Disability Discrimination Act programme

The labour market information that Shipley College uses is the Association of Colleges in conjunction with the Learning Skills Council research. This sets the programmes Shipley College initiates. The information researched to compare with Shipley College's use of labour market information was the Learning Schools Council briefing and Association of Colleges briefing for 2003. There are different categories where research has been conducted in those areas. The market for which is most relevant to Shipley College is the Qualification framework.

This document may be found in the Appendix (Q) page 2. The market research in this section indicated that "Modern apprenticeships will be strengthened and extended, s a top quality vocational route designed to meet the needs of employers. The current age cap will be lifted so that adults will e able to benefit. " This is based on the research in the labour market. In comparison to Shipley College, Shipley College has tuned its human resource functions toward this market research because as a second year student at Shipley College, these changes are quite noticeable.

This is because as progression from As to A2 occurred a range of A levels that were available at Shipley College transformed into AVCE, NVQ and other vocational courses. This is evidence that Shipley College has been tuning its management of human resources to the labour market needs. It is also evident that there is a change in training and development because more tutors are being trained in IT skills and vocational courses through their Continuous Professional Development schemes. (C1)

Employer feedback was also research and it showed that 22% of employers felt that their staff required IT training, word processing, spreadsheets and accounting. More shocking than that figures showed that 35% of employers asked in Bradford and district didn't' know if their was need for skill improvement involving ICT. These labour market figures support the CPD initiatives of Shipley College. This information was researched from Bradford and District in Depth 2003 (provided by the Learning + Skills Council). (C1) Skills shortages were also researched in the labour market by sector.

There was 29. 8% shortage in computing skills, 16. 2% agriculture shortage. This supports Shipley College's initiatives to support rural growth in these areas and these initiatives have been put into effect because vocational courses are now available at Shipley College. (C1) Over all Shipley Colleges human resource function revolves around the labour market and educational needs of Bradford. The human resource function manages, recruits, and trains employees to provide teaching to the locality. The human resource function responds directly to the results of labour market research. (C1)

E3 – Identification of the features of key recruitment documents and ability to describe the factors to be considered in planning to fill a vacancy and carrying out interviews. C2 Analysis of the key recruitment documents and ability to evaluate of the quality of information in relation to the purpose of each Shipley College Source documents (information booklet on recruitment and selection may be found in appendix part (M). Before interviewing candidates and advertising for vacant positions Shipley College assesses the different factors that need to be considered. These factors are: what type of person do we need?

for example do we want someone who is exactly like the person who held the job before? Have their been any changes in the specification of the job? Will this new candidate need to have more skills then the previous one? These are the basic factors Shipley College considers when planning to fill a vacancy. Once these factors have been considered a new job specification, description and application form are created tailoring to the needs of this new vacancy. There are various other factors that are considered, they are described with the according recruitment and selection document described and analysed below.

According to Heinemann's Advanced Business, businesses need to recruit due to "growth of a business, changing job roles within the business, filing vacancies created by resignation, retirement or dismissal and internal promotion. " Basically these are some of the possible reasons why businesses may be lacking staff, the primary goal of the recruitment and selection department is to ensure that the business never falls short of the available supply of human resources needed to fill positions for various reasons. The selection part of the process is very important as well.

According to Heinemann's Advanced Business "poor performing" staff may be very "costly". Hence the interview (selection process) must be done precisely. In order to duly fill a vacancy there are key recruitment documents that must be completed: Job analysis According to the Heinemann Advanced Business the job analysis gives an idea of the type of job that has just become vacant. It is an outline for the job description. Job description The source document that was used was the job description for Full Time Assistant Computing Technician, it may be found in appendix part (O).

The key information that was on the job description was: 1 Post title 2 Prime objectives of the Post 3 Supervision and guidance 4 Range of Decision making 5 Responsibility for Assets, materials, etc 6 Range of duties 7 Weekly Hours 8 Salary 9 Closing date for applications The job description was not very dissimilar to the job advertisement. The major difference was the level of depth the range of duties went in to. This was very specific and described all the major duties of the job. The description was very sufficient in quality and detail in accordance to the purpose of the job description.

The purpose of a job description is to describe the range of duties that a person will be performing. The job description should also specify the title, position and responsibilities that are involved in the job. Personal specification This needs to be written after the job analysis and job description has been completed. This will go beyond the job description it usually comprises of, the physical and mental attributes that a candidate should have or what attributes may be desirable. Some criteria may be essential for the success of the applicant, such as the level of intelligence, their character and their interests.

The source personal specification that was used was for a lecturer in care. The personal specification was in the form of a grid with a column of attributes, essentials and desirables. It also identified to the applicant how this will be evaluated, either through interview or application. A copy of it can be found in appendix part (O). The purpose of the personal specification is to give a range of qualities physical and mental that a person should have in order to succeed with obtaining this position.

The quality of the information is very good because the information available on the personal specification is exact and tells precisely what attributes candidates should have essentially, meaning they should have it. What would be desirable and how they are going to identify to Shipley College that they have these attributes. This information was very clear and the information was of good quality with sufficient depth to give the applicants a clear idea if they have what it takes to get this position and what to do to prepare for the vacancy. Job advertisement

After completion of the previous documents the job must be advertised in various media sources to obtain appropriate enquiries for the position vacant. Usually jobs are advertised in places such as newspapers, job centres, job agencies, the Internet, radio. The may also be advertised internally as there are many benefits that may be attained from this. Some benefits are: shorter training and induction period necessary. The result is less time and money being spent on the whole process. The source job advertisement that was used was an advertisement for a full time assistant Computing Technician.

The source document may be found in appendix part (N). The key information on this advertisement is: 9 Job title: this information is essential because the job title gives the indication of the position that is vacant 10 Weekly Hours – this information necessary and is listed very clearly on the advertisement. The purpose of providing weekly hours is to acknowledge exactly what hours will the applicant will have to work. 11 Job description – a very brief description was given: "To provide a wide range of technical support, both in College and community based, to the College's academic sectors and non-teaching services.

" 12 Information for application – At the bottom it was written where to post your application form. 13 Salary – The salary is essential because it helps differentiate between working for Shipley College and somewhere else. The purpose of a job advertisement is for the organisation to communicate to its target audience. The Inside the advertisement a brief job description must be placed in order to attract the right people. Any other relevant information must also be placed, for example, approximate salary, organisation name, any benefits, qualifications, location and contact details.

In relation to quality the job advertisement was sufficient and provided all the details to entice people seeking positions as Assistant Computing Technicians. However the daily hours weren't listed whether they were in the morning or afternoon, a statement should have been included specifying what time of the day this job is available for. Identifying the strengths and weaknesses of job applications, curricula vitae and letters of application and short-listing candidates. The application usually will have a CV (curriculum vitae) attached with it.

The CV should be tailored to the position applied for. This is essential because the business will the start the short listing process after identifying the strengths and weaknesses of each individual and what was asked for in relation to the job description and job/person specification. Short listing involves analysing the CVs and the application forms and deciding which applicants appear to be most suitable for the position. Once this is done the Human Resource Department will contact the successful applicants and ask them to go to an interview.

The Interview Interview planning – Many organisation plan their interview using a document set up to make the interview process easier. The information would be set up in a check and go kind of set up leaving room for brief comment. The purpose of this is to give the interview a beginning and end, a shape. This also eases some of the tension for the interviewer. The interview is usually a lengthy process and there may be more than one interview per person, this is usually the case.

Out of the first round if interviewees a few are chosen and are asked to attend a second interview and possibly even a third. According to the Heinemann Avce Book on Business in order to get the "right person for the right job" a skilled interviewer will have studied the job description, the job specification, job advertisement, application forms, CVs and covering letters in order to know as much information as possible about the applicants before the interview commences. In order for the interview to be successful it must be uninterrupted, friendly, well structured.

Open-ended questions should be used in order to get to know the applicant in greater detail, as they will show their character traits and personality answering these questions. At the interview the applicant should be allowed to enquire about the organisation. Once the right employee is selected than a contract of employment must be signed and internal training will usually begin. In order to justly carry out this recruitment and selection process a business must adhere to certain laws and "ethical responsibilities".