Finally, job specification is an interpretation of the job specification in terms of the kind of person suitable for the job. It is sets out the education, qualifications, training, experience personal attributes and competences a job holder requires to perform her or his job satisfactorily2. An effective job specification will bring the company a lot of benefits. First, job specification pays an important role in finding out prospective employees to a particular job. Besides, the specifications will help the company evaluate curriculum vitae more speedily and ruthlessly, as well as providing a list of pertinent questions for interview.
Secondly, a job specification will be the first introduction to candidate. It is crucial that it is professional and portrays the right image. Therefore, a dynamic and accurate job specification will attract the appropriate candidate. Thirdly, job specification pays an important role in identifying competencies of employee. Employer can identify the exact duties and competencies of the position. The last benefit of job specification is that candidate can determine if his / her experience and qualifications suit the job specification. This is the job specification for Sales promoter.
After indentifying job analysis, job description and job specification, the company needs to reach to design an advertisement for their recruitment. There are different ways to advertise such as via newspapers, internet, TV and so on. However, newspapers and Tv is one of the most popular. The company can advertise on some popular media such as: newspaper “Thanh Nien”, “Sai Gon economic”, “Tuoi Tre”; nation channel VTV 1, VTV 3, VTV6… This will help the company appeal to a much wider audience, get a bigger cross section of people from different backgrounds.
Besides, job advertisement also gets the company’s brand name become more popular to the customers. Job advertisements should aim at procuring a small number of well-qualified candidates quickly and as cheaply as possible. ( See Advertisement on Appendix 1)Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure.
All the potential candidates who apply for the given job are tested. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Firstly, all the candidates are required to fill an application form which includes basic information about the individual e. g. name, address, age, sex, education, work experience, interests, hobbies, references etc. It’s basically like a bio data. Once, the application form is duly filled by all the candidates, the candidates not suiting the requirement of the job are short listed and those who are apt are further undergone with the process.
In the second stage, the references, which are given by the candidates, are checked via telephone, mails or sometimes by personal meetings. In the third stage, there are certain tests, which the candidates need to qualify such as aptitude test, specialization tests, knowledge tests, IQ test, physiological tests etc. These tests are conducted because the company generally requires highly qualified personnel suiting the requirements of the jobs. Once the tests are conducted, those who qualify the tests are called for personal interview. This is the last stage for selecting the employee.
It includes an extensive interview of the candidate by a jury panel. It’s a detailed interview considering all the aspects of the job for which the candidate is suited. Each and every aspect of the job is considered and discussed upon. Sometimes more rounds of interviews also may be carried out to further short list the candidates depending on the nature of the designation of the job. Selection is the process of evaluating the qualifications, experience, skill, knowledge, etc, of an applicant in relation to the requirements of the job to determine his suitability for the job.
The selection procedure is concerned with securing relevant information from applicants and selecting the most suitable among them, based on an assessment of how successful the employee would be in the job, if he were placed in the vacant position. The selection process has two basic objectives: * To predict which applicant would be the most successful if selected for the job * To sell the organization and the job to the right candidate. The selection process is based on the organizational objectives, the job specification and the recruitment policy of the organization.
The various selection processes are initial screening, application forms, selection tests, group discussions, interviews and reference checks. In the selection process, being the project manager of the promotional plan, I have to meet regularly with all people involved such as Human Resources manager to ensure quality in the process. First, I must start by locating the organization’s policies and procedures for selection. Secondly, I have to prepare a plan for supporting HR department and line managers in an upcoming recruitment event in the organisation, or a plan for ongoing support for all recruitment activity.
Thirdly, I will interview key positions such as marketing specialist, IT specialist. Besides, I will make a list of other position which will be interviewed by Human Resources Manager. In this case, the recruitment will affect directly to the success of the new products. Therefore, the project manager plays a very important role in the selection process. Task 1d: Apply legal, regulatory and ethical considerations to the selection process Legal, regulatory and ethical considerations play an important role in the selection process.
Over the years, the government has created laws to provide a framework between employers and employees. A number of these laws relate to diversity in the workplace. These are designed to make sure everyone has the same opportunities. These laws set the minimum standards that businesses must comply with. First of all, labor contract is an agreement between an employer and an employee which sets out their employment rights, responsibilities and duties. These are called the ‘terms’ of the contract3.
In order to have a labor contract that can ensure the right of both parties the company and the employees; the company has to study all about Labor Law of Vietnam, which is governed by the Labor Code of the Socialist Republic of Vietnam. Vietnam has been integrated into World Trade Organization (WTO), so, Labor Law in Vietnam is also following Labor Law International. Labor Law defines the rights and obligations of the employee and the employer, the labor standards and the principles for labor use and management, thus contributing to the promotion of production.
Therefore, it plays an important role in social life and in the legal system of the country. Inheriting and developing the labor legislation of our country since 1945, the Labor Code institutionalizes the renewal line of the Communist Party of Vietnam and concretizes the provisions of the 1992 Constitution of the Socialist Republic of Vietnam on labor and on the use and management of labor4. The Labor Code protects the right to work, the interests and other rights of the employee.
At the same time it protects the legitimate rights and interests of the employer, thus creating conditions for the establishment of harmonious and stable labor relations, helping to develop the creativeness and talent of the intellectual and manual workers as well as of the labor managers, in order to achieve high productivity, quality and social progress in labor, production and service, efficient use and management of labor, thus contributing to the industrialization and modernization of the country in the cause of bringing prosperity to the people and strength to the nation and building a just and civilized society.
The labor law of Vietnam has 17 chapters and 198 articles which related to aspects such as salary, general provision, employment, labor contract and so on.