Kenwood's Recruitment and Selection

Kenwood's Recruitment and Selection
Kenwood are a world wide company and therefore have a wide variety of job vacancies. These range from working in the head offices as a product manager, Human Resources, Finance and other key roles in the company. Kenwood offer a competitive salary to all of their employees, contributory pension scheme, 25 days holiday a year and many over company advantages. Overall Kenwood?s offer a fair wage to all their employees, offer equal job opportunities to all cultures. Kenwood Ltd is an equal opportunity employer, committed to eliminating discrimination and encouraging diversity amongst their workforce. The Company?s long-term aim is that the arrangement of their workforce should reflect that of the local community.. All employees, whether part-time, full-time or temporary will be treated fairly and with the up most respect, when the selection progress in carried out it means that applicants are tested on the ability and knowledge to carry out the tasks at hand. When Kenwood recruit they offer a promise to their previous and new employees and these are: To create an environment in which individual differences and the contributions of all staff are recognised and valued.
Every employee is entitled to a working environment that promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated. ? Training, development and progression opportunities are available to all staff. ? They will continuously review all our employment practices and procedures to ensure fairness. ? Breaches of this Policy will be regarded as misconduct and could lead to disciplinary action. ? This Policy is fully supported by senior management. ? The Policy will be monitored and reviewed annually. The recruitment process is as follows: Identify the vacancy. [image] [image]Title of the post, summary of job, including a person specification. [image][image]Advertising the post externally/internally. [image] [image]They then have to short-list the candidates suitable for the job. [image]Applicants will then have the first interview with human resources. Once a candidate has been chosen they will then have [image] an interview with the line manager. If not a suitable candidate, re-advertise. The recruitment process The recruitment process will be carried out as a joint process; this means that the managers and the human resources staff at Kenwood will examine each stage in detail so that then in turn the right person is chosen for the job at hand. Identify the vacancy Certain vacancies can occur for different reasons these can include:
Staff leave because they have either retired or resigned. Reasons
can be just that they want a change of scenery.
Staff have been dismissed.
Staff have been promoted- i.e. from assistant to manager.
Additional staff are needed for reasons that the company is
expanding. Kenwood had expanded globally therefore needed to
employ more staff to fulfil job requirements.
Job roles are changing, new skills are needed. ( i.e. basic IT
When a person leaves in the company the human resources and managers have to take in account the company?s budgets, can they afford to recruit? There could be the factors such as that is the post now needed. In many cases Kenwood will look at how the job can be filled effectively, so a re-examination of the job will be a carried out. This will then identify the changes that have occurred such as the new methods of working, changes in the external environment and the introduction of new technology externally and internally. These decisions to recruit are made via a consultation with the line manager of the department, personnel department who has the overall responsibility for recruitment and the finance department; this is to make sure that the organisation can afford it. After a job has been identified the decisions whether to advertise for this vacancy will be left with Kenwood senior manager. The job will be then defined and put up for advertising. Summary of the job After a thorough job analysis an appropriate advertisement will then be produced, this can then included specific requirements that are needed for the organisation. The requirements have to fit the needs of the organisation as the job is for the future and not the present. When advertising internally there will also be a job description, this is done in view of the fact that the job may have needed more skills than the current employee had. Due to this it will be likely that the nature of the job will need to be reviewed and updated periodically. For external vacancies it is usually necessary that a appointment are to be made, in this case the post must be describe distinctively so that they will then attract the right applicants. When advertising externally it can become time consuming and expensive. For example when analysing application forms and other returned documents regarding the post it takes staff away from other important work. To advertise externally effectively then many organisations will advertise through recruitment centres and other relevant businesses. Job centres will be notified of these vacancies; they will recognise appropriate individuals for the job and send them onto interviews. This service is free and most useful. Kenwood will mainly use management recruitment for their head offices as highly skilled people are needed for the job. For their factories they will generally use employment agencies as only general skills are needed. All job advertisements will include:
Job title.
Department section.
Duties and responsibilities.
Qualifications and skills required.
Additional information- whether the job is noisy, hazardous or how
many people work in that section.
This can then allow for the right person to be chosen by the job whether it be by the agencies or the organisation itself. Writing a person specification The person specification is a description of the qualifications, skills, experience, knowledge and other attributes (selection criteria) which a candidate must possess to perform the job duties. The specification should be derived from the job description and forms the foundation for the recruitment process. Kenwood will use the person specification as a basis for their selection decisions at short listing, presentation/test and interview stages. Interview questions and selection tests should also derive from the person specification and be designed to obtain more evidence on candidates against the criteria. The person specification would also be used to write their advertisement for the position. Kenwood require that all applicants hand in curriculum vitae as this well tell whether they will fit the person specification. The CV will include all information about applicant such as previous/current employment, qualifications and hobbies/skills. This will be the most important part as Kenwood will then choose which candidates to interview from the most appealing CV?s. A CV must give a good impression and must not come across though they are not bitter or self -centred. Kenwood look for CV?s that are interesting and that have a little flair as they need to sand out from all of the others. A job description for Kenwood is shown below: job summary: Responsible for analysing the voice of the consumer and converting it into relevant products on time at cost in conjunction with the Senior Product Manager purpose OF the post: Reporting to the Senior Product Manager the role has responsibility for managing new product development from conception through to launch for specific categories in conjunction with the Senior Product Manager. principle accountabilities: 1. To analyse the market, understand the consumer requirements, review Kenwood performance in order to produce a product road with priorities in conjunction with the Senior Product Manager. 2. To ensure we have a 3 year product plan (specification, target pricing, target costs, required timeline, financial justification, market share target, trigger document and design brief) with priorities for each category in conjunction with the Senior Product Manager 3. Review plan with commercial functions to ensure marketing plan is in line with the commercial requirements to maximise category potential. 4. Deliver new product requirements in conjunction with other members of the npd team (Project Management, Quality, Advanced Engineering, Industrial Design, Product Data Management, Home Economists, Finance) on time to cost and specification. 5. To be seen as the category expert (maintain an understanding of our products, key competitors and end user needs) 6. To review sales performance and forecast (Kenwood sales and market position) to ensure the plan is robust covering market trends, new product introductions and product deletions so appropriate planning actions can be taken if necessary 7. To communicate new product programme with justifications to the commercial functions within the business to ensure successful launches. knowledge and personal attributes: 1. A relevant degree or business related qualification, possibly with a diploma in Marketing 2. 2 years experience in marketing, with an emphasis on new product development and implementation. Experience within consumer durables and small electrical goods would be preferred 3. Logical, numerate and analytical with attention to detail 4. Strong communication and presentation skills 5. Comfortable working in a team environment as well as individually 6. Flexibility 7. Ideally a European language (French, German, Italian) When Kenwood accept CV?s they will analyse them to check which ones will be the most appropriate to the meet the requirements above, however by only accepting one form of a application it causes problems in the future, as application forms are consistent of closed ended questions therefore making easier to examine and evaluate. Applications forms will also include specific questions that will be important for the employer to know such as previous criminal convictions. Short-listing Once a suitable amount of applicants have been chosen Kenwood will short list the most appropriate. Short listing is required as most candidates will be inappropriate so therefore interviewing them will be time consuming and unfair on others. From the short list a successful candidate can then be chosen quickly and the post can be filled immediately. This process will be carried out by analysing the person specification and which CV support this the most, do the applications CV?s meet the laid down essential/desirable criteria in the person specification. However many qualifications and work experience the person may have a CV should contain details about whether they can carry out the job effectively and work as part of a team as Kenwood are a multi-national company. Kenwood must appoint the best person for the job. This may be an internal candidate or it may be the best person who is from outside. Because a candidate works for Kenwood and has knowledge of the company they should not be short-listed just for that reason. It may be more beneficial to Kenwood if they bring in someone new with fresh innovative ideas. Diversification method is valued upon Kenwood when meeting customer demands, so this method can be used when recruiting a new employee as venturing outside the company stipulations can be valuable. Nevertheless when short listing candidate?s race, gender or religion should not be used as to a reason why they are not suitable, this is in violation of The Sex Discrimination Act 1975 and The Race Relations Act 1976. After evaluating and short listing interviews will then take place, however the applications and CV that were considered not right for the specific role of the job ma be considered for another key role in the company. Interviewing This part of the process will follow after all appropriate applicants are chosen they will have a interview with the human resources department, this will be for the reason that they can the identify which personality, skills and experience will be most effective for Kenwood in the near future. Once they have had an interview with the HR department there will be a second interview required this will be with the line manager of the significant department. There are two types of interview these are:
A one-to-one, where there is just one interviewer and interviewee
A panel interview, there are several interviewers and one
A one-to-one interview is relatively favourable amongst most companies as it makes the interviewee feel comfortable and relaxed. This method is also cheaper, less time consuming and often easier to focus on the questioning. Moreover it could cause a problem if he applicant does not feel comfortable with the interviewer. Kenwood will use this method. A panel interview will not be biased results and others can take notes when questions are being asked on the other hand can become expensive, intimidating for the applicant and disagreements can arise between interviewers. A good interview is conducted b following the ten-point plan Before the interview 1. Prepare for the interview, make sure there is adequate seating, the room will not be interrupted and there should be a suitable ambience. Accessibility for a disabled person must be checked. 2. A good analysis of the job description should be made as some questions are going to be based on this. 3. Reading the CV/Application can be crucial for a company as some people may ?over emphasize? certain areas, questions can then confirm this. 4. Writing down controlled questions is easier to follow during the interview for both parties. Starting the interview 5. At the start of the interview a applicant should be welcomed and both parties should introduce themselves as this will set a more positive mood 6. When beginning ?open questions? are generally recommended as they allow the interviewees to feel relaxed and tells the interviewer a little about them. 7. Interviewers should always stay calm as this helps with the interview as a whole, both should be prepared to answer difficult questions. 8. Keep observation- study body language and eye movement and eye contact. 9. When the interview has ended the interviewee should be thanked and asked whether they want to ask anything. After the interview 10. Once it has finished the interviewee should leave feeling that they have had a fair hearing and would want to work for the company in the future. Evaluating the candidate Once an appropriate candidate has been chosen then they will be analysed for the first few weeks as this will be the time when the employer will find if the new comer is an asset or a liability to the company. If the do prove to be successful then they will be offered a permanent contract nevertheless if they prove to be a liability they will be reviewed and the whole recruitment process will have to be carried out again to fill the post. Testing Kenwood will only test an applicant once they have been approved by the HR department, this is for the reason that all employees has frequent use of a computer therefore they will have a realistic assessment. This comes under article 9 of EU Directive 90/270 states that operators on display screen equipment are entitled to free eyesight tests:
Before commencing display screen work
At regular intervals thereafter
Legislation affecting recruitment and selection Disability discrimination Act 1995- this will not interfere with a employer?s ability to get the right person for the job but does make it illegal for an employer with 20 or more employees to discriminate against disabled employees or job applicants on the grounds of disability. The sex Discrimination Acts 1975 and 1986 and the Race Relations Act 1976- this Act is to sop any employer of discriminating against a person(s) race, sex or marital status. The Rehabilitation of offenders Act 1974 ? this gives a person who has committed an offence for which they have spent chance to sate to their employer why they have been ?rehabilitated?.

Kenwood's Recruitment and Selection 7.2 of 10 on the basis of 3556 Review.