This report you will see the benefits of having a diverse workforce
This report you will see the benefits of having a diverse workforce, the factors that could affect an organisations approach to talent planning, the key factors that can affect organisations recruitment and selection policy, an explanation of different methods of recruitment and selection which can be used in any organisation and when it is appropriate to use them. This is also going to explain the purpose of the induction process and the benefits to both the individual and the organisation. The standard induction plan is also going to be provided for your information.
As both HR and Recruitment teams have stated it is essential that guidelines are produced so everyone is working together and producing the same information to both new and existing staff.
The benefits of having a diverse workforce
Over the years the workforce and patterns have changed around how having a diverse workforce does improve the workforce overall. A diverse workforce has a wide range of benefits as it brings everyone working together from different walks of life such as race, gender, age, religion, ethnicity, disabilities and sexual orientation etc. It also helps people work together and promote people listening to different points of view and problem solving. There are four explanations below of the benefits of having a diverse workforce. It is essential that all staff have access or know where to find all up to date policies and produces
Increased Productivity
It is well reported that a diverse workforce has an increase in productivity due to a variety ways of thinking and working but all working together to achieve the same goal. A diverse workforce encourages people to come into work discuss, learn and encourage colleagues of different values and attitudes for a more diverse brand for the best outcome to understand the needs of a wide range of clients. When a company is staffed with a variety of different cultural backgrounds it will increase the skill set and development of ideas.
Increased Skill Set
When you have a diverse workforce from qualifications, backgrounds and experience each individual will bring different experiences to the work place and enable everyone to accommodate everybody’s needs. Any company who is proven to have a diverse background will find that they will attract a wider range of candidates and find it easier to find the right skill set for the position advertised.
Employer Branding
When a company is known for having a diverse workforce and is committed to provide equal opportunity and not discriminate against age, sex, disability, gender reassignment, marriage, race, religion and sexual orientation it increases employees to look more into them as everyone likes to be treated fairly regardless. It also allows companies to provide all the services global.
Talent Pool
When people are seeking employment they often research the company before they complete the application process. People are more likely to want to work for companies who support diversity in the workplace and this promotes itself by having more candidates applying from all walks of life.
The Factors That Could Affect An Organisations Approach to Talent Planning
This report is going to briefly explain by choosing four points on the factors that could affect any organisation when approaching Talent Planning:
Benefits Packages – A benefits package is always a good tool to use as employees like to know they are being looked after it also helps when recruiting a wide range of applicants.
Training and Development – Training and Development always attracts employees and keeps employees working within the company for longer as they feel more invested and valued. This will also help with employees promoting within or move departments within the organisation.
Working Environment / Culture – The culture of the organisation is very important as this keeps employees engaged and this could be the final factor for potential employees choosing the company they want to work for.
Communication – Communication is what the difference is between a successful company and an unsuccessful company. As a successful company it has always been a key factor that effective communication from the Director’s to the administration staff and also operating on an open door policy.
The Key Factors That Can Affect Organisations Recruitment and Selection Policy
Recruitment Cost – The cost of recruitment in itself can be a costly exercise and this is why there needs to be careful planning. The company prefers to advertise the job internally and then sends out externally on the company’s website. Depending on the skill sets for the particular position it will then need to be looked into to see if –recruitment agencies are a requirement. It is essential that all information that goes out is accurate due to sourcing the correct candidates and not wasting anybody’s time and the companies cost due to extra agencies, job boards etc.
Markets
The markets play one of the most important factors in the recruitment and selection policy. The markets are affecting the way in which recruitment is dealt with if the demand is for a specific skill set then the company have to look into where is best advertising or agencies etc. If the position doesn’t have particular job skills then the demand for the recruitment is easier.
Job Description
A job description introduces new candidates to the company as this is also the first document most candidates will see from the company. When creating the job description it needs to identify the skill set and an overview of the role and what is expected of the candidate.
An explanation of different methods of recruitment and selection which can be used in any organisation and when it is appropriate use them
Below is going to be a brief explanation and methods used for both recruitment and selection methods. These are the most common used within this company:
Three recruitment methods:
Internet – The internet is now one of the most common ways to advertise and recruit as it provides you with a huge audience from all walks of life and can also keep the cost to a minimum. This also provides you with a good amount of applications for which individuals would want to be put forward for.
Employment Agencies – Recruitment Agencies are very good especially when the role is required for candidates to have specific job skills for the role. Most agencies will filter through all the CV’s and only send you the ones who have the correct qualifications and experience. They also have a good talent pool of candidates already on their books.
Internal Employees – Internal Employees are an excellent source of recruitment as they already know the business and what is expected from employee’s. This keeps the cost to a bare minimum as this will only incur administration from the recruitment team and most are already known to the other departments so this would make referencing very easy and quicker. If an employee applies for an internal role then it proves that they have an interest in the company and they see a future.
Three selection methods
Short Listing – Short Listing is a good method of selection as you can short list everybody’s application against the same criteria and reduce the amount of applicants by only selecting the applicants who are matched to be put forward for an interview. Depending on the number of candidates you can rank them according to weather they meet the desirable criteria. This may be a time consuming exercise but it is also a fair way to select the applicants you wish to interview.
Assessment Centres – Assessment Centres these can be very expensive down to the hiring and the administration costs. They are also very good if you are recruiting for numerous vacancies with similar skill sets as you could see them all in one day instead of over a couple of days, this will save time and costs. This is also one of the best ways of seeing the candidates demonstrate their skills and abilities for the vacancy.
Interviews – Interviews have their benefits for both the candidate and the employee. As an employee you are able to describe the position, assess the candidate’s abilities, and give an overview of the company. The candidate will also be able to assess and see if the positon is right for them, demonstrate and inform potential employees the skills they have and how they will help them and the company going forward in their new positon.
The purposes of the induction process and the benefits to both the individual and the organisation
An induction is essential for a company and new employee’s as this is the first impression for both as this sets the standards of what is expected and all new employees receive the same information. An induction opens up commination channels and also helps build the employment relationships between different departments and managers.
Below is going to be a brief explanation of at least three purposes of the induction processes with benefits both the individual and the organisation.
Workplace Culture – Workplace culture is important as this needs to align so that new employees understand how the organisation works. As part of the induction programme this will also establish good communication between the different teams. It is essential that all new staff is made aware of where they can find the policies and procedures, Health and Safety etc. Making staff feel valued and respected makes them feel more comfortable and motivates them.
Productivity – New employees are taught the correct procedures to follow from the beginning of their employment which will help build their self-esteem and motivation. If a new employee doesn’t understand or doesn’t receive the correct induction this could lead to them not understanding the organisation, incorrect information being sent out etc. Always check to see if they need any additional information or help. If clear guidelines and expectations are provided, this will then help with the employee performance throughout their career.
Company Reputation – Every company has a priority to establish and maintain a professional first and lasting impression. The reputation is essential on getting the right staff and keeping and obtaining new clients.
Below is the standard Induction timetable that is used for all new employee’sInduction Day 1
11:00amHuman Resources ; Health ; Safety – HR Adviser
12:30pmMarketing – Marketing Executive
14:00pmClient Services Wealth Management – Head of Client Services
15:00pmPensions Administration – Pensions Administration r
15:30pmBusiness Support – Business Support Supervisor
16:00pmBusiness Compliance – Business Compliance Officer
16:30pm Finish Inductions
Induction Day 2
09:30amIT – Network Administrator
10:00amTechnical Support Services – Head of Technical Support
11:00amCompliance – Head of Compliance Operations
12:30pmInvestment Management – Fund Manager
14:30pmFinance/Acloud – Assistant Financial Controller
15:30pmFinish Inductions
