Solution

• Stages of Employee lifecycle

Employee lifecycle is applied to track the path taken by an employee in their relationship with an entity (Sato et al., 2020).  These stages include;

Attraction

This first stage include the potential employees being attracted to the organisation for showing their interest to the organisation (PMJobs, 2019). Attraction include process followed to design the eventual recruitment process, developing an employer brand and to showcase their core areas of distinction from others.

For Clean Quarter, the recruitment offer plays the function of developing and implementing attraction strategies for high-quality candidates. In Clean Quarter for example, they can collaborate with hiring managers for filing open positions.

Recruitment & Selection

A series of practices are put in place for recruiting and eventually selecting an employee to occupy a specific function. The most appropriate recruitment and selection decisions are initiated informed by set goals (Abbasi et al., 2022).

The contribution of HR manager is management of different activities including job designing, recruitment process, staff relations, performance management and talent management. For Clean Quarter, their line manager can consider using the Company Website in recruitment and interviews in selection owing to their position.

Onboarding

This is pursued for acclimatising an employee in the organisation operations. It is implemented in the first 12 weeks of recruitment (CIPD, 2023).

The role of line manager is designing and executing initiatives to be prioritised in onboarding. In Clean Quarter, this can include fostering a sense of belonging by enjoying level of wellbeing in onboarding.

Development

As part of this stage, skills are offered to the employees either for improvement or gaining new skills. According to Dachner et al. (2021), this contribute to performance increase and high-level productivity attained.

In Clean Quarter organisation, training consultant professionals can include implementing needs analysis for learning strategy. This is at the same time promoting the learning needs identify the best development strategy to be adopted by collaborating with coach and mentors.

Exit

After a successful fulfilment of their roles in the organisation, termination of this relationship occurs. This is done willingly or unwillingly with involved parties agreeing to part ways.

Business partners in Clean Quarter can contribute by doing exiting interviews. According to Konig et al. (2022), exit interviews are used in determining why they have left the organisation and how such occurrence can be prevented in future.

• Purpose and key contents

Job Description- As defined by Bishop (2022), this detail on the role and extent of a job role implementation, evaluation of core roles, major tasks and responsibilities and roles that characterise a specific function.

Person Specification– This include a written statement which detail on level of education qualifications, individual characteristics, how they are experienced, technical requirements and communication.

For Clean Quarter case, in order to provide a clear job description fairly and consistently with reduced bias and discrimination, content of copies are essential. These are equally important to narrow down research factors and put down all interviews queries.

Hence, the key content include (Job Description);

Number of hours of work– This detail on the number of hours that the employees would be working every day in an organisation. For Clean Quarter,  hours of work would put into account to demonstrate work-life balance (Collins et al., 2021).

Location of Job– The physical area of working by the employees would be detailed. In Clean Quarter, this can include detailing on where they would be based after successful selection.

For Person Specifications, the content of copy are;

Experience– In clean Quarter for example, this can entail how they are qualified, skilled, experienced, knowledgeable and different candidates.

Capability– Irrespective of their business environment, the employees need to be in a position to work in had situations. A case example is in Clean Quarter where they must be in a position of working highly demanding environment which must be appropriately captured.

Job Analysis

This is important in gathering, analysing information on content and human expectations of a specific job role and context of executing the role (CIPD, 2023a). For Clean Quarter case, this entail entire demands for executing from diversity and inclusion of all.

The job analysis strategies include;

Direct observations– The employees can be observed as they are progressing with their job functions. For Clean Quarter case, implementing the observations is a slow undertaking and can impact on jobs implementation.

Questionnaires- This is a primary quantitative data which is sourced to identify the best practice of employees in their responsibilities. At Clean Quarter, the employees world need to express their interests statistically and analysed mathematically.

Work Participation approach- This is used to detail how the jobs of interests are pursued by the employees.  This is more appropriate to analyse jo roles classified as challenging.

Technical-based conference– For this job analysis strategy, an expert is engaged to get/solicit required information of a role. For Clean Quarter case, this can entail supervisors involved in understanding their job roles with appropriate job characteristics noted.

• Recruitment methods and appropriate

Internal and External Advertising

This strategy entail placement of adverts in an organisation boards and memos. In Clean Quarter for example, these external advertisements could be placed in news outlets and different platforms not controlled directly by the organisation.

The appropriateness of this method is for enhancing safety and sufficient time with less resources availed (Dhiman & Arora, 2020). Also, this approach is appropriate when there is a positive employer brand.

International or locally recruitment agency

For this recruitment approach, it include engaging different consulting teams to offer recruiting services which are inclusive of attracting the candidate, managing their answers, screening and shortlisting eventually .

At Clean Quarter, the appropriateness of this method is for prompt recruitment at a set short period of time. Further, it is relevant sourcing of data in different sources which represent the best practice in recruitment process.

• Content of copy used

Corporate Image– This entail how the employees see an organisation from outside without even having a direct relationship. Priority is given on priority on balanced and appropriate organisation image (Muduli & Trivedi, 2020). For this content, it is essential as it give an accurate and organisation appropriate image. The importance of their use is generating an appropriate image. For Clean Quarter as a recruiting entity, positive image can be portrayed inappropriate to attractiveness.

Amount of details to disclose about organisation– In recruitment, it is essential to maintain a copy of the organisation operations and scope of recruitment process. This lead to increase in the services provision, correlation with different organisation practices. The noted information relate to mission and organisation vision appropriate for Clean Quarter.

Rewards– Majorly, as a common strategy, the rewards are not identified. This is similarly identified as a non-disclosure evident in the different third parties. The reward package content detail on how information on pay and benefits and reappraisal is done.

2.1 Selection methods; appropriate

Interviews (Face-to-Face)

For this selection method, it involve an in-depth strategy used in establishing suitability of an employee to occupy a specific job function. The appropriateness of this method is informed by being able to evaluate non-verbal characteristics of an employee together with their qualifications (Basch et al., 2021).

Considering Jaspreet and Caroline, this is fitting as Sales Assistant roles is very technical and must be based on practicability and suitability. Further, the sales assistants are supposed to be in a position of presenting themselves appropriately.

Psychometric Tests

Considering this approach, it is important to identify the employees aptitude, how capable they are, personality and interests scope. In the different identified areas, various tests are implemented holistically (Bina et al., 2021).

The appropriateness of this method for Jaspreet and Caroline in Clean Quarter is being in a position of pursuing succession planning inside the organisation. Psychometric tests are also appropriate for the sales assistants to understand their capabilities.

2.4 Selection records

Short-Listing Decision Notes

As part of selection process, notes are obtained in order to validate the undertaking. Retaining the identified notes is supported by GDPR 2018 legislation which demand for non-disclosure of any data to unauthorised persons (CIPD, 2023b).  These notes would be retained for a timeline of 6 moths since their interviews.

Interview notes

These records entail comparing selected and non-selected employees. It is a form of assurance of the employees that there would be not any form of discrimination. The data would be managed in line with Equal Employment Opportunity Commission Act of 2021 which note need for retaining these records for 1 year where it would be stored in a safe manner (National Archives, 2023).

Assessment criteria scores

For all the employees who go through the interview process, information on their scoring is used. This is supported by GDPR 2018 legislation which demand for non-disclosure of any data to unauthorised persons (CIPD, 2023b).  These notes would be retained for a timeline of 1 year since their interviews.

Test scoring

This is comprised of the data demonstrating the employees scoring in the selection strategy. As supported by GDPR 2018 laws, test scores can be retained for 5 years so that they can be used in deciding to recruit an employee in future.

2.5 Letter of Appointment and Non-Appointment

Letter of Appointment

Letter of Non-Appointment

Simulated interview

To support Jaspreet and Caroline, and develop your own knowledge and skills, you

• devise selection criteria for the post of Sales Assistant using the job description already written (Appendix A). Use the selection shortlisting matrix (Appendix B) to shortlist applications against the selection criteria to determine candidates to be interviewed. Your assessor will provide you with completed, sample application forms. (AC 2.2) There is no requirement to include evidence of the use of references to wider reading to achieve a high pass for AC 2.2
• interview one applicant and decide whether they meet the criteria for the post. The interview could be a panel or one-to-one interview (as determined by your centre). The interview could be conducted face-to-face or by web conferencing. (AC 2.3) There is no requirement to include evidence of the use of references to wider reading to achieve a high pass for AC 2.3

[If working as a panel, it is essential that each member of the team actively takes part in devising the criteria, shortlisting, interviewing and decision-making.

A copy of CIPD STARR Model Interview Questions (Appendix C) has been included, which can be used when developing interview questions.]

INSERT YOUR:

• SELECTION CRITERIA
• COMPLETED SHORTLISTING MATRIX (x3)

The following applications forms  were produced by adapting the job description template produced by Acas  (available at https://www.acas.org.uk/job-application-form-template). Personal details have been removed to support objective screening and shortlisting. Please add suitable names for the purpose of interviewing.

Application form

Applicant reference: 001

Application for Sales assistant

Your details

Name: Mohammed Ali

Address: 005

Postcode:20-300

Phone:+44 78483 44332

Email: MohammedAli.org

Education and training

Please give details:

Qualifications

Please give details:

Employment history

Your current or most recent employer

Name of employer: Tesco

Address: 09847 Liverpool

Postcode:88484-994

Job title: Marketing Manager

Pay: £70,000

Length of time with employer: 12 years

Reason for leaving: Career Growth

Duties:

Previous employers

Please tell us about other jobs you have done and about the skills you used or learned in those jobs.

Supporting statement

Please tell us why you applied for this job and why you think you are the best person for the job.

Interview arrangements and availability

If you have a disability, please tell us if there are any reasonable adjustments we can make to help you in your application or with our recruitment process.

Are there any dates when you will not be available for interview?

When can you start working for us?

Right to work in the UK

Do you need a work permit to work in the UK? Yes / No

References

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