HND人力资源管理实务outcome.docVIP

Recruitment and selection about A G Bell Ltd Introduction This report is about A G Bell Ltd. A vacancy has arisen for the post of team leader for the Customer Relationships section of the company, as the Human Resource Assistant, I will respond for the recruitment of this post. In this report, I will outline the steps that to fill this vacancy. Section 1 A summary of the statutory framework within which all recruitment and selection at A G Bell Ltd must take place: 1. The Sex Discrimination Act (SDA) The Sex Discrimination Act 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: it means treating someone unfairly because of their sex. Indirect discrimination: it 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 The Equal Pay Act 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. National Minimum Wage Act 1998 Nation Minimum Wage Act Increases the rights of workers by determining a national minimum wage in line with other European Union states. The Race Relations Act (RRA) 1976 The Race Relation Act was amended by the Race Relations (Amendment) Act 2000, and makes it unlawful to discriminate against anyone on grounds of race, colour, 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 organisations ma