Case Study`s Unit 13: Recruitment and Selection
in Business
Case Study: Dr. Oetker
Page 322
1. Which types of vacancy might Dr. Oetker require when moving
production from Germany to the UK?
In order to move their products from their current facility to their
new facility they need to hire chauffeurs. In their new facility they
might need local employees for their sales and marketing
department, because there is a lot of difference between the German
and UK market. A few examples of vacancy`s they need to require
are; Market researchers, local sales staff (who can speak and write
English) and production staff.
2. What might happen if they don`t recruit the right staff?
There operations might stop, because if for example the chauffeurs
aren`t local or do not speak the right language the distribution of the
products can go wrong and this would mean that the customers
would take their buying somewhere else.
3. What effect would their recruitment have on the local area?
People who are currently looking for a job would become more alert
and they will also create a lot of job opportunities in the area,
because they operate worldwide this means that they are a big
company and that they need a lot of new employees.
4. Which other factors should be considered when moving
production from one country to another?
, Labor/Government Regulations, because not every country operates
with the same regulations, for example in China the minimum wage
for an employees are much lower than the minimum wage in Europe.
Another thing which a business needs to consider when moving
operations could be; the pay of tax. In some country`s the tax is
higher compared to another country and in some country`s you even
need to pay income tax, so this should also be considered when
moving operations.
Case Study: Maternity and Paternity regulations
Page 323
1. Look up the changes in the regulations for paternity leave
flexibility and find out whether the regulations were agreed in
force for April 2011.
In the Netherlands, an employed woman can get a maternity leave of
16 weeks. Taking your maternity leave in the Netherlands can be
done at any moment from 6 weeks before due date. Also, leaving at
least 12 weeks of maternity leave after the baby is born. In special
cases the leave starts counting from the moment of birth. You’re
entitled to 100% of your earnings, throughout your leave a maximum
of €203.85 per day. This is worked out over the last 12 months. In
addition, fathers / partners are entitled to two days of paternity leave
and as per 1 January 2017, three extra days of (unpaid) leave.
2. At the same time, it was also proposed that maternity leave
should be extended from being paid for nine months to a full
year. Find out these changes were also agreed. What would be
the advantages and disadvantages of these changes.
Advantage:
Disadvantage: The company would lose it`s worker for a longer time.
Source for this assignment:
in Business
Case Study: Dr. Oetker
Page 322
1. Which types of vacancy might Dr. Oetker require when moving
production from Germany to the UK?
In order to move their products from their current facility to their
new facility they need to hire chauffeurs. In their new facility they
might need local employees for their sales and marketing
department, because there is a lot of difference between the German
and UK market. A few examples of vacancy`s they need to require
are; Market researchers, local sales staff (who can speak and write
English) and production staff.
2. What might happen if they don`t recruit the right staff?
There operations might stop, because if for example the chauffeurs
aren`t local or do not speak the right language the distribution of the
products can go wrong and this would mean that the customers
would take their buying somewhere else.
3. What effect would their recruitment have on the local area?
People who are currently looking for a job would become more alert
and they will also create a lot of job opportunities in the area,
because they operate worldwide this means that they are a big
company and that they need a lot of new employees.
4. Which other factors should be considered when moving
production from one country to another?
, Labor/Government Regulations, because not every country operates
with the same regulations, for example in China the minimum wage
for an employees are much lower than the minimum wage in Europe.
Another thing which a business needs to consider when moving
operations could be; the pay of tax. In some country`s the tax is
higher compared to another country and in some country`s you even
need to pay income tax, so this should also be considered when
moving operations.
Case Study: Maternity and Paternity regulations
Page 323
1. Look up the changes in the regulations for paternity leave
flexibility and find out whether the regulations were agreed in
force for April 2011.
In the Netherlands, an employed woman can get a maternity leave of
16 weeks. Taking your maternity leave in the Netherlands can be
done at any moment from 6 weeks before due date. Also, leaving at
least 12 weeks of maternity leave after the baby is born. In special
cases the leave starts counting from the moment of birth. You’re
entitled to 100% of your earnings, throughout your leave a maximum
of €203.85 per day. This is worked out over the last 12 months. In
addition, fathers / partners are entitled to two days of paternity leave
and as per 1 January 2017, three extra days of (unpaid) leave.
2. At the same time, it was also proposed that maternity leave
should be extended from being paid for nine months to a full
year. Find out these changes were also agreed. What would be
the advantages and disadvantages of these changes.
Advantage:
Disadvantage: The company would lose it`s worker for a longer time.
Source for this assignment:
