BSBHRM405 Support the Recruitment, Selection and Induction of Staff BSBHRM405 Support the Recruitment, Selection and Induction of Staff Assessment-1
Assessment-1 Task -1
Task -1
1. Complete the following diagram of the HR
1. Complete the following diagram of the HR Life Cycle. Identify the human resourceLife Cycle. Identify the human resource activities (3 at a minimum) for each stage. Highlight
activities (3 at a minimum) for each stage. Highlight the function for recruitment,the function for recruitment, selection and induction.
selection and induction.
Stage 1: Recruitment, Hiring decisions play a critical role in turnover, productivity, and Stage 1: Recruitment, Hiring decisions play a critical role in turnover, productivity, and growth. HR activities for this stage includes:
growth. HR activities for this stage includes:
Create a strategic staffing plan that includes understanding positions that need to beCreate a strategic staffing plan that includes understanding positions that need to be
filled. filled.
Analyze compensation and benefits packages to see if theAnalyze compensation and benefits packages to see if the y’re competitive enough toy’re competitive enough to
attract the top talent attract the top talent
Develop an interviewing protocol, which may include written tests and multipleDevelop an interviewing protocol, which may include written tests and multiple
interview requirements, as well as a focus on active listening interview requirements, as well as a focus on active listening
Stage 2: Education, Orientation and training new staff. HR activities include: Stage 2: Education, Orientation and training new staff. HR activities include:
Communicate company’s culture and values to staffsCommunicate company’s culture and values to staffs
Train new staff until they fully understand their job’s duties and responsibilitiesTrain new staff until they fully understand their job’s duties and responsibilities
Assign a coworker to new employees to support their transition and help them feelAssign a coworker to new employees to support their transition and help them feel
more connected with your company more connected with your company
Stage 3: Motivation, give more motivation to the staffs to reduce turn over in the company. Stage 3: Motivation, give more motivation to the staffs to reduce turn over in the company. Activities includes:
Offering reasons to stay motivated, such as better compensation, benefits, and
opportunities for growth
Providing recognition to employees who perform at a high level
Appreciating their contribution to help make your business more successful
Stage 4: Evaluation, a supervisor evaluates and measures an employee’s performance. The review gives leaders and the employee specific metrics and helps determine if he or she is the right fit for the job. Focus on the following:
Challenge, support, and evaluate employees while offering constructive feedback on a
regular basis (not just at evaluation time)
Conduct performance conversations based on facts, not on feelings
Spend more of time discovering employees doing a good job rather than constantly
criticizing.
Stage 5: Celebration, reenergize a staff, thank employees for their hard work, and recognize important milestones.
Offering unique benefits (such as flexible work schedules, gift cards, and extra paid
time off).
Promotion
2. During the planning stage of the human resource life cycle, HR practitioners must consider future recruitment needs. Identify 3 reasons why additional staff might be required.
The growth curve for company’s products or services is increasing, and the comapny
identifies that as a positive trend.
An extra staff member will allow everyone to spend a bit more time with patients, greet
them a little quicker, explain things slightly better and st ay on time for appointments more often.
Work overload of the current staffs
An incompetent and poorly functioning human resources department reflects the
overall state of affairs of an organization and its possible uncompetitive position in the marketplace. There is a disconnect between the HR department and the executive management leading to miscommunication, poor decision making on operational aspects and critical mistakes. Employee training and development programs are not properly budgeted for and hiring practices are skewed. Bad HR planning ensures that
the HR assets of the organization are not aligned to organizational goals and objectives
4. Why is it important to develop or review the job description and to identify selection criteria before developing the interview questions?
Because the act of developing job descriptions and selection crit eria forces HR to
clarify their thinking about the position, the kind of person that the company wants for it, and the organization itself. Organizations often have to i nclude job descriptions in proposals for new programs or positions. Sometimes, the act of composing the job
description changes the whole course of the proposal, as people reali ze that they can use a position in ways they hadn't considered, or that what they had originally
conceived was, in fact, unworkable. A job description can sometimes ser ve to define a whole program.
5. Why is it important to integrate and induct people into an organisation?
Because it create a chance to welcome and support new employees. Apart from being
a legal obligation, the new employee induction program is an essential and critical final piece of the hiring process.
6. ‘The Human Resource life cycle is portrayed as a circle’. Please explain why?
The employee life cycle is a concept in human resources management that describes
the stages of an employee's time with a particular company and the role the human resources department plays at each stage. The process will be is always use regularly as a cycle.
Task -2
Students will demonstrate the ability to write a Job description covering all the critical elements and compliant with legislation. Using the scenario provided below, Students are required to develop a job description for that particular position to determine the
requirements of the position. Scenario:
Softglow is an IT company to providing superior solutions for its clients. We are looking for an enthusiastic administrative assistant to work in a dynamic and energetic
environment. The role requires an organised person wanting to assist in t he coordination and development of the company’s general administrative processes.
1. Review the scenario provided and identify the requirements for the role to be filled
2. Write the job description( Please refer to the specifications below)
JOB DESCRIPTION
JOB TITLE: Administrative assistant DATE: 5 June 2016
REPORTS TO: Administrative Supervisor DEPT: IT
APPROVED BY:Human Resource Manager SUPERVISES:1
JOB SUMMARY: Administrative assistant duties and responsibility includes providing administrative support to ensure efficient operation of the office. this position will support managers and employees through a variety of tasks related to organization and
communication. The admin job scope includes communicating via phone and email ensuring that all administrative assistant duties are completed accurately and delivered with high quality and in a timely manner.
REPORTING RELATIONSHIPS: Reception CONDITIONS OF EMPLOYMENT: Full Time
DUTIES & ESSENTIAL JOB FUNCTIONS:
Answer and direct phone calls
Organize and schedule meetings and appointments Maintain contact lists
Produce and distribute correspondence memos, letters, faxes and forms Assist in the preparation of regularly scheduled reports
Develop and maintain a filing system Order office supplies
Book travel arrangements
Submit and reconcile expense reports Provide general support to visitors
OTHER FUNCTIONS AND RESPONSIBILITIES:
Maintain Excel tracking sheets applicable to job role
Complete reports, case notes, and documentation in an accurate and timely manner in
Compliance with state and federal mandates. SELECTION CRITERIA:
Sound oral and written communication skills
Ability to apply academic knowledge and concepts to practical situations Proven experience using information and technology
Able to operate effectively in a team, contributing positively to team operations and
working relationships
Ability to contribute ideas and demonstrate initiative and flexibili ty Demonstrated literacy, numeracy, accuracy and attention to detail
Ability to file, retrieve, shelve, and physically organise materials in a high volume
environment
Demonstrated client service focus and experience in a client service environment Good general knowledge with an interest in reading and current affairs
QUALIFICATIONS AND EXPERIENCE:
2 year working experience in any related fields
Able to speak, read, and write fluently in the English language
Competency using computer applications for writing, record keeping, and research Strong people skills across class, reli gion, culture, age, and gender
Good time management and problem-solving abilities
REQUIRED:
The applicants must graduate in Business Administration
……….. Task -3
1. Identify the appropriate Channels and technology to advertise the vacancies.
The channels that will be used for job advertising will be: company website,
Company Facebook, engine for job listings. Indeed.com, company notice board and newspaper.
2. Determine the content of the advertisement
The content of job advertisement will contain main purpose of a job advertis ement
that is to attract suitable candidates for the position. A job advertisement has five main elements. Information on the job opening describes the duties and
responsibilities of the position. A candidate profile outlines the experience, education and other attributes required for the job. Company information provides insight into the working environment and the opportunities for the right candidate. The
advertisement should also describe the salary range and benefits for the successful candidate. Finally, the advertisement should explain the application process, including how and where to apply.
3. Determine the layout for the advertisement
The readers of the job advert are company’s potential customers. The aim of the job
and relevant) points, and to provide a clear response process and mechanism. Design should concentrate on clarity or text, layout, and on conveying a professional image. Branding should be present but not overbearing, and must not dominate the job advert itself. This article relates mainly to designing and writing job adverts to appear in printed newspapers an magazines media, although the principles apply to other media
and methods. The information must be communicated effectively one way or another to the target audience.
4. Write the advertisement.
Job title : Administrative assistant
Location : Softglow IT company, Sydney
Brief job description : Administrative assistant duties and responsibility includes providing administrative support to ensure efficient operation of the office. this position will support managers and employees through a variety of tasks related to
organization and communication. Reporting relationship : Reception
Brief description of the organization : Softglow is an IT company to providing superior solutions for its clients.
Minimum requirements (experience / qualifications)
2 year working experience in any related fields
Able to speak, read, and write fluently in the English language
Competency using computer applications for writing, record keeping, and research Strong people skills across class, religion, culture, age, and gender
Any unusual features of the job (travel / physical requirements) : None
How to apply : Apply via company website, email to HR.grow@gmail.com before 30 July 2016
