Manage Recruitment Selection and Induction Process

Running head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 1
Manage Recruitment Selection and Induction Process
Name
Institution

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 2
Manage Recruitment Selection and Induction Process
Assessment 2: Human Resource Needs Project
Human Resources Requirements Briefing Report
This report offers analysis, evaluation, and recommendation on human resource policies,
practices, and procedures. A review of the company’s strategic plan and other human resource
documents will be conducted. Also, several reviews will be conducted to find out the recruitment
and selection methods used or should be implemented by the company for HR efficiency,
identification of missing HR policies and procedures, and the use of technology in the
company’s operations. The report will be used by the HR department to make appropriate
changes as per the request by the management.
Grow Management Consultants is a seasoned strategic planning consultant who delivers
a highly experienced strategic plan. The company aims to be a global consultant in management.
Since it started in 2010, the company has been on the growth trajectory. Grow Management
Consultant want to establish offices in all the major cities in Australia by 2025. According to the
strategic plan, it has achieved its seven years’ strategy of increasing the client base and number
of employees. Its three-year strategic plan starting from 2017 to 2019 involves building a strong
management and organizational structure to take off to the next level of being an international
brand.
The main human resource objectives include employee motivations and satisfaction,
defining the structure of the organization and employee productivity, coordinating between
departments, and keeping up with the societal and ethical issues (Van Scheers, & Botha, 2014;
Hecklau, Galeitzke, Flachs, & Kohl, 2016). The company only has an employment contract
template, which facilitates engagement between the company and its employees. The contract

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specifies the terms of engagement where every employee gets one-year contract, which is
renewable upon review by the management (Mihălăchioiu, 2017). In the contract agreement
template also is the remuneration, code of conduct, terms of termination, and more. The review
of the HR needs shows that the company needs to add employees to cover the increasing
workload. As such, there was a need for accountants, front office clerks, marketers, and office
cleaners. Generally, the review of the available documents reveals gaps in policies, procedures,
and practices in human resource management. Some of the identified gaps include a lack of
employee development manual, compensation, and benefits template, and staffing practices,
including work arrangement, diversity, and inclusion program. Also lacking was employee
relations and communication and technology and outsourcing documentation.
Therefore, the company can use any of the three recruitment and selection methods which
include direct and indirect methods and use of third party in recruitment and general mental
ability, structured interviews and situational judgement tests in employee selection (Ekwoaba,
Ikeije, & Ufoma, 2015; Nikolaou, Bauer, & Truxillo, 2015). The company also needed
assessment centers for recruitment and selection (Iii, 2016). The company opted for this option to
outsource the hiring function so that it can concentrate on the core business functions
(Ballantyne, & Povah, 2017). The use of center enhances selection criteria by changing the
environment where problem-solving and communication skills are different in a group situation
than they are in an individual setting. The group setting in a center is also useful in predicting the
success of a worker at work. As such, the employment pool for those needed is higher than the
one that includes those who have the right attitude. Skills can be taught; attitude to a much lesser
extent. Hence getting the right person in both at first is better. Also, the center enables the
management to make a comparison between the candidate with reasonable objectivity. Thus,

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there is no selection as it is based on a judgment about a person though there is blind evaluation.
The use of right ways and activities, tools, and observers’ assessment center are the most reliable
way recruitment and selection of the right job candidate.
Additionally, there are legislation, regulations, standards, and codes of practice that may
affect recruitment, selection, and induction that the company needs to address within its policy
and procedures. The company HR operations are affected by the Employment and Labor Law
2019 and Fair Work Act 2009 (ICLG.com, 2019). The Australian laws and regulations governing
employment at the state level, territory, and federal levels covers minimum terms and conditions,
work health and safety, privacy, discrimination, superannuation, long service leave, and other
matters. Also, the company should be guided by the codes of practices which include equal
employment opportunities, no discriminations, as well as occupational safety and health.
Besides, the company is bound by National Employment Standards (NES) which include ten
minimum employment entitlement namely maximum weekly hours, requests for flexible
working arrangements, parental leave, and related benefits, and annual leave (Fair Work
Ombudsman, n.d). Also include personal leaves, community services leave, long service leave,
public holidays, a notice of termination and redundancy pay, and fair work information
statement. The various laws and regulations affect how the HR department delivery for improved
performance.
Moreover, for effective human resource policies and practices and procedures, the
company has to evaluate and include some missing links. There are missing HR policies which
included regulatory policies, business and travel reimbursement, acceptable use policies, and
paid time policies (Albrecht, Bakker, Gruman, Macey, & Saks, 2015; Ma Prieto & Pilar Pérez-
Santana, 2014). The missing HR practices included compelling interviews and process, pre-

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employment background checks, and compensation planning and approach. The areas need to be
addressed for effective HR performance.
However, the company lacks the effective use of technology in its operations. The
company utilizes technology in document creation, printing services, internet, and premises
surveillance to enhance human resource performance (Stone, Deadrick, Lukaszewski, &
Johnson, 2015). Some of the critical activities that needed implementation of technology
included e-recruitment, automated performance monitoring, online transactions, and more. The
use of technology is the foundation of the company to achieve its strategic plan.
Recruitment, Selection and Induction Policy and Procedures
1.0 Purpose
The purpose of this section is to provide a framework that defines the Goal Management
Consultant’s recruitment, selection, and induction procedures for effective human resource
management (Wilton, 2016).
2.0 Scope
The section applies to the selection, recruitment, and induction as if they should apply in
human resource management. It will also cover the policies and procedures as per the state,
territories, and federal laws and regulations. As such, they will be based on Employment and
Labor Law 2019, Fair Work Act 2009, minimum wage, occupation safety and health, and other
regulations.
3.0 Regulations, Standards, and Codes of Practice that Affect Recruitment
This procedure is based on the recruitment and employment law, minimum terms and
conditions, work health and safety, privacy, discrimination, equal employment opportunities, no

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 6
discriminations, as well as occupational safety and health and National Employment Standards
(NES).
4.0 Objectives of the Policy and Procedures
The objective of this procedure is to:
i. Guide the relationships between Goal Management Consultant and its employees.
It will define the acceptable behavior norms, work schedules, health and safety at
workplace, conflict resolution, and disciplinary actions.
ii. Ensure compliance with human resource policies and procedures by relevant laws
and regulations.
iii. The recruitment and selection practices will ensure the company observes equal
and diversity in employment.
iv. Provide reference material for managers and supervisors about employment
matters in the company.
v. Provide a consistent and transparent process for the recruitment requirements
relating to essential employees’ qualifications.
5.0 Roles and Responsibilities
Below are general roles and responsibilities that apply to the company employees.
i. Duty of care when serving the clients
ii. Obey the company rules and regulations by being reasonable in terms of the contract
employment
iii. Serve faithfully
iv. Cooperate with other employees
v. Carry out day-to-day operations with proper care and diligence