Importance of Staffing Table and Employee Audit in Identifying Job Requirements

The staffing table and employee audit are crucial tools for organizations to identify job requirements and vacancies. The staffing table helps employers understand the available jobs, requirements, and reporting relationships. The employee audit provides insights into vacancies, required qualifications, and training needs. These tools aid in effective recruitment and conflict management.

Formative Assessment
Activity 1:
The best solution for the identification of the requirement to make an appointment is the
staffing table. The staffing table helps the employers to be aware of the vacancy that the
organization is having inside it so that it be easy for the employers to have the idea for the
available jobs. Along with that, the table is significant in specifying the requirements for the
job and ta the same time, also describes the occupants of the jobs as well. The staffing table
helps the employers to have the idea of the reporting relationships which is notably important
for the individuals to be recruited for the effective communication and the efficient
management of the conflicts inside the organization. It also enables the employers to be
aware of the line of authority. In addition this, the identification of the requirement from the
part of the organizations can be conducted with the employee audit which will helps the
employers in significant manner to be aware of the vacancy inside the organization, the
qualification and the level of competency that is required to fill those vacancies and the
requirements for the training and the developmental activities to increase the effectiveness of
the recruitment.
2
The human resources is a significantly important aspect of the modern business conduction.
The process of the human resources is notably unique as it consists of specified process
following a strict guideline. Each and every process related with the human resources are in
accordance to the set principles, criteria and guidelines which is significant for the
organization. The organizations are liable to align their human resource operations to the state
legislation.
3.

The procedure for the recruitment will have various stages such as the planning and
preparation, job advertisements, search operation for the candidates, interview of the searched
individuals, the selection of the best candidates, offering of the job to the selected candidates
and the induction. The timeline for the planning and preparation will start even before the one
month period which the management has provided and it will take 2 weeks. The job
adverstisem4nt will be conducted within 1 week and the searching of the candidates will also
be completed within the period. The interview process and the final selection of the
individuals will be completed within 1 week and that is significant in allowing the
organization to provide some additional time to the selected employees to fit into the
organization prior to the leave of the pregnant employee.
Activity 2:
1.
Job Description: Human Resources Manager
Competencies:
Improved Skills of Leadership
Efficient skills of the human resource management
In depth of knowledge regarding the operation of the human resource managers
Capable of being strategic and creative thinking
Effective skills of influencing others and the significant negotiation skills
Skills:
Improved interpersonal skills
Cultural awareness

Effective communication
Job Description: Operations Manager
Competencies:
Capability to provide effective Leadership
Considerable amount of knowledge regarding the various aspects of the operations
management
In depth knowledge regarding the responsibility of the operations managers in the modern
business context
Capability of managing the performances of the employees
Professional awareness regarding the operations of the employees and the various sectors of
the organizations
Significant knowledge regarding the techniques for the improvement of the operations
Ability to identify the gaps in the performances of the employees and the reasons responsible
for the gaps in the performances
Ability to provide the effective solutions for the identified gaps in the performances of the
employees.
Capability of aligning the business goals with the strategic plans of the organization for the
increment of the effectiveness of operations.
Skills:
Significant intercultural skills
Effective intercultural communication

Job Description: General Employee in the Human Resource Department
Competencies:
Improved Numeracy and Literacy skills
Capable of handling the modern tools and technologies for the effective operations of the
human resources.
Capable of handling the communication channels of the department
Skills:
Efficient communication with the team members
Skills of effective management of the conflicts amongst the members of the department
2.
Position: Human Resource Manager
Description:
Improved knowledge of the human resource policies.
Significant knowledge of the human resources practices
In depth knowledge regarding the human resource related rules and regulation both in
national and international context
Considerable amount of knowledge regarding the products and the services of the
organization
Significant knowledge of the principles and the procedures for the management of
organization

Improved skills in handling the personal computers, systems of Information Technology and
the other software for the effective management of the organization
Significant skill of interpersonal communication both in oral and written form
Capable of conducting effective communication with the employees and the other business
and corporate networks
Capability of identifying the scope of organizing various work assignments with the
establishment of the priority order.
Skills of effective management of the conflicts among the members of the organization with
the application of the improved negotiation skills.
Significant skills in close monitoring of situations and the information to provide the much
required accuracy in the creation of the business reports
Capable of effective decision making with the proper maintenance of the confidentiality of
the available information
Effective skills of measuring the performance of the employees and recognising the good
work of the employees with the introduction of the suitable rewarding policy which includes
both intrinsic and extrinsic rewards.
3.
The importance of consulting with the relevant personnel for the preparation of the job
description is significant as that enables the person responsible for the preparation of the job
description to be aware of the important qualities and competencies that are to be highlighted
in the job description. In addition to this, the knowledge of the relevant personnel is
instrumental in covering the various aspects of the job during the preparation of the

description and it also plays a crucial role in the listing of the requirements that are much
needed.
Activity 3:
1.
The code of ethical advertisements and the other legislations regarding the ethical
advertisement of the job description are the appropriate legislative requirements that the
organizations are in need to take care.
2.
The workplace diversity is observed to be significant and highly prominent in the modern
business context. As the modern organizations are notably in search of individuals who can
provide the required quality and the competency for the increment of the effectiveness of
their business, the diversification of the workforce is seen to be a major aspect of the business
conduction of the organizations. A diverse workforce is seen to achieve the representation of
the different individuals which sets up the diversification of the workforce. The
representation of eight different forms of individuals that might be present in a diverse
workforce are seen to be the young employees, aged employees, disabled employees, male
employees, female employees, employees belonging to the host culture, employees who are
considered to be the outsiders of the host nation culture, employees belonging to a particular
religion and employees belonging to a particular race. The classification of the diversified
workforce on the basis of the age is seen to contribute with the young and the aged
employees. The employees with physical and mental disabilities are observed to be
considered as the disabled employees. The classification of the diverse workforce of the
modern organizations on the basis of the gender of the employees are seen to contribute to the

diversification through the male and the female employees. Along with that, the culture and
the differences of the cultures among the employees of the organization are seen to divide the
workforce into two different parts which are the employees belonging to the culture of the
host nation of the organization and the employees who are considered to be the outsiders of
the host nation culture.
3.
The job description approval process is a cycle of events which occurs during the approval of
the description of a particular job. The managers are responsible for the conduction of the
cycle and for the creation of the job description. The final stage of the cycle is the approval of
the job description framed by the managers of the organizations.
4.
The advertisement will violate the legislations under the prescribed situation as the operations
of the organization in advertising for the males will be contradictory to the rights of
employment of the female candidates.
Activity 4:
1.
Job Position: Human Resource Manager.

Desired Competencies:
Effective knowledge of the human resource policies.
Capable of appropriate practice of the human resource activities and sound knowledge of the
human resource related legislations.
Capable of managing the diverse needs and requirement of the employees.
Capable of identifying the training and the developmental needs of the employees operating
in the organization.
Ability to evaluate and manage the performances of the employees with the effective
introduction of the rewarding policy which includes both forms of rewards, intrinsic and
extrinsic.
Significant practical knowledge of the process of recruitment and the selection of the
individuals.
Effective skills of managing the conflict amongst the members of the organizations
Capable of creating a better environment for the employees and the line managers to operate.
Effective management of the business and the corporate networks.
Skills:
Strong interpersonal communication skills.
Significant literacy and numeracy skills.
Skills of effective management of the cultural differences of the employees.
Required Education:

Master’s Degree in Business Administration with the specialization in Human Resource
Management.
Compensation:
The compensation for the position is 122,854 Australian Dollars Per Annum excluding an
annual bonus of 25000 Australian Dollars.
2.
The channels that will be used for the Advertisements are mentioned below:
 Online Advertisement with a precise focus on the usage of the social media platforms
for the conduction of the advertisements.
 Conduction of the advertisement through Press Media to cover the television
audience.
 Newspaper advertisements.
Activity 5:
1.
The interview panel for the selection of the employees for the advertised job is in need to
include the Human Resource Manager of the organization, the Operations Manager of the
organization, Technical Consultants and the head of the concerned department for which the

selection of the employees will be conducted. The HRM’s selection will be justified as the
recruitment is a part of HR operations, the operations managers is in ne to have idea of the
suitability of the candidate in terms of performing, the technical consultants and the head of
the departments are responsible for the evaluation of the qualification of the candidates.
2.
The list of the questions that will be asked to the candidate during the hiring process for the
wait staff are mentioned below:
 Kindly inform us about your qualification?
 Do you have any previous experience of working in any of the mentioned
organizations of this industry?
 Are you aware of your responsibility as a wait staff?
 How do you rate your patience and skills of communication as a wait staff?
 How you can improve your performances as a wait staff?
Activity 6
1
The aim of the anti-discrimination law and the equal opportunity legislation is to make sure
that the each and every employees of the workforce are judged on the same basis and along
with that, are not discriminated on the basis of race, culture, ethnicity or language.
2.
It is good to ask different questions to the candidates as that helps the employers to have the
idea of the competency and the skills of the candidates and plays a crucial role in the 360
degree evaluation of the candidate.
3.

The question does not breach the legislation of human rights as it is just a mere query from
the part of the interviewers to know the reaction and the expression of the employees.
Activity 7:
1.
The criteria for the selection of the individuals will be based on the job requirements and the
information of the individuals such as the experience of the candidate or the details of the
previous job of the candidate. There should be a valid reason for both selection and rejection
of the candidates.
2.
Resume
Xavier Martens
76, Cordelia Street, South Brisbane, QLD 4101, Australia
[phone]
[e-mail]
Objective:
To utilise my educational qualification in achieving the desired career goals.
Photo

Educational Qualification:
 I completed Bachelor of Business Administration from Melbourne Business School,
University of Melbourne, Melbourne, Australia with specialization in Human
Resource Management in the year 2005.
 I completed Masters of Business Administration from Sydney Business School,
University of Wollongong, Wollongong, Australia with specialization in Human
Resource Management in the year 2010.
Skills:
 Effective communication.
 Sound knowledge and skill in the management of the individuals of different culture.
 Aim- oriented and honest.
Competency:
 In depth knowledge of the human resource practices and relevant legislations.
 Capable of measuring and managing the performances of the employees.
 Capable of creating a lucrative rewarding policy for the employees of the
organization.
 Significant practical skill in managing the recruitment and selection of the individuals.
Work Experience:
 Successful completion of 3 years as the human resource manager of the Woolworth
Supermarket from the year 2012 to 2015.
 Completed 2 years as the human resource manager of the Commonwealth Bank of
Australia in the year 2017.
Letter

To
The Director of the Westpac Banking Corporation.
275 Kent Street, Sydney, NSW 2000
Subject: Employment Request.
Dear Sir/Mam
Please note that I am writing this letter in response of your job advertisement for the
position of the human resource manager of the organization. I consider myself to be eligible
for the position and my skills and competencies satisfy the stated job requirements as well.
I have the experience of operating in the position of the human resource manager of
two of the largest organizations of Australia. Along with that, the personal and the
professional skills of mine is notably in alignment with your job requirements.
Hence I request you to kindly consider my request for the position of the human
resource manager in your organization. In addition to this, I request you to asses my CV
which is attached with the letter for the further evaluation of my appropriateness for the
position.
Thanks and Regards
Xavier Martens
76, Cordelia Street, South Brisbane, QLD 4101, Australia
3.

For the selection of the individuals in many of the important positions of the modem business
organizations, the educational qualification, the availability of the required skills and
competencies of the candidates and the previous employment experience of the candidate
becomes significantly important. Hence the consideration of the previous job experiences is
much needed to know the various personal and professional aspects of his or her operations.
However, the previous job experience is not that important in junior positions where the work
is important rather than the experiences of the candidates.
Activity 8:
1.
The responsibility of conducting the interviews of the shortlisted candidates with the desired
level of effectiveness and accuracy is on the interview panel of the organization. Hence being
the schedule manager of the interviews, I will let the panel know about the number of the
candidates shortlisted so that they be well aware of the consequences of their suggestion and
the work pressure along with the time that will be required to conduct the interview sessions
of all the shortlisted candidates.
2.
There are several methods that can be undertaken for the effective communication of the
interview date, time and the location such as email communication, communication through
letters, communication over phone call, listing of the information on the website of the
organization for the candidates to obtain the information from that. However, the most
preferable one for me is the communication through phone call. In case, the candidate does
not take the phone call, I will also send an email as well.
Activity 9:

1.
The planning for the process of interview is mentioned below:
The rapport building stage or the familiarisation with the candidates is the first if
preliminary stage of the process. During this part, I will make sure that I welcome the
candidate in a cordial manner. Along with that, I let him or her know about my identity and
the position that I hold in the organization. In addition to this, I would like to ask the
candidate how he or she feels during the time of interview and about the place as well.
The next step in the process of the interview is decorated to be the establishment of
the structure. During this part, I will make sure that the candidate know about the proceedings
and fact that he or she will be asked questions on the basis of the job requirements and the
qualifications. I will also communicate regarding the fact that he or she will also get the
chance to ask about his or her responsibilities inside the workforce.
The next step in the process is the communication regarding the job where I will
explain the primary job responsibilities of the candidates and along with that, I will ask
relevant questions regarding the operations of job position for which he or she came for the
interview. This will provide me the chance to evaluate the knowledge of the candidates.
In the next step, I will encourage the candidates to ask some questions to resolve their
queries regarding the job position, the operations and the structure of the organization. With
the communication of the relevant information regarding the next step of the interview
process which is the selection, I will end the session of interview.
2.
Chosen job: Human Resource Manager.
Open Questions:

Tell us about your hobbies and the field of interest?
Kindly provide a brief introduction of yours?
Direct Questions:
Why do you consider yourself appropriate for the job?
How will you achieve your professional and personal goals?
Probing Questions:
Tell us about an incident where you are able to manage an organizational conflict?
Tell us about one incident where your strategic decision making became the reason of the
company’s competitive advantage?
These questions were asked to different candidates where the majority of them were
observed to produce personal information in response of the open questions. In response to
the direct questions, the candidates were seen to provide the elaboration regarding their
suitability for the position and the produced a significant description of the techniques in
which they are likely to achieve their goals. In response to the probing questions, the
candidates were seen to express regarding the real life incidents of their career.
3.
The assessment of the candidates for a chosen job profile is significantly crucial in the
selection of the candidates. The evaluation of the skills and the competencies of the
candidates enables the organization and the employers to identify of the suitability or
appropriateness of the candidates for the chosen job profile. In addition to this, the evaluation
is of great significance in evaluating whether the competencies and the skills of the
candidates are in alignment with the requirements of the job profile or not. In such case, the

supervisors of the teams are seen to be in the best position to judge that as they are have in
depth knowledge of the job requirements and the required level of skills to operate in an
efficient manner. In addition to this, the supervisors are observed to have the knowledge
regarding the team dynamics, the expertise of the other employees and the specific area
where the team lacks in expertise. Hence the judgement or the evaluation of the supervisors
of the team become significantly important. I will communicate this to the human resource
manager of the organization to convince him or her regarding the inclusion of the supervisor
in the interview session.
4.
It is not a valid process of selection when a candidate is selected on the basis of the intuition
or biases. However, the modern business organizations and the recruitment officers of them
are seen to select candidates on the basis of a predefined ideas or biases. In order to make
sure that the selection of the candidates are not conducted on the basis of intuition or biases, a
general form will be used for the employees so that they are evaluated on the basis of same
questions. In addition to this, each and every members of the panel will be asked to give their
views on the suitability of the candidates along with the evaluation of the responses provided
by the candidates in the form so that the intuition of an individual does not affect the
selection process.
Activity 10:
Does the summary given by the candidate truly reflects his or her personality, duties and
responsibilities?
o Yes.
o No.

Why did the candidate leave his or her previous job?
Explanation:
How do you rate the candidates’ adaptability to different and new tasks?
o Outstanding.
o Good.
o Average.
o Poor.
Kindly let us know about the level of supervision that the candidate require to operate?
o Limited amount of Supervision.
o Occasional amount of Supervision.
o Excessive amount of Supervision.
What do you think about the candidates’ abilities compared to the others who had this
position?
o Outstanding.
o Good.
o Average.
o Poor.

What will be your rating for the work habit and work rate of the candidate?
o Outstanding.
o Good.
o Satisfactory.
o Unsatisfactory.
Kindly rate the dependability of the candidate?
o Outstanding.
o Good.
o Average.
o Poor.
Kindly rate the trustworthiness of the candidate?
o Outstanding.
o Good.
o Satisfactory.
o Unsatisfactory.
Does the candidate take initiatives on his own for the improvement?
o Frequently.
o Sometimes.
o No at all.
How would you rate the efficiency of the candidate?
o Outstanding.

o Good.
o Satisfactory.
o Unsatisfactory.
2.
Does the summary given by the candidate truly reflects his or her personality, duties and
responsibilities?
Why did the candidate leave his or her previous job?
How do you rate the candidates’ adaptability to different and new tasks?
Kindly let us know about the level of supervision that the candidate require to operate?
What do you think about the candidates’ abilities compared to the others who had this
position?
What will be your rating for the work habit and work rate of the candidate?
Kindly rate the dependability of the candidate?
Kindly rate the trustworthiness of the candidate?
Does the candidate take initiatives on his own for the improvement?
How would you rate the efficiency of the candidate?
Activity 11:
Vacancy Details: Kindly fill the relevant details of the vacancy.
Vacancy Application Pool:
Total Number of Applications:

Total Number Candidates Selected:
Evaluation Strategies:
Short-listing of the Candidates.
General Introduction of the Candidates.
Personality Test of the Candidates.
Technical work Test of the Candidates.
Interview of the Candidates.
Pre-Employment Evaluation of the Candidates:
The evaluation of the formal report provided by the referee of the candidates.
The assessment of the criminal history of the candidates.
The evaluation of the discipline history declarations of the candidates and identification of
the cases where disciplinary actions are taken against the candidate.
The evaluation of the effectiveness of the exchange of the information.
Merit Assessment of the Candidates:
Name of the Candidate:
Summary: A brief overview of the candidate’s skills and the competencies which are relevant
to the job requirements.
Merit Assessment: A general overview of the comments and the opinions of the members of
the selection panel. The production of the overview of the merit assessment will be based on
information and the data gathered from the various selection techniques that are employed in
the various stages of the pre-employment checking process and the referee checks. In

addition to this, the evaluation of the members of the panel in response to the short listing
strategies is in need to be documented and produced for the consideration during the overall
merit assessment.
Conclusion: Identification of the meritorious candidates who are appropriate for the
appointment and the not meritorious candidates who are not suitable in accordance to the job
requirements.
Comparative Assessment:
Specification of the most meritorious candidate and the relevant reasons for that in
comparison with the other short-listed candidates.
Further comparative analysis amongst the short listed candidates is in need to be conducted
for the creation of the order of merit.
Panel Certification:
It is certified from the members of the panel that the selection process is conducted in
accordance to the relevant Public Service Act and the directions stated in it.
Signature of the members of the Interview Panel for the certification
Decision:
Appointment Recommendation:

o Approved
I am notably satisfied with the recommendation and the order of merit in approving
the appointment as it significantly reflects the comparative merits of the concerned applicant.
In addition to this, it can be stated that the process of the selection is conducted in the
accordance to the relevant legislation of the Public Service and Human Rights Act.
o Not Approved
Necessary comment of the Representative:
Addition information is much needed for the effective and differentiable comparison
between the short listed candidates.
Additional evaluation of the candidate’s competencies and skills is required in order
to properly assess the selection of the candidates.
The vacancy is in need to be re-advertised as there is no appropriate appoint to be
made from the pool of the short-listed candidates.
I made the decision regarding the recruitment on the basis of the below mentioned materials
provided by the responsible members if the organization.
Materials:
o Job Requirements of the position.
o Selection Reports.
o Referee Reports.
o The evaluation results of the pre-employment check of the candidates.
o Short Listing Matrix.

Signature of the Decision Maker
Activity 12:
1.
Letter to the Unsuitable Candidates:
To
Name of the candidate
Address of the candidate
Subject: Recruitment
Dear (Name of the Candidate),
We thank you for your time to speak with us regarding the job position (Mentioned
Job Profile).
We regret the fact that we are unable to select you for the mentioned position.
However, your skills and competencies for the job position is observed to be significant. The
competition amongst the short listed candidates for the mentioned job position is seen to be
intense as a huge number of candidates with the desired skills and the competencies along
with the required educational qualification for the position took part in the recruitment. Hence
we have decided to move forward with the best suited candidates for the position whose
skills, qualifications and competencies are well matched to the required criterion of our
selection.

We cordially thank you for your interest in our company and we hope you get the
desired success in the future assignments.
Thanks and Regards
Name of the Employee.
Job Position of the Employee.
2.
The salary or the compensation of the selected candidates will be based on various
criteria. The first in the list is the job position of the employee. In addition to this, the
experience of the candidate will also be evaluated for the assessment of the salary of the
individuals. Along with that, the previous job experience of the candidate will also be taken
into account for the assessment of the compensation of the candidate. While identifying the
salary of the candidate and communicating it to the candidate through the formal letter or the
appointment letter, all the necessary conditions and the factors that influence the
compensation is in need to be communicated to the candidate.
Activity 13:
Three of the documents which are significantly needed to provide to the successful
candidates of the organizations are mentioned below:
Tax File Declaration Form.
Employee Manual.
Superannuation Form.
Tax File Declaration Form:

The corporate taxation policy is seen to include the taxation on the salary of the
employees. Majority of the developed countries are seen to employ this in the name of the
Professional Tax (P-Tax). For the ethical business conduction from the part of the business
organizations, the employees are in need to be communicated regarding the variables and the
areas where deduction of the salary will be imposed for the taxation.
Employee Manual:
The modern business organizations are seen to be significantly focused in triggering
the organizational behaviours of the employees in a particular format. Under such situation,
the employees are in need to be communicated regarding do(s) and don’t(s) inside the
organizations and in order to serve the mentioned need, the employee manual has great
significance.
Superannuation Form:
The Superannuation Form is focused on the retirement savings of the individuals. The
file has three sections. Section A is in need to be completed by the employee with the details
of the choices of the super fund. Section B is in need to be completed by the employer with
the details of the nominated super fund. Section C is expected to be completed by the
employer with the documentation of the choice process for an employee.
2.
Yes, this means the employee can take five days of sick leave legally as the employees are
having a contract where the number of sick leaves is agreed to be five. Under this situation,
all the leaves that are to be taken by the employees are paid leave from the part of the
organization. However, the employees have all the possibility of taking more than five leaves
in accordance to the legal framework of the contract between them and the employer, but in
that case, the salary deduction of the employees will take place for the days of leaves.

3.
The manager and the work team are in need to be communicated regarding the expertise of
the new appointment and at the same time, the positives and the negatives of the candidates
that are assessed from the series of the tests which are conducted during the selection
procedure are needed to be communicated to the manager and the work team in which the
appointment will be placed.
Activity 14:
1.
The ten areas of information that are expected to be provide to me as a new beginner are
mentioned below:
1. Wage characteristics.
2. Overtime Wage Characteristics.
3. Deduction policy.
4. Information related to the list of holidays.
5. Sick Leave Policy.
6. Superannuation provisions.
7. Employment Manual.
8. Separation Policy.
9. Organizational Structure.
10. Organizational Rules and Regulations.
2.
The role of the Supervisor in an induction program:
1. General introduction and the brief description of his or her function.

2. Brief description of the other facilities such as the rest rooms, parking areas, lunch
and pantry rooms along with the cafes and shops.
3. Explanation of the security arrangements.
4. Explanation regarding the roles and responsibilities of the persons.
5. Brief description of Organizational policies.
3.
The advantages of the induction:
 Explanation regarding the training and the developmental activities that are in need to
be conducted for the new position.
 The elaboration regarding the performances standards.
 The information regarding the help of the senior employees of the organization.
4.
A brief description regarding the various aspects of the safe working environment and the
measures that the organization undertook to implement that, general description of the
performance standards and the expectation from the employees of the organization along with
the elaboration regarding the anti-discrimination legislation and the implementation of it
inside the organization will be of great significance in addressing the legal obligations of the
employees during an induction program.
Summative assessment 1:
Question 1:
The documentation that are much needed for the recruitment, selection and the induction
processes are mentioned below:
The Curriculum Vitae of the candidates.

The documentation of the job requirements.
The documentation of the selection reports.
The documentation of the rules and the regulations of the organization.
The documentation regarding the pay structures and the rewarding policy of the organization.
The selection report is considered to be the formal and official record of the organization’s
selection process.
The selection reports is observed to include the information regarding the referee checks,
information regarding the interview questions that might be the interview guide or the
selection options matrix, the information regarding the pool of the short listed candidates
along with the information regarding the results of the work sample tests.
The selection reports plays a crucial role in proving the feedbacks to the candidates who are
seen to request for the post selection feedback on the performances of them to identify their
strengths and the weaknesses. It is observed to be of great significance as it provides the
recommendation of the interview panel and along with that, it provides a concrete base in the
form of various information that are required for the effective and fair recruitment decision
from the part of the delegates.
Question 2.
The recruitment is observed to be a major responsibility of the human resource managers.
Recruitment is described as the process of identifying appropriate individuals for the
conduction of the operations inside the organization and the hiring of the candidates who are
best suited for the positions in terms of qualification, skills and the competencies. The
evaluation of the appropriateness of the candidates is observed to be of great significance in
the process of the recruitment as that identifies the best suited individuals in a cost effective

and timely fashion. The process of the recruitment is seen to include various aspects of the
job search such as the analysis of the job requirement, attracting the probable employees
towards the job, process of screening for the candidates along with the selection, hiring of the
best suited candidates from the pool of the selected candidates and along with the integration
of the new employees into the organization.
The process of the recruitment is seen to fit into the cycle of the human resources in a
significant as that process provides the base to the effective management of the human
resources inside the organizations. More importantly the orientation of the employees is
observed to be notable in providing the scope for the process of orientation. It also plays a
crucial role in the development professional career of the candidates as the process of the
recruitment produces the major factor responsible for the career development.
Question 3:
Three legislations that are notably important in the process of the recruitment, selection and
the induction are observed to be the Workplace Health and Safety Act, Fair Work Act 2009,
Sex and Racial Discrimination Act.
The Workplace Health and Safety Act is seen to be one of the crucial legislation for the
protection of the employees of the organization. The act plays a crucial role in making sure
that the adverse impact of the occupational injuries or the fatal accidents are well managed
from the part of the organizations.
The Sex and Racial Discrimination Act is significant in the protection of the employees from
the detrimental impact of the discrimination on the basis of the sex and the race of the
employees of the organization.

The Fair Work Act 2009 is significant in the creation of the national workplace relations
system which is seen to be flexible to the business operations and encourages economic
growth along with the productivity.
The discrimination is considered to be a partial judgement of a section of individuals or a
particular individual towards a section of individuals or a particular individual primarily on
the basis of race, sex, culture and nationality.
The organization is in need to make sure that they be able to assess the quality and the
competencies of the candidates in selecting the probable employees of the organization.
Along with that, the management of the organization is in need to make sure that each and
every candidate of the organization are provided same amount of opportunity in showcasing
their skills and competencies to get recruited.
Question 4:
Five channels and technology to advertise the vacancies of the organization are observed to
be employee referrals, company website, social media, professional networks, and the
recruitment agencies.
Employee referrals is a process where the company has the scope of advertising the job
vacancies through their own employees.
Company website is observed to be a widely used channel for the communication of the job
vacancies in the modern business world. It is a process where the communication of the job
vacancies for a particular organization, takes place through their website. It is considered to
be highly helpful as majority of the candidates follow the company websites for any sort of
information and that is the reason, the communication of the job vacancies becomes easier for
the organization following this channel.

Along with the company website the social media platforms are observed to be key
contributor to the process as well. The modern business world is notably dependent on the
social media platforms as that provides the much needed ease in the process. The
communication of the job vacancies are conducted through the social media platforms in this
process.
Apart with that, the influence of the professional networks in the communication of the job
vacancies is also observed to be crucial. In the professional networks, the above mentioned
communication takes place through the built networks and the process is observed to be best
suited for the sourcing of the skilled and experienced candidates.
In addition to this, the recruitment agencies also covers a liability of a large share of the
communication of the job vacancies where the communication of the vacancy is conducted
through the various job agencies.
Question 5:
There are various techniques of interviews such as structured interviews, unstructured
interviews, case interview and stress interview.
The structured interviews are observed to be formal in nature and there might be a panel of
interviewers for the interview with the skills of asking icebreaker questions at first to make
the candidate feel comfortable before asking critical questions to him or her.
The unstructured interviews are observed to be more informal in nature where there might not
be a set of questions from the part of the interviewer as the interviewer following the
mentioned method wants to hear all from the other person.

The stress interview is a process where the candidates are interviewed with a presence of
sheer pressure and that becomes much needed for the fact that they are hired for the positions
which are associated with notable amount of stress in working environment,
The case interviews are the method for the conduction of the interview to evaluate the
problem solving skill of the candidates.
Semi structured interviews:
It is a form of interview where the interviewers are observed to conduct the primary analysis
for the job requirements and constructs the profile of a suitable candidate. With a precise
focus on this, the interviewer set the questions and the conversations to extract the
information from the interviewee regarding his or her capabilities to match the job
requirements. On the basis of the answers of the candidates, the interviewers are seen to ask
more questions for the gathering of more in depth knowledge.
Selection Process:
The selection process is considered to be a method for the evaluation of the appropriateness
of the candidates in satisfying the job requirements.
Summative Assessment 2:
Project 1:
Description of the context:
The process of the recruitment is observed to be one of the significant operations of the
modern business organizations. It is pretty evident that the modern business organizations are
facing intense competition in the market as more and more new entries are populating the
market. With such intense market competition, the existing organizations are observed to face
a situation where the survival of those organizations are becoming notably difficult. In

addition to this, the growth of those organizations are seen to get blocked by the intensity of
the competition. Under such situation, the modern business organizations are observed to
primarily select two strategies for the effective management of the competition that is faced
by them. The first one is the application of the competitive pricing policies for making it
tough for the other organizations to imitate. The other strategy is observed to be widely used
by the modern organizations which is to improve the quality of the products or the services
that the organizations offer to the customers of it. However it is observed that the
improvement in the quality of the products or the services are notably associated with the
skills and competencies of the employees of the organization. The faulty operations of the
employees of the organizations has the potential to decrease the quality in the products and
create the customers grievance. On the other the ability of the employees in producing the
much required quality in their services has the possibility to increase the quality of the
products of the organizations and has the potential to generate the customer loyalty. Hence
the process of recruitment in the modern organizations are observed to be significant. Many
of the modern organizations are used to follow the scientific management of the process of
recruitment through the various frameworks of the human resource management and the
increased number of the technical competency test is observe to be base of the quality
recruitment (Newton et al., 2015). The chosen organization for the report operates in the
hospitality industry and the chosen position for the consideration is the human resource
manager. As it is evident that the modern business organizations are notably focused in the
scientific management of the business conductions, the importance of the human resource
manager is seen to increase in a significant manner.
Position Description:
As mentioned earlier, the job position is the human resource manager of the organization.

The job position will require individuals with improved knowledge of the human resource
policies, significant knowledge of the human resources practices and procedures,
considerable amount of knowledge regarding the human resource related rules and regulation
both in national and international context, significant amount of knowledge regarding the
products and services that the particular organization operating in the hospitality industry
offers to the customers of it, in depth knowledge of the principles and the procedures for the
effective management of chosen organization and the operational activities of it.
Apart from that, the job position requires individuals with the improved skills in handling the
personal computers, various appropriate systems of Information Technology along with a
number of software that are much needed in the effective management of the organizations in
the modern business context (Ekwoaba, Ikeije & Ufoma, 2015). In addition to this, the
employee is in need to show significant skills of interpersonal communication both in oral
and written form which will be valuable in the effective management of the organization.
Adding to this, the employee is required to have the capability of conducting effective
communication with the employees and managing the business and corporate networks of the
company, capability of effective identification of the scope of organizing various work
assignments and the skill of constructing the priority list for the better management of the
work assignments. The candidate must have the competency of effective management of the
conflicts amongst the various employees of the organization with the portrayal of the
improved negotiation skills, significant skills in precise monitoring of situations and the
information which will help him or her to provide the much required accuracy in the
formation of the business reports for the our organization. Apart from that, the candidate is
expected to be capable of efficient decision making with the appropriate maintenance of the
confidentiality of the available information and the effective skills of measuring the
performances of the employees is one of the much needed skills for the best suited candidate.

In addition this, the candidate is in need to have the skills of recognising the good work of the
employees with the capability of forming suitable rewarding policy which includes both
intrinsic and extrinsic rewards for the employees of our organization (Ekwoaba, Ikeije &
Ufoma, 2015).
Justification for the new position:
The justification for the position is significantly aligned with the need of the human resource
manager for the organization. As the organization operates in such an industry which is
observed to face intense competition in the Australian market, the company is subjected to
notable amount of competition. Under such situation, the organization is expected to operate
in an efficient manner with the application of the scientific management inside the
organization and in the operational activities of it. Hence the need of a person who can
manage the organization is an efficient manner is observed to be significant. In addition to
this, as the organization is facing a notable amount of competition in the Australian market,
the effective management of the resources becomes significantly important for the
achievement of larger outcome with the consumption of the lesser amount of resources.
Hence the recruitment of an individual in the position of the human resource managers
becomes notably justified (Doyle & Locke, 2014).
Timeline for the employment:
The company is observed to face the immediate need of recruiting an employee in the
position of the human resource manager of the organization. Hence the conduction of the
process is in need to be triggered with a certain level of urgency. However the process of
recruitment is usually seen to be conducted through various stages such as the planning,
setting up the job requirements, search of the candidates, screening of the candidates,
interview process and selection of the best suited candidate. Hence the planning is expected

to be completed within 4 weeks, along with the setting up of job requirements for the selected
position. In addition to this, the search of the candidates is in need to be conducted through
the various offline and online platforms and that is expected to take 12 weeks at least. In
addition to this, screening of the candidates is expected to take two weeks and following that,
the conduction of the interview will take place within 3 days possibly. Hence the total amount
of time required for the completion of the process of recruitment is expected to be 19 weeks.
Personal Specification:
The appropriate candidate for the position is required to have the skill of being patient at
adverse situations, is in need to have significant skills of literacy and numeracy, needs to be
kind and hardworking (Leverhulme, L). In addition to this, the candidate needs to have the
skills of conducting his or her operations in an ethical manner and along with that, the
candidate is expected to be truthful to the higher authority at each and every situation. More
importantly the best suited candidate is expected to be honest and polite in nature as well so
that he or she be able to gel with the employees of the organization in an efficient manner.
Selection Criteria:
The selection criteria is observed to be the above mentioned competencies prescribed in the
job description along with the elaboration of the required skills. In addition to this, the
educational qualification required for the candidates is the Master’s degree in Business
Administration with the specialization on the Human Resource Management.
Organizational Chart and the appropriateness of the position:
The organization is observed to have a hierarchical structure in place. The management of the
organization is led by the Chief Executive Officer of the organization along with the Chief
Operating Officer of the organization. Both of them are answerable to the board of directors
of the organization and the chairperson of the board. The organization is observed to have

considerable number of teams with the effective division of the entire workforce and the
teams are observed to be formed in accordance to the expertise of the employees of the
organization. The organization is observed to have multiple number of teams such as the
sales teams, marketing team, team of the cooks, service boys, room service, team of supply
managers along with the human resource management team. All the head of the department
of organization were observed to be answerable to the Chief Executive Officer of the
organization. Hence the position of the human resource manager is seen to be in the list of the
teams that are operating inside the workforce (Bhoganadam & Rao, 2014).
Additional Information Required by an Applicant:
The additional information that is required by an applicant is the information regarding the
pay structures of the organization, the information regarding the incentives and rewarding
policy, the information regarding the workplace health and safety, the training and the
developmental activities conducted by the organization. Along with that, the information
regarding the implementation of the legislation for the unethical business activities are
observed to be significant for the new recruitments (Doyle & Locke, 2014). More importantly
the gathering of the information regarding the technique for the measurement of the
performances will be crucial for the new applicants.
Interview Plan and Questions:
The conduction of the interview will take place after the screening of the candidates. The
individuals with the appropriate skills and the competencies for the organization, will be
placed for the interview sessions (Nikolaou & Oostrom, 2015). The interview is in need to be
conducted by a panel of 4 executives. The panel will include the Chief Executive Officer,
Chief Operating Officer, the head of the human resource management department and a

technical analyst. Each of the interview of the candidates is expected to have a time span of
25 minutes. The questionnaire for the structured interview process is mentioned below:
Q1: Kindly introduce yourself to us.
Q2. Kindly communicate your job experience.
Q3. How do you rate your interpersonal skills?
Q4. How do you manage the employee grievance?
Q5.What matters most for you between job experience and qualification?
Q6. What are your strong and weak points?
Q7. How do you want to improve yourself?
Q8. Why do you think yourself to be the appropriate candidate for the position?
Q9. What makes you better than others?
Q10. Does your emotions have the potential to take better of yours?
Q11. Do you depend on intuition in your decision making?
Q12. How do rate your time management skills?
Q13. Will you be okay with shifting duties?
Q14. How will your improve the performances of the underperforming employees?
Q15. How will you manage the conflict amongst the members of the organization?
Reference Checking:
The process of reference checking is observed to be significant as it will express the much
needed information regarding the probable candidates. In addition to this, the references

checking provides an external assessment on the skills and the competencies of the
candidates. This becomes important in the evaluation of the appropriateness of the candidates
in achieving the job offer for the mentioned position.
Advertising Strategy:
The advertising strategy that is in need to be undertaken, is the communication of the job
offer through the various social media platforms following the online marketing. The various
social job networks and the social media platforms such as the Facebook and Twitter along
with Google are expected to achieve major focus for the excessive advertisements
(Bhoganadam, & Rao, 2014).
The implementation of the advertising strategy will be in need to be in accordance to the
ethical guidelines. The advertising of the job search for the identification of the probable
candidates is in need to be conducted in an ethical manner so that it be able to align with the
guidelines of the implementation of advertising strategy of the Fair Work Act of the
Australian government (Leverhulme, 2015). The communicated information amongst the
probable candidates of the organization is in need to be true and ethical. The effective
management of the communication regarding the major documentation such as the
communication of the rewarding policy, the leave policy, the workplace health and safety
policy, wage characteristics are perfectly in need to get aligned with the relevant legislation.
Apart from that, the communication of the strategy will be of great significance in
incorporating business ethics amongst the members of the organization.
As mentioned earlier the process of recruitment is seen to face notable amount of exchange
of information amongst the organization and the probable candidates of the organization. The
relevant documents such as the schedule for the operations of the employees inside the
organization, the employment letter to the best suited candidates and along that thank you

letter to the unsuccessful candidates are significantly crucial for me. More importantly the
report of the selection process is observed to be of great significance for me as it will contain
the information of the candidates and the recommendations of the interview panel regarding
the appropriateness of the candidates of the organization. The selection report will provide
me the base for the effective decision making for the notable improvement of the candidates
of the organization.
Consultation:
With the idea of the organization’s operations and the results of the technical tests of the
candidates that are shared in the selection report will be significant for me in the effective
consultation with the members of the team, the manager of the organization for the
communication of the progress of the individuals\. Along with that, I am expected to
communicate with the work team of the organization so that the preferences of the head of
team is achieved in a significant manner. In addition to this, the communication to the
selection panel and the effective identification of the strengths and the weakness of the
candidates will be significant for me in the effective management of the operations of the
organization. The person needed to be inducted with the generation of the awareness amongst
the members of the organization, the management of the efficient employees are observed o
be of great significance.
The induction of the candidates will be achieved through the communication of the various
aspects
During the induction of the best candidates, I am expected to be polite as that will be of great
significance in clarifying the concerns of the individuals with my effective knowledge of the
management of the operations and organizational activities. In addition to this, I will make

sure that the new joiners into the team are provided with a meeting for the training and the
developmental activities inside the organization and in order to familiarise the members of
the team to the operations of the organization (Nikolaou & Oostrom, 2015). More
importantly I will provide a brief introduction regarding the organization and the several rules
and regulations that are in place for the improvement of the operational activities of the
employees of the organization. The short description will be significant for their ethical and
accurate operations.

References:
Bhoganadam, S. D., & Rao, D. S. (2014). A study on recruitment and selection process of Sai
Global Yarntex (India) private limited. International Journal of Management
Research and Reviews, 4(10), 996.
Doyle, D., & Locke, G. (2014). Lacking Leaders: The Challenges of Principal Recruitment,
Selection, and Placement. Thomas B. Fordham Institute.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Gatewood, R., Feild, H. S., & Barrick, M. (2015). Human resource selection. Nelson
Education.
Leverhulme, L. (2017). Choosing and keeping computer staff: Recruitment, selection and
development of computer personnel. Routledge.
Newton, P., Chandler, V., Morris‐Thomson, T., Sayer, J., & Burke, L. (2015). Exploring
selection and recruitment processes for newly qualified nurses: a sequential‐
explanatory mixed‐method study. Journal of advanced nursing, 71(1), 54-64.
Nikolaou, I., & Oostrom, J. K. (Eds.). (2015). Employee recruitment, selection, and
assessment: Contemporary issues for theory and practice. Psychology Press.

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