Activities for Human Resource Management

This article discusses various activities related to human resource management such as recruitment, competency profiling, diverse workforce, interview process, and selection form. It also provides advice to senior management on conducting a fair and effective selection process.

Running head: ACTIVITIES
Activities
Name of the Student
Name of the University
Author’s Note

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Activity 1
Question 1
The organizations are mainly defined by staff employed by them and they do not have any
existence without the people or the employees. The organizations are considered to be open
systems which draw people from the society where they have their operations. The major
requirements of the organizations are related to the inputs of raw materials, people and
technology. These inputs are then transformed into finished products with the help of the
different processes in the organizations. The needs of the organizations change from time to time
and can remain static for a long time. The requirements of the organizations with respect to the
different skills change from time to time. This change further develops the need for recruiting
new employees in the organizations. The requirements related to the same job position can also
change from the previous times. The future needs of the organizations can be judged with the
activities related to the human resources planning. The organizations can identify the need to
make an appointment by assessing the needs of the particular job position based on the present
situation.
The approval to fill a particular job position is necessary as the usage of the resources of the
organization is involved in the process of recruitment.
Question 2
The recruitment process needs to be initiated two months before the pregnant employee plans to
go for leave. The strategies related to recruitment are a major part of the human resources
management policy of the organization. The recruitment and selection related strategies need to
be good so that the human resource plan can work. The timeline for the recruitment process is

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based on the process of recruitment and the needs related to the job position. The management
needs to start the recruitment two months before the maternal leave of the pregnant employee.
The process of recruitment drains the resources of an organization and hence this should be
conducted in a planned manner. The temporary vacancy for the said position needs to be
produced first and then the selection process for the suitable employee can take place. This will
lead to an efficient selection of a suitable employee with the minimum usage of resources.
Activity 2
Question 1
Competency profile for the job of Human Resource Manager,
 Ability of the manager to communicate effectively with the employees of the
organization. Effective communication is one of the most essential competency of
a human resource manager.
 Skills of the manager related to judgement capabilities is a major competency of
the human resource managers.
 Multitasking is another major capability of a human resource manager which
helps them in dealing with the issues related to the employees and the
organization as a whole.
 The ability of managing conflicts and solving the problems is a major competency
of the human resource managers of the organizations.
 Managing the changes in the organizations is a major competency of the human
resource managers. The change management capability is important for the proper
functioning of the companies.

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Question 2
Job title – Senior Human Resource Executive.
Reports to – Human Resource Manager
Job purpose – To look after the entire recruitment process and the ways of addressing the
grievances of the employees.
Qualification – Diploma in Human Resource.
Communication skills – Highly developed communication skills and the ability to research the
database of the suitable employees.
Working relationship – Contact with the administrative managers and the human resource
department.
Work team purpose – Recruiting the suitable candidates in the organization and serving the
clients and the customers of the company.
Question 3
Competency profiling can provide the benefits related to the different areas of HRM in the
organizations. The profile of competency helps in providing clear guidelines and thereby assist
the strategies of the organizations by providing both external and internal information to the
recruiters. The recruiters also have the knowledge related to the employees with better
competencies.

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Activity 3
Question 1
Diverse workforce can be defined as the area where the employees belong to many different
backgrounds in terms of gender, race, age, country or region. The process of communication
needs to be effective in a diverse workplace so that the organizational processes can be
conducted successfully.
Example – Age, gender, country, marital status, political beliefs, country, region, industrial
background.
Question 2
The approval of the job description is approved by the recruiters of the organizations. The
process of approval includes checking all the requirements related to the organizational policies.
The approval is concluded with a sign off. The job description is needs to be approved by the
management of the organization.
Question 3
The discrimination that is being depicted in the job description of the car company is unlawful in
nature. The reason being that direct as well as indirect discrimination imposes a condition which
excludes a person from a particular job. This situation occurs when the person cannot comply
with the conditions related to discrimination.
Activity 4
Royal HR Solutions requires candidates for the position of Senior Human Resource Executive.
The remuneration that is offered for this position is 6 lacs per annum. The candidate needs to be

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proficient in English and have good communication skills. The person who can be contacted is
the Human Resource Manager of Royal HR Solutions.
The channels that can be used to advertise this position are, recruitment websites, social media,
existing employees.
Activity 5
Question 1
The interview panels are mainly considered so that the selection process can be improved. The
individuals belonging to the interview panel need to be trained related to the techniques of
interviewing and the selection guidelines of the organization. The panel will be decided based on
the requirements of the organization with respect to the job requirements.
Question 2
The questions that will be asked to the applicants are,
 What are the different types of coffee brands available?
 What are the ways of asking the preferences of a customer?
 What are the ways by which the waiters can serve the customers?
 What is the best of handling the issues of the customers?
 What are the ways of managing the entire restaurant services?

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Activity 6:
Answer to question1:
Yes, as different individuals applying for the job come from different background. The
individual possesses different cultural as well as educational background therefore it is a good
idea if the eligible candidates are asked different questions. Their knowledge about diverse topics
can be best gathered by asking different questions.
Answer to question 2:
No, such type of questions does not breach the legislative requirements. It is important
for the company to understand the dedication of its employees towards their work. Moreover,
their ability to balance both professional and personal life is ascertained. Hence, such questions
are necessary for the company’s growth in the long-run.
Activity 7:
Answer to question 1:
I would like to see the eligible candidate is fit for the job or not such as mentally and
physically. The individual’s academic qualification is also a crucial factor for short-listing the
person for the job. Furthermore, his or her personal attributes like smartness, fluency in language
and confidence are desirable.
Yes, it would be important to acknowledge previous job experiences because it would
give an edge to him or her over other candidates. Such candidates are already familiar with the
job and work place environment and demands. Moreover, such candidates can quickly adapt

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themselves. Previous work experiences though bring skills and valuable knowledge to their new
jobs yet sometimes-previous experiences are not to be taken as a selection tool. The employees,
who learn something in their previous jobs often, lead to negative impacts o the organization.
Activity 8:
Answer to question 1:
Interview is the most vital step involved in the staff selection process. It helps in selecting
the right individual for the job. Proper time should be allotted to know each individual
personally. Yes, the interview for the selected candidates should take place for 15 minutes, as it
is the standard time to know the person being hired. The interview procedure would help me in
gathering crucial information from various candidates. This would further help me in improving
the efficiency of my organization by choosing the best from the pool of candidates
Answer to question 2:
I would notify the candidates a week prior to the interview particulars like time, date,
and venue. Through email, I would inform all the shortlisted candidates for the interview
particulars. Moreover, a day before the interview I would personally give a call to each and every
individual for confirming their interview that is to be taken tomorrow at the given time. This
would boost the company’s image by ensuring smooth flow of the business activities. Interview
in the recent times is a public-relation tool. The candidates called for the interview must be
treated with respect and dignity.
Activity 9:
Answer to question 1:

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An interview procedure involves various questions to know the candidates properly and
evaluate them. The following steps would show my plan for the interview process:
 I would put the individuals at ease by greeting them and start my interview with low-key
questions.
 I would not judge the candidate on the very first impression but evaluate their potential
and capabilities.
 I would inform the candidates about the job giving a brief summary for the job position,
performance criteria, and key challenges.
 I would attentively listen to the candidates and take notes to obtain adequate information
to determine their true competencies.
 I would invite the eligible candidates to ask any questions related to the job, like salary
and benefits.
 At last, I would let the candidate know about the interview outcome within a given time
period.
Answer to question 2:
Chosen job: Marketing manager
Question1. What kind of social media channels would you, like a marketing manager of
our organization would like to choose to increase our company’s brand awareness?
Question 2: Have you faced any conflict of interest ever during a team project? If yes,
how are you going to overcome it?
Answer to question 3:

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Yes, I would tell my HR manager the need of supervisor is highly recommended and
essential for selecting the best candidate. Supervisors generally play the role of a mentor and
guide by coaching the candidates. The delegates and facilitates ongoing action plans by
supporting their employees. Most of the times supervisors understands the organization and its
employee’s better than the management themselves. Supervisors are responsible for representing
the request of the employees to the management. They are of tremendous help to the Human
Resource department. I would really like to involve them in the negotiations process for the
preferred candidates. A supervisor ensures that employees being selected for the job have
realistic and appropriate job goals. They conduct individual’s performance appraisal and assesses
the employee’s reliability.
Supervisor’s helps in establishing the providing adequate feedback required for the
selection of the individuals. He knows exactly the potential of different individuals therefore, it
would be best to involve him in the selection of preferred candidates. Supervisors often assess
the individual performance before selecting. By identifying the key area needed for
improvement, the supervisor manages the individual and develops performance improvement
plans. Therefore, I think it would be an effective idea to take the recommendations from the
supervisor itself to choose the best candidate for the job.
Answer to question 4:
I did not select any individuals just in the basis of intuitions because applicant’s
eligibility is what that matters the most. Intuition is just short-term flawed information that
makes the whole selection process inappropriate. I have laid major emphasis on choosing the
right and best person for the job. Selecting the best employee for the organization is a significant

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task, which simply cannot be made based on intuitions. When a wrong individual is hired within
the organization besides wasting time, the process is also expensive. The employee’s
communication skills, expertise, confidence level, and hardworking nature are vital for selecting
the candidate for the particular job. This would lead to increase in the productivity and efficiency
of the organization. Moreover, create a positive impact on the working environment by selecting
the most suitable person for the job. Therefore, I selected based on employee’s capability.
Activity 10
Question 1: Create a one-page form you can use when contacting a referee by phone and
also list any 5 questions you might ask a referee.
Applicant details:
Name: Age: Gender:
Date:
Position applied for:
Employer:
Person to contact:
Phone:
1. Was the applicant employed by your organization?
Yes ( ) No ( )
2. What was the applicant’s job duration with your company?

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Date of commencement:
Date of termination:
3. How would you rate the applicant’s performance during his/her tenure?
Not good ( ) Satisfactory ( ) Very Good ( ) Exemplary ( )
4. How well can the applicant handle pressure?
5. How good is the applicant in getting along with colleagues?
Activity 11
The given selection form is for the post of a sales manager.
Name of the candidate:
Job position:
Questions Answers by Selection Panel
Q1. Does the candidate have the adequate
qualifications required for the given job
Q2. Does the candidate have relevant work
experience
Q3. Did the candidate clear the initial psychometric
test?
Q.4 Does the candidate have the required
communication skills. On a scaled of 1 to 5, 5
being excellent and 1 being Weak.

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Q.5 Is the candidate comf0rtable with the work
hours and travelling requirement
Q.6 How capable is the candidate in handling risky
situations from previous experience.1 to 5 scale
Q.7 How did the candidate fare in the demo test?
Mark on a scale of one to five
Q.8 Is the candidate willing to relocate?
Advise to senior management:
 The advise that can be provided to the company`s top management are:
 The selection process should be kept confidential.
 Test of all the capabilities should be taken to avoid any discrepancy.
 The candidate must be well aware of the processes involved in the selection process.
 Different posts need to have different selection procedures.
Activity 12
Question 1: Draft a letter to be sent to unsuitable applicants. The letter should be general
enough to be sent to every applicant excluded from the selection process.
Dear applicant,

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We thank you for showing interest in our company and in the position desired by our
company. However, we regret to inform you that this time you were unsuccessful in securing a
position with our company.
We would like to wish you all the best for your future and in your search for a suitable
job. Thank you for investing your valuable time for us.
Regards,
HR Coordinator
Question 2: You have shortlisted a candidate that you wish to employ. As a part of securing
candidate agreement to fill the position, you need to decide how much they will be paid.
How would you do this?
The selection panel chair offers the amount to be paid to the candidate. While advertising
for the post, salary range is mentioned. The final salary to be paid to the candidate then depends
on the candidate’s experience. Apart from that, the candidate’s suitability and qualification to the
post can also be scrutinized in order to set the salary amount. In order to set the final salary, the
candidate can be called up and negotiated. While negotiating, the payment policies of the
company must be clearly mentioned along with the best offer. It ensures transparency, which in
turn ensures confirmation from the candidate.

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Activity 13
Question 1: What are three of the documents other than an employment contract, that you
might need to provide the successful candidate? How will you ensure confidentiality and
privacy during this process?
After the selection of a suitable candidate, the company provides an employment contract
and other documentation. The three documents other than the employment contract that may pe
provided to the successful candidate include:
 The employee information form, which is used to keep employee records
 The tax file declaration form, which is used to create tax file number and taxation
rate of the employee and
 Superannuation forms, include application form, insurance for and a rollover form
These documentations can be provided to the employee in private by the HR coordinator
or the person responsible and get it duly signed by the employee.
Question 2: What are the five important topics that need to be included in an employment
contract of a successful candidate?
After all the processes of selection and hiring suitable candidates, the company provides
them with an employment contract. An employment contract contains all the information
regarding the role and function of the employee in the company. However, the five most
important topics that an employment contract of a successful candidate must have include:
Job information – This includes the job title of the candidate and the team he or she
would be working with. Apart from that, it also includes procedures explaining evaluation of
performance and the person to whom the employee shall report.

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Benefits and compensation – Medical plans, incentives and bonuses and such other
information are included in it.
Employment period – The contract must clearly mention the nature of employment,
whether for a set term or ongoing. Working hours are also mentioned.
Agreement of confidentiality – The employee must sign the confidentiality agreement in order to
protect sensitive information relating to the company.
Terms and conditions for termination – It includes explanation to the employee about all
the requirements needed for termination of the relationship from either side. The notice period
and if it requires written declaration and such are mentioned in it.
Activity 14
Question 1: You are starting a new job. What are 10 areas of information that you would
want to be provided during your induction?
While beginning a new job, certain information is there that the candidate must know about
the company. It is disseminated to the employee during the induction. Apart from providing
information about superannuation and other such things, the 10 most important areas of
information that must be provided during induction include:
 Information regarding salary and benefits
 Organizational structure
 Introducing to other staff members
 Code of conduct, ethics
 Emergency and safety procedures

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 Storage of personal belongings
 Dress code if any
 Rules and regulations regarding leave
 Rules and regulations for smoking
 Arrangement for lunch hours
Question 2: An employee is changing job within the organization. Employee does not feel
the need for an induction. What would you tell the employee about the advantages of an
induction program for existing employees placed in new jobs within the same
organization?
Existing employees, who are posted in a different location through transfer or promotion,
face problems similar to those who join an organization for the first time. Hence, it is important
for existing employees as well, to have an induction.
Often, current employees refuse to go through induction because they feel no need for it.
In this case, they must be made aware of the advantages of induction. These advantages include:
 Reduces chances for disruption while joining a new team
 Ensures maximum comfort level while working with a new team after they are
introduced during induction
 While being posted overseas, induction helps in understanding the rules and
regulation, culture and other information of that country
Question 3: How would you address an employer’s legal obligations in an induction
program?

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It must be made sure that the employee is assured of a safe working environment. This
includes enabling the employee to take precautionary or safety measures during cases of
emergency and so on.
The new employee must be given clear instructions regarding performance expectations
and standards. This includes maintaining office discipline and so on.
Employers must state clearly, to the new employee that he or she is allowed to indulge in
flirting or romance if both parties engage in it. However, these acts shall be counted as sexual
harassment and liable for anti-discriminatory procedures if only one party is found to indulge
forcibly in it.