Manage Recruitment, Selection and Induction Processes
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Added on 2020-12-26
Manage Recruitment, Selection and Induction Processes
Added on 2020-12-26
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MANAGE RECRUITMENT,SELECTION AND INDUCTIONPROCESSES
Table of ContentsASSESSMENT 1.............................................................................................................................1Question and answer...............................................................................................................1ASSESSMENT 2.............................................................................................................................9Project Part 1....................................................................................................................................91. Describe the organisation and its core business and analyse strategic and operational plans................................................................................................................................................92. List of the legislation and the regulations that are relevant to the policies and proceduresand its importance.................................................................................................................103. Policies and procedures that already exist in the organization which can be used to ensurestaffing requirements............................................................................................................104. List of policies and forms for creation of new polices in regional stores at Australia.....115 list and function of policies...............................................................................................116. How recruitment, selection and induction policies assist ASDA in achieving its strategy ofHR consistency.....................................................................................................................127. Importance of support of senior management and store managers to the new polices....13Project part 2..................................................................................................................................131. Prepare a job analysis, job description and person specification.....................................132) Job description.................................................................................................................143) Advertisements.................................................................................................................144. Training session for the managers involved in the recruitment process..........................145. Benefits and the costs in outsourcing recruitment as compared to self recruitment........146. Use of technology programs in HR..................................................................................157) Letter to both successful and unsuccessful candidates....................................................168) Write contract of employment.........................................................................................16TASK 3..........................................................................................................................................161. Checklists of items...........................................................................................................16Identify needs for future training..........................................................................................17A. Report on four areas.......................................................................................................18B. Describe how you will ensure that...................................................................................18
C. Assessing performance....................................................................................................19D. Managing follow up..................................................................................................................19REFERENCES..............................................................................................................................21
ASSESSMENT 1Question and answerDescribe common recruitment and selection methods, including assessment centres. (Approx. 500words)Recruitment:Recruitment is the procedure of identifying job requirements in the organisation and then HRM findingqualified and prospective candidates who are then stimulated and encourage applying for post incompany. The purpose of this process is to hire good applicants who support to run business effectivelythat increase its productivity and profitability more than then others.Recruitment methods-Direct method: In this process HRM and other authority of the organisation select and enrolmenthighly qualified candidates. Basically, direct recruitment method is using for introducing newtasks where professionalism and responsibilities of workers have to meet with certain high level.Employer of firm established direct contact with the applicants and ask some question about theirskills and knowledge where they get to know its ability of work. Indirect method: Indirect method is quite different with the other methods, in this processorganisation place job requirements through advertisements in television, templates, professionaljournals' ans magazines, new papers etc. within this procedure firm find out the suitable candidateand react out with some positive outcomes. It is needed when company needs to fill upprofessional and some technical positions at workplace. Most of company go for to blindadvertisement in which they only give box no and identity of firm is not disclosed.Third party method: Third party process include use of private employment agencies, tradeunions, labour contractors, management consultants etc. to establish contact with job seekers.Number of questions get arises in this method in which recruit employees should give all theanswer appropriately. Selection:Selection is procedure of hiring and identifying candidates for filling job posts in organisation. Workersselection is one of the best process of matching company's requirements with qualifications and skills of1
individuals.Selection methods:Interviews: Selection first method is interview where HRM or company get one of oneinteraction with selected candidate. It is one of the most essential way to know about the personability, knowledge and skills. Panel, structured and unstructured interview are the types ofinterviews. Some time manager attempt interview to asses and obtain information about newcandidates to make valid prediction on applicants future and current performance in job position. Ability and aptitude tests: Aptitude and ability tests are using for screening candidates on thebasis of their skills that classified paper and job sample tests. Both types are minimum scores andscored are build to screen candidate. If selection ratio is low the cut off score will be raisedthereby maximising odds of recruiting well qualified workers in company.Psychological testing: This tests is administered and systematically scored, it supported structureof evidence and statistical information which demonstrate the ability and validity of applicants.This method is basically using by the organisation when they are selecting required applicants. Application forms: It refers to collection of written data or information about candidates nonwork experiences and education work, both present and past. Application forms basically requestinformation on candidates home address, previous work experience, last employer, otherinformation such as name, references etc.Explain the concept of outsourcing. Consider how external agencies can help aid in employmentrecruitment and selection processes. (Approx. 250 words)Outsourcing:It was an agreement in which one organisation hires another firm to be responsible for planned or existingactivities that has been done internally. It involves contracting of business procedure for example, payrollprocessing, non core functions such as facility management and manufacturing. It includes domestic andforeign contracting both and sometimes also include near shoring and off shoring. In other words it is oneof the best practice of business in which company hires other individual or agencies to perform tasks,provide services that are usually executed by firm's own employees.2
External agencies help aid in employment selection and recruitment process:Recruitment and selection procedure is the process of attracting and searching right applicants for hiringthem for required jobs in company. Recruitment agencies are basically middlemen between employersand job seekers. They have large data base of knowledge and skilled candidates in which they helpcompany for hiring and accomplished employment recruitment and selection procedure effectively. Theyfind out the best qualified employees and place them in required job position in firm. It is one of the bestoutsourcing process that give the better opportunities to candidates as well as company. Needed.com,linkedin etc. agency help to run business effectively by provide experts and professional candidates. Describe the purpose of employment contracts that might be drawn up for a new employee andwhy they are important to both the employee and the employer. Also, Describe the purpose ofindustrial relations. (Approx. 500 words)Employment contract-Employment contract is also known as worker agreement, it is a written document of situations of joboffer form employer to potential workers. Organisation using this process that is very beneficial foremployee and company. The purpose of employment contract is to established clear image ofexpectations of employ period. It is included some points regarding job post like benefits andcompensation information, job responsibilities and role, workers rights, non compete clause, term andconditions etc. this is legally binding agreement that provide all the information that protect employer andemployee both. Basically this contract is drawn up or explained to new workers that give opportunity forask for amendments and requests. The main purpose of employment contract is to provide appropriatedetails to new employees regarding duties and work performance activities. Importance of employment contract-It is very essential for employers and employees both, for worker this agreement gives them protectionand security that they are working for professional business that clearly defined its contract andagreement on all conditions and terms of employment. It is also essential for employer in which they havethe security that workers is fully aware of its obligations and agreed to comply with placed terms. Forthem this will also endeavour to defend the business patronage and intellectual property such as: poachingof customers whereby the customer are deemed the consumer of business and not the stylist. It is verybeneficial to both employer and worker, it spells out obligation and rights of each parties, protect job3
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