Cmi 3004 & 3006

In this assignment I pass on look at the ways in which selective information is gathered and selected, I whollyow show my judgment of how to interpret data and information, and how I communicate the results of the information analysis. For the second give of the assignment I will show my understanding of the next * The deal of recruitment and choice * The process for recruitment, and * The process for selection The work forth of humans Resource Management Plan The human resource planning process, demands the HR manager to archetypal understand the business requirement.Only if he comprehends the nature and scope of the business, will he be up to(p) to employ those who will deliver the required finishance. When it comes to engaging the manpower, the manager should have a keen center of attention for spotting the talent. It secures that the workforce is competent enough to meet the targets. Additionally, the existing talent pool in the workplace should be taken into cons ideration, so that people with complimentary skills can be employed. The functions of the HR manager argon change he has to assess the currently employed workforce and their shortcomings.Identifying these shortcomings goes a long way in choosing an in effect(p) workforce. While recruiting the new employees, the HR manager must calculate the expected workload. This way the HR discussion section can design an accurate business enterprise profile and job expectations. Once you have the decided job descriptions, looking for candidates who fit the job will be easy. Dont be fooled by their qualifications, it is only the pertinent begin that matters to a considerableer extent. A good HR manager is i who has the zeal and passion to motivate his prospective employees to perform to their potential.Human resource planning process, thus, can be considered as one of the strategic steps for mental synthesis the strong foundation of an efficient workforce in an organization www. buzzle. com Human resources use data by processing it into information, any data on its own is raw facts that cannot be used unless it is granted a meaning or a context only then it can be processed into a usable form. Qualitative selective information The term qualitative data is used to describe a reference of information that can be counted or expressed numerically.This type of data is often collected in experiments, manipulated and statistically analysed. Quantitative data can be represented visually in graphs, histograms, tables and charts. Qualitative entropy Qualitative data is extremely varied in nature. It includes virtually any information that can be captured that is not numerical in nature. Here ar some of the major categories or types * Interview copy * Field notes (notes taken in the field creation studied) * Video * Audio recordings * Images * Documents (reports, meeting minutes, e-mails)Human resources patch up the decision on having 8 lodgement aliment workers base d on data and information that affects their decision. Data and information relating to these factors have a major influence on the decision of how galore(postnominal) accommodate aliveness Workers are needed in the sheltered housing schemes. * Economical factors * Number of tenants needing domiciliate * Funding provided * reckon for salary * Required hours for support (24hr) There are 200 elderly people living in 6 sheltered housing schemes, HSWs are required to see all of them on mean solar day by day basis.The organisation provides a personalised service to the sheltered housing tenants each scheme is monitored and assessed in congener to the tenants needs, health conditions, mobility, and general wellbeing. There are seven schemes in total, but boilersuit there are four, this is because in six schemes, dickens schemes are combined into one. The hours that a HSW is needed on each scheme vary depending on the needs of the tenants, although all schemes have an emergency c all outline in which enables them to contact a housing support worker 24/7.Two of the schemes have HSWs on site 24 hours a day, these schemes have tenants who need more(prenominal) support, this is due to them being more frail and dependant, similarly the scheme is attached to the MAAZ Community centre, which has a cafe that provides hot meals 6 geezerhood a week, this location is very convenient for our tenants. Need for change Staff numbers have declined since 2008 the aggroup consisted of ten house Support Workers and both Senior Housing Support Workers. All Schemes but one had a HSW onsite 24/7. Four Housing Support Workers retired, and the two Senior Housing Support Workers were do redundant.At the time the total of the sheltered accommodation flats was 150, now the total is 200 flats, the amount of Housing support workers is eight. An assessment was done, and it concluded that two schemes do not need a HSW onsite 24 hour. The hours were trim down from 24 hours to 8 ho urs a day in one scheme, and reduced from 8 hours to 4 hours a day in other scheme. tally to a report written by Professor Ian Philip in 2004, National Director for Older Peoples Health, erstwhile(a) people are living longer. www. direct. gov. uk According to the above fact, the demand for various services for older people is increasing.Sheltered Housing is a great way for an older person to remain independent in their own home and have support available if they required it. Taking that fact into consideration LJHA has provided two schemes that have 24/7 support available on site. The decision to have the HSWs on site 24 hours a day at those two schemes was based on many factors including the age of the tenants. The average age of tenants at those two schemes is higher than all the other schemes, therefore the tenants are more likely to be frail, have mobility difficulties, and health problems, this is why more support is allocated at those schemes.Average age in (SH QHL 92), ( SGW 91) Average age in (BH LPC 79), (BC GP 74) Recruitment and Selection Job Housing Support Worker Job DescriptionThe Housing Support Workers job is to deliver give up levels of support to tenants living in designated housing complexes. The post holder will be able to work on their own initiative and besides as part of a competent and efficient staff team. The job requires professionalism, confidentiality, flexibility, and good humour to figure a smooth running and safe service for tenants/residents. Range of Duties Ensure new tenants are welcomed and given relevant information about the scheme and service available * Maintain contact with tenants in accordance of rights with agreed support plans * Provide appropriate and necessary support to enable the tenant to sustain their tenancy * Work man-to-manly and as part of the housing support team * Be alert to man-to-man tenants circumstances and condition and take appropriate action to promote the wellbeing of the individual * Liaise with and co-ordinate other professionals/ agencies for the wellbeing of the tenant * Contribute to the maintenance of up to date records and ensure that all relevant information is noted * Respond promptly to alarm calls and emergencies and take such appropriate action as whitethorn be required * Monitor and promote security and health and asylum within the scheme and tenants homes * Develop and facilitate tenants groupings and activities * Ensure/ support tenants to make the best use of resources * accede with ractice/ administrative processes for Supporting People * Ensure compliance with all relevant statutory and regulatory procedures * pioneer such training courses as are thought necessary by management and work towards achieving relevant recognised and professional qualification as determined by the Housing Services Manager The touch on of recruitment and selection Recruitment is the process of identifying that the organization needs to employ someone up to the ma noeuvre at which application forms for the post have arrived at the organization. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. www. thetimes100. co. uk At LJHA the recruitment process involves working through a series of stages * Defining the single-valued function * Attracting applications * Managing the application and selection process * Interviewing processA job aim is either advertised internally or externally, this decision is based on the role and the expectations of the organisation. Internal advertising provides opportunities for development and career progression within the organisation. Advertising externally allows the organisation to attract new skills, LJHA unremarkably advertises through the Job Centre or by Word of Mouth. Candidates who are interested in applying for the role are invited to an open day, the role is explained to them in depth and they are shown around the work environment, and are boost to ask questions about the role. This allows the candidates to consider whether the organisation is one where they would like to work for.An application form, job description, and skills condition (Appendix 1,2,3) is given to the candidates who are interested in the vacancy, after completing the application form the manages discuss which candidates are suitable. The short listed candidates are then invited to an audience. For the role of a Housing Support Worker the selected candidates are interviewed by two managers and one tenants representative, they are introduced and briefed on the job description. The interview includes a scenario turn up (Appendix 4) in which the candidate is asked to prioritize eight tasks in order of importance. Then the candidate is asked seven questions (Appendix 5).During the interview the candidate is scored based on their knowledge and skills, I have included a copy of the skills judicial admission scoring sheet (Appendix 6). Candidates a re selected after the managers deliberation, meeting the criteria set for the role is important, this criteria includes, experience of working with older people, competency to use own initiative, ability to work as part of a team, having administrative skills, and ability to use computers. (Appendix 6) When the sure-fire candidate is chosen, an offer of employment is then made this offer is conditional to two satisfactory references and a full CRB (Criminal Records Bureau) check. Ethical Legal considerations that may impact the recruitment and selection processEvery employer has the legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process on the grounds of sex, race, disability, age, sexual orientation, and religion or belief. Equality of opportunity is an integral part of the recruitment and selection process, and to this end employers may offer training and encouragement to any under-represented groups. The Sex unlikeness minute 1975, the Race Relations suffice 1976, the Employment Equality Regulations (covering sexual orientation, religion or belief, and age)and the constipation Discrimination Act 1995 set out the legal requirements for employers. Organisations should be aware that the rovisions of the Disability Discrimination Act 1995 not only make it unlawful to discriminate against disabled individuals without justifiable reason but also require employers to make reasonable adjustments to the workplace or working arrangements. Employers also have the responsibility of ensuring that the employees personal details are respected and properly protected, this is supported by the Data Protection Act 1998. The Data Protection Act 1998 requires employers to use data in accordance with the principles of data protection. These require that data shall be * Fairly and lawfully processed * Processed for limited purposes * Adequate, relevant and not excessive * veracious * Not kept longer than necessary * Processed in accordance with the data subjects rights Kept steadfastly * Not transferred to countries outside the European Economic Area without adequate protection. Job postings According to the BC Human Rights Code (Discrimination in employment advertisements), you must not publish job postings or advertisements that give discernment to * Race * Colour * Ancestry * Place of origin * Political belief * Religion * Marital lieu * Family status * Physical * Mental disability * Sex * Sexual orientation * Age www. go2hr. ca Methods of communicating information to staff, and their effectiveness In our organisation we use four methods of communicating, they are, Visual, Written, oral, and Non Verbal.Visual it is common to incorporate visual parley in order to share ideas that relate to tasks in the workplace, this could include using, charts, pictures, presentations. Written Written communication is also quite important when it comes to the workplace. This form of communication invol ves either writing or typing out information, facts, figures, and other types of necessary information in order to express ideas. Examples of this type of communication include reports, evaluations, emails, sec messages, physical and electronic memos, training materials, and other types of documents that are similar in nature. In the workplace, this is a tensile type of communication as it could be formal or informal depending on the message(s) that are being expressed.Verbal Verbal communication is a core component when it comes to the overall success of an organisation Non Verbal means that a physical manner of communication is being used to share ideas and meanings among others. The physical activities may include the way that you move your body, the tone that is displayed when it comes to the tone of an individuals voice, and touching. In the workplace, it is not appropriate to touch another individual, but it is possible to ensure that the voice tone and the stance of the bo dy is held appropriately so that the ideas, information, and thoughts are successfully shared with the intended audience. Verbal & Non Verbal Meetings have proven to be much more effective when trying to ascertain the facts, not only by making the member of staff tone at ease but also by watching their body language and prying all of the relevant information from them to resolve the problem efficiently www. managers. org. uk For any communication method to be effective, the following should apply * The sender and pass catcher of information are properly matched * The message is communicated clearly i. e. without misunderstanding or misinterpretation * Communication is made using an appropriate communication channel and/or method * The receiver of the communication is able to pass on any relevant and appropriate feedback (i. e. wo-way communication) There are many reasons why it is important for an organisation to achieve effective communication * Motivates employees helps them fe el part of the organisation * Easier to take care and coordinate work related activity prevents different departments of an organisation going in opposite directions * Makes successful decision making easier decisions are based on more complete and accurate information * fall in communication with customers/clients will increase profits * Improve relationships with external agencies The link between communication and motif is particularly important. Good communication is an important part of motivating employees and the main motivational theorists recognised this mayo emphasised importance of communication in meeting employees social needs, and Maslow and Herzberg stressed the importance of recognising employees achievements and conceit needs www. cliffsnotes. com Bibliography www. buzzle. com www. direct. gov. uk www. thetimes100. co. uk www. go2hr. ca www. managers. org. uk www. cliffsnotes. com