Assignment for Intermediate Workshop

Paper Type:  Essay
Pages:  5
Wordcount:  1309 Words
Date:  2021-03-11
Categories: 

2. You are asked to develop a training session for line managers with the title 'managing recruitment, selection and appointments lawfully.' Outline what you would include in your presentation and why. Briefly set out three examples you would use to illustrate your key points.

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Tell managers what they're looking out for

During the recruitment, selection, and appointment process, the managers should look the right number of the employees who have the right abilities and attitudes. The managers should also consider the training/education qualifications of the candidate, skills and knowledge, personal attributes, communication skills, personality and the individual circumstances. Consideration of these factors will enable the managers to select the best candidate.

Job Descriptions what things should be careful about

One of the important documents during the recruitment is the job description. This should bring clarity about the job. In this case, it should describe the main purpose. For instance, it can indicate that the primary objective is to increase the revenue by a certain percentage. The job description should also state precisely the main tasks. For instance collecting and delivering emails. The scope is another important component of the job description. Here it should explain the importance of the position and the reason it fits the business to avoid confusion.

Discrimination Legislation

When doing the job adverts, it is important not to use discriminatory tone.

It is important not to use discriminatory tone. An example of biased tones includes stating that the company does not cater for the physically challenged workers. Other phrases like fresh graduate or highly experienced candidate should only be used when it is a specific requirement for the job.

Careful wording, think about it

Careful wording is essential to avoid an instance where an advert can become discriminatory.

Interview Questions what you should and shouldn't ask

Legality in interviewing requires that the interviewer should not ask illegal or inappropriate questions. For example, during the interview concerning the job performance, appropriate question should relate to whether a physically challenged candidate can do specific tasks related to a job but not asking how the job should be done. On issues of alcohol, the question should refer to the drinking habit of a candidate, but not how the candidate often takes alcohol (Putzier & Baker, 2010).

Fair pay and contract

During the recruitment and selection process, it is important that the payment set should not be discriminative. It is necessary for them to know that employment contracts exist as so as they are offered the job. The candidates should be aware that the contract is governed by set employment terms and conditions. This prevents an instance of conflicts where the candidate does not have the contract.

4. You are asked to write a short briefing paper for managers in your organisation explaining the legal requirements and to whom they apply relating to the following areas:

a maximum working week of 48 hours

In the United Kingdom, the workers are not supposed to work for more than 48 hours per week on average unless they have agreed to. Workers who have decided to work beyond these hours are expected to put it in writing which is known as opt-out. Employees can cancel this agreement at will although they should give notice to the employees, usually seven days. People below 18 years cannot opt out because that is not allowed to work more than forty hours per week. In this case, the week of 48 hours applies to people under the age of 18.

the full adult rate of the National Minimum Wage

A national minimum wage was introduced in the UK in 1999 that saw the setting of a minimum hourly rate to be paid for the adults and the different rate for trainees and young workers. From the October of 2006, the adult rate of the national minimum age is given to an adult of age 21 and not 22 as at present if the current threshold for the full adult rate is not in line with the pay practices of the employer. Where there is a pay scale, the full rate is payable at 18 with few companies paying at age 21 at the latest (Putzier & Baker, 2010).

equal pay

The regulations of fair remuneration apply to men and women who are working. It requires employers must accord men and women equal treatment concerning the conditions of the employment contract in the event they are doing similar work; work is rated as equal in the job description, or the work has been found to be the same about the effort, decision making and skill. Employees working are also required to know how their pay and bonuses are calculated. Equal pay covers all the aspects of payment including the basic pay, the overtime rates, and hours of work among others.

maternity and paternity pay

Maternity pay is the money paid by the employer to a woman employee who has a weekly average earning of not less than $90. Paternity pay, on the other hand, is payable to an employee whose partner or wife is expectant, and the average weekly earnings are not less than $90.

What are the key points you would want to make?

The maximum working week of 48 hours is not applicable to people under the age of 18 because they are not allowed to work for more than 40 hours per week. The national minimum wage separates the payment of the adults from the trainees and young workers. Equal pay is recommended when the nature of the work a woman does is similar to that of man. Both maternity and paternity pay requires the recipient to have used to work for average weekly earnings of at least $90.

6. Last month Paul was sacked from his job as a sales assistant in a large

Department store located in central London. He had worked in the store on a full-time basis for four years. He blames himself for the dismissal and thinks that he probably deserved to be sacked given his conduct. He had reported for duty one afternoon having drunk four pints of strong ale in a pub at lunch time. He had then apparently sworn loudly at a colleague in front of several customers. When reprimanded about this incident by the floor manager Paul had sworn at him and was seen punching him on the left jaw. He had been summarily dismissed there and then without notice.

To his surprise Paul has found out from a friend that his dismissal might in fact be classed in law as being unfair. He thus completes the relevant documentation and sends an unfair dismissal claim to his local Employment Tribunal Office.

Assume that you are the HR Manager in the store at which Paul was employed. When Paul's unfair dismissal claim is received the General Manager asks your advice.

Explain what course of action the organisation should have taken to comply with UK law. What should have been done regarding procedure?

The employee should be informed of the reason for dismissal because it is a right. In this case, the employer should obtain a copy of the dismissed employees application from the tribunal. The employer should then respond to the claim within 28 days to answer to the claims. During the response, details to be included relates to when the employee started the work. The reason for the dismissal, whether there are jurisdictional objections to be raised and the signature. The company can consider conciliation with the employee. The manager can undertake the training given by the Acts to prevent a similar situation from occurring in the future. The training is given to the HR professionals, managers, and supervisors. The training educates the trainees on how to manage challenging behaviours and how to identify the key actions and rectify them promptly. NHS Trust should comply with the safety and regulations measure that have been set in the United Kingdom during when dealing with its staff.

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Assignment for Intermediate Workshop. (2021, Mar 11). Retrieved from https://proessays.net/essays/assignment-for-intermediate-workshop

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