BSBHRM404- Assessment 1

Assessment 1

Table of Contents
PART 1............................................................................................................................................3
1. Star Industries..........................................................................................................................3
2. Human Resources Functions and related issues......................................................................3
3. Research...................................................................................................................................4
4. Implementation of Changes Identified....................................................................................5
Appendix 1...................................................................................................................................7
PART 2............................................................................................................................................8
Executive Summary.........................................................................................................................9
INTRODUCTION.........................................................................................................................10
Background....................................................................................................................................10
Review of Findings........................................................................................................................10
Performance Management.........................................................................................................10
Recruitment and Selection.........................................................................................................11
Recommendation...........................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

PART 1
1. Star Industries
Star Industries is involved in manufacturing, wholesaling and retailing of doors and
windows for commercial as well as residential premises. The industries were started in 1960 and
are still working where they started at Western Australia in 1960. Corporate headquarter of Star
Industries is located in Sydney and regarding its structure of ownership Star Industries is private
company with 11 shareholders. Star Industries was started in West Australia and extended to
East Australia and followed by its success in East Australia its main focus also became on East
Australia. Market position of the company is in high quality providers of doors and windows. On
the basis of this perspective of the company it positions itself as ‘The designers’s choice for high
quality Australian made windows and door products’. Concerned with goals and vision of the
company its vision is STAR products will be first choice of customers, designers and architect
those who are building high quality commercial premises and homes. In relation with business
functions and activities of the company its manufacturing sites are located in Sydney and Perth
and its display centres are located in every capital city of Australia. Its products are doors,
windows and shower screen and these products of the Star Industries are available in different
choices.
Figure 1 Organisational Structure of Star Industries
2. Human Resources Functions and related issues
i. HR policy framework

Concerned with HR policy Star Industries have different policy and procedures for
different functions of HRM. In the policy framework of HRM at Star Industries areas that has
been covered are-
 Assessment against selection criteria
 Industrial relations
 Job evaluation
 New employee induction
 New employee probation
 Performance management and review
 Recruitment and selection
 Remuneration and benefits
 Separation and termination
These areas have been covered in Policy framework of HRM at Star Industries. Among these
recruitment and selection and performance management has been selected for the review and
research.
ii. Objectives of Review
Practices related to HR have direct impact on success of the company and this is the
reason that this review is being carried out. This review is aimed at identifying weaknesses and
scope for improvement in HR policies and practices of the organization so that it can contribute
in enhancing overall value of the industry and increases its competitive value.
iii. Scope of the Review
The scope of this review extends to review of HR functions and their policies and procedure in
which they are carried out. This is because procedure and policies are important factor that
involves weaknesses that can contribute in enhancing overall functioning. The issues that are

being identified and reviewed in this process are Performance Management and Recruitment and
Selection.
iv. Key position to be consulted
Concerned with this issues the positions that consulted are HR Officer NSW and HR Officer WA
as they are managing two different areas and have dealt with more situations concerned with HR.
Positions to be consulted involve experienced HR professionals and managers, they have been
working for Star Industries for a long time and this is why have a detailed knowledge about the
HR practices and policies and they have also participated in policy making and modifications as
required.
v. HR Networks and Internal and External Sources for HR information
Website of the company and positions consulted are the source of HR information of Star
Industries. Along with several other internal and external sources were utilised for collecting
information related to HR policies of Star Industries. Internal sources involve employee records
and discussion with employees and people working in HR. other than this in external resources
employee association was also considered for HR Information.
vi. Review of policy and procedure related to HR
Performance Management
Performance Management is one of the key HR functions this is concerned with
management of performance in the organization (DeNisi and Murphy, 2017). This involves
linking performance with objectives and vision of the company.
Recruitment and Selection
This is a process and practices that is concerned with and related to selecting employee
for completing organisational functions (Oaya, Ogbu and Remilekun, 2017). Recruitment is
related to attracting candidate whereas selection is related to identify best candidate and selecting
them in the organization.

This suggests that digital and technological sources are not being used by the Star
Industries even after many of the benefits of such methods of recruitment and selection.
vii. Legislation, regulation and standards that apply to HR
 Employment Laws
 Payment and remuneration laws
 Work Health and safety act 2011
 Fair Work Act 2009
 Equal employment opportunities
 Privacy act 1988
These are some of the key acts and regulations that are applied for HR. different act and
regulation regulate different activities in the area and working of HR.
viii. Sustainability issues that relate to the human resources function being reviewed
Concerned with Recruitment and Selection sustainability issues involve long term impact
of employment and ways of employment on the community. It also has an impact on
unemployment in the community. Sustainability issue related to performance management is
related to long term competitive advantage through effective performance of the employees.
Examples for sustainability include providing training not only to those who are new but to those
who are existing employees in order to enhance their knowledge according to changing practices.
Changing policies according to requirements is also can add in sustainability of the organisation.
in order to ensure sustainability of the function practices can also be changed and modified
which involve reduce usage of energy, going paperless in organisational operations, and
recycling.
Ethical practices are also important and some of the ethical practices are-

Examples of ethical behaviour involve ensuring everyone in organisation getting equal
opportunity and there is no discrimination in behaviour of those who have authorities to affect
behaviour and decision of others.
Ethical gap that exist in HR practices is concerned with difference in behaviour and pay of part
time and full-time employees.
3. Research
Performance Management
Policy of the Star Industries related to performance management is that performance of
the employees is regularly conducted. On regular conduct of the informal performance review of
employees is taken from their immediate supervisor and formal performance review is conducted
on annual basis.
In performance management and review of performance employees are provided with
clear goals and objectives about what is expected of them in order to ensure performance review
is fair.
Policy of the Star Industries is based on best practice standards and industries also
consider legislative and regulatory requirements. Procedure for recruitment and selection starts
with approval of recruitment this is followed by commencement of recruitment activity,
advertising, outsourcing and processing application. Here process for recruitment ends and later
this is followed by selection process which involves selection panel, consistent treatment to
candidates, interview questions, referral checks and notification of selected outcomes.
Policy of the Star Industries is based on best practice standards and industries also
consider legislative and regulatory requirements. Procedure for recruitment and selection starts
with approval of recruitment this is followed by commencement of recruitment activity,
advertising, outsourcing and processing application.
Here process for recruitment ends and later this is followed by selection process which
involves selection panel, consistent treatment to candidates, interview questions, referral checks
and notification of selected outcomes.

4. Implementation of Changes Identified
Recommended Changes
Using Technology and AI for Recruitment and selection
Digital and AI based technology can help in quality recruitment as well as time saving
and efforts saving approach of recruitment and selection.
Following Management by Objectives approach for the Performance management
This is one of the approaches for managing performance of the organization. This will
enhance quality of recruitment and selection.
In ethical consideration organisation should ensure that all kind of employees regardless of their
nature of job are treated equally.
Possible Barriers
Human resistance and difficult in learning and adapting technology and changing processes and
practices can be a barrier for implanting changes.

Appendix 1
Summary of the Findings
On the basis of requirements of performance and required competencies formal performance review
should also be carried out on the basis of 6 months period because in doing so industries will be able to
identify the weaknesses of performance and identify requirement of training.
This suggests that digital and technological sources are not being used by the Star Industries even after
many of the benefits of such methods of recruitment and selection.

PART 2

Executive Summary
Successful completion of the HR function is very important for the organization. This report had
discussed about HR functions and included their review in context of Star Industries based at
Sydney, Australia. The review of functions and discussion has been concluded and supported
recommendations reading improvement of the functions.

INTRODUCTION
This report is based on the review and research of the HR functions of Star Industries.
HR functions of the business are concern with management of human resources of an
organization. This means those who have been employed in the business with an objective to
ensure that all functions and activities of the business are carried out effectively and successfully.
Background
This report is concerned with review of HR functions at Star Industries and the industries
are based at Sydney. This industry is involved in the functions of manufacturing and selling of
doors and windows for commercial and residential premises. This discussion suggests that HR
functions involved in the industries are extended to all kinds of activities. Total staff of the
company is 183 and this includes staff of senior management and of lower level management
and employees. This report and discussion is based on the information and research that has been
undertaken as a part of part 1. The research was made in context of performance management
and recruitment and selection.
Review of Findings
Performance Management
Performance management is a is a function through which company ensure that task and
operations carried out by all the employees and Groups of organisation are are linked with
objectives of organization. In relation with performance management HR function is to
determine organisational objectives and followed by this functions and task are developed
through which objectives are to be achieved. While reviewing performance management of star
industries it was identified that industry up have an approach of appraising performance of its
employees on regular basis in in informal ways (Glas, Henne and Essig, 2018). Formal appraisal
are carried out on annual basis. Performance management at Star industries follow procedure in
which employees of the organisation are encouraged to discuss performance and goals with the
immediate supervisor. This help them in conducting interim performance reviews. Performance
review informal waste carried out on annual basis and this is linked with completion of one year

of employee hiring or theirpromotion. Consent with review of employee performance this is also
carried out before transfer relocation and promotion of employees.
The review of performance management at Star industries suggests that they have adequate and
proper procedure and policies for performance review. But performance management is not
limited to performance review and appraisal only (Bianchi, 2016). This review of performance
management suggest that this performance management Lake management of performance and
focuses on review of performance. Performance management focus will lead to improve in
performance through regular guidance and training that is provided to employees. It just that HR
of star industries should focus on overall performance management rather than just focusing on
performance review of employees.
Recruitment and Selection
This is one of the important function carried out by HR through which they ensure that
organisation has required number of employees with their respective required skills and
knowledge. Recruitment is a process through which HR determines requirement of employee in
organisation and followed by this method are adopted and implemented to attract competent
employees to apply for job in the organisation (Mügge, 2016). Selection is a process that is
followed by recruitment in which company ensure that it has best employee employed in
organisation among those who have applied for job. Selection involves methods like interview
and different test through which capability of employee is identified regarding the job they have
applied for.
From the review of recruitment and selection function of star industries it was identified that star
Industries follow a basic procedure for recruitment and selection. The procedure for recruitment
starts with approval for recruitment from department manager from the person to whom the
position reports. Followed by this roster for recruitment is undertaken that involves advertising
for the vacant post and for advertising basic approaches is employed by star industries. This
procedure follows a practice for processing of application.
This review of recruitment and selection function of star Industries suggest that main industry is
following basic and traditional approach for recruitment and selection (Slavić, Bjekić and
Berber, 2017). However as business is operating in a technological age required that company

have a better method for recruitment and selection through Technology. Technological
implementation will enhance quality and functioning of recruitment and selection in Star
industries.
Recommendation
On the basis of above discussion and review of findings it can be recommended that for
performance management they can adapt Management by Objectives for performance
management (Franco‐Santos and Otley, 2018). There are several benefits of this as this will
improve quality of performance measurement. Performance appraisal and linking performance of
individual and group will become more easy and effective.
Regarding recruitment and selection Star industries should adopt AI and digital mediums.
This will improve the quality of recruitment and selection and this is very effective when
recruitment is selection is done on the basis of performance standards (Holm and Haahr, 2019).
This will reduce time and efforts required for the recruitment and selection.
CONCLUSION
On the basis of above discussion it can be concluded that HR function are very important
for the success of the organisation. Star industries are functioning very effectively. But there is
some scope for improvement and this has been discussed in recommendations. Effectiveness of
performance management and that of recruitment and selection is very important because
recruitment and selection ensures Star Industries have quality staff and performance management
ensures that staff is able to perform to best.

REFERENCES
Books and Journals
Bianchi, C., 2016. Dynamic performance management (Vol. 1). Berlin: Springer.
DeNisi, A.S. and Murphy, K.R., 2017. Performance appraisal and performance management:
100 years of progress?. Journal of Applied Psychology. 102(3). p.421.
Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences
of performance management systems. International Journal of Management
Reviews. 20(3). pp.696-730.
Glas, A.H., Henne, F.U. and Essig, M., 2018. Missing performance management and
measurement aspects in performance-based contracting. International Journal of
Operations & Production Management.
Holm, A.B. and Haahr, L., 2019. E-recruitment and Selection. In E-hrm. Routledge.
Mügge, L.M., 2016. Intersectionality, recruitment and selection: Ethnic minority candidates in
Dutch parties. Parliamentary Affairs. 69(3). pp.512-530.
Oaya, Z.C.T., Ogbu, J. and Remilekun, G., 2017. Impact of recruitment and selection strategy on
employees’ performance: a study of three selected manufacturing companies in
Nigeria. International Journal of Innovation and Economic Development. 3(3). pp.32-
42.
Slavić, A., Bjekić, R. and Berber, N., 2017. The role of the internet and social networks in
recruitment and selection process. Strategic management. 22(3). pp.36-43.