Unit 13 p1
Scottish power and Penglais
Scottish power
Recruitment planning
The reason for the vacancy-
Scottish power is one of the 5 largest companies in the world and currently employ over 8,500
employees in the UK. Although Scottish power have a lot of current staff they will constantly be
expanding and therefore will have an open vacancy for the new positions that arise. The most
common reason for a vacancy in business is someone is leaving to go and work for another
organisation and their position needs to be filled. Another reason a person may be recruited is if
someone is going on maternity leave or someone is ill for a long duration of time. Therefore, they
would have to fill that vacancy on a temporary basis. Scottish power supplies electricity and as this is
an everchanging industry, therefore although the volume of work might not increase the type of
work that is needed may change and might become more challenging for employees. This means
Scottish power might be looking to recruit new staff in order to resolve this issue.
The decision to recruit-
Scottish power will need to decide whether looking to recruit is the right decision for them as there
are other alternatives. They might decide to have other employees restructured, this means they will
re-divide the work in the organisation amongst current employees instead of looking to recruit. For
Scottish power this might mean re training some employees in order to be qualified for another role
within the business or to be able to do a specific task. The company might re-evaluate how much
work each employee is doing and if they feel as though some people have the capacity to undertake
more work there would be no need to recruit as an existing employee could cover the difference.
Although this would be saving Scottish power money they have to be careful not to overload their
employees with work.
Internal recruitment-
Once the decision is made to recruit someone Scottish power then need to evaluate whether they
should recruit internally or externally. Internal recruitment means that a person will be taken from
inside the organisation. Sometimes this form of recruitment gives employees the chance for
promotion or additional responsibility so it can be motivating for them. An example of this for
Scottish power would be someone moving from the customer service department to a role in
marketing. It is common amongst businesses to advertise the new job role internally before
externally as current employees will already have a good understanding of the business and will
encourage career progression. There are also some negative points for internal recruitment. If
someone undertakes a new position within the business then their old position may need to be filled
and this could extend the recruitment process for Scottish power and waste time and money. Also,
there might be a limited choice of candidates currently in Scottish power that may not be suitable
for the role and therefore their best option is to recruit externally.
Scottish power and Penglais
Scottish power
Recruitment planning
The reason for the vacancy-
Scottish power is one of the 5 largest companies in the world and currently employ over 8,500
employees in the UK. Although Scottish power have a lot of current staff they will constantly be
expanding and therefore will have an open vacancy for the new positions that arise. The most
common reason for a vacancy in business is someone is leaving to go and work for another
organisation and their position needs to be filled. Another reason a person may be recruited is if
someone is going on maternity leave or someone is ill for a long duration of time. Therefore, they
would have to fill that vacancy on a temporary basis. Scottish power supplies electricity and as this is
an everchanging industry, therefore although the volume of work might not increase the type of
work that is needed may change and might become more challenging for employees. This means
Scottish power might be looking to recruit new staff in order to resolve this issue.
The decision to recruit-
Scottish power will need to decide whether looking to recruit is the right decision for them as there
are other alternatives. They might decide to have other employees restructured, this means they will
re-divide the work in the organisation amongst current employees instead of looking to recruit. For
Scottish power this might mean re training some employees in order to be qualified for another role
within the business or to be able to do a specific task. The company might re-evaluate how much
work each employee is doing and if they feel as though some people have the capacity to undertake
more work there would be no need to recruit as an existing employee could cover the difference.
Although this would be saving Scottish power money they have to be careful not to overload their
employees with work.
Internal recruitment-
Once the decision is made to recruit someone Scottish power then need to evaluate whether they
should recruit internally or externally. Internal recruitment means that a person will be taken from
inside the organisation. Sometimes this form of recruitment gives employees the chance for
promotion or additional responsibility so it can be motivating for them. An example of this for
Scottish power would be someone moving from the customer service department to a role in
marketing. It is common amongst businesses to advertise the new job role internally before
externally as current employees will already have a good understanding of the business and will
encourage career progression. There are also some negative points for internal recruitment. If
someone undertakes a new position within the business then their old position may need to be filled
and this could extend the recruitment process for Scottish power and waste time and money. Also,
there might be a limited choice of candidates currently in Scottish power that may not be suitable
for the role and therefore their best option is to recruit externally.
