D3 Recruit, select and keep colleagues - Objectives<br />To identify issues with staff resources. <br />To identify soluti...
About This Unit<br />Managers have responsibility for ensuring that the most suitable people are employed (directly orindi...
Activities<br />1. Think of colleagues/staff who have left your employment, what where there reasons for leaving? How do y...
External links that may help<br />http://www.the-gtc.co.uk/skill_set.php<br />http://www.bigga.org.uk/jobs/job-description...
Activities continued<br />4. Describe the different stages you use  for selection and recruitment of candidates.  (PC7,8)<...
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D3 – Recruit, Select And Keep Colleagues V2

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D3 – Recruit, Select And Keep Colleagues V2

  1. 1. D3 Recruit, select and keep colleagues - Objectives<br />To identify issues with staff resources. <br />To identify solutions to staff resources. <br />To compile/check and where applicable improve job description’s. <br />To identify skill gaps. <br />To be part of the selection and recruitment process <br />
  2. 2. About This Unit<br />Managers have responsibility for ensuring that the most suitable people are employed (directly orindirectly) by the organisation. Recruitment and selection are key aspects of this, but it is alsoimportant that the organisation retains the people it requires. ‘People’ covers all types of staff,whether they are full time or part-time, paid or voluntary. The process of recruiting and selectingthem also covers people coming into a department or team, as well as the people who are enteringthe organisation itself. Managers do not therefore have to have responsibility for recruitment into theorganisation in order to perform this function.<br />
  3. 3. Activities<br />1. Think of colleagues/staff who have left your employment, what where there reasons for leaving? How do you think, as a manager, you can identify ways of addressing staff turnover problems - suggest possible remedies? (PC1,2)<br />2. As a manager it is fundamentally important to review existing staff numbers in order to execute required tasks against any given specifications. Complete a short analysis of your team that may include; shortfall in numbers, skills knowledge, understanding and experience. Summarize by suggesting a solution to the problem. (PC3,4,)<br />3.  Consult with others (external agencies if applicable) to produce or update job descriptions for your staff.  Below are some suggested websites/links that will help you identify skill sets in order to produce, check or update existing job descriptions. (PC5,6)<br />
  4. 4. External links that may help<br />http://www.the-gtc.co.uk/skill_set.php<br />http://www.bigga.org.uk/jobs/job-descriptions/<br />
  5. 5. Activities continued<br />4. Describe the different stages you use  for selection and recruitment of candidates.  (PC7,8)<br />Who is involved?<br />How do you reach a short list.<br />Do you use methods to practically test candidates?<br />5.   Compile an example of  a typical job advertisement you would use to  advertise an vacancy. (PC9)<br />6. Finally describe your processes from the appointment of new staff until such time as you deem the selection to be successful i.e  what is the probationary period and  what criteria would you base your final decision on? (PC10,11)<br />Further information can be obtained from your designated assessor.<br />
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