Flow chart of the recruitment (top) and selection (bottom) process Assignment

Flow chart of the recruitment (top) and selection (bottom) process - Assignment standardThe paper tells that recruitment can be done in two levels i.e. internal recruitment and external recruitment, although they both follow the same generic go to accomplish the companys objectives. Internal recruitment involves employment of individuals who have previously worked with the profligate and includes processes like transfers, promotions and reinstatement of former employees. On the other hand, external recruitment involves the firm employing individuals who have never worked in the firm again from numerous sources available in the market. Internal recruitment has the advantage of increasing employee productivity since recruits ar already awargon of internal mechanisms of the firm, and they do not need a long sequence to readjust after appointment. However, internal recruitments deny the firm the benefits of entry that come from employing people who are unfamiliar with the firm. Th erefore, even firms with robust employee training and development programs should occasion totallyy do external recruitments to enrich the quality and diversity of its valet de chambre resources. Selection is the process that follows recruitment and involves the passing of the new recruits through rigorous tests and elimination processes to ensure that the firm employs individuals who are most suited for their jobs. Current and voltage requirements of a position must be matched with the candidate that possesses the best knowledge, skill, ability, and other personal characteristics that would enable them to perform ones duties effectively and efficiently. ... These individuals are much likely to be satisfied with their job, less likely to be absent from duty, and are motivated to do their best for the firm as long as the firm takes care of their welfare (Cooper, Robertson and Tinline, 2003). The selection process takes a considerable period since the firm wants to assess the suita bility of the individual however, it also gives the new employee time to identify the suitability of the firms strategic plan to personal objectives. For instance, a suitable candidate would not want to work for a firm that does not reflect their personal values. Therefore, as the firm eliminates recruits who are unsuitable to work in its system, individuals get to choose if they want to work with the firm, ensuring both are sure of the possible consequences of the venture without having to make prior commitments (Cooper, Robertson and Tinline, 2003). Task 2 Catering tutor Job Description Job title Catering Manager Reporting to Managing Director Salary ?30,000 per annum Hours Full time (average 40 hours per week) Location Greenwich Park, London Purpose of the Position The supply manager will oversee, direct, and organize all the catering functions. They will ensure successful planning and smooth running of events, work with clients to ensure that events are completed successfully, and get feedback from clients for use in next planning processes. Finally, the catering manager will have the duty of ensuring that healthy and productive relationship exists between employees and various product providers. Duties and Responsibilities Responsibility 1 The catering manager should assist clients in arranging their events, and even suggest service providers for other services that the events may