F11-102 - Nguyen Nam Anh.v.1.1.docx

It is easy to access the candidates profile and to

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It is easy to access the candidate's profile and to choose the right person for the company. Disadvantages: Employers can not accurately assess the skills, talents and potentials of candidates (Nguyen, 2018) II. Job analysis - Why do we evaluate. Actual evaluation of current employment to determine the need for recruitments Evaluate to choose the most suitable person for the recruitment of a job position After recruiting new employees, it is necessary to evaluate the working performance of the recruited personnel to check whether that person can meet the company's requirements or not. (Tran, 2016) - Process: Evaluation requirements, criteria of the job to be recruited and then find the right person for the task. Evaluate the actual working processes through: employees surveys, meetings, … And then finding more appropriate methods to improve the efficiency and performance of the working process (Do, 2017) - Outsourcing HR functions: In a business, there are seasonal tasks or things that need to be done once. At that time the company will recruit short-term employees or hire staffs to do only one single job. (Ex: fixing computer, worker, …) (Nguyen, 2018) III. Job Description - Standard-skills based:
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To summarize the contents and requirements of the job to be recruited List out all the responsibilities and rights of the employed person on the job Every job requires a different degree of education and experience Employees' salaries will be appropriate and commensurate with each different type of jobs (Tran, 2016) - Competency based: For positions such as senior management, the business will need people who have the mindset, vision, leadership and management skills (Tran, 2016) IV. Competency frameworks A competency framework is capable of defining the blueprint for very good performance of an organisation or even an entire sector. In general, the framework will include many different competencies that can be applied to a big number of jobs within an organisation or a sector (Hudson, 2017) V. Onboarding and induction - Onboarding is a process that helps employees join and adjust to a new position, in terms of performance or corporate culture. In the process, new employees will learn the attitude, knowledge, skills and behaviors needed for the job (Krauss, 2010). - Advantages of onboarding: Attract and retain top talent Engage employees early on Build trust and alignment Forge connections with employees
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Encourage open communication Decrease turnover (Sonja, 2018) - Induction is the process of introducing a new employee to the organisation and giving that employee all the necessary information required. The aim of induction is to welcome a new staff and inform them about the organisational culture, introduce them to their team and co-workers, give them an understanding of their job and informing him about the policies of the organization (Mbaskool, 2017).
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