liaison/wideningparticipation
[Accessed 29 March 2013].

Charterd Institute of Personnel Development, 2013. Corporate responsibility. [Online]
Available at: http://www.cipd.co.uk/hr-resources/factsheets/corporate-responsibility.aspx#link_0
[Accessed 29 March 2013].

Hopkins, M., 2011. Definition of Corporate Social Responsibility. [Online]
Available at: http://mhcinternational.com/articles/definition-of-csr
[Accessed 29 March 2013].

Managing Performances

Introduction

This blog demonstrates my own experience on an appraisal which I have had at work place and also what I have done for had an appraisal, what was discussed in the appraisal meeting, what are the outcomes and how did that meeting change  my performances. Furthermore it illustrates how that appraisal relates to the Locke’s Goal Theory.

What is an Appraisal?

Performance Appraisal is the systemic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.

According to The Chartered Institute of Personnel Development there are 5 key elements of performance appraisal. They are Measurement, Feedback, Positive reinforcement, Exchange of views and Agreement. The measurements of performances depend on the particular Role, culture of the business etc. Some objectives of performance appraisal are,

• To identify strengths and weaknesses of employees and guide to training and development programmes.
• To provide feedback to employees about their performances
• To maintain and review records for further promotional and training programmes.
• To make an influence to employee habits
• To compare the actual and desired performances.
• To increase motivation levels of employees.

Own Experience of an Appraisal

I have my own experience of an Appraisal in KFC. I am a Team member of KFC and working on tills as a cashier. KFC has mystery shopper sessions which is called CHAMPS twice a month. I have served for one of the mystery shopper and I have achieved 99% Marks for the services.  I have received appraisal for achieving CHAMPS. Restaurant must be achieved over 95% for success in CHAMPS. The basic measurement of CHAMPS is 4 moment of truths which consists with Greet customers, Take the order, Repeat and deliver the order and Thanking and closing. In additional friendliness of the staff, delivering the order within one minute, cleanliness of uniforms and restaurant will consider for CHAMPS marking scheme. In mystery shopper report I have success in all these aspects accurately. I had a discussion with my line manager who is the restaurant general manager for an appraisal. In that discussion he guided me how to improve my skills and abilities and he appreciated what I have done successfully. Furthermore he mentioned that I have to improve my up-selling skills more to score 100% for CHAMPS. I had a perfect opportunity to identify what are strengthens and weaknesses through this appraisal discussion.  This appraisal has changed my performances thoroughly. I gave my best contribution to circumvent my weaknesses and to improve strengthens more. However an appraisal could give a major motivation to employees and it would be a greater opportunity to make changes of their performances.

Locke’s Goal Theory

Goal setting theory had introduced in the book of “Theory of goal setting and Task performance” by Locke and Latham in 1990. It illustrates the characteristics of successful goal settings. According to Goal setting theory a goal should have 5 principles to create the motivation. They are,

1. Clarity –   Clear goals should be specific, measurable and time framed. It would help to understand easily and avoid misunderstanding, easy to reward systems procedures, and also it gives greater output and better performances through motivations.
2. Challenge – Challenging goals make people enthusiasm to achieve goals and drive people to work hard through motivations. And also set them up attainment of next goal. However the goals must be realistic though it is challenging.
3. Commitment – This does mean that goals must consistence with organisation’s expectations and concerns and also organisation must be motivate employees to develop goals themselves that are consistence with the organisation. Commitments of employees depend on nature of the goal. If the goals are much harder more commitment is required to .Self efficiency would more effective because of that reason.
4. Feedback – Feedback can be received from self-judgment or other peoples. It is very important employees to judge their own progress and guide them to better long term performances.
5. Task Complexity – Highly Complex tasks can become overwhelming for people. It is very important to provide sufficient time to meet goals and understanding how to improve performances, to make practice and learn what the expectations for success are.

Goal theory leads to achieve goals and improve better performances through the motivations, and better quality of feedback. Some of the limitations of goal theory are that it is unable to prove that goal theory improves job satisfaction levels and sometimes organisation goals could be conflict with managerial goals can be effected on performances.

Connection between Appraisal and Locke’s Goal Theory

The appraisal I had can link to Locke’s goal theory.

The task and goals were clear, specific and measurable. My goal was achieve the CHAMPS and it had clearly defined the tasks that I should complete to reach my goal. And also it was specific for mystery shoppers and time frame was first two weeks of the month. Hence it determines the element of Clarity in this goal setting.

The task was very challengeable as we have to expect every customer as a mystery shopper thus we could not able to recognize who is the mystery shopper and who is not. But the goal is very realistic to demonstrate.

 Organisation always motivates employees to reach goals by giving them a higher recognition. Employees give their maximum effort and contribution of commitment to fulfill the organisation’s expectations thus it gives better self-satisfaction if they reach to their goals with self-efficiency.

According to my own experience Feedback would be a great opportunity to employees to evaluate self-judgment with comparing desired goals and real goals they have achieved. I have received considerable feedback to improve my skills and abilities more.

The task I have to complete was not complicated to meet. But I have received sufficient time to learn, practice and understand my responsibilities as I joined as a trainee team ember to the organisation. It would really supportive to me achieve my goals successfully.

Conclusion

An appraisal is one of the main features of performance management. This blog illustrates an example for appraisal with own experience which links with Locke’s Goal setting theory. Goal setting theory has five key elements which would help to understanding of setting successful goals.

References

Art Daniel, D. M., 2013. A Theory of Goal Setting by Locke & Latham. [Online] 

Available at: http://smallbusiness.chron.com/theory-goal-setting-locke-latham-1879.html
[Accessed 29 March 3013].

Corbridge, S. P. &. M., 2002. People Resourcing HRM in Practice. 2nd ed. Essex: Pearson Education Limited.

MindTools, 2013. Locke's Goal Setting Theory. [Online]
Available at: http://www.mindtools.com/pages/article/newHTE_87.htm
[Accessed 28 March 3013].

Selection

Introduction

This blog demonstrates about assessment centres, both advantages and disadvantages of assessment centres which are used to make selections in a recruitment process. As an example it illustrates what are the exercises include in assessment centres of Deloitte organisation. Furthermore this blog reviews a job description and person specification in Deloitte and what are the exercises could be carried out in an assessment centre to relate with detailed skills in the job description and person specification.

Assessment centres

Most of the times an assessment centres use to make selections in recruitment process specially for graduate jobs. Therefore a group of comparable individuals are invited who are being assessed at the same time for appointment to the similar jobs. Then they may be judged or checked by senior management with individual performances or group activities. The activities in an assessment centres could be include interviews, variety of tests, presentations, individual exercises, group discussions, and role plays informal companionship over lunch or dinner. Assessment centres help to cover a wide range of aspects of individual performances in both formal and informal way.

Deloitte Touche Tohmatsu Limited

Deloitte Touche Tohmatsu Limited is world’s second largest professional service network and it provides audit, tax, consulting, enterprise risk and financial advisory services and services in more than 150 countries all over the world. Currently it has 193000 employees to meet the customer requirements and satisfaction with the vision statement of “To be the Standard of Excellence “The headquarters of Deloitte is located in New York, America.

Assessment Centres of Deloitte

Assessment Centre of Deloitte is full scheduled for various activities on an assessment day. Exercises in Deloitte assessment centres are designed by companies such as SHL and Cubiks.

Introduction

The first entry of the assessment day is a congregation after arrive all the candidates at the scheduled time. There will be an introduction presentation by as senior manager in Deloitte about the area that candidates being tested. Candidates allow asking any questions or problems about the assessment schedule.

Schedule for the rest of the day will be differing to each other’s except the group activity. Some candidates may be do the written test first and later the interview and vice versa for others.

Written Test

The next activity will be the 1 hour long written test which is a case study. Generally it will provide a case study of large project of a company and candidates may asked to write a report for a senior management the issued carried out in the test question.

Presentation

There is an activity for presentation case study which is long for 10 minutes. The case study depends on the role, seniority that candidates have applied. Candidates being allocate 1 hour to prepare the 10 minutes presentation and after that there is a question and answers about the case study presentation session which will be long 45 minutes.

Partner interview

Partner interview will be taken by senior manager in Deloitte and it will be long for exactly 45 minutes. Candidates have already interviewed before and company has a good impression on candidates which is a reason to invite back for an assessment day. Candidates have been asked some questions to demonstrate the interest in the position. And also about the Deloitte, Market of the Deloitte, own experiences and views on specific role. Also they will be asked some questions base on the presentation that they have done previous session.

Group Exercise

Group discussion is the last activity candidate will do on assessment day. The group is given a case study and will be asked make a decisions, conclusions, solve problems etc within 30 minutes with demonstrating skills on group work.

These are the general exercises carrying out in Deloitte assessment centre. But depending on some roles and positions ETRAY exercises and Role play exercises would be included for aptitude practical tests.

ETRAY Tests

ETRAY Test is like a ‘virtual office exercise ‘. Candidates will sit on a computer base email system and they will receive email and voice mails about some work related situations. Candidates are expected to successfully acknowledge the situation and have to answer the multiple Questions which will be mark automatically in that computer system. Sometimes candidates will be asked to write a report electronically in a same manner to check analysis skills.   

After completing ETRAY exercise candidate will be asked to participate in a role play session with a senior partner in Deloitte. This discussion is developing ideas about the report which has written by candidates and he/she will be asking several questions on that. This is very similar to the segment of interview session which has mentioned before.

Advantages and Disadvantages of Assessment Centres

Advantages of Assessment Centres

• Candidate can find out their strengths and weaknesses. They can increase strengths and can try to avoid weaknesses.
• It is more accurate than just an interview as it considers wide range of selection methods in recruitment process.
• It is an opportunity to access differentiates between candidates who are very similar to each other.
• The cost of assessment centres are cheaper than several recruitment campaigns and reduce recruitment errors.
• It gives better understanding about the role that candidates have applied.
• It is a fair process which enhanced the diversity image in the organisation.
•  Assessment centres enhance organisation’s employee brand thus it is a good impression for similar company even if the employee has rejected.

Disadvantages of Assessment Centres

• Administrate cost is very high and difficult to manage with a large member of staff.
• It is a very time consuming process
• Highly practiced, experienced senior staff requires evaluating candidates.
• It can be processed only a limited candidates at a time.
• If  the organisation unable to define key competencies and the way they measure competencies  before running the event it will not meet the success in the selection process.

How it ralates job description with Assessment Centre activities

This is an example of what are the exercises that how could be carried out in an assessment centre which relates the skills detailed in the job description of Manager of Performance Management in Deloitte. You can find out the job description from the link below

.

http://jobs.deloitte.com/detroit/management-consulting/jobid3001924-talent-management_performance-management-%E2%80%94-manager-jobs

As this role is a managerial position it is very important to develop managerial and leadership skills of candidates. According to skills preferred in job description the presentation skills, team working skills, decision making skills, communication skills can be develop by guiding them activities presentation case study and group activities in Deloitte assessment centre.

The interview sessions could be very effective for identify and develop the personality in candidates and also communication skills as well thus they are highly expected communication and performance skills within individual roles, clients, groups and team.

It is very important and practical carried out an ETRAY test for this particular role. In ETRAY tests and role play sessions the candidates can have an idea of practical problems they have to face and employer can recognize how they will apply their knowledge in to practically and experiences. In additionally Assessment day activities give clues on candidates’ time management, personal behavior and discipline, inter personnel skills through entire session.

Conclusion

 Some reputed business organisations have or hire assessment centres as a method of their recruitment and selection process. Assessment centres have both advantages and disadvantages. A wide range of activities, tests are carrying out in an assessment centre to assess the candidates in several ways. Therefore Deloitte which is a reputed company all over the world is one of the significant examples for a company which is use assessment centres to acquire support for their selection procedure. Furthermore it illustrates how it is possible to identify the activities should be include in an assessment centre  after reviewing  a job description or person specification in a organisation.

References

Akrani, G., 2011. Assessment Centres. [Online]
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Darek Torrington, L. H. I. H. a. J. M., 1991. Employee Resourcing. 1st ed. Exeter: Short Run Press.

Green Turn, 2013. Deloitte Assessment Centre Tests Guidance To Pass In First Attempt. [Online]
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WikiJob, 2010. Deloitte 2011 Consulting. [Online]
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[Accessed 25 March 2013].

Recruitment

Introduction

This blog demonstrates the definition of elements in CIPD (Chartered Institute of Personnel and Development) recruitment process and illustrate the importance of include all elements in a recruitment campaign. Furthermore it displays complications that could be occurring if any element of the process is not demonstrated. Therefore this blog demonstrate advantages and disadvantages of Facebook as a method of recruitment tool.

Recruitment

According to the CIPD definition Recruitment is the process of having the right person, in the right place, at the right time. It consists with 6 steps of Job specification, Job description or personal specification, Attracting and managing applications, selecting candidates, Making the appointment and joining the organisation. All these elements must be including in to success recruitment campaign hence they are interconnect to each other elements.

Before starting the process of recruitment HR department must be spend time on defining the vacancy, nature of the role and purposes of the role.

• Job Specification

The first step of the process is Job specification. It describes knowledge, skills, experiences, qualifications and characteristics which are required to specific job. Job specification is developed from the job description. In brief Job specification describes the person who need for the particular job.

• Job Description

Job description or personal specification is similar to the job specification as it helps to find the right candidate to the available position. Job description or person specification detailed the list of duties, job context ( job title, department, location, responsible to and for ) educational and professional qualifications that required for the right person.

Person specification defines who the right person for the position is while job description defines what the ideal is for the position

.

• Attracting and Managing Application

It is very important to decide whether it is internal recruitment or external recruitment. If it is external recruitment there are many methods to attract candidates to the particular position. The methods depend on whether it is internal or external recruitment.

Internal recruitment is filling vacancies from within organisation’s existing workforce. Promotions and transfers, job posting on intranet or any other source within the organisation, meetings and employee referrals are some internal recruitment methods.

External recruitment is filling vacancies from applicants outside the organisation. Job centers  advertisements, database search on websites, free online advertisements, employee referrals, and job agencies are some of the most popular external recruitment methods.

The advertisements are must be guided the basic information about the organisation, position and the main requirements, job tenure, reward systems, location and how to respond. Nevertheless advertisement must be avoiding discrimination to attract more candidates.                

Responds for advertisements can be received in two ways. Those are applications and Curricular Vitae. Applications would help to capture individual data which would from the basis of employee’s personnel records. Traditionally application include educational background, work related training, work experiences and basic biographical information. However applications make easier to collect information of applicants in a methodical way.

For most of the senior positions, Curricular Vitae are acceptable instead of application forms. Some organisations are specifying the areas that they would hear in a CV which would help to clarify selections.

All applications must be treated confidentially. Bad experience in recruitment process will be a failure to attract candidates in future. It is an opportunity enhanced the brand image towards outside the organisation.

• Selection

In the step of the selection there are two main activities. Those are short listing and assessment. Shortlisting is a list of candidates organisation wish to carry out to the next step in selection process. To assess them, there are many ways which will depend on the position, nature of the business and competition to the particular position.

An interview following from CV and application forms is the most popular selection method. (92%) Panel interviews (88%) competency interviews (86%) are the second and third highest selection methods. Additionally specific skills test, general tests, telephone interviews, assessment centers  group activities and online test are some of the other selection methods.

Using any selection method best candidate for the particular role can be select. 

• Making the Appointment

Before offering the job employer must be check that candidate has legal right to work, medical tests that required references for the employment policy.

Offering employment should be in written and should be defines legal aspects of employment contract.

• Joining to the induction

 Every organisation has an induction programmes. But good induction would help to make an effectiveness of new employees in all aspects. An induction will guided candidates about key requirements of role, terms and conditions, orientations, health and safety conditions, meeting key staff members and description of organisation. This type of induction programmes helps employees to fit with the organisation efficiently.

All the documentations relevant to the recruitment process should be kept at least 6 month after the process that will help to handle any complaints which might be occurring. 

Why all the element should be include in a recruitment campaign

All the 6 elements in the recruitment process are interconnected to each other. If one element will miss in the process it would affect whole process and will make failures in recruitment. The first step of process is job specification. This is the starting point hence organisation should understand the particular role which they would consider for a vacancy. If this step would miss management could be unable to continue the process.

Job description or person specification step will help to find out the ideal candidate to the vacancy as it define what and who is the right person by clarifying the role, duties, qualifications, skills and personal characteristics. If this element is not carried out management will unable to have the right person for the right job and could not continue to attract the candidates.

Attracting and managing application is essential element to makes interests in talented pool of candidates. In this step it is very important to make sure that organisation is attracting both internal and external resources.  If sometimes, the ideal character to the role should be in the organisation with his/her sills, experiences and qualifications rather than find out a new employee to the particular post. However the methods would use for the attract candidates must be clear and should have high effectiveness. Nevertheless after receiving an adequate amount of responds management should be able to manage applications efficient manner. If this element is not carried out HR department will unable to continue the process to selections. Thus this is a very important element in the process.

 Selection is the most important element in the recruitment process as it is the objective for elects the right and ideal person to the post. The methods of selection could be depending on the role, organisational culture and the competition to the role. However selection must be clear, fair, and relevant to the role which has a vacant. If the element of selection will not carried out definitely management could not choose the right person.

Making the appointment is the step of transition from applicant to employee.  If this element is not carried out the right person who has already selected unable to start his career in the organisation and that person has right to acknowledge about the legal aspects of the job will offered.

The last step of the process is inviting the new employee for the induction sessions. It is the basement of employee’s career as he can get a picture of his role and about the organisation culture, terms and condition. If a company will unable to arrange an induction it will effects to make lots of failures in the particular role.

However all the 6 elements should be include in to recruitment campaign to make it as an effective, successful campaign. 

Advantages and Disadvantages of Facebook using as a recruitment method

Facebook is the most popular social networking services which has founded in 2004. By September 2012 it has over 1 billion users who are actively using Facebook. Today most of the reputed business organisations have attempted to use Facebook as a method of recruitment. There are both advantages and disadvantages of Facebook as using methods of recruitment tool.

Advantages

As a first step of advertise the vacancy business organisation can create a profile or a group to introduce the business, brand or products and services. People who are interested to the particular business or brand become fans and then management can carried the next step to advertise hence it helps to find out the people who are interested in the field.

•  And also it is a perfect online space to advertise as it can reach much wider audience at once
• It takes very low cost comparing to other advertising tools and gives better effectiveness and responds immediately. Recruiters have options to choose whether the advertisement is traditional, cost per click or cost per impression model.
• Facebook allow everyone to make respond, feedback, queries quickly.
• It consists with network of wide range of people who are seeking various job patterns.
• Feature of filtering is an advantage when publishing the advertisement. It allows to select the particular location which you are target to get responds from users. Particular country, province, town or can target multiple locations.
• When an organisation looking for particular educational skills or levels for the current vacant post it is easy to target the advertisement thus it can search the people who are in particular secondary colleges, universities or any other relevant institutions.
• If the organisation would like to have a candidate with work experiences in the field could find the current employees in similar companies by searching the users on Facebook.
• Advertisements can be published on company group, fan page to find out the candidates who are interested in company.
• It is an easy way to upload videos that can effect to attract more candidates by increasing their enthusiasm. 

Disadvantages

• Facebook usually use to share personnel contact with family and friends. It is not much wider use of professional contacts or business purposes as LinkedIn.
• Facebook allows make privacy settings and it will be an issue which make difficulty to contact more users.
• Sometimes accuracy in data use will be an issue if the genuine candidates would not familiar with Facebook.

Conclusion

According to CIPD definitions Recruitment process has 6 elements and they are interconnect with each other elements. To meet the success in recruitment process there should be include all the elements in a recruitment campaign without mislaying any of them. Today Facebook has become a popular recruitment tool. But the Facebook has both advantages and disadvantages using as a tool of recruitment. 

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Derk Torrington, L. H. H. a. J. M., 1991. Employee Resourcing. 1st ed. Exeter: Short Run Press.

freelove, c., 2010. Using the big three network to recruit. [Online]
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Heathfield, S. M., 2013. Job Specification. [Online]
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Riley, J., 2012. Methods of Recruitment. [Online]
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Sambhi, H., 2012. Social HR. [Online]
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Sinclair, S., 2013. Facebook as an Online Recruitment Tool for Masses. [Online]
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skills for care, 2012. Recruitment and selection toolkit to support small and , Leeds: Skills for care.