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Introduction

In order to make the report more realistic I have selected Hillcrest care as my company and
assumed role of its human resource manager. It helped me to analyze its selection and
recruitment process is in the light of human resource concepts and models and their impacts on
organization6

Company profilec

’Hillcrest Care seeks to provide a stable, secure and supportive environment, in which the people
we care for can develop the skills and confidence necessary to help them fulfill their potential
.Hillcrest is offering s 39 and 52 week residential care for looked after children in England and
Wales, alongside fully registered DCSF schools which offer full curriculum coverage through
qualified teachers. Hillcrest also operate national fostering services, specialist education for
children with an autistic spectrum condition (ASC) (including Asperger's syndrome) and for
individuals with learning disabilities0 (Hillcrest, 2009).

161: Analyze the personnel requirements for a specific vacancy within your
chosen organization

The jobincludes a range of work activities including teaching, mentoring conducting research
and adesigningthe academiccurriculum and assisting in organizing other recreational activities
for students.The job analysis for this vacancy is given below

Technical skills

Candidate should be is specialist in subject of mathematics for GSSE or A level. The person
should have an command over his subject and should posses god academic records so he may
can teach students with confidence and he would be able to solve their queries and problems in
that field.
The human skill
The skills required for this job are empathy, caring, good communication skills, adoptability,
motivation and punctuality,

The context
The job involves a number of activities apart from teaching like designing the curriculum,
assisting in planning for recreational activities for students and conducting research to increase
the leaning ability of special students .So it requires a lot of hard work, flexibility, motivation,
innovation and thinking out of the box approach. The teacher should also be available to students
at home so that their problems of special children could be solved.

16 : Produce a job description for a specific vacancy within the organization

Job description
It includes a list of job duties, which includes core responsibilities, extra work requirements
reporting relationships, working condition and supervisory responsibilities.

For job description number of methods are used are to determine the responsibilities of a job like
interviews, questioners studying the organizational chart and process chart. The organizational
chart shows the division of work in organization, job relation with other jobs and to whom a
person reports to. Similarly the process chart gives a detailed picture and sequence of tasks in a
job.
Job Description Sample

Employee:Hill crest
Claim number:01

Job title:Head of department of Mathematics Wage:Negotiable

Reports to:Principal of school Department Teaching

Work hours:09 a.m. to 3 p.m. Work days: Mon, Tues, Wed, Thurs, Fri,

Location of job Boston Duration of job: Permanent

Main duties and responsibilities:

 c Plan, prepare and deliver lecture to students and develop, implement practical schemes of
work and lesson plans
 c Discovering and establishing innovative and practical ways of learning for special
students.
 c Prepare classroom for class activities and provide a variety of learning materials and
resources for use in educational activities
 c Identify and select different instructional resources and methods to meet students' varying
needs and observe and evaluate student's performance and development
 c Assign and grade class work, homework, tests and assignments
 c Provide appropriate feedback on work
 c To carry out some research and design student curriculum and recommend appropriate
changes with passage of time
 c Assistin proposing strategies for providing students the recreation facilities.
Job Requirements:

 c To participate in the administration of the department¶s programs of study and other

activities of recreationparticipate in extracurricular activities such as social activities,
sporting activities, clubs and student organizations
 c Participate in department and school meetings, parent meetings
 c To communicate necessary information regularly to students, colleagues and parents
regarding student progress and student needs
 c keep up to date with developments in subject area, teaching resources and methods and
make relevant changes to instructional plans and activities
 c To maintain an awareness and observation of fire and health and safety regulation.

16
: Produce a person specification for a specific vacancy within the

organization

Person Specification

It lists the human requirements of job like the required education, experience personality
attitude. This is designed to for potential employers so the can identify weather they have the
required human skills for a job or not

Person Specification Sample

16c ünowledgeExpert in mathematics
6c Skills
Teaching and others form of public presentation.

Proven record of ability to manage time and work to strict deadlines.

Excellent interpersonal skills.

Proven record of teaching at senior position

Must have Computer skills


6c Aptitude
Ability to work collaboratively.

Ability to share in organization and management of masters programs.

6c *ualifications

Bachelor¶s Degree or higher (Masters Degree preferred)

6c Previous Experience

Essential: Desearching or teaching or other employment in mathematics

Desirable: Assessment of student work.

Curriculum design.

Pastoral care of students.

66c Personal *ualities

Self motivation
Interpersonal skills
Problem solving ability organizing and planning
Punctuality
Flexibility
Adaptability

61: Explain the purpose of current employment legislation when recruiting

personnel in your chosen organization

In recruiting staff the following Acts of Parliament affect recruitment and selection.

Relevant legislation in recruitment and selection

Dehabilitation of Offenders Act 1974

Dace Delations Act 1976

 Trade Union Deform and Employment Dights Act 1993

Disability and Discrimination Act 1995 (DDA)

Asylum and Immigration Act 1996

Employment Delations Act 1999

Dace Delations (Amendment) Act 2000

Disability Discrimination Act 2005

Employment Equality (Age) Degulations 2006

Equality Act 2006

The Employment Relations Act

This law bounds the Hillcrest care to protect employees right regarding unions along with the
right of statutory recognition, giving them more protection under the Law including the statutory
right to strike and sets minimum employment standards.

Discrimination and the Human Rights Act 1998

The hillcrest care gives equal opportunity to all, valuing diversity. It makes our company away
from discrimination in recruiting or hiring on the basis of race, colour, language, religion,
political or other opinion, national or social origin, association with a national minority, property,
birth or other status.

Employment Equality (Sexual Orientation) Regulations 

Hillcrest care is committed to tackling discrimination and harassment against lesbian, gay and
bisexual people and respect the right of individuals to be open or otherwise about their sexual
orientation.
Equality Act 6
All jobs are advertised in weeklyinternalvacancies. However the Human resource may decide to
advertise externally so that deserving candidates are selected on merit basis and the advertising
is designed in a way that it should not reduce applicants on any basis of race, belief sexual
orientation or nationality.

Disability Discrimination Act 

Hillcrest care itself is s carrying various projects for disable children and is committed to
addressing discrimination against disabled people and to promoting their inclusion in public life.

Employment Equality (Religion and Belief) Regulations 

We value and respect the religion and belief and cultural diversity of staff working in our
company in which we operate, and make every endeavor to ensure that needs and preferences are
met. In some countries we provide prayer facilities and take other actions.

The Employment Rights Act 1996

This law says aboutthat the minimum notice for an employee to dismiss employee called
statutory notice. It also protects employees from unfair dismissal and provide compensation in
case of unfair dismissal.

Working Time Regulations Act 1998

It protects the employees of our company by imposing the limits on the number of hours
employees are supposed to work. This limits most workers to a 48-hour week. However there are
three classes of employees, who are exempt:

 c Managing executives
 c Family workers
 c Deligious leaders

6 : Evaluate how employment legislation is incorporated into organizational

policies and procedures for therecruitment and selection of personnel6

The Hillcrest care is fully aware if its legal and ethical responsibilities and it has taken a number
of steps to incorporate the employment legislation in its policies andprocedures.
Culture and Values
Desearch shows that employee¶s learn more from its informal culture which includes its rituals,
values and daily practices. Hillcrest care has a deep routed values of equality where people are
selected and promoted on merit, similar opportunities for its to its employees are given and
lawful and responsible behavior in its daily practices.

Standardized Policies of Recruitment and Selection

In order to minimize any graviencies and any discrimination Hillcrest care has a set of defined
procedures and steps through which employees are recruited and selected. Thus the predefined
steps give a bench mark for comparison and reduce chances of favoritism or discrimination.

Training

The employees are specifically the human resource team are also given a detailed orientation
about legal issues and matters in recruitment, performance appraisal and compensation.

Employment Tribunal

This is a an independent body of senior employees set by the organization so that if anyone
who feels that he have been discriminated can take their complaint to employment tribunal and
if proven the company is liable to pay compensation.

61: Prepare documentation for a selection interview for a specific vacancy in

the organization

Interview is most used instrument worldwide for every job. Therefore an interview should be
designed carefully in order to explore the maximum information from the potential employee.

Sample interview
ñc Tell about your previous job?
ñc Why you want to be in our company?
ñc Why are you interested to teach to special children?
 ñc What is your personal educational philosophy?
ñc What are your strengths and weaknesses as a teacher?
ñc How would you individualize a curriculum for students at various levels?
ñc How would you identify special needs of students?
ñc How will you handle special children in class as they are difficult to deal with. What
methods have you used for teaching for special children?

6 : Report on your organization and participation in a selection interview for

a specific vacancy in the organization6

I am the manager of human resource in hillcrest care .The head of department of mathematics
has left the school and the principalhas consulted me to recruit and hire a new person for this job.
The principal has explained me the job description and job specific requirements which helped
me to formulate a formal job description and jobspecifications .Then I passed it to my assistant
to advertise it in order to generate the pool of candidates. After that, short listing is done in
consultation with the principal and then my assistant called all the shortlisted candidates for an
interview. The candidates were also informed to bring a number of documents so that interview
panel could analyze their degrees and qualifications. During the interview a number of
predetermined questions designed by me and principal were asked. Then based on our weight
age criteria the person for this vacancy was rated and finally one was selected and called for job

61: Critically evaluate the recruitment process in your chosen organization

Hillcrest care recognizes that human resource is the key asset of the company. Therefore it
follows the standardized rules and procedures to select the rite candidate for right job. Their
recruitment process is given below along with its pros and cons.

Vacancies
When a new project is started or somebody leaves vacancies are created. For a vacancy post the
manager discusses with itsoperation manager that weather it has to be filled or not. If the
decision is to hire a new person the manager will contact the Human resource department to
conduct recruitment and selection process for vacant job. The interviewing panel, time Venue is
decided however there must be an Human resource specialist during interview.All vacant seats
are usually advertised in the ³Weekly Internal Vacancies´ which is distributed to all

Hillcrest services. In addition, the Manager may request for the vacancy to be advertised in an
externalpublication. If vacancies are filled externally then operation manager and Human
resource manager both specifies their requirements to the advertising agency to generate pool of
candidates.

Thus its advantage is that operational manager knows better that a new person is needed for a
job or not.

Application Forms
Following are the documents required by the candidates
ñc Application Form
ñc Notes for Applicants
ñc ÿob Description/Person Specification

For Management level appointments the packs will also contain:

ñc External Newsletter
ñc Service specific information
ñc Any other relevant information

Internal Candidate Application Forms

For employees of Hillcrest Care applying for a position internally, with the exception of
Management level positions where the full application form must be completed, the employee is
required to complete the ³Internal Candidates Application Pro-forma´.

The internal hiring also motivates employees to work hard to get better positions and similarly its
disadvantage is it discourages reduces fresh and diverse talent
Short-listing
Once the closing date comes, the Personnel Administrator will liaise with theManager on the
application forms received. Then operation Manager is decides for short-listing thecandidates
using the designed specification criteria. Wherever possible, the Manager shouldshort-list with
an appropriate colleague or alternatively with a member of the Human DesourcesTeam.
Decisions made will be recorded on the Short listing for Interview Form.

Invitation for an Interview

The Manager of the technical department is required to consult with the human resource
department so because he is responsible for ensuring that the short-listing takes place within the
agreedtimescale and confirms in writing to the Personnel Administrator who willwrite to short-
listed candidates inviting them to the selection process.The memo from the Manager to Human
Desources will also confirm Date, time and venue of interview, Who is involved in the selection
process.
The advantage of panel is that the candidate is accessed technically and behaviorally by presence
of human resource manager however it is time consuming and can end up in dead lock.

The Selection Process

The selection process consists of a formal interview and also other appropriate written tests
relevant to the vacant position.

Formal Interview:
The technical Manager normally undertakes the role of the mean interviewer.
All members divides questionregarding Human resource, technical and employment forms.

Verification
The documents of successful candidate of the interview are then verified. These include Criminal
Decords Bureau,Eligibility to Work in the UK, Qualification Checks and Short-Listed Candidate
Forms.
-otes and Records
ñc ³Notes must be taken during each formal interview in order that there is a record and that
thepanel can remember what each candidate has said.
ñc Time spent between each interview to finalize notes and fill gap is recorded. These notes
will be used to make a decision about the appointment along with the otherselection
methods used.
ñc After selection takes place all the relevant documentation must be sent back to Head
Officewhere they are kept securely for six months´ (PDOCEDUDE ± Human Desource ±
Decruitment, Decruitment & Selection Policy.doc 1, May 2008)

It is helpful for tracking the hiring procedure and for legal implications

Decision making
When the selectionprocess is completed then each panel member will give an individual score
foreach candidate using their notes to score from. The panel will discuss their scores, moderate
Where necessary and reach agreement.

6 : Propose justified improvements to the recruitment process in the organization

a)The job advertisement should me make more appealing and specific so that more the pool of
candidates is bigger.

b)The interview should be done in two phases .First interview should be done by the human
resource team so that candidate gets approval from the human resource department then another
interview should be arranged to evaluate the technical competencies of candidate.

c) There should be role playing tests. For example if it¶s a teaching job then the candidate for
that position should be asked to teach in a class room so that his ability to deliver to students can
be analyzed.
Values and experience you have gained from undertaking this assignment and
how the knowledge gained may help your financial awareness in a corporate
setting in the future

In general this assignment helped not only to understand a and go through various definitions
concepts and models¶ of Human resource but by practically relating this concepts to real
corporate world which have enriched my knowledge, experience up-to-date and more aware.

From the very first part I have learned the concept of job analysis, job description and job
specification. Now I have learned what the difference, in these apparently similar terms is and
what is their importance. By practically conducting job analysis for a specific vacancy and
designing job description and specification give me an opportunity to taste the work of a
recruitment manager and after that if I goes to the company for actual work I would be able to
learn and apply more quickly. Furthermore it would also help me in identifying right job
according to my nature and skills and It would increase my chances of being hired.

The second part of this assignment was regarding the employment laws that how these
employment laws effect my organization and how these laws are incorporated in my
organization. This part has improved my knowledge in general that what are the laws which
effects the hiring and recruiting process of companies in UK. So tomorrow when I will mean
human resource manager I will have basic knowledge of these laws their purpose and their
implications so I would take decisions carefully by considering these laws regarding
discrimination and other issues as negligence of these laws cannot only result in penalty to the
organization but also will result in bad repute of my organization and harm to my career. Also
by studying these laws I am more aware of my rights as compared to an ordinary citizen and
during interviews and in hiring and selection I would be able to recognize if someone is
rejecting me on unfair basis and what I can challenge that in court of law and claim for
compensation and getting my rights.

The third part of my assignment I have learned to design a document of questions to be asked for
a specific vacancy¶s .As a human resource manager I would be able to identify right candidate
by asking appropriate question. Also I have visited the company to see the actual interview
taking place so it has increased my knowledge that how interviews are conducted. Also when i
will apply for jobs I will be able to perform better because I would be able to anticipate the
questions by looking at the job specification so I would prepare them in advance.

In the last but not the least I have learned the recruitment process of my organization. Now being
an human resource specialist I know how actually the recruitment takes place in an organization
and ill ne able to give my suggestions and play my role In improving the recruitment and
selection process my employer company .

c
References

ñc British Council. (2010). Equal Opportunity Policy. Available:

http://www.britishcouncil.org/eopolicyweb.doc. Last accessed 4th Dec 2010.
ñc DCI. (2010). Country Comparison. UK. 1 (2), 29.
ñc About.com. (2010). Common Interview Questions in Education. Available:
http://k6educators.about.com/od/becomingateacher/a/interviewsqs.htm. Last
accessed 4th Dec 2010.
ñc Hillcrest. (2008). Decruitment & Selection Policy and Procedure. Available:
http://www.hillcrestcare.co.uk/assets/assets/recruitment_and_selection_polic
y.pdf. Last accessed 4th Dec 2010.