人力资源实务作业.doc

Introduction The aim of this report is to advise the outline the steps about the vacancy of team leader for Customer Relationships section of G Bell Ltd. The report will include 9 points. Every organization has responsibility to ensure the benefit for their employees’ in the workplace. Equality of opportunity is an integral part of human resource management activities, and employers should ensure that everybody who participates in managing people, and not just human resources specialists, are aware of their responsibilities in this area. So there are some legislation acts for it: 1. The statutory framework within which all recruitment and selection at A G Bell Ltd must take place these 8 act. (1)The Sex Discrimination Act (SDA) came into force in 1975 and was amended in 2003. The SDA makes it unlawful to discriminate on the grounds of sex. It is unlawful to discriminate because someone is married. It is also unlawful to discriminate in the employment field on the grounds of gender reassignment. The SDA applies to two kinds of discrimination. Direct discrimination, which means treating someone unfairly because of their sex. Indirect discrimination, which means setting conditions that appear to apply to everyone, but in fact discriminate against one sex and are not objectively justifiable. (2) The Equal Pay Act (EPA) 1975 was amended in 2003. The EPA says women must be paid the sane as men (and vice versa) when they are doing equal work, similar word that has been rated as equivalents, and work that is of equal value. (3) National Minimum Wage Act 1998 increases the rights of workers by determining a national minimum wage in line with other European Union states. (4) The Race Relations Act (RRA) 1976 was amended by the Race Relations (Amendment) Act 2000, and makes it unlawful to discriminate against anyone on grounds of race, co lour, nationality (including citizenship), creed, or ethnic or national origin. Obviously it is unlawful for an employer to state in a job advert that only people with parents who were born in England should apply. However, there are circumstances in which employers and other organizations may claim exemption from this rule. For example, where there is a ‘genuine occupational reason’ for employing someone from a particular racial group (such as to maintain the authentic ethnicity of a restaurant), or where the employment is in a private household. (5) The Disability Discrimination Act 1995 makes it unlawful to discriminate against disabled individuals without justifiable reason, and requires employers to make reasonable adjustments to the workplace or working arrangements to accommodate disabled people. (6) The Asylum and Immigration Act 1996 makes it a criminal offence for an employer to offer employment to a person who does not have permission to work in the UK. The employer must check before confirming employment. Under the terms of the Race Relations Act 1975,employers should implement into their recruitment procedures a means of checking with all employees whether or not they have permission to work in the UK.(7) Rehabilitation of Offenders Act 1974 allows offenders who have not been reconvicted of any offence for a period of time, to apply for jobs and take up offers without the embarrassment of having to admit past convictions. The period of time after which sentences are regarded as ‘spent’ depends on the nature of the offence and sentence. Any conviction resulting in a sentence of more than 30 months will never be considered as ‘spent’ under the terms of this Act. There are some occupations that are exempt from the Act, although the Police Act 1997 provides a basis on which checks can be made on applicants via the Criminal Records Bureau. (8) Trade Union and Labour Relations Act 1992 states that employers must not discriminate against job applicants on grounds of trade union membership or non-membership of a trade union. 2. Job analysis is the procedure through which you determine the duties of jobs and the characteristics of the people who should be hired for them. It include two main part：Job descriptions – what the job entails?/ The tasks and duties involved in a job. person specifications – what kind of people to hire for the job?/ The competencies and qualities of the individual who will do that job. Various techniques are used to do a job analysis: (1). Interviews: the most widely used method (2). Questionnaires (3). Observations (4). Participant diary/logs Interview is a good practice to hear to involve a number of different people in the process. By interviewing, HR can get the relative information from different people, for example, line manager, by asking the line manager, HR can know more about order about the vacancy. By asking the customer, they know many things about what services the vacancy need to provide. By asking the original team member about this vacancy, HR makes sense of responsibilities and。