HR Management: Recruitment & Induction

This assignment delves into the critical aspects of Human Resource Management (HRM), specifically outlining strategies for recruitment, selection, and induction within a newly established organization. It presents a comprehensive framework for these functions, emphasizing their importance in ensuring the right employees are placed in suitable roles. The document also highlights the significance of strategic recruitment planning and induction in fostering employee adaptability to organizational culture and procedures.

Running Head: Human resource management
Human resource management

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Table of Contents
Project 1: Lead and Manage teams effectively................................................................................1
Introduction..................................................................................................................................1
Stages of team development........................................................................................................1
Set clear goals, roles and responsibilities.....................................................................................2
Planning and decision making as a team.....................................................................................2
Performance evaluation process...................................................................................................3
Rewards and recognition..............................................................................................................3
Respecting the diversity...............................................................................................................3
Constructive Conflicts..................................................................................................................3
Networking with other teams.......................................................................................................4
Team leadership...........................................................................................................................4
Last resort.....................................................................................................................................4
Conclusion...................................................................................................................................5
Manage recruitment, selection and induction..................................................................................6
Determining future human resource needs......................................................................................6
Project 1: Policies and procedures...................................................................................................7
Recruitment..................................................................................................................................7
Selection.......................................................................................................................................7
Induction......................................................................................................................................8

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Organization and its core business...............................................................................................8
Legislations relevant to policies...................................................................................................8
Project 2: Recruit, select and induct staff........................................................................................9
Identify issues with induction process.......................................................................................10
Conclusion.....................................................................................................................................10
References......................................................................................................................................11

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Project 1: Lead and Manage teams effectively
Introduction
Working in teams forms an imperative part of every organization. Therefore, it is largely
beneficial when teams are coordinated, effective and work towards a common goal (Scott &
Queen, 2017). This report throws light on various aspects of working in a team including various
stages of team development, team diversity and conflicts that people face while working in a
team. The team in reference is the distribution and warehousing team of a leading jewelry firm.
At present the team is facing various issues as given below. This report attempts at finding a
solution to these issues.
1. Ineffective communication: the communication within the team members as well as their
communication outside the team is highly ineffective.
2. Lack of cooperation is observed among the 12 member team.
3. Lack of a leader is also making it difficult for the team to function together with a clear
objective.
4. Tasks are not prioritized efficiently.
In order to address these issues, the following strategies must be adopted by the leader of
distribution and warehousing team. Firstly, the stages of team development must be learnt.
Stages of team development
There are five stages of team development starting from its formation till its adjournment.

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Forming: This is the first stage that is marked by team members meeting for the first time. At
this time, the team members have no agreement with each other and their purpose is not clearly
defined.
Storming: The second stage is storming and it is usually marked by a lot of conflict and power
struggles between team members (Woodcock, 2017). The team goal becomes clearer and the
members are just learning to work with each other. At present the warehousing and distribution
team is at this stage.
Norming: This stage has a lot more consensus as well as clarity in terms of roles and
responsibilities. Power is clear among people. As a leader, I first need to bring the team to this
stage to make things normal.
Performing: This stage of the team has an impeccably clear vision. People are now working
together to achieve team goals.
Adjourning: Once the team tasks are accomplished, the team member’s part ways and the team is
adjourned. This stage often includes providing constructive feedbacks to team members.
Set clear goals, roles and responsibilities
It is important that the 12 people who are working in the team have their goals aligned with the
organizational goals. This would eventually help in the growth of the business. As a warehousing
team, they must ensure that the jewelry designed is safely recorded, stored and delivered as and
when required.
As a leader, it is recommended to define the roles and responsibilities of all the 12 members so
as to ensure that there everyone is clear about their jobs. This will also be beneficial in evaluating
performances of employees (Rosemann & Brocke, 2015). All the team members must have
defined KPI (Key performance indicators) so that their performance can be evaluated with
transparency.

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Planning and decision making as a team
Formation of an action plan plays a vital role in the team functionality. Effective planning
ensures that every employee is aware of their goals, their duties and their KPIs. Planning will
also help the team accomplish organizational goals in a timely manner.
There are various times while working in a team where difficult decisions have to be made. The
team members must be encouraged to participate in the planning as well as decision making
process. This will help take a sense of ownership and motivate them to work harder (Gombolay
& Gutierrez, 2015). When team members plan and make decisions, the flow of communication
also becomes more transparent.
Performance evaluation process
Performance evaluation is important in a recently formed team so as to gauge employee
performances and guide them upon their shortcomings. Frequent performance evaluation leads to
transparent communication and helps team members in improving their performance owing to a
constructive feedback they receive (Sever, 2015). As a leader, performance evaluation process
will help identifying the performers and non-performers of the team which will be beneficial
while dividing roles and responsibilities among team members.
Rewards and recognition
Rewards and recognition of team members who perform well motivates them to work harder and
continue to improve their performance. Such rewards also motivate non-performing employees
to work harder in order to target such rewards. Another benefit of rewards is that they create
transparency in the team and also improve overall performance of the team (Eisenberger, Malone
& Presson, 2016).
Respecting the diversity
As described, all the 12 members of the team come from different backgrounds and different
levels of expertise. Diversified teams often lead to an increased level of innovation and
understanding of different cultures. It may be slightly difficult initially for people to work

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together, however, as a leader, bringing coordination in a diversified team can lead to increased
productivity (Barak, 2016).
Sessions must be conducted where people could learn about each other’s cultures. Also various
team building activities would assist in building trust and coordination.
Constructive Conflicts
Constructive conflicts are largely important for any team to function effectively. They lead to
increased innovation and better ideation in a team. The team leader must ensure that the conflicts
existing in the team are carried forward in a constructive manner and finally resolved in a timely
fashion. Constructive conflicts are also beneficial for individual members of the team as such
conflicts enhance their learning and knowledge on different subjects (Koeslag-Kreunen, 2017).
Networking with other teams
Networking with other teams of the organization will lead to an increased sense of ownership in
the workplace. In my experience, when different teams of the organizations work together and in
consensus, goals are achieved in a timely and more coordinated manner. The number of conflicts
are also reduced and a deeper understanding of different processes in built within the firm.
Team leadership
Lastly, as a leader it becomes my duty and responsibility to become a role model for the team.
The leader must always lead by example in order to garner trust and respect of the team members
(Day, 2014). Team leadership is important in guiding the team under the same light. At present,
the team members lack planning, communication and even motivation. The role of the leader is
to fulfill these loopholes and lead the team into achieving organizational goals and building a
solid partnership among diversified people.
Last resort
If these applied strategies do not lead to a significant change in the working conditions of the
team members, then as a last resort the team would have to be adjourned. The employees’

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personal competency would be evaluated and if the employee seems competent to sustain
another department then the employee would be shifted to that department.
However, if the employee is largely incapable of working with coordinately with the team, then
the employee would be asked to resign from the organization after a two months’ notice given by
the company.
But it is largely possible that such a scenario would not arise and if all the above mentioned
strategies are efficiently adopted then it the impact in the performance would be evident and this
would also surely lead to enhanced coordination, improved efficiency and increased transparency
in the team.
Conclusion
Currently the warehousing and distribution team of the Jewelry firm is comprising of 12 people
is facing problems of increasing miscommunication, enhanced number of conflicts and decreased
productivity. As a leader of this 12 member team, there are various strategies that must be
adopted to ensure better performance. This includes improving communication channels,
rewarding performing employees, respecting the team diversity, enhancing cooperation with
other teams and lastly placing appropriate leadership with the team. These strategies will
motivate employees to take a larger sense of ownership within the business as well as improve
their internal communication and coordination leading to development of trust and better team
performance (Coyle & Croker, 2014).

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Manage recruitment, selection and induction
Recruitment, selection and induction form an important part of every organization. The
recruitment part of the business aims to attract competent candidates to fulfill various vacant job
positions in the organization (Cascio, 2018). Selection function ensures that the right people are
selected for the right job in the business. Lastly, once the employees have been selected,
induction enables them to get accustomed to their work, peers and the organizational culture and
policies.
For any organization to manage its functions of recruitment, selection and induction effectively,
there must be a set of policies and procedures that must be established. This report throws light
on the policies and procedures for a new organization as well as the efforts that go behind
ensuring that these policies are effectively adopted.
Strategic human resource management requires businesses to plan in advance about their
upcoming human resource needs. This is to ensure that at no point of time is there an excess or a
dearth of employees in the business.
Determining future human resource needs
In order to analyze the requirements of human resource management in the future, the following
information must be kept ready.
1. Lay out a plan of all the departments in the organization.
2. Take a feedback from all the department heads regarding the number of members
required in their team.
3. Conduct a gap analysis between the existing number of employees and required number
of employees.
4. Ensure to consider any new expansion or selective closure plans of the business.
5. Strategically conduct a budget analysis to bridge the gap.
6. If there is a surplus of employees: conduct performance evaluations and let go of non
performing employees after giving them two months’ notice.

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7. If there is a dearth: advertise about the job vacancy in the company and start accepting
applications.
Project 1: Policies and procedures
Recruitment
1. Evaluating recruitment requirements of the company: This includes analyzing how many
employees are required to conduct the business.
2. Designing job descriptions: Different employees are hired for different jobs, therefore it
is important that the JD of particular vacancies are clear to make sure that applicants are
clear with the job profile at the time of applying for the job (Klingner, Nalbandian &
Llorens, 2015).
3. Designing person specifications: These specify the competencies and the qualities of the
people that are required for a particular job.
4. Advertising the job on online and offline platforms: These portals include online job
portals, social media, company website, newspaper ads and local HR consultants (Stone,
Deadrick, Lukaszewski & Johnson, 2015).
5. Receiving applications: Once the ad has been posted, the interested candidates must be
provided for a way to send in their applications.
Selection
Once candidates have applied for a set position, the selection process would include the
following steps:
1. Resume screening: this is the first step to screen applicants on the basis of their resume
which ideally includes their educational qualifications and their previous work
experiences.
2. Telephonic interview: Once he resume has been shortlisted, telephonic interview would
be conducted to judge the communication skills and subject knowledge of the candidate.
3. Face to face interview: This helps in gaining a deeper insight upon the subject knowledge
of the employee as well as their communication skills and body language. Stress

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interviews can also be taken and activities can be conducted to judge candidates on the
basis of decision make and other analytical skills.
4. Background check: If the employee is shortlisted after the interview, a background check
in the previous workplace of the candidate must be done to ensure a professional exit
from that firm (Armstrong & Taylor, 2014).
5. Rolling out offer letters to selected candidates: If all works out fine, offer letters must be
given to selected candidates which would consist of their salary details and joining dates.
Induction
Inductions are conducted for selected candidates to accustom them with the organizations
history, culture and policies.
1. Plan the induction program in advance: This helps in being prepared. Ensure to make a
checklist of all the points that must be covered in the seminar (Srimannarayana, 2016).
2. Invite new employees of the organization: Ensure that no employee is missed and
induction is conducted within one week of joining for all the employees.
3. Follow up on induction attendance: Managers must insist their team members to attend
the induction.
4. Address questions of the employees and answer to their queries in a simple and effective
manner.
5. Collect feedback about the seminar: After completion of the induction, feedback must be
collected from employees regarding their experience, their level of learning and their
recommended improvements to the program. This would help in better planning of the
next induction.
Organization and its core business
The organization in question is a fast food firm. Its cores business is that of selling fast food
(burgers, French fries and sandwiches) to customers who walk in the shop. The organization also
provides pick up and free home delivery facility.

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Legislations relevant to policies
In order to preserve the rights of employees, the Australian government has established various
rules and acts to prevent any kind of discrimination in terms of employment on the basis of
gender, caste or religion. Such acts also ensure an equal employment opportunity as well as
safety of employees in the workplace when they are hired. Few of the acts are as below:
1. Fair work act 2009: This act ensures a national workplace relations system that is fair to
working people of the country
2. Sex discrimination act and racial discrimination act protects people against discrimination
on the basis of gender and race.
3. Equal opportunity for women in the workplace act: The act requires employers to
promote equal opportunity to women in the workplace.
4. Work health and safety act ensures safety of employees while at workplace.
Project 2: Recruit, select and induct staff
A very important part of the HR function includes determining the future human resources needs
of the organization. It must be assured that managers and supervisors of recruitment and
selection process comply with all the policies. Position descriptors and person specifications
must be clearly designed in the process of recruitment. The people involved in the process must
be given necessary training.
Job vacancies must be advertised on online and offline portals to ensure a higher number of
candidates. These advertisments must also be in line with the company policies and legalities.
Job offers must be extended to deserving candidates in a timely fashion and all the new joiners
must be clearly advised about their salaries. Induction procedures must be strictly followed and
probationary employees’ fate must be fairly decided.
These are the few basic requirements that need to be fulfilled by the human resource department
team. As a manager required to fulfill recruitment requirements, the following steps must be
taken to ensure the same. These steps are as below:

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1. Online job vacancy advertisements must be frequently checked. This includes ads on
online job portals as well as those on social media.
2. All the job descriptions and person specifications must be approved before being posted
online.
3. The HR team must submit a weekly report with the details of the week that went by.
4. Transparent communication within the firm must be witnessed and employees must be
randomly interviewed and their feedback must be taken.
5. Induction must be attended to ensure that it is being conducted as planned and in
accordance with the company policies.
6. The top management of the business must personally meet with every new employee on
the employee’s first day to assess that the employee has been fairly hired.
7. All the candidates who apply for the job must be requested to fill a feedback form with
details about their experience. These feedbacks must be evaluated.
Identify issues with induction process
There can be various issues with the induction process of the organization. These issues can be
identified as below:
1. All the employees must attend the induction process within a week of their joining.
2. Employees must be given a handout before the induction process
3. All the employees must participate in the induction process. Selective participation
demonstrates a loophole in the process.
4. Feedback forms filled by employees at the end of the session must be evaluated.
Conclusion
Recruitment, staffing, selecting and inducting are essential aspects of any organizations. These
functions ensure that the right employees are working for the right jobs in the right organization.
This report has attempted to create a new organization and the policies and procedures of
recruitment, selection and induction have been listed. These functions play a vital role in the
career span of any individual.

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Strategic recruitment planning ensures that the right number of employees are employed with the
organization at any given point of time. Induction assists employees in getting accustomed to the
culture, procedure and policies of the new organization (Dandaro, Silva & Carvalho, 2017).
Overall the role played by these functions are highly important and efforts must be put to ensure
they are strategically implemented leading to sustainable HR management in the company.
References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage
Publications.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Coyle, J. and Croker, A., 2014. Working in Teams. In Health Practice Relationships (pp. 65-74).
SensePublishers, Rotterdam.
Dandaro, F., Silva, A.C. and Carvalho, D.O.D., 2017. Human Resources: The Process of
Recruitment and Selection in Small Businesses. Weber Business Management.
Day, D.V. ed., 2014. The Oxford handbook of leadership and organizations. Oxford Library of
Psychology.
Eisenberger, R., Malone, G.P. and Presson, W.D., 2016. Optimizing perceived organizational
support to enhance employee engagement. Society for Human Resource Management and
Society for Industrial and Organizational Psychology.
Gombolay, M.C., Gutierrez, R.A., 2015. Decision-making authority, team efficiency and human
worker satisfaction in mixed human–robot teams. Autonomous Robots, 39(3), pp.293-312.
Klingner, D., Nalbandian, J. and Llorens, J.J., 2015. Public personnel management. Routledge.
Koeslag-Kreunen, 2017. Leadership for team learning: the case of university teacher
teams. Higher Education, pp.1-17.

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Rosemann, M. and vom Brocke, J., 2015. The six core elements of business process
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Heidelberg.
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Management, 48, pp.43-53.
Srimannarayana, M., 2016. Designing New Employee Orientation Programs: An Empirical
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Stone, D.L., Deadrick, D.L., Lukaszewski, K.M. and Johnson, R., 2015. The influence of
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Woodcock, M., 2017. Team development manual. Routledge.