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Recruiting staff
Many of the staff at Cameron’s have been recruited in the same way as staff in other businesses. In a business which has one, the human resources department will oversee the recruitment process. As Cameron Balloons does not have a human resources department it is the managers of each department who carry out the human resources function.
The method of recruitment involves first recognising the need for staff in a particular job. This may come about because:
- someone leaves, retires or is promoted or;
- a rise in demand for the product means more workers are needed or;
- there is a change in working practices - such as the introduction of more computer-based design - which creates a need for employees with different skills.
Once the need has been recognised, a Cameron’s manager writes a job description for the post. They can then also write a person specification to say exactly what sort of skills or qualifications a person should have to do the job.
The manager then decides whether to make an internal or an external appointment - an internal appointment means finding if there is anyone at Cameron’s already who they could move, promote or re-train. This is cheaper than going externally, i.e. outside the business, to look for new employees.
If staff with the right qualities cannot be found internally then an advertisement will be placed in the appropriate newspaper. For example, if Cameron’s needed a new designer, they might advertise in the ’Media’ page of the Guardian on a Tuesday.
Application
External candidates will have to fill in an application form which will ask them about their education and qualifications and their experience as well as their personal details. They may also be asked to write a letter of application detailing why they want the job and what special qualities make them the best person for it.
The relevant manager at Cameron’s will then make a shortlist of those candidates who s/he wishes to interview. At the interview the manager, other managers who may have to work with the new person, and sometimes Don Cameron himself, will ask questions in order to decide who should get the job. The person appointed will then receive a Contract of Employment.
Training
Once they are appointed, the new employee may need training. This may take one of the forms described below.
- Induction training is when new employees are introduced to the business, given its health and safety rules, and told what is normal practice for instance, when joining a trade union or applying for leave.
- On-the-job training is where the person is trained while they are at work. For example, a senior designer might demonstrate to an employee how a particular design program works.
- Off-the-job training means attending a college or other place of education to receive training. This is obviously more expensive for Cameron’s as workers will be away from their work.
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