1.

Explain the Recruitment and selection process

An organisation without a strong recruitment and selection process is doing itself no favours at all. A
well-designed process allows you to both attract a wide pool of applicants and narrow the selection
down until you’ve found the perfect candidate for every opening.

In this post, we’ll explain the differences between recruitment and selection, explore why these two
phases of the hiring process are so important and share the main steps that are involved.

Key takeaways:

Recruitment and selection are two key parts of the hiring process that allow companies to find and
attract the best talent.

Recruitment involves getting a job description in front of as many people as possible. Selection
involves narrowing down the pool until you’re left with the best person for the role.

The recruitment and selection process involves six main steps: creating a job description, advertising
the role, screening candidates, conducting interviews, carrying out tests and assessments and
selecting the successful candidate

2. Describe the Performance appraisal in practice

A performance appraisal is a systematic and periodic process of measuring an individual’s work

performance against the established requirements of the job. It’s a subjective evaluation of the
employee’s strengths and weaknesses, relative worth to the organization, and future development
potential.

Performance appraisals are also called performance evaluations, performance reviews, development
discussions, or employee appraisals.

If you conduct a successful performance appraisal, you can get a handle on what the employee does
best and identify areas that require improvement. Appraisals also come in handy for deciding how to
fill new positions in the company structure with existing employees.

What is a Performance Appraisal: The Types of Performance Appraisals

Performance appraisals can be broken down into four distinct significant types:

The 360-Degree Appraisal: The manager gathers information on the employee’s performance,
typically by questionnaire, from supervisors, co-workers, group members, and self-assessment.

Negotiated Appraisal: This type of appraisal uses a mediator to help evaluate the employee’s
performance, with a greater emphasis on the better parts of the employee’s performance.

Peer Assessment: The team members, workgroup, and co-workers are responsible for rating the
employee’s performance.

Self-Assessment: The employees rate themselves in categories such as work behavior, attitude, and
job performance.