3MER Assignment

According to Advance Staffing Solutions, “to be effective in hiring practices involves delving into the background of applicants to get a better idea of their abilities and employment performance. However, this has to be measured with respect for the privacy of each individual candidate as well as staying compliant with relevant laws. Therefore, the purpose of the background check is to help evaluate aptitude and skills and needs to be carried out with this the primary goal” (2011, para. 1).

In this report, I will be assessing the importance of employability and personal skills in the recruitment and retention of staff in Thorpe Park.

Evaluator continued to cover completing job applications with Ms. Nash. Evaluator explained to Ms. Nash that employers use job application forms as a screening tool to decide who they will interview. Evaluator explained to Ms. Nash, she can influence whether or not she eventually gets hired by how she fills out the form. Ms. Nash stated that she has difficulties completing job applications. Evaluator and Ms. Nash complete a sample application. They also discussed the importance of keeping identification current and available such as state ID and social security card. Ms. Nash and Evaluator also practice on her learning her social security number for employment purpose.

“Agency Worker” is the title given to workers who are a party to a triangular relationship, this thesis has explored whether being classified as an agency worker is a limitation on the individual due to there not being effective protection through legislation and common law. Forde illustrated through his article the enduring debate over the nature of the temporary worker, has intensified. Forde focused on the character of agency work within Britain and analysed data from Labour Force Survey (LFS), identifying how the agency worker is one of the least

In this essay, I will assess the importance of employability and personal skills in the recruitment and retention of staff in a selected organisation which is “Uxbridge College”. It is necessary for Uxbridge College to consider both the employability and personal skills when employing as human resources, as they need to ensure that they are employing the correct candidate, who is aware of their roles and responsibilities. Therefore, before selecting their ideal candidate, they will identify whether they meet the essential requirements for the job they are applying for. Recruitment is the process of advertising and hiring the best employee for your business for an available job position. Therefore, by ensuring that you have a suitable skilled

The question of the employment status is critical in employment law. There are various different situations and circumstances where identifying the employment status can be made tough. There are blurred boundaries between employees, workers and independent contractors, and this can contribute to a huge problem because it is fundamental to identify them, as the protected rights offered depends on their

I picked pre-employment and employment testing because this is a very big issue that can arise at a job and leave a potential employee the opportunity to say that they didn't get the job because of rac, color, national origin, etc. Pre-employment and employee testing is very important to company to make sure that the right personnel is implemented and in place for the right job. Preemployment testing will make selecting the right employee easier because you will know who is fit for what job in what department without running into any issues of not having any know how to do the job at hand. Pre-employment and employee testing will also make sure that employees are not doing a job they are physically or psychologically

In a progressive and innovative society today, various skills are essential for careers and personal progress are a necessity in succeeding for our fast-paced environment. What an employer may inquire for can vary between subject of work or necessary topic of work.

These rights are set out in the Agency Workers Directive which came in on 5 December 2011 and The Agency Worker Regulations brought

Other issues that could come up during the interview may include efforts to look for work, ability and readiness for employment. It is important that the claimants:

Criterion Related Validity is the extent to which a test or questionnaire predicts some future or desired outcome, for example work behaviour or on-the-job performance. This validity has obvious importance in personnel selection, recruitment and development. Whenever possible, the statistical evaluation of the relationship between selection measures and valued business outcomes is desirable. This type of validation is known as “criterion-related validation” and it can provide concrete evidence of the accuracy of a test for predicting job performance. Criterion validation involves a statistical study that provides hard evidence of the relationship between scores on pre-employment assessments and valued business outcomes related to job performance. The statistical evidence resulting from this process provides a clear understanding of the ROI provided by the testing process and thus helps document the value provided. Criterion-related validation also provides support for the legal defensibility of an assessment because it clarifies the assessment’s accuracy as a decision-making tool. While criterion-related validation may seem mysterious, it has much in common with two more well-known concepts that are used to help find value within business processes: six sigma and business intelligence. Both of these methods require that data be examined in order to help clarify relations between various process components. The resulting information can be used to help streamline business processes and uncover meaningful relationships between various streams of data. The creation of a feedback loop using criterion validation is really no different (Handler, 2009).Criterion-related validity is the ability of a test to make accurate

The Regulations have been a slow burner as the Directive was first drafted in 2002, with the possibility of the draft never evolving. The length of time for the AWR 2010 to be passed emphasises the struggle for the agency worker to obtain the rights within the UK as well as Europe. Despite opposition from British government, other Member States initially supported the Directive. This can be extracted from how the agency worker is viewed as a cover piece, and is only considered from a business perspective, rather than another type of worker who should have more, if not equal rights, to those there on a permanent basis. This gradual development (or lack of development at the time) benefited the end

| They are employed to meet the short term demand for staff. They are entitled to a core of employment rights, ie national minimum wage, breaks, annual leave and 48 hour working week and are entitled to a healthy and safe working environment.

In terms of employee selection, it is known that a successful process has to evaluate competences, attitudes and personality features using a variety of techniques and methods, to predict a successful job performance (Compton, Morrisey & Nankervis 2014, p. 15). Over the

Once all the tests have been applied and considered one must sit back and view the entire picture as these are not simple checklists to determine employment status as each are given different weighted consideration. The court will look at all the relevant facts together to make its decision as seen in Warner Holidays Ltd and Secretary of State [1983] the need to consider balancing the features of the relationship pointing to or detracting from employee status can be seen in Hall and Lorimer [1992]