Selection

Selection is used in different types of situation but one of the common selection process is selection whilst looking for the best candidate for a job.

In this situation the ultimate goal for selection is to find the best person for the job.
Their are different types of selection process example of some are :

Short listing from information on CV’s and application forms

Interviews

Tests

Assessment centres

References

Work Simulations – realistic job preview
Telephone Screening

      Graphology

      Role play - demonstration

The first common selection process i have been though is being part of a short list from information from a CV, at this time this selection process was used just to short list the people, from the people who suite the role and the people who don't this process also gives a small insight on the candidates qualifications.
The advantage of this is you remove all the people that you don't believe is right for the job this is resulting in major time saving. on the other hand a disadvantage is you as the interviewee don't really know the people and they may not be good on paper but they may be good in the customer service section and this type of selection is resulting in the interviewee not giving them an opportunity.

The next selection process i have been though is another common selection process and this is an Interview selection process.
This type of selection gives the person being interviewed a better opportunity to express their self and show the person interviewing their qualities and how they would be an asset to the organisation, questions will be asked to see asses the mind, ability and personality of the person being interviewed.
First impressions are everything, on that note one of the disadvantages is that the interviewee may be bias leading to the interview being very uneasy, short and a waste of time another disadvantage would be the interviewee may give a artificial situation this does not allow the person to express their work potential.
On the other hand a advantage of this process is the person being interviewed can put across their personality and work mind giving them a advantage to get the vacancy.


Another selection process i have taken part in is a test, this process is very nerve recking it requires allot preparation, not all organisations take part in this type of selection process it is not that common for many reasons, one of its disadvantages would be that some people may not be able top express everything they know uno paper and applying for a job is hard enough without having a test this process makes it all that much harder, a plus side to a test is you get an opportunity to write down as much as you can think of rather then saying it and your mind goes blank.


I have been to many different types of interviews some i have been successful and some i haven't been and example of one that i was successful and i found it effective was an interview for an office assistant.
I went to this interview nervous as ever once i got into the swing of things i started letting my fantastic personality shine i realised that the reason that i started relaxing was because the interviewer was very positive, simple questions about your well being can make you more relaxed and in this situation it did.
As the interview went on i felt right at home in the office and i also wasn't afraid to ask questions from the interviewer.
I believe this interview was effective just because of the fact it didn't have a obvious structure to me it felt more like a chat and gave me a chance to express myself , the main reason i felt like it was really affective is because 2 days later i received a phone call saying i got the job whilst on the interview the interviewer made it clear everyone would get a call regardless of if they got the job or not so i think that's very good and makes the interviewee more relaxed because they know they will be getting feedback and this also helps future days when the person attends another interview.

Recently i have just been to an interview whew i believe the whole selection process was terrible, someone was late so every candidate after was early leaving congestion on the shop floor they had no good waiting area this was very embarrassing for us the candidates as we all look so smart but managed to make the shop look untidy.
eventually when i entered the interview room i was relived but i felt a sense of discrimination this i cant prove because i only had a feeling.
As the interview proceeds i started feeling uneasy i had 2 people interviewing me with two different personalities so i ended up very confused they were also asking questions at the same time when the interview finally ended i was very happy that the process was over they told me they would get back to me even if i didn't get the job since the day of this interview i haven't herd anything back this makes me feel like my interview wasn't really been taken into account or they just lied to me about contacting me, all in all i just think it was a big waste of time  it was unorganised and uncomfortable for the person being interviewed.
They have alot of improvements that need to made but the main one would be that they find a good structure and they care about the person being interviewed as they were a employee already, its important for the interviewer to give good impression because they are reflecting on the business.


Conclusion

In this blogg i have reflected more on myself and personal experience with the selection process, reflecting on past experiences and presents.
I have learned that businesses need to find the best was to do a selection process so they can find the best candidates for the job they also need to make sure they give all types of people a chance and not to discriminate the one thing organisations need to remember is that they are reflecting their organisations and the interviewee could be a customer one day and past experiences have impacts on people.
So when it come to the selection process as well as watching the candidates behaviour they also need to watch their own.

Equal opportunities and diversity

Definitions & Difference

Equal Opportunities
        Removing discrimination
      seen as an issue for disadvantaged groups
      seen as an HR issue
   relies on positive action

                                                           ( Kandola and Fullerton, 1998)

Diversity

Differences can be strengths for the organisation as a whole.

Focus on maximising individual employee potential

Seen as relevant to all employees

An issue that involves all managers

Does not rely on positive action

                                                ( Kandola and Fullerton, 1998)

In a employeers perspective when the age legislation came into force in 2006 some impacts this may have had would be things such as :

Not aloud to not employee someone because of that persons age unless under the age the law says its OK to work.

Employee benefits such as life cover, income protection and private medical insurance less sustainable in the future.

Employers cannot enforce mandatory retirement ages.



Stereotypical views on the older generation ?



Within the work force their would be many different types of stereotypical views , people believe as you do get older the more unable you are to work but due to the age legislation in 2006 it controdics this because emplpyeers have no right to make this asumption or act on it.

Because times keep moving people offten ask the question " because he/she is old would they be able to move with the times of technology and change "

Also in the media they tend to pertray old people in a certain way for example all the adverts on TV promoting life cover for over 50 is that showing us at 50 we should be getting ready for death ?
http://www.youtube.com/watch?v=eN8h-1KCOe0
The link i have posted above is on life cover but the person who made the life cover for his family is dead so does that show us that old people are no use to us working or soon to die ?
The media shows alot of different things about old people influencing peoples minds and employeers perseptions.




Stereotypical views of young people ?


Within an organisation their could be many views employers could make on highiering young people such as :

Because of their age, immaturity, and inexperience, young people could be at greater risk in the workplace.

Employers must ensure that they assess the risks to young persons and make sure they put in place controls to reduce the risks.

many employers and people have stereotypical views on young people in the work place such as will they be able to do the job right and also because of age how much training will be needed, but just because of their age does not mean they will be more incompitent do train and do as much work as an older person , does it ?
in my opinion i think not.

On the other hand sad adverts on the TV the media showing us 4 or 5 year olds doing hard labour in the countries this shows age does not come into it young people can sure do what people older may do even though the advert is showing child abuse for the benifit of this blogg it could show the hard work theses children do.

Maybe it all depends on who the person is qualities and trates they may have rather then age.




Can organisations help to change this view ?


Highering different aged people could help the views socioty has created for theses age groups not just aged but different types of people would also help the situation once people start entering different work forceses and see different types of people working, peoples minds will become more relaxed and used to the fact that organisations have changed, change happeneds slowly especially in organisation and socioty so its best to start early so the change can  have a high impact.

An example of an organisation that helps this is TESCO they have a record high level of over 50 years old employees working for them in all different departments.
http://www.personneltoday.com/articles/2008/10/01/47690/tesco-reaps-benefit-as-number-of-over-50s-staff-reaches-record-level.html

The link above shows and explains what TESCO is doing for people over the age of 50.




Equal opportunities regarding B&Q


B&Q are the leading home improvement and garden centre retailer in Europe and the third largest in the world, with more than 60 stores opened internationally.

B&Q focus on many aspects of equal opportunities within the organisation but they are most proud of is
In 2006, B&Q was one of only two retailers to make the Top 50 Places Where Women Want To Work, and has continued this achievement for the fourth consecutive year.

They have also earned a reputation for employing older workers, because they want to let their customers tap into their lifetime of knowledge and experience.

 Recognised by work-life balance charity Working Families as one of the top 20 organisations whose initiative and example has made positive change happen for working families.

B&Q’s success is down to the many employees and customers that work and shop with them.
The company strongly believes that a diverse workforce creates a mix of talents that makes the company such a success. More than 1,200 B&Q staff speak over 60 different languages, with many being multilingual.
From products and working practices to store layouts and training, B&Q continue to promote equality of opportunity in everything they do, so there are no barriers for anybody who wants to be part of the B&Q team.





Conclution



In conclution my finding show me a very clear outline of how organisations work and what they think of legisation they may nopt always agree but they do have to obide by them and find away to make it work within their company.
Durring this blogg i have done alot of research that involves me watching videos and going onto different websites finding out about company policys on dicrimination and equal opportunities and i realized one thing its all well putting something down in writing but how do we know or the government know its being obided by ? it would be very difficault to tell.