Monday 13 March 2017

unit 21 p1 p2 p3 p6 p7 m1 m2 m3 d2

UNIT 21 P1- PASSED
Identify the legal criteria for offer and acceptance in a valid contract

A valid contract is a written or expressed agreement made between two or more parties to provide a product or a service. For it to be legally binding it must include five elements; acceptance, capacity, intention, consideration and offer/ invitation to treat. The starting point for an enforceable contract is the offer and its acceptance. There are various different types of contracts, some are in your every day life such as; buying a newspaper etc. The more complex contracts are when you are buying a phone for example. A verbal contract is when two parties agree through the spoken word and are therefore bound by a verbal agreement. This type of contract is usually done between friends or people who know each other well enough. On the other hand, a written contract is more commonly used in a business world. Additionally, standard-form contracts are used by some businesses, because they often contain terms that amount to custom-made offers and acceptances that fit individual business needs. The benefits of using standards-form contracts are that it is cheap, it avoids the need for individual negotiation and regular parties such as producers or suppliers who are contracted frequently, become familiar with their rights and obligations. When going to court about a contract it would go through the civil law section, in the civil court system. The purpose of the law is to decide if there was a valid contract in the first place and secondly to provide remedies when one person has been affected by another’s failure to perform their part of the contract. For a contract to be legal and consider as a contract, it has to contain four essential elements .The first element is that there is a clear and obvious offer to do something. If the offer gets out of date and goes past its expiry date then it becomes invalid and you cannot use it like the ‘Ramsgate Victoria Hotel VS Montefiore’’ 1866 case. Also, the contract has to be specific, stating e.g. how many days a guest wants to stay in a hotel, the type of room he/she would like to stay in and how many people he/she is coming with to make sure it is clearly stated to make the contract valid. You can tell what an offer is and what isn’t by using the invitation to treat. This is a declaration to show you are willing to open up to negotiations yet this is not an offer in itself. 


Lastly, in a contract it is required that both parties enter into a legally binding agreement. This means that both parties have to make legal relations and acknowledge that the agreement can be changed, or enforced by law. Nonetheless, it isn’t a legal requirement to create legal relations so the contract doesn’t need to contain an explanation as to you understanding the legal consequences. 18 is the age stated to be a major therefore no one below the age of 18 can enter a contract as this is illegal, this is the same for insane people. For example, a 16 year old could not stay in a hotel alone as the hotel could not authorise his/her stay as he/she is not 18 and so he/she must accompanied with a guardian who is 18 or older. A famous case is Carlill v Carbolic Smoke Ball Co 1892 and this was when Mrs Carlill claimed the reward given by Carbolic Smoke Ball Co for anybody who has used a smoke ball which is a medical vaporizer or inhaler but caught influenza. The company refused to pay the offer (£100) and was not intended to have any contract what so ever. Mrs Carlill argued and said that it was an offer which she had accepted by buying and using the smoke ball with the instructions. To conclude, Mrs Carlill won the case and the court decided that it was an offer that could be taken as a serious matter and wasn’t just an advertising joke.
Invitation to treat
An invitation to treat is an indication that a person is prepared to receive offers form another person. It is not legally binding and the person who is available to receive an invitation to treat can accept or reject the offer until the final moment of acceptance. An invitation to treat can appear in many different ways such as; catalogues, the business prospectus, shop windows, supermarkets etc. They can sometimes cause confusion and embarrassment when mistakes are made about product information (usually on the price). This can result in businesses having to tell disappointed customers that their products are 'not for sale', because the information classified as an invitation to treat doesn't have to be sold legally. Parties need to decide at an early stage, whether they are going to form a contract by making a definite offer, or whether they are just making enquiries about the possibility of making a contract in the future, for example, an invitation to treat.

Offer

An offer is a definite prompted that is intend to be followed, an offer is the starting point for the contract. The offer is make with a promise that it shall become binding or legally enforceable as soon as it is accepted by the person receiving the offer. Counter-offers are offers that invalidates the original offer. The effect of these is to terminate or end the original offer. Although, enquiries about te variation of contract terms at the negotiating stage will not amount to a counter-offer, even though it may appear to be one. When an offer is made, it must be made aware of by both parties, either in writing or verbally. The offer must be valid but ensuring it isn't too vague and it must be clear. However, an exception to this is known as 'reward cases' in which an offer to a contract can be made to many people or even in theory the whole world. Sometimes it can be difficult to differentiate whether a statement amounts to an offer or whether it is just a statement preparatory to an offer and this is an invitation to treat. An example in the past of this is the Fisher v Bell 1961 where this shows the respect to goods in a shop window. This case involves a shop keeper in Bristol who was prosecuted because he had a flick knife in the shop window with a price label on it. This case was a criminal offence and it did not obey the Offensive Weapons Act 1959 for the reasoning as to you are not allowed to sell knifes for sale. However, the shop keeper was found not guilty because he wasn’t offering the knife for sale; it was an invitation to treat. This was a sensible and realistic decision because the shop keeper could choose the person who sells the goods.

Acceptance
A valid contract must be accepted by the offer, although their are several factors to be considered when looking at acceptance. Acceptance of the offer must be communicated to the person making an offer, the offeror. Also, it must be in the form specified in the offer, although if no form is specified then written or oral acceptance will suffice. Acceptance doesn't need to be in the specific form which is laid out within the offer, as long as the method of acceptance used satisfies the offer and the offeror is not prejudiced in any way. Furthermore, acceptance of the offer must be unqualified, absolute and without condition. The effect os a change in the acceptance will have the effect of cancelling the original offer as it creates a counter offer. Some contracts can be posted, this is an exception to the rule. Acceptance is considered to be effective as soon as a correctly addressed, stamped evolved is posted in the letterbox. If the letter gets delayed or never reaches the destination, acceptance is still considered valid. Proof of the postage need to be shown though as evidence because it is not acceptance to hand the letter to the postie. As we live in a modern world, there has been some problems associated with offers and acceptances sent though emails and fax. The parties in a contract can get around the postal rules by either; always asking for proof of postage and receipt or stipulating in the contract that acceptance is upon confirmaion.

The battle of the forms

When businesses deal with one another using standard form contracts, there have been difficulties. This is because when businesses go into contract with their own forms, they often contain terms that are in conflict with each other. Most businesses rely on standard form contracts, which causes inevitable disputes. It is hard to decide whose terms are prevailed, this is not easy at all. The court take the approach of, taking the most recent counter-offer to be accepted by the offeror, which means the contract will be concluded on those terms. 

Consideration

This is something of value, that is given by both parties of a contract that induces them to reach an agreement in exchange for mutual performance. Each party must give up something which has some value to it, it doesn't have to be expensive, just something that has value to the party. It is an extremely important element when forming a contract, because it may consist of a promise to perform a desired act or to refrain from performing an undesired act. Consideration can take two forms; executed consideration, which is the act in exchange for a promise, such as a reward case where the person making the offer promises to pat the reals upon the act of the task being completed. The other form is executory consideration, which is when the parties exchange promises to perform acts in the future, most contracts begin in this way. If the consideration within a contract is immortal or illegal, the contract will not be valid and it cannot be one-sided because it has to emphasis the idea that there is consideration from both parties. A famous case as an example is Chappell v Nestle, where just a chocolate bar wrappers were enough, it doesn't have to be something which is majorly big or expensive. Past consideration is not a valid type of consideration as it is something that has been already done X at the time the agreement was made by X with K. Another example of this is, a customer in a fast food restaurant like KFC ordering a set meal deal for £5.50; this is the customers agreeing to pay £5.50 for consideration.  However, it can be anything which has a value as well as the promise not to do something. These payments do not need to be equal and fair and the court will not get involved if one party gives the other a higher arrangement unless it involves fraud or anything to do with inappropriate conduct.

Right of Third Parties Act 1999

The Rights of Third Parties Act 1999 was an act which was an act to make arrangements for the enforcement of fair terms for third parties in a contract. This act ensures the third-party have a right to get involved as it states that in the contract they make. Someone who is a third-party is a person who is part of a team or a person on the side. The third party rights have limitations by the terms and conditions in the contract. The parties must limit and define what rights they want to give the third parties, they must be extremely clear and identify the names, class or description. This will allow all remedies to be available to a third party as if they were part of the contract made between the original parties. The Right of Third Parties Act 1999 can prevent the alteration of a contract without the consent of non-parties to the contract.

Strengths of Formation

The main advantage of forming a contract is to reduced the risk of the business being sued. This enables all the parties to agree on the terms of the contract. Another advantage is that contract provide clear and useful clarity to both parties, because contracts outline exactly what is exactly from both parties.

Weaknesses of Formation 

One disadvantage of forming a contract is that it takes up a lot of time and it costs quite a lot. Another disadvantage to forming a contract, is that the contract may be bias towards one party, which means that the other party will think the contract is unfair and may not want to agree to the contract.

Problems with Offer and Acceptance

A counter offer may be hidden from a conditional acceptance. Furthermore, if the offeree varies the terms and conditions of the offer, then this is a counter offer rather than an acceptance. 

Problems with Counter Offer

Some parties may have difficulties deciding on wether there has actually been a counter-offer or just a request to receive more information. This may seem like a new offer has been made, which changes the terms and conditions of the contract. Instead of more information being needed.

Problems with Clarity of Communication

Some people may not speak English fluently, which may make it extremely hard for the party who is offering the contract to communicate with the other party.
Capacity for Acceptance
If the party who is making the offer has the capability to accept the offer. As an example, if a business are reducing their prices in a sale, the questions they need to think about is if they can afford to reduce the prices, do they have enough stock to do this etc. 

Implications of Pricing Through Invitations to Treat

Some parties may think that they have got an offer however, it is only an invitation to treat to commence negotiations. When in court, they will look carefully and closely at the words written in order to decide if it is just an invitation to treat or an actual offer. By doing this, it will help to understand which party has made the offer. 

UNIT 21 P2
Explain the law in relation to the formation of a contract in a given situation

Within this assignment, I will be explaining the law in relation to the formation  of a contract within a given situation. The contract I will be using the the FE enrolment form, because this is the contract that all the pupils in the college have to fill in and sign when they first enrol for the college.

There is a legal requirement to have clear contract terms, because it is essential to business trade. By having clear contract terms, this will allow both parties to be made fully aware of the conditions that the contract is stating. This can be done by having specific wording, along with no misunderstanding or vague language. This reduces the risk of a breach of contract occurring, along with any issues or risks that could happen if any of the parties misunderstand the contract.

One case that is specifically known and used to explain the breach of contract within the law industry is the Butler Machine Tool Company Ltd Ex-Cell-O Corp Ltd 1979 case. In which The Butler Machine Tool Company offered machinery to the Ex-Cell-O Corporation for £75.535. In this quotation, it included a term in a standard form contract, which was called a variation clause. It allows the seller to increase the price of the quotation. The Ex-Cell-O Corporation accepted this offer on their own standard form contract that was silent as to variation clauses. This agreement was made and when the machinery was devilled, the price had been increased by £2,892. The defendant refused to pay this amount because he did not agree to pay that price originally. They then went to the Court of Appeals, where the court decided that the defendant's form had been accepted by the claimant so the defendants terms government the agreement. This means that the sellers attempt at increasing the price failed.

Moreover, another case which is commonly known is McArdle 1951. This case involves Mr McArdle passing away and leaving his wife in the house alone. He left a life interest in their house, after which it was to be given to their children when his wife dies. The widow and there three grown children all moved back into the house along with the sons wife. One of the sons wife's made a load of improvements on the house which cost a total of £488. This means that the other siblings agreed to reimburse the brother as a form of compensation for the work he and the wife had done. This cause a dispute between the family as the other siblings refused to pay.

UNIT 21 P3- PASSED
Describe the law with respect to misrepresentation in a given situation

There are a number of factors that will invalidate an agreement. Contracts are often preceeded by a series of negotiations made between the parties. There negotiations are a series of representations forming the basis of a contract itself. If they are misrepresentations, then the contractual position between the parties is in doubt. 


Misrepresentation is the actin of giving a false or misleading account of the nature of something. Within contract law, it refers to a dishonest statement that has been made by one of the parties. This has an effect on the other party who has not made the offer. 


Fraudulent misrepresentation 

If a person makes a false statement intentionally, they are automatically liable for fraud. When one party misleads another party with false knowledge this is called fraudulent misrepresentation. If the party who is making the offer, makes the statement very misleading and unclear, with little knowledge about it, then he is also liable for fraud. The other party can then take him to court and reject the offer, and it could result in the party who made a misleading statement to be prosecuted in the criminal courts. An action of fraudulent misrepresentation allow for the remedy of damages. An example of fraudulent misrepresentation in an EE mobile phone contract would be if: a sales person selling a mobile phone tells the customer that they will receive 100 minutes of calls and 800 text messages free just to entice the customer to buy the phone. This is false information, therefore if the customer purchases this phone and they do not receive 100 minutes of calls and 800 text messages free, then the sales person who promised that will make EE liable for fraud.

Negligent misrepresentation

This is when a statement is made by one party to another party without any validity that the statement is true. They solution for this type of misrepresentation might be to put parties into a position as if the misrepresentation never happened. An example of negligent misrepresentation in an EE mobile phone contract would be if: the sales person offering the contract tells the person buying their mobile phone that the phone will be delivered to them in at least 5 working days without them knowing how long it actually will take. If the phone gets delivered any time after that time period, the both parties can be in a position as if the misrepresentation never happened. 

Innocent misrepresentation

This is when  false statement is made by one of the parties unintentionally. One party believes that their statement is true, although it makes the statement have no grounds to be valid. This is a simple misunderstanding which can easily be cancelled. An example of innocent misrepresentation within EE using a mobile phone contract would be if: the sales person is selling a mobile phone and they make a mistake in reading out the terms and conditions to the customer. The customer would get the wrong information because of this, however it was a mistake and this would make it an innocent misrepresentation. 

In court, they will establish what type of misrepresentation has happened and how to deal with it by discussing the remedies. There are type type of remedies available. One of them is damages which is when financial compensation is given to the party who has had the contract misrepresented to them. The other type of remedies is rescission, which is also available for the party who has has the contract misrepresented to them. The contract is then completely unvalid and scrapped, and noone has to accept it.


UNIT 21 P6- PASSED
Explain the law with respect to consumer protection in given situations


The Sales of Goods Act 1979 is the definition of goods and it defines a contract of sales of goods as ‘A contract by which the seller transfers or agrees to transfer the property in goods to the buyer for a money consideration called price’, and only those contracts which fall within it are covered by the Act. The definition of goods include all tangible items of property e.g. clothes, food, furniture. Land and money are excluded though. The Sale of Goods Act1979 has a series of conditions that are already automatically included in all the contracts with sales. This includes dealings with e.g. incorrect title, description, fitness & satisfactory quality and sample. The parties within the contract usually are able to discuss the details of the contract between each other. The Sales of Goods Act 1979 includes many different conditions in which are involuntarily within the contract regarding the Sale of Goods. These are implied terms, which contain information about the fitness, description, title and the quality. 

In section 12 is title and this is the right to sell. There is an implied condition on the part of the seller having the right to sell the goods. A seller will be liable for breach of contract if you can’t pass a good. An example of this could be where, deal dealers sell cars which physically belong to them, although legally the car dealers have the ability to grant the ownership of their vehicle to another person. Then this person will then be liable for breach of contract if they have a problem with the contract or the car. This section includes all the implied terms within it. Also, the section covers all the situations in which
people are selling stolen goods.

In section 13 there is an implied term that the goods will correspond with that description. The description of the goods may cover such matters like size, quantity, ingredients, weight and origin as well as how the goods are packed. If the slightest bit of description is missing or left out, this gives the buyer the right to reject the goods for breach of condition of the contract. An example of this in the past is the FW Moore & Co. v Landauer &Co. 1921 which involved FW Moore & Co. agreeing to supply to Landauer &Co. 3,000 tins of Australian canned fruit which were packed in cases which contain 30 tins each. However, when the delivery got to Landauer &Co. it was discovered that although the 3,000 tins were there, about half the consignment was packed in cases of 24 tins. The court, therefore agreed that FW Moore & Co. could reject the whole contract as they stated in the first place that they would contain 30 tins and this is not what they agreed to buy therefore they have the right to reject the whole delivery because this is not what they wanted or brought. Fitness and satisfactory quality is when there is no general duty placed on private sellers to make sure the goods sold are of correct quality and suitability. This preserved the principle of caveat emptor which is Latin for “let the buyer beware” which means that a buyer buys a product ‘as is’ and should be aware of the defect it has and this should all be stated in the description to the buyer is aware and it is know of. 
In section 14 it states that if you buy a product in the course of a business there are two implied conditions; the goods are of satisfactory quality and the goods are fit for a particular purpose. This means that when a seller sells a product within a business the goods sold must be of a satisfactory quality except if it has defects which are clearly stated and made aware of. The quality of goods includes the state and condition of the product. Section 14 does not require absolute standards of quality with which all goods must comply however, goods must be acceptable and satisfactory to a reasonable person for a purpose which means that the goods do not have to be of a polished and spotless quality but adequate standard in the usual run of events. Furthermore, the goods should be fit for a particular purpose as this is the law and this ensures the goods being sold are durable, safe and will last long and wont break straight after purchasing the item. An example of this is Priest v Last 1903 when the buyer bought a hot water bottle from the seller at a chemist and his wife used the hot water bottle and after 5 times of using it the water burst and his wife was burnt and scalded. This shows that the bottle was not ‘fit for the purpose’ which was the use as a hot water bottle. The buyer claimed for breach of Section 14 and the seller stated that the buyer had not made the purpose known of the hot water bottle. However, the court rejected this as the seller has entitled to recover the expenses in the treatment of the buyer’s wife’s injuries. This is because the buyer took the sellers word and relied on his opinion and judgement and he had in fact used the hot water bottle for the usual and common purpose. Within a business it is required that the seller states or suggested the particular purpose of the goods being sold before purchasing as this is vital that the seller is told the particular purpose as this will offer a degree of protection for the buyer under the legalisation. 

The Supply of Goods and Services Act 1979 discusses the concerns contracts have, that involve the selling of goods for money. The act doesn't include any additional procedures of getting money as well as not covering the running of the services which are offered. The Supply of Goods and Services Act and the Services Act both discuss the terms which have been implied formerly by the common law in contracts for services on a legal basis. The Supply of Goods and Services Act 1979 discusses the implied terms which are used within contracts for an individual to settle with goods to another individual by the way of hire. An example of this is when hiring a car. In the act there are different sections, which deal with several implied terms and conditions. If the Supply of Goods and Services Act is not followed, and the contract is breached, there will be similar remedies as if the Sales of Goods Act is breached. 
A case study from 1987 is the Rogers v Parish (Scarborough) case in which Rogers brought a new Range Rover for £16,000 and within 6 months of driving it, the engine became defective and the bodywork of the car began to deteriorate. The driver of the car wished to reject the vehicle even though it was able to get repaired and it was still capable to drive. The Court came to a conclusion that the buyer was entitled to do so. This is because it wasn’t stated by the seller how old the Range Rover was, and how the engine wasn’t fulling functioning. Also, a new car would not deteriorate within 6 months as it is an extremely expensive and superior car. 

Section 15 is part of the Sales of Goods Act 1979, and is named 'sale by sample'. A sale by simply section is included within contracts of bulk orders. There are two elements to this section. The first element which is mentioned, is that he bulk of goods will match the description and quality of the sample provided by the business, as well as this it has to provide the exact number that is specified in the order and contract.  The second section explains that all the products provided in the bulk order must be free from ant mistakes and defects, especially the ones which could affect the safety of the consumer. The Services Act 1982 deals with implied terms that apply to contracts of which one person agrees to bail goods to another person by way of hire e.g. hiring a car or a piece of machinery. Different sections of the Act deal with the various implied terms and conditions. 
Section 7 states that there is an implied condition that the bailor, which is the person providing the hire has the right to transfer the goods e.g. if a person hires a piece of gym equipment via the Internet from a gym hire fire, then it is implied that the gym equipment is delivered by the gym hire fire and is owned by that firm and that they will allow the hire to take place and happen. Section 8 includes that when there is a contract for the hire of goods by description that there is an implied condition that the goods will match the description. Section 9 states that when goods are hired within a business, there is a condition that the goods are of a satisfactory quality and reasonably fit for the purpose hired. 

Lastly, Section 10 covers implied conditions in relation to the contracts of the hire of goods by sample whereby the bulk must match the sample given. In Section 2 of the Supply of Goods Act and Services Act 1982 it contains a condition that the transferor which is the person who is providing the goods or services to have the legal right to transfer the property. Moreover, Section 3 includes that the goods will correspond to the description stated e.g. if your computer broke down and you sent it to a computer repair shop to get repaired, the invoice should describe the parts fitted and the work done to the laptop to repair it as this is required. Then the invoice would be implied into the contract that the actual parts and work has been provided. In Section 4 of the Act is says that when goods are being transferred in the business there is a condition that the good are suitable and fit for the purpose described. Ultimately, Section 5 refers to transferring goods for a sample and there is a condition that the bulk will correspond with the sample.

UNIT 21 P7- PASSED
Describe the remedies available for breach of contract

Remedies are legal solutions that are valuable to victims of contract misrepresentations. There are five basic remedies for breach of contract, which include; damages, restitution, rescission, reformation and specific performance. The party who have access to remedies are also eligible to gain compensation for the loss. 


There are two types of damages that can be offered to compensate the injured party. One type is liquidated damages, which is an amount of money agreed beforehand that will be paid back in an event of a breach of contract. The other type of damages is unliquidated damages, which is an amount  of money that isn't agreed before the contract. In a case of a breach of contract, then this amount is decided in court. 


Restitution is a remedy which is designed to restore the injured party to the position they were in before the formation of the contract. If a party seeks restitution, then they may not request to get compensation for lost profits or other earning caused by the breach. 


Injunction is another remedy which is used in a breach of contract. Injunction is when the court requires the party at error to keep to the contract. It prohibits a party from a particular act and it can be temporary, prelimanary or permanent. 


Specific performance is an equitable remedy which compels one party to perform, as nearly as practicable, his or her duties specified by the contract. Specific performance is only available when the money damages are inadequate to compensate the plaintiff for the breach of contact. This is only used when damages are not considered a satisfactory solution. 


Furthermore, resale is used when there is a breach of contract as a solution. Resale happens when a seller has goods that haven't been paid for. They then have the right to resell the goods because the seller isn't buying the goods anymore. Although, this can only be done if the seller has told the buyer they want to resell but they don't respond, or it is written in the contract.


There are three bases of assessment to measure the damages. One of these three bases is expectation interest. It includes the benefit of bargain, lost profit and the cost of cover. Reliance interest is  interest created based on a promise of the contract

UNIT 21 M1- PASSED
Analyse the impact of requirements for a valid contract in a  given situation

PUT INTO POWERPOINT!!!!

Aspects of Business and Contract Law
By Olivia Spalter

What is a contract?
A contract is written or verbal agreement between two parties put together to provide a good or service. Sometimes there can be a third part involved, not commonly though. Within this assignment, I will be analysing the impact of requirement for a valid contract in a situation of a mobile phone contract.

The formation of a contract
From looking at my chosen mobile phone contract, I have been able to spot a various number of strengths of the formation of the contract. These include;
-The layout of the contract is clear and organised, which makes it easy to read and understand.
-It looks professional which is important because people want to know its legit and valid before singing a contract.
-The information within the contract clearly informs and is straight to the point about what the contract is about.
-It is extremely detailed and includes accurate and relevant information that both parties need to know about the contract. 
-The consequences are also straight to the point and are clear that if any of the parties breach the contract, there are severe consequences. 
-Terms and conditions are included clearly within the contract.
-There are valid date, prices and times included, which shows proof of the parties signing the contract.

There were multiple weaknesses that I also identifed from looking at the mobile phone contract. These include;
-It is very straight to the point, although I feel it includes too much irrelevant information. It includes too much information for a contract, which could put the reader off of the contract.
-Moreover, the font of the contract is way too small and some people may not be able to read it, which means they may miss something out or people could feel like they are hiding something due to the small font.
-This could also affect people from reading the contract, because they could be put off and not want to squint and focus deeply to read a whole load of writing. 
-Due to legalisations constantly changing in the technology industry especially, this means that the terms and conditions need to constantly be updated.
-This can waste a lot of time for EE because they will have to make sure everything is updated.
-This will cost a lot of money, because the contracts are long and would require loads of pages when being printed off.

Problems with Offer and Acceptance
-When the seller accepts the offer, the seller then cannot change their mind or change the offer. The offer will be considered as a counter offer, rather than an acceptance.
-There is an obvious offer and acceptance which makes the contract successful. This allows the contract to become a binding contract.
-The offer and acceptance process can sometimes involve unilateral situations, which could make the offer and acceptance challenging. By causing this uncertainty to either of the parties, it means that they are liable to back out of the contract until it has been confidentially written and then becomes valid.

Problems with Counter Offers
-Accepting counter offers can be a problem sometimes. A lot of people leave the business within the first year of accepting a counter offer. This type of problem is mostly common within headcounters and recruiters. 
-Furthermore, another problem with counter offers is that some people are not sure if they have been offered a counter offer or a normal offer request. The customer may think it is an offer,  however they could be wrong and think something is a real offer rather than just an informal suggestion, which has not been formally written and therefore means it isn't valid or an actual contract offer.

Problems with Clarity of Communication
-One problem that could occur with clarity of communication, is that sometimes the offeror is too vague with the contract, and this leads the other party thinking something that hasn't been made clear. This means the offer is invalid because the contract is misleading.
-Additionally, a language barrier could affect the clarity of communication between the two parties. If the two parties don't speak the same language this can be extremely difficult to ensure nothing gets misunderstood. 
-This could also lead to further inconveniences in the future for the two parties. 

Capacity of Acceptance
-An agreement must be fair and both parties must agree with it. There should be no pressure put on the buyer to accept the contract.
-This is known as 'expressions of reasonable certainty'
-It means that the offer must be accepted unconditionally, which isn't fair. 
-Another problem is that, there are limitations to who can enter a valid offer and accept such as; no under 18's.
-This is because they require a legal consent from a parent or legal guardian to obtain a mobile phone contract.

Implications of pricing through Invitation to Treat
-This is to make sure that it is obvious which party has made the offer, and which is accepting the offer.
-This is the process of inviting one of the parties to make an offer.
-It then goes through the court, and they decide if the invitation to treat is seen as an actual offer. 
-However, before the court make their decision there are various factors that are considered such as format, content, language etc.

UNIT 21 M2- PASSED
Analyse how consumers are protected in the event of breach of contract for the supply/sale of goods or services


Customers have protection in the event of a breach of contract for the supply/sale of goods or services as there are laws which ensure you have protection. One of these laws is the Trade Description Act 1968. This law states that it is a criminal offence to mislead a consumer by a false description. A description of goods that are sold or hired must be the truthful and accurate. The description could be in an advertisement, writing, given orally in a sales pitch for example or in an illustration and in the description is needs to include a variety of factors such as; fitness for started purpose, endorsement for people or businesses, quantity and size, composition, methods, place and date of manufacture. These factors must be included in the description clearly and accurate e.g. if you are selling a pair of shoes that you have worn once, you cannot state that they are brand new just because they are in the box, you have to state that they have been worn once and have signs of wear on the soles etc. Misleading descriptions of this type in a contract are called false trade descriptions which means it is a description made by a seller about the good/product/service they are selling which is inaccurate. 

Harlington & Leinster v Christopher Hull 1991 was a case in which Harlington & Leinster brought a painting from the Hull Company which was controlled by Mr. Christopher Hull for £6,000 and the painting was described in an auction catalogue as being by the German impressionist artist Gabrielle Munter. However, the sellers weren’t experts on German Paintings whilst the buyer specialised in German paintings. Therefore, the purchasers sent their experts to insect the painting before agreeing to purchase the painting but after the sale the buyers discovered that the painting was a fake and was worth less than £100. Other laws that protect consumers in the breach of contract for the supply and sales of goods in many ways are; The Sale of Goods Act 1979 and the Supply Of Goods and Services Act 1982.


The Sales of Goods Act is a important legislation, which defines the contract of a sales of goods as 'a contract by which the seller transfers or agrees to transfer the property in goods to the buyer for money consideration called price'. This means that, only contracts which fall within it are covered by the Sales of Goods Act. The goods are tangible items which include; clothes, furniture, food, land, money etc. These are all excluded from the definition. The Supply Of Goods and Services Act 1982 protects customers when goods are supplied in addition to a service. In section 2 of this act, it is an implied term which states that the transferor is legally obliged to transfer the property or carry out the service. It states that the seller must have the legal right in order to sell goods and services on a product, which covers the business in which the individual is part of. A disadvantage to section 2 is that, it is rarely recognised that the individual presenting the service doesn't have a the appropriate legal requirements, which makes it hard to prevent a bad service. 
Section 3 of the Supply Of Goods and Services Act 1982, is an implied condition which declares that the transfer for goods and services by description. This implies that the service which is described must be the same as service provided. An example of this is if you go into Apple to get your phone fixed. They will write down all the parts which need replacing and fixing, and they will give this to the customer who's phone is getting fixed. These repairs will be implied into the contract of the service provided. The Supply Of Goods and Services Act 1982 is there to protect customers when goods have been supplied in addition to a service. The act contains the customer rights which isn't mentioned within the contract. Section 2 of the act implies the term which states that the transferor is legally obliged to transfer the property or carry out the service. The benefit of section 3 is that, the party that is affected can sue for damages as long as they have a valid reason for why, and provide proof for it.

According to Section 13 of The Sales of Goods Act they disobeyed this act as the painting was not described and misleading. However, by sending experts to examine the painting this meant the sale was no longer by description so Section 13 only applies to goods sold by description and therefore the buyers had no protection. Consumer contracts are highly protected by businesses and terms are implied into contracts to ensure they are being kept safe and protected. Businesses which break these laws will be in breach of contract and depending on the situation may have to face criminal prosecution. It is a criminal offence and against the law for the bailor or transferor to make a statement that is misleading or inaccurate when selling a good/product/service. This includes making a false accusation about the nature, manner, provision, location or approval of the services, accommodation or facilities. The minimum a person could go to jail for is two years or receive an unlimited fine if a person is found breaking this Act. By breaking the law, it also makes the person liable for misrepresentation for which damages may also be given. 
An example of the application of this provision can be found in the Godley v Perry 1960 case in which the goods were not fit for its purpose and were not of merchantable quality. This is a breach of Section 14 in the Act. Besides this, the 3rd and 4th parties were both in breach of Section 15 since the defect of the goods couldn’t be discovered by reasonable examination of the sample. A case study from 2005 is Marks & Spencer. kIn September of 2005 Marks & Spencer were fined £10,000 for breaking the Trade Descriptions Act. They were found guilty of making misleading descriptions about a new collection for men’s clothing. Trading Standards investigated the complaints from customers and found clothes in their Birmingham store with clear labels on them stating ‘Made in Italy’ when the clothing were actually made in Egypt, India and Romania. Marks & Spencer have admitted five breaches of the Trade Description Act by suggesting items were made in Italy when they evidentially were made in Romania, India and Egypt. So to conclude Marks & Spencer were fined £2,000 per breach and offence.

When the parties agreed and start to form a contract, the seller will make a number of representations about the goods that are being sold. The representations that are stated, provide a description of the product. All the descriptions of goods and services must be accurate and not misleading. If there are misleading descriptions , this can lead to sever consequences as this is against the law because they are 'false trade descriptions'. The Trade Description Act 1968 enables criminal offences for individuals who mislead consumers, by using a false description. A description of goods that are sold or hired must be accurate. The description can either b: an illustration, in and advertisement, in writing or given orally such as a sales pitch. In the description, it must cover a range of factors which include: endorsements, composition, quantity and size, method, place and date of manufacture.

Contracts for consumer goods and services are strictly protected, and any businesses that break this will be in breach of contract and in certain cases, have to face criminal prosecution. If the contract is offering a supply of services, accommadation or facilities, it is a criminal offence for the transferor to make a misleading or false statement. This also includes making a statement about the provision, location, approval of the services, nature, manner, facilities and accommodation. Breaking the Trade Description Act is a criminal offence and if a person is found breaking it, they could receive an unlimited fine, or much worse, being imprisoned for up to two years. Also, by breaking the Trade Description Act it also makes the person liable for misrepresentation for which damages may also be awarded.

UNIT 21 M3- PASSED
Analyse the remedies available for a business provider in the even of breach of contract for the supply of goods or services

When one of the parties 
breaks the terms and conditions of the contract, then the other party is injured and they will be able to gain some form of compensation for the loss of the contract. This is a remedy and is aimed to help the injured party. They can be writtine within the contract or they can exist as equitable remedies, which come from the historical idea of having equity and fairness. There are multiple remedies available for the breach of contract, which include; damages, lien, rejection, mitigating loss, injunction, specific performance, reservation of title and resale. 


Damages is the most commonly used remedy, as it can be split into two types: Liquidated and unliquidated damages. For liquidated damages, it is quite common for parties to agree the amount of damages that will be paid in an event of a breach of contract. An example of agreed damages is a holiday booking confirmation form. Unliquidated damages are aware for breach of contract where there is no piror agreement between the parties as to the amount of damages. The aim of unliquidated damages is to put the person in the position they would have been in if the contract was carried out correctly. Therefore, the damages are only designed to compensate people who have suffered with loss. The court have specific guidelines for awarding damages such as; damage can only include sums for financial loss, damage to property, personal injury and distress, dissapointment and upset caused by the claimant. Although, an injured party cannot necessarily recover damages for every kind of loss.


A lien is a right to retain possession of the goods until the contract has been paid. An example of this is if a person leaves a TV controller to be fixed. There is a contract formed in order for the controller to be fixed and the owner of the TV controller will be paying for it. The man who is fixing the controller now has a lien over the TV and can retain posesion until the bill is paid. Therefore, the lien holder has rights of possession over the owner, but only as a means of security. This is a good remedy, because it can guarantee you will get paid by taking possession over an item. Although, a problem of using a lien is that, an items posession is legal allowed to be nanded over with its owners permission.


Rejection is when a party who is the victim of a breach of contract could reject the whole contract all together. This could happen in the circumstances where the contract falls because of the inability to deliver on time, delivering the wrong quantity or delivering goods of poor quality. Even if the goods are rejected, the injured party will still be allowed to claim damages. 


Mitigation of loss is when a breach of contract has happened and the innocent party is under a duty of mitigate. Mitigation is the idea of a person trying to regain as much of their loss as they possibly can, if the contract is in breach. For example, if a seller whose goods or services have been rejected must attmeply to get the best price for them elsewhere. A good thing about using mitigation of loss as a remedy is that, the provider will have little loss in the process, maybe even none. Although, some people wouldn't use mitigation of loss, because it can be extremely time consuming to go and look for the best price elsewhere. 


An injunction is an order from the court requiring the part at fault to keep the contract. They are used to mainly enforce promises in certain contracts. An example of this is an employment contract which restricts employees from working in a similar capacity for rival employers. There are three different types of injunctions such as; Interlocutory injunction, prohibitory injunction and mandatory injunction. An interlocutory injunction is a temporary type of injunction that only lasts until the end of the trail in court. This type of injunction helps to keep things okay until the final hearing. Secondly, a prohibitory injunction tells the defendant not to do something when a breach of contract has happened. This type of injunction is used to help stop an act which may possibly cause a loss to the party who is involved. Lastly, a mandatory injunction requires the defendant to take action, which would counterbalance the effects of the breach of contract. This type of injunction is helpful as a remedy because the party who has breached the contract has to resolve the problem with the promise which was written within the contract.


Specific performance is an equitable remedy, which is granted as an alternative to damages in the cases then damages aren't considered an adequate solution. It requires the party in breach of contract to carry out their contractual promises. This type of remedy may be used when a person is compelled to perfrom a contractual obligation, e.g. a kids entertainer who breaches his contract for a childs birthday party. An advantage to using specific performance, as a remedy in the breach of contract is that, the party who is the victim gets the service that they paid for to resolve the issue. However, a problem with using it is that it doesn't compensate for the loss because of the breach of contract. 


To conclude, I feel damages are extremely suitable to use as a remedy, because they are pre written into the contract beforehand without discussion. Furthermore, liens provide the injured party guarantee payment which is really useful. Rejection is an acceptable remedy to use because the injured party will still be allowed to claim damages, even if the goods are rejected. Mitigation of loss isn't the most suitable remedy to use, because the injured party have to try to regain as much loss as they can themselves. Also, they get no compensation for doing so. However, injunction is an acceptable remedy to use due to it allowing all the terms of the original contract to stay the same. There are three types of injunction, and all three types are appropriate remedies to use. Lastly, specific performance is a suitable remedy as it allows the party who is the victim to get the service that they paid for to resolve the issue. 



UNIT 21 D2

Evaluate the statutory protection given to a consumer in their dealings with a business and the remedies available


The businesses in the past were free to create contracts on whatever terms they wished. The law never stepped in to protect parties who signed into bad bargains. Although, due to businesses becoming more powerful, they have stronger bargaining position and Parliament have passed ore laws that have had an impact on business contracts. The Unfair Contract Terms Act 1977 is a very important piece of legislation intended to protect innocent parties form unfair exclusion clauses such as; 'car parked at owners risk', 'the management accepts no responsibility for loss or damage'. The act ensures that such clauses satisfy the test of reasonableness by making sure that those who are relying on them for protection dispapy such signs adequately so users know of their existence. 

Although, there are some contracts where the act doesn't apply, which include; insurance, land, patents or copyrights, company promtions, shares and debentures. Exclusion clauses under the act are regulated in different ways; they are made subject to a test of reasonableness or the other way is that they are rendered void and ineffective. Both of these remedies are available to the customer. Although, these remedies only compensate if the consumer has an experience of loss. Liquidated damages are already discussed within the contract, whereas unliquidated damages are not already discussed.

Laws are put into place to protect consumers and businesses in case there is a breach of contract. Damages are split into two types, liquidated and unliquidated damagers. Liquidated damages are most common for parties, because they are discussed and agreed in advance on the amount of damages that will be paid in the event of a breach of contract. An example of a common form of agreed damages can be found in most holiday booking confirmation forms. On the other hand, unliquidated damages are damages that are awarded for breach of contract where there is no prior agreement between the parties as to the amount of damages to be awarded. Unliquidated damages are designed to compensate only for loss suffered. This means that if no loss has been suffered, the damages awarded will only be nominal to recognise that there has been a breach of contract.

There are many various remedies that are available for just consumers. One of these is rejection, which is where the contract fails because of the inability to deliver on time, delivering the wrong quantity or delivering goods of poor quality. Even if the consumer reject the goods, the injured party will still be allowed to claim damages. Furthermore, specific performance is another remedy to protect the consumer. This is equitable remedy which is granted as an alternative to damages in cases in which damages are not considered an adequate solution. This type of remedy may occur when a person is forced to perform a contractual obligation. An example of this could be, a DJ who breaches his contract for a personal performance at a nightclub.

Injunction is a remedy which is available for both the consumer and the business. An injunction is an order by the court which requires the party at fault to keep to the contract. They are commonly used to enforce promises in certain contract. An example could be, an employment contract which restricts employees from working in a similar capacity for rival employers. Damages can be aware to both the consumer and the business, however they are usually only offered to the smaller party rather than a larger business.

Additionally, a remedy which is specifically available for the business is a lien. This is the right to retain possession of the goods until the contract fee has been paid. An example of this would be, if a person leaves a television set to be repaired. There is a contract which has been formed in order for this repair to take place. The television technician now has a lien over the television and can retain possession of it until the bill for the repair is paid.

Thursday 9 March 2017

unit 13 p1 p3 m1 m2 d1 d2 DONE

UNIT 13 P1- PASSED
Identify how two organisations plan recruitment using internal and external sources

Within the assignment I will be identifying how two businesses plan recruitment using both internal and external sources. The businesses I will be using are Tesco's and B&Q.

PUT INTO TABLE 

Recruiting is the act of assessing, judging and on boarding someone for a specific job. In the recruitment process, there is multiple stages that applicants have to go through. Tesco is an extremely successful supermarket. They are the longest chain of of supermarkets in the UK. They sell a variety of different products such as; food, clothing, furniture etc. B&Q is a DIY supply's and accessory store, which offer things such as kitchen appliances, paint, decorations, outdoor furniture etc. There are various reasons why vaccines within a business may occur, such as; the business had a fire, an employee passed away, the business is expanding, an employee retired, an employee got a new job, an employee is suffering from a long term sickness etc.

Tesco


Stage 1: Workforce Planning

This is when the future of a business gets analysed in terms of people. As Tesco is such a large business, this is crucial because otherwise their could be consequences that are bad for the business. Within Tesco, recruitment constantly needs to be done because there are plenty of roles to be taken. There are multiple stores within the UK and internationally, with a load of job vacancies in them. Employees may leave the business for any reasons, or people may move roles which will make space for vacancies. Employees may leave for a number of reasons such as; retirement, pregnancy, need higher wage, they get fired etc. Tesco frequently use a workforce plan in order to estimate the number of employees they need to recruit, including managerial and non-managerial positions.

Stage 2: The Planning Process
This is when Tesco carry our yearly planning. There are also quarterly reviews that take place in May, August and November. This is to ensure Tesco have enough time to prepare and meet the demands for new staff and it allows Tesco to meet their strategic objectives e.g. open new stores, maintain customer service standards. Tesco seek to fill all the vacancies they can within the business, because it is important to motivate staff to progress their careers. Tesco carry out something called 'talent planning' which encourages people to work their way up the business, to get a better role. Annual appraisal scheme happens, in which employees can apply for bigger roles. The employees identify the roles in which they would like to develop their careers with Tesco and the managers set our the technical skills. competencies and behaviours necessary for the specific roles, what training will be needed and how long it will take the person to be ready for the job. By doing this, it helps Tesco to achieve their aims and objectives as well as employees to achieve their personal and career goals.

Stage 5: Job Descriptions and Person specification 
These documents are important and crucial within the recruitment process, because they provide essential information. A job description includes the title of the job, who is responsible for them, and other information and a description of the roles and responsibilities within the role. Furthermore, a person specification is different to a job description, because it explains an individuals skills, attributes, hobbies, characteristics which are needed to be performed for a specific job role. Tesco keep these two documents together, so when an individual applies for a job role at Tesco, they will have to fill out these two together. They should include detailed amounts of information that will stand out to the interviewers and show that the individual is suitable for the job role they are applying for.


Stage 4: Skills and behaviours
Tesco want to meet their customers needs the best way they can, which is why Tesco have an organisational structure. Tesco need to employ people who have the right skills for each level of this structure. There is six levels within the structure, which gives a clear understanding for managing and controlling the business. Work level 1 is front line jobs which include working directly with the customers. Jobs they do is fill shelves with stock . Work level 2 is where a team of employees deal directly with customers, they obtain takes such as setting targets, managing resources etc. Work level 3 is in charge of running an operating unit such as planning, target setting and reporting. Work level 4 are in charge of supporting operating units and recommending strategic change. They analyse information and make decisions. Work level 5 are responsible for the performance of Tesco as a whole and they make major decisions and direct and lead others. Lastly, work level 6 create Tesco's purpose, values and goals. They are responsible for Tesco's performance and have a good overview of retailing and the ability to vision or the future. They lead the whole business as they are the top level within the organisation structure.

Stage 5: Attracting and Recruiting
It is really important to attract the right candidates to apply for the job role. Tesco advertise their job roles available through various types of advertisements. Examples of the types of advertisements they use are; flyers, local newspapers, shop windows, billboards etc. Tesco evaluate their internal talent plan in order to fill a vacancy. The internal talent plan is a process in which lists all the current employees, who are looking for a move, either at the same level or on a promotion. If there are no suitable people within the talent plan, then Tesco advertise the post internally on its intranet for two weeks. Additionally, Tesco advertise their job vacancies through their official website, www.tesco-careers.com. This is an opportunity for candidates to make applications online through their official website. The individuals that are chosen then have to perform an interview. After that, they will then need to visit the assessment centre for the last bit of the selection process. Candidates that want to work in a Tesco store that is local and based near them, they can go into one of Tesco's physical stores with their curriculum vitae.

Stage 6: Selection

This is the process of choosing the most suitable people from those that apply for a vacancy, whilst keeping to employment laws and regulations. Screening candidate is extremely essential in part of the selection process because it ensures that those selected for an interview are the most suited for the job and have the best fit for the job requirements. Tesco look closely at each candidates CV and analyse it throughly to ensure they suit the job vacancy. Any candidate who passes screening attends an assessment centre. In this assessment centre, candidates are given various exercise, including team-wroking activities or problem-sovlving exercises. These are problems they may have to deal with within day to day work at Tesco. Candidates that are approved after this stage are then eligible for a interview.

Stage 7: Screening
Screening is the chance for all the employers at Tesco to look through cautiously of all the individuals curriculum vitae's. They are looking for good CV's, one that is well written, and they are looking for an individual with appropriate previous experience, education or qualifications. By having screening in the recruitment and selection process, it allows interviewers to help match the right candidate to the suitable job role. On Tesco's website, they have a job match option, which allows individuals to be able to find out what is the most appropriate job role for them. This is really useful if you are interested to work within Tesco, but you do not know what job role is appropriate for you.

Stage 8: Assessment Centre's
The candidates that pass the screening stage, will then go onto the assessment centre. The centres are run into one of Tesco's physical stores and are run by Tesco's managers. These are put on in order to help deliver excellency and constancy within the selection process, therefore candidates will have to prove that they can do every day problem solving activities. The candidates will have to do various tasks such as, working in a team to solve a problem. They are given problems that could potentially occur at work. Candidates which pass this stage, will then go onto having an interview with the employers from Tesco. When candidates get to this stage they are seen as being appropriate enough to have a job within Tesco.

Stage 9: Conclusion
When discussing internal and external advertising, I personally feel that external advertising is the most suitable option to use within Tesco. Although, it is really expensive compared to internal marketing. Due to Tesco being a massively successful business, they have the money to use for external advertising which is a positive thing. This means that they will have a higher chance in receiving job applications from more people, because more people will be aware of the job vacancies available. Also, by using external advertising, it is making it a lot easier for people to find the jobs, because they are in a lot of more common places, not in one place. 

Internal advertising:
This is a cheaper alternative way that Tesco can do their advertising, in a effective and efficient way. This is because the job vacancies are only advertised to the staff within Tesco. This is good because the staff are already familiar with Tesco as a business, and the individual job roles that they offer. It could encourage staff to want to work harder in order to have a better job, or get the chance to get a promotion/bonus. The whole internal process is really quick, because they already have all the employees details and informations as well as the knowledge about how the business runs. The employers know the individuals strengths and weaknesses and how they perform in their current position, which will make it easier for them to decide whether to relocate employees or keep them in their current position. Internal advertising could be done by using emails, notice boards, social media sites, flyers, through the post etc. They could also use their official website www.tesco.com.

Although, there could be people who are really suitable for the job roles, who desperately want the job. They are restricted from getting this job because its only advertised to existing employees. There are only so much knowledge they can bring to the business, along with strengths and ideas. This means that people who are not within Tesco already, have been except from getting the chance to get a specific job at Tesco, which is unfair because they may have all the right skills, qualifications, passion etc to fit the specific job role, but it wouldn't be given to them because they are not within Tesco.

External advertising:
Even though external advertising is a lot more costly than internal advertising, it allows Tesco's to attract new employees form outside of the business. These people could have the right passion, qualifications, skills etc for the specific job roles. This means that the recruitment and selection process will be longer than if they were using internal advertising, but this is because there will be more applicants. External advertising would be put in newspaper articles, newspapers, job centres, online etc. Tesco don't use head consultants or head hunters because this isn't suitable for the type of business they are.

It will be longer because of all the documents that are included within the recruitment and selection process. They are need to be prepared well in order to appeal to the employers and all them to move onto the next stage of the selection process. Additionally  external recruitment is more expensive than internal recruitment due to the fact that the advertising for the job roles have to be done on a mass scale. Also, there are plenty of interviews that have to be carried out which cost to take place. Just because its a more expensive method, doesn't mean its the most effective, due to the fact that it could be hard to find the suitable candidates for the appropriate jobs available. 

Scottish Power


Stage 1: 
Introduction
ScottishPower need to select and recruit the most appropriate staff for their business, which is done by using a selective process. They are a successful business, therefore they need employees to fill up their job vacancies to maintain their professionalism and success. They are a power producing business, which provide power throughout the United Kingdom. They are part of Ibefrola Group, which are a worldwide energy business that focus on certain aspects. These include: Energy Networks/UK - providing a secure and growing network to supply energy across the UK, energy Retail/UK - one of the UK's top suppliers of gas and electricity selling to 5.2 million UK customers, energy Wholesale/UK - trading large quantities of energy and supplying energy in bulk to the UK market.

Stage 2: Career Opportunities
ScottishPower offer a variety of different job roles to the public. They vary from educational to uneducational jobs, which is really helpful because it appeals and applied to more people. This has been done in order to enhance the employbability of younger people. This is called "employer of choice" which is exclusive to ScottishPower, in order to find the right possible staff.

Stage 3: Human Resources
They have a separate deparmtnet within their business for human resources. They focus on all the different things in the recruitment and selection process. The have the responsibility of finding the most testable candidates for the job vacancies available for them. Their are constantly new vacancies within ScottishPower, which means they are constantly looking for suitable candidates to fill those spaces. They like to offer a more relaxed, optimistic approach on their recruitment and selection process for the candidates. This is to give the candidates the most comfortable experience they could have when applying for a job role. Also, ScottishPower have to abide by all the laws and regulations and cannot discriminate anyone due to their sexuality gender, race, age, disability etc. 

Stage 4: Recruitment

In SocttishPower, they have two levels within the recruitment process. One of them is apprenticeships and the other is graduate programmes. On their website, all the information is provided where candidates can access this easily. This is useful for candidates because they can find out all the information and details about the two different levels before applying for a job role. It makes it a lot easier for candidates, which will lead them to giving ScottishPower a good reputation. It allows candidates to check whether or not they have the rights skills, qualifications, attributes etc to fit the job roles, before applying and wasting your's and their time.

Apprenticeships have different level courses that candidates can choose from. They let you earn a normal wage, whilst working and gaining skills that you will need for the future in a job. They allows candidates to obtain new skills, experience and qualifications that can help them getting another job. Level two apprenticeships equalise to 5 GCSE's at at C or higher. Furthermore, level three equalise's to 2 A Level's at a C or higher. The apprenticeships run from around three or four years, depending on which level you choose. After the apprenticeship finishes, they are invited by the business to sit written and practical exams to enable them to see if they are suitable for the job. They will then attend an interview which is done before the final exam. 

Graudate programmes are only available for candidates which obtain a degree at university level. They run for around two years and is personalised appropriately for every individual. It is based on your ambitions, what the requirements are for the business etc. Every candidate must show how enthusiastic and motivated they are of wanting the job. When ScottishPower decide which candidates are the most appropriate candidates for the job, they will then invite them back for a session which takes place within one of their assessment centres. They will then have to take part in a group task, a personal presentation, psychometric exams and at the end, attend an interview based on their ability in the tasks.

Stage 5: Skills and competencies
ScottishPower believe that an individuals effort and performance helps the businesses visions and activities to achieve them. As a business, they have produced a framework which shows employees, how they need to behave in certain situations and what is expected of them when carrying out tasks within their job roles. There is three main parts to what an employee must have: An ability to plan ahead, they should be creative, strategic and always alter orientation. The second thing is that they have to have the capability to work with other people. They should build relationships with the customers, by using good communication. They need to possess leadership skills in order to work in a team. Lastly, they should deliver to the customer, which means they will deliver their results. ScottishPower set guidelines, to use as part of a continuing performance appraisals to determine whether an employee is exceeding in their specific job role or not. Below are the guidelines ScottishPower set for their employees.

Stage 6: Selection
The selection process enables applicants the chance to show themselves in a unique and different way. They can do this by making their application distinctive and standing out from the other applicants. By making your applicant clear and distinctive, it gives you a better chance of getting the job because you are showing that your are not like everyone else, you have something else to offer. If the application is effective and attracts the employer, then this means the employer will invite them back fro an interview, where they will go through the job role they have got and the reasoning behind why they were chosen for it. Through this process, the candidates are allowed to express to ScottishPower what key skills they have, for example they could be really good at working in a team and leading the team. This is unique for ScottishPower when they recruit individuals, because it gives them a chance to show the candidates what they are looking for, and to see if they have it. Selection is recognising people who have specific individual qualities and skills. Obtaining them means that ScottishPower will reach their aims and objectives successfully. Also, it puts ScottishPower in more of an advantage compared to their other competitors.

Stage 7: Conclusion
Overall, there are a load of different stages and processes within ScottishPower's recruitment and selection process. Individuals can be employed through an apprenticeship, or through a graduate programme. If this recruitment and selection process isn't done appropriately and effectively, then it could mean the business has a high chance of losing out on a lot of money, as well as it resulting in problems for the business. Hiring the suitable candidates for the specific job roles will mean that ScottishPower will be able to succeed their aims and objectives and be successful. Having a well written, thorough job description is extremely important when going for a job at ScottishPower, because its your chance to stoa out from the other candidates, and it allows you to show your individual skills and capabilities. 

Internal advertising
This is usually quite cheap and does not take up a lot of time. This is because all the staff are already familiar and know all the staff within the business. This could make the employees more motivated to work if they relocate, or switch around. This could mean they receive various bonuses or promotions, which is a huge benefit of using internal advertising. Moreover, ScottishPower are aware of all their employees strengths and weaknesses which makes it a lot easier for them to move people, or keep them in their same job position if that is their strength. This speeds up the recruitment and selection process majorly.

However, their are downfalls to using internal advertising such as; the number of applicants are limited. There will be no new ideas or opinions brought to the business, due to their being no new staff. This may mean the business will not grow as much as it should be. Internal advertising can happen in multiple ways such as; emails, post on the internet, website, flyers, notice boards etc. All these methods will attract people within the business for the certain job roles they are looking for.

External advertising
Recruiting people from outside of ScottishPower means that

DONT INCLUDE UNLESS MISS SAYS TO!!!!!

Internal sources
Internal recruitment is when you recruit someone who is already within the business to take on a different job. If the business is unable to find someone to fit the vacancy, then they will result to external recruitment.

The advantages of using internal recruitment is that it is cheaper for Tesco's. Also, it is easier because they do not have to go through the effort of the whole recruitment process because they will already have every employee's documents already. The employees with Tesco's are already familiar with the all the procedures, which means they will require less training. This saves Tesco money, which they could put towards something else in the business. Tesco will know all the strengths and the weaknesses of every employee which doesn't require them a lot of effort.

Although, there are also many limitations which consist's of internal recruitment limiting the number of potential candidates. Tesco will be limited to accessing new ideas because the employees will have the same unoriginal ideas. They will not be bringing anything new to the business which could be a negative for the businesses growth and success.

External sources

External recruitment is when you recruit employees from outside the business, who aren't already working within the business. This is chosen if Tesco or B&Q decide that there is not a good enough employee already in their business, so they need to recruit someone new.

The advantages of using eternal recruitment is that having a new person come into the business will mean they are enthusiastic and will bring new ideas and something new to the business. Compared to previous employees that may have lost their motivation, they will have loads of motivation because they are new to the business.

Additionally, there are a few disadvantages to using external recruitment. One of them is that it is expensive to recruit new employees because there are a lot of different stages within the recruitment process. It can be very time consuming because they will have to go through loads of people to find the right person for the job. When the right person is found for the business, they will require training as they do not have experience within the business which is expensive and wastes time when they could be working.

UNIT 13 P3- PASSED


Prepare the documents used in selection and recruitment activities



Job Description
Title: Receptionist
Reports to: Manager
Location: Sussex, Midlands
Job Summary: 
Looking for someone to fulfil the job vacancy for a receptionist at Purple Peach Co. They need to be approachable, friendly and punctual looking to exceed in giving customers advice and helping with enquiries on a daily basis. They need excellent organisation and communication skills. They will need to answer direct phone calls on a regular basis, and greet callers using professional language and positivity, maintaining a high profile of knowledge.
Date: 18/01/2016
Receptionist duties and responsibilities:
  • Administrative work
  • Deliver customers and callers advice
  • Answer phone calls efficiently and positively 
  • Mail and package delivery 
  • Data entry
  • Manage and file documents
  • Organise and tidy paper work
Requirements:
  • Proven working experience in an office or something similar
  • Had experience with Microsoft Office Suite
  • Professional appearance
  • Ability to organize  and multitask
Person Specification
Job Title: Receptionist
This candidate needs to be able to demonstrate the following core competencies to a high level and use these to the full in their work. This is more important than having a great deal of direct experience of the job content, and we will be looking for all the following requirements in a candidate during the selection process, if you are short-listed.
Essential:
  • GCSE in English Language 
  • Customer focus
  • Ability to use computers and its software
  • Experience of office work
  • Communication skills
  • Ability to work unsupervised
Additional job requirements:
  • GCSE in Math’s 
  • GCSE in ICT
  • Experience in a data base software job
Experience:
  • Experience of greeting guests and visitors and making them feel welcome
  • Experience of basic ICT duties and office skills
  • Ability to promote a positive image of the business
  • Approachable with interpersonal skills
General Intelligence:  Above average
Physical Requirements: 
  • Good hearing 
  • Understandable speech
  • Good health record
  • No serious sight impairment
  • Pleasant appearance
Interests: No required interests
Job Advert

UNIT 13 M1- PASSED


Compare the purposes of the different documents used in the selection and recruitment process of a given organisation


Within this assignment I will be comparing the purposes of the different used within the selection and recruitment process of Tesco.



Job Description- The purpose of a job description is to mainly ensure you are picking the right candidate for your chosen vacancies available. These should be well-written and very carefully thought out as this is the basic of all recruiting and selection processes. A job description is an impression of what that business is like as it states what it requires you will get a bit of an insight into what working at that business feels like.
Person Specification- The purpose of a job specification is to show the candidates a list of qualifications, previous experience, skills, knowledge and other aspects that they should have to be appropriate for this chosen job. This is the basic piece of information that is used when advertising the vacancies for the jobs available. An example of a job specification for Tesco’s is that; you should be approachable, you should have previous work working with customers, you should have a C or above in Maths GCSE or A-Level, you should be able to work quick and efficiently when told to do something.
Job Advert- This is as a paid advertisement which is in a newspaper or another place where vacancies are placed. The advertisement is designed to attract people to see the job advert and want to apply for the job available. It is designed to attract suitable qualified candidate for a job. An effective advert reduces the time businesses spend interviewing unsuitable candidates by providing a precise statement of job requirements.
Application Form- The purpose of an application form is to find out information that unnecessarily wouldn’t be included in a CV. There also used to make a first impression such as checking spelling, punctuation and grammar. Schools and businesses use them to ask previous criminal questions and employment history to check there is no criminal records. They cover references from people with high authority, educational history, employment history, personal details.
CV- The purpose of a CV is to give a summary of your academic qualifications, aspirations, hobbies, previous experience and various other important information recruiters look for. Your CV should impress the recruiters as this is your first impression and it should be unique and specific to make you stand out from the many identical CV’s employees see. However, a CV is also useful to help you understand your strengths and weaknesses in your skills. 
Cover Letter- The purpose of a cover letter is to give an extra chance to show the recruiter’s how your qualifications will make you suitable and why you should get this job. A cover letter should be particular to you and explain in difference to your CV one or two of your most monumental experiences or achievements.
Comparisons
A person specification and a CV is very similar as a person specification is more about yourself explaining your qualifications,  previous experience, skills, knowledge and other aspects that are appropriate to have for this chosen job. Likewise, a CV includes a summary of academic qualifications, achievements, previous experience, hobbies, and various other aspects of information. A person specification and a CV are both used to show individuals traits, skills and various other things. This helps the interviewer a great deal because the person will only write applicable and compatible information because they would have read the job description and have written stuff that was required.
A cover letter and a CV are alike in many ways because they both give you a chance to show employers everything you have to offer. They both give you a chance to show your qualifications, skills and achievements to prove they are right for the vacancy.  Although, they are very different as a cover letter is an additional document which are only used by some candidates. Both a Cover letter and a CV include a good majority of the same information in both of these application forms. They are both also used to shortlist and they both benefit and support each other, they are like bread and butter, it isn’t essential to have them together but it would benefit you a massive amount and improve the other one. These documents are very helpful and convenient when recruiting employees.
A CV and a cover letter are very similar in some ways however, they have their differences because a CV is detailed and a cover letter is more brief and short. One of their differences is that a cover letter includes general details about the person such as contact name, name of the candidate, work experience etc. A CV should be more detailed than the cover letter because the cover letter complements the CV which is a detailed report explaining a person’s aspirations, previous experiences etc. 
A job description and a person specification are similar as both are currently up to date and help give employees guidelines. They are to ensure you pick the right candidate for the job. However they are different because a job description is what the job vacancy will be like whereas a person specification is a list of a person’s qualifications, achievements. A job description and a person specification are both needed when looking for a job, they both include details about what the job is going to offer and although the person specification is from the person looking for a job, it still includes the qualities and skills the job their applying for is looking for. Furthermore, they are both very specific pieces of information as they clearly state what’s necessary and only write relevant and to the point information in them which makes them very useful when it comes to an interview and you can go along the job description and say have u meet this criteria and you can clearly see on the persons specification if they have matched that requirement or not, this makes it a lot easier for employees when recruiting.

UNIT 13 M2- PASSED


Analyse the contribution to the selection process in a given situation


Within this assignment I will be analysing the contribution I had in the selection process within a given situation.



I prepared far ahead of my interview for a sales assistant to make sure I stood out and knew what I was talking about. I had a confident manner in my knowledge which benefited me as when I got asked questions by the interviewer I was prepared and on the bull and knew off by heart my answers for the questions I was asked. I practised several possible questions which the interviewer may ask me, as this allowed me to be more confident on the day of the interview. Also, I ensured I arrived at the location of the interview promptly on the morning of the interview to be at ease and make sure I am not in a rush. From previous experience, I have had experience with interacting with customers which made it a bit easier for me to engage with the interviewer. I found preparing for my interview not as stressful as I thought as I didn’t realise I had the skills I had and I acknowledged this when I was writing out my CV and cover letter. My CV and cover letter helped me during my interview because the recruiter referred to various skills, hobbies and qualifications I had and asked me to expand on them which I did. Before my interview I had researched information about sales assistant vacancies and what they are looking for and what qualities and qualifications they should have and my qualities and qualifications.

Before the interview started, I shook the interviewers hand to show a level of professionalism and respect. Not every candidate does this, which means that I would have stood out. This also creates a positive first impression which is extremely important because it stays with the interviewer. The preparation I gathered before my interview really helped me to stay at ease with the questions the interviewer was asking me, because I had gone over some of the answers I would respond with beforehand. This allowed me to stay calm and professional because I wasn't nervous as I had throughly prepared. As I was early to the interview, this made me less nervous as well because I was able to control the situation and set a good first impression by being on time.

The comments I received from the interviewers were that I was calm and collective during my interview which is positive. They also said I maintained eye contact with them which is a very important skill to obtain. This benefitted my because I was able to look determined when I answered questions. I was able to back up my original points that I made and show evidence for them. From my experience in an interview I have learnt to practise my confidence level to make sure my speech is clear and persistent. For my upcoming interviews I will ensure I dress more appropriately and more professional so that my interviews will judge me on their first impressions. During the interview, In my opinion I feel I was respectful and polite to my interviewer as I really wanted to show them I was determined to get the job. 

However, there were definitely areas for development. One of them was that I was extremely nervous as I found it hard to deliver my words clearly and elegantly. My pronunciation of words throughout my interview were not great and next time I should be much clearer when I am pronouncing my words, because this will make it easier for the recruiter to understand me and it will make me sound more professional. I can work on my speech because when I'm nervous I mumble and the interviewer ay find it hard to hear me and they may think I am saying something completely different to what I actually am saying, which could reduce my chance of getting the job. Additionally, interviewers judge on how the candidates sound, act and look which is why I will work on improving my tone by speaking louder and clearer to show I am confident and know what I am talking about. By speaking like this, interviewers will have an insight to the communication skills I possess, which is important because they will be able to see that I can communicate efficiently.

If I was to have the interview again, I would dress more appropriately because the interviewers judge candidates upon their appearance and on first impressions. What I wore was not an appropriate interview outfit as I saw other candidates in skirts, whereas I wore jeans, which were seen as too casual even though it was a reasonably formal outfit. Therefore, I would wear a skirt with a smart top instead of a jumper and jeans to give a level of professionalism. Another aspect I would improve if I did the interview again, was that I would ensure that I provided more detailed and in-depth answers to the questions I got asked. This would've impressed the interviewer because it shows that I have a lot of knowledge and I have researched about this job. I would research more into the different laws that apply within the business. For the next interview, I need to ensure I show the interviewer I am interested in the job and the business by showing an interest and bit of knowledge into the business. 

Overall, the interview was a pleasant and useful experience in which I have learnt a lot from. I have identified the areas in which I need to develop and work on ready for the new interview I obtain, in order to make it a better chance of me securing the job.

UNIT 13 D1- PASSED


Evaluate the usefulness of the documents in the interview pack for a given organisation, in facilitating the interview process


Within this assignment I will be evaluating the usefulness of the documents that are in the interview pack for Topshop.


Cover Letter
This is a letter or an email which is sent along side a job application. It is a brief introduction to give a first impression on the employer. The candidate should research into the specific job role and the business before writing a cover letter, in order to maintain as much knowledge as possible and to be as accurate as can be. By having a cover letter, it is more appealing and encouraging for an employer because it shows an extra piece of willingness towards the business. One error or mistake within a cover letter will be found by an employer because it is extremely common amongst young applicants, as the do not double check their work or they copy someone else. When a candidate shows an employer they have made an extra effort, they have a higher chance of securing that job vacancy than candidates who haven't written a cover letter. A cover letter is useful because it gives candidates a chance to show their personality to an employer before they meet them. You want the person reading your cover letter to want to meet you because you are interesting and effective. It is basically your selling agent because its supposed to sell you in your best form to the employer which is why a cover letter is so useful in securing that job for you. Compared to a resume, it can be in detail, and is not limited to a specific amount of writing which means you can write more in it. Although, cover letters can come across as quite generic, which is why candidates must mention specific qualifications and achievements as well as any particular reasons you feel you would be a good fit for the position. A cover letter is important in the recruiting process because it includes an extra list of accomplishments and each cover letter should be made suited to the job you’re applying for. It is useful because it helps the employer explain things that they can’t explain on their CV, because a CV is a more formal type of document to use. By tailoring the cover letter to the job you are applying for, shows your enthusiasm for that job, which will make you look better and allow you to stand a better chance at getting the job. This type of recruiting process is useful as it gives you an extra chance to show off your accomplishments. This could be improved by including other skills you have accomplished e.g. completed an ICT course.

Curriculum Vitae
This is a brief account of a candidates qualifications, previous occupations, education. It is often sent alongside a job application to show bit about you. It provides a summary and is usually around two or three pages, depending on how much experience a person has. The CV will be your first impression on an employer because its a direct reflection of who you are. Within the interview process, CV's are useful because they allow an employer to judge whether or not you have the appropriate skills, qualifications and experience for the job. A CV is formatted in a way which allows a candidate to share their experience and accomplishments, which shows a lot about a person. CV's are useful because they can constantly be updated, which is positive because as your career grows, you will have more information to put on it. References, meaning people you have worked with, should also be included into your CV because employers like to call up and speak to people you have previously worked for. Employers mainly just want to find the information they are looking for, therefore if they receive an extremely long, detailed CV then the will probably get bored and put it at the bottom of the pile. As a CV is so detailed, its difficult to hide any gaps within your education or work using a structured CV format. Employers see many CV’s a day and they will just glance past each one, you need to make your CV stand out, be unique and attract the employer which will make you different and most likely get picked. This type of document is useful within the recruiting process, as it states clearly an individual’s skills, qualities, qualifications and various other good things. This could be improved by having a set template to write all the CV’s in to make this easier for recruiters to look through.

Application Form
This is a template for employers to use when giving to candidates in order to fill out with previous positions held, education and contact information. They are usually submitted online which is extremely useful because millions of people can have access to them and it is a lot easier than being e.g. in a physical store. They are useful for the business because it makes it easier for them to compare the skills and experience of all candidates, this can be hard especially because there can be a lot of candidates. They allow for candidates to be easily accessible by giving their contact numbers. However, application forms can be time consuming and quite difficult to design. This can put candidates off them which means they may lose out on a specific job they were looking at. They can be improved by cutting down the amount of information they have to include within it, because this extra information can be carried out in an interview or a phone call. Recruiters do not spend long at all looking through application forms, which is why you need to make yours specific, unique and interesting. This document is useful within the recruiting process, as it gives the candidates a chance to stand out and be individual from all the other candidates who are also applying for the same job role. Furthermore, employers use application forms to prove that they are using taxpayer’s money efficiently in recruitment matters.  Other employers use application forms to find out information that otherwise wouldn’t be volunteered to put on a CV. Also, employers check to see if candidates have used correct and suitable spelling, punctuation and grammar. 

UNIT 13 D2- PASSED

Evaluate the experience of planning and participating in the recruitment and selection process


Within this assignment I will be evaluating the experience of planning and participating in the recruitment and selection process. 

Before we participated in our interviews, we had to create and bring along documents into the interview, such as; a CV, a cover letter, and other documents that should be included within an application pack. By having these documents in my interview with me, it helped me to stoa dour and score points with the interviewer. It allowed the interview to look at the documents and ask about some of the information on it, which allowed me to elaborate and sell myself to them. It make me look organised and enthusiastic about the job because I was well prepared with all the documents.

Preparing for an interview is handy and very convenient, this is because you will be in good shape when the interview comes around. You should go into an interview feeling extremely confident, and having all the knowledge and answers to potential questions they could ask you. This is done by doing preparation, which I ensured I undertook. I gave off an excellent first impression, which is extremely important when trying to impress an interviewer. Having had previous experience in interviews, I was able to let some of the usually pre interview nerves go. I feel this had a huge impact on my interview, as I knew what to expect and was used to the style of interviews. I was able to know what happens within an interview, and how the interviewer will conduct themselves. Although, not every business conduct their interviews the same, but they are very similar. 

I composed a set of questions in which I would like to ask the interview at the end of the interview. I came up with 8 questions I had in mind, that I felt would make me look really interested in the business and the job role specifically which was really beneficial. In the actual interview, I only got round to asking 3 of my questions due to the time, however I didnt want to bombard the interviewer with too many questions, although I got my point across about being interested in the business therefore this was successful. By assembling a set of questions, it made it a lot easier to seem interested, because otherwise I wouldn't have been able to think off questions to ask the interviewer on the spot, due to the pressure of the interview. By not asking the interviewer any questions it could seem like you are not that bothered and don't really want to engage with him, which is why it was important I properly prepared my questions for the interviewer in advance.

I personally feel the recruitment planning process could be improved by having two or three interviewers, as this means there will be more opinions and different views on each applicant. This would've given me a higher chance to get the job, because its not just based on one person's opinion. Another problem that happened during the interview was that, the interviewer had to leave to get a glass of water in the middle of the interview. This was bad and unprofessional, he should have had a glass of water with him in the room, because it delayed the interview and wasted time when I could have been persuading him why I was good for the job role. 

I personally think I was dressed inappropriately, because I was too casual for the job I was applying for. Compared to the other 3 candidates who were also waiting for their interview for the job role, I was the least formal dressed out of them. Two of them were women, who were wearing a shirt and a skirt, with low heels. The other candidate was a man, who was wearing a suit. Therefore, I believe that next time I should dress more formally for an interview, depending on the type of business. By dressing suitably, it makes an excellent first impression on the interviewer which is a huge deal when trying for a job role. I will dress accordingly to the type of business, in order to suit the atmosphere of it, and I will dress respectfully to show I am fit for the job role. 

The advice that I have for individuals going for an interview, is that preparation is crucial and I highly recommend spending quality time preparing for it, because there is a huge difference between an interview where a candidate has prepeared and planned for it, to a candidate who has not done any preparation. The things that are important to remember for the interview are that, you should be yourself, don't make up any lies because its extremely obvious to interviewers if you are lying and you cannot promote false skills for example, that you have. If you make up any lies, their are sever consequences 

In conclusion, I believe the interview was a success, which was due to my preparation. Although, there were a few downfalls which I have taken into consideration in advance for my next interview. I think permeation is extremely essential and crucial in securing a spot within the business. For the future interviews that I have, I will ensure I fully prepare well in advance in order to give myself the best chance possibly of getting the job I applied for.