Manage Recruitment Selection and Induction Processes

This document discusses the importance of strategic and operational analysis in recruitment, selection, and induction processes. It explores the role of technology, document trial, and obtaining support from senior managers. It also covers forecasting future changes in HR, creating effective job descriptions, training interview panel members, and using specialists for higher position recruitment.

MANAGE RECRUITMENT SELECTION
AND INDUCTION PROCESSES

Contents
Activity 1.....................................................................................................................................1
Activity 2.....................................................................................................................................2
Activity 3.....................................................................................................................................2
Activity 4.....................................................................................................................................3
Activity 5.....................................................................................................................................4
Activity 6.....................................................................................................................................5
Activity 7.....................................................................................................................................5
Activity 8.....................................................................................................................................6
Activity 9.....................................................................................................................................7
Activity 10...................................................................................................................................7
Activity 11...................................................................................................................................8
Activity 12...................................................................................................................................9
Activity 13...................................................................................................................................9
Activity14..................................................................................................................................10
Activity 16.................................................................................................................................11
Project 1.....................................................................................................................................12
REFERENCES..............................................................................................................................19

In order to determine future human resource needs companies are required to make
effective HR polices and have to involve managers and other supervisors in the process so that
needs of employees can be met in organisation.
HR manager of company is required to conduct meeting with higher level employees such
as supervisors and managers to understand basic needs of workers and accordingly have to make
such policies which may support in meeting particular needs of staff members (Dany and Torchy,
2017). There must be a healthy discussion with all managers so that correct polices are being
complied for the betterment of human resource.
Activity 1
To: HR Manager
From: Kurt Lan
Date: XX/ XX/ XXXX
Subject: Contribution of strategic and Operational Analysis for Recruitment, Selection
and Induction process.
The selection and recruitment process is one of the most important process for the
organization which is used by company to increase the work force to full fill the operational
requirement of company. There are different policies and processes are used by the organization
to ensure the better selection and recruitment process. In current time company use different
policies of recruitment and selection process. The process of analysis will help the company to
evaluate their current practices that are involved in the recruitment, selection and induction
process (Uzair, Majeed and Shakeel, 2017). This analysis will provide the brief of whole process
and what kind of update they need to make in order to get better result. To select better skilled
and efficient employees it is important for company to regularly update their methods and
policies of recruitment and selection to meet their requirement related to the work force. There
are many advantages of this analysis. This is part of innovation and change in processes. As per
the requirement and needs company make efficient changes in their policies and plans to
achieve maximum success in the particular operation.
The objective of the recruitment process to select best suitable candidate for the
organization to complete this objective company there are some changes are required to be
made in the process, policies and plans of recruitment selection. This can help the recruitment
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team to make effective changes that are effective for company and its performance in the
market place. This analysis process also can help the organization to implement different
technological and managerial changes. It is how organization can use the evaluation and
analysis process to improve performance of organization by recruiting highly skilled and
educated employees.
Activity 2
The policies of selection and recruitment is consisted of different processes which are
essential for the effective selection and recruitment of employees. The policy that is made by the
organization includes a specific protocol and process that is followed by the recruitment team.
This is a complex procedure which consists of various steps. For the interviewing team it is not
possible to follow all the guidelines with in the process (Valenzuela, 2019). Some times they need
to alter the policy to recruit candidate with specific skills and knowledge. So, the policies of
recruitment need to be simple and flexible as per the conditions and requirements. This simple
and straight policy will help the recruitment and selection team to perform their actions with
higher efficiency. There are different advantages of clear recruitment and selection process.
These advantages are associated with the procedure that is followed by the recruitment team.
This will be convenient for both recruiters and candidates to follow the particular process. This
will reduce the complexity of the process and it will also help them both to give their best in the
process to meet their professional needs.
Key Steps of Policy Improvement
Make the policies as per needs of organization.
Work on researches that can improve the policies.
Look for involvement of Technology.
Use brain storming for impoundments process.
Make policy with effective planning.
Consider the market trends to develop better policy.
Documents
Activity 3
Technologies that can Improve the Recruitment Process
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Artificial Intelligence Technology
Information Management system
Decision support system
Need of technological Update
As per the current trend in market there are many technologies are available that can
reduce the burden of HRM. These technologies can help them on the different stages of
interview. The main steps that are followed in the process are- short listing, calling, screening,
management interview, technical interview and personal interview. This all steps are time
consuming and it is a long processs (Patterson, Griffin and Hanson, 20180). This is not possible for
organization ton spend too much timer on the recruitment and selection process. So there are
various technologies are available in the market which can be used in the organization to reduce
the complexity of interview process and reduce the time which is consumed by this process. For
example technology like AI, DSS and MIS can be used by the organization to shortlist the
candidate as per requirement of company. The AI is the best suitable tool that can be used to
perform multiple operations. Foe example this technology is capable to analyse the technical
skills and personal skills of person that can help the interviewer to select the candidate with in
the short period of time.
Activity 4
This is duty of the Human Resource management to obtain support from the senior
manager to get updates about the candidates that are currently needed by the organization.
Continuous communication will help the HRM to stay aware of employee related needs. There
are different functions are performed by the HRM which are based on the objective to improve
the performance of the organization in the national and international market (Alam, 2019). To
achieve this they need to know which thing organization will be implemented next in the
organization. This will help them to recruit the candidates as per the future actions of company.
The policies are made by the HRM related to recruitment and selection should be efficient for the
company objectives. The processes of interview and selection are based on the requirement of
candidate. A common process and method of recruitment can not be used for all types of job
opportunity. This process need to be flexible to make respective changes in the process to select
best candidate from the range of candidates. Senior managers and leaders can guide the human
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resource department in the effective manner to get better result with the selection process. As per
the suggestion and requirement provided by the senior managers human resource management
can develop respective process to select candidate for particular position. Thin is how
consultation with senior manager and leader can help the Hrm to develop new policy and plan
for the selection and recruitment process.
Obtaining Support from Seniors
As the current plan, policy and process that is used by the organization is completed
outdated and it need urgent updates in the process to maintain the recruitment and selection
process efficient for the selection of better employees to improve the performance of
organization in the global market (Ekwoaba, Ikeije and Ufoma, 2015). To obtain support from the
senior manager it is important to provide them with facts that can help them to understand why
organization need to make changes in the current policy and strategies of recruitment and
selection. By providing information of current recruitment, selection and induction trends we
will make them aware of changes that are important for organization. This is how I will obtain
support from senior managers.
Activity 5
Importance of Document Trial
Policies and plans of the organization are stored and processed in form of documents.
Whole information of process are provided in them. To gain any kind of support in the
recruitment and selection process this documents can be used (Rakib, 2019). For the better
evaluation of the recruitment process it is important to evaluate and practice the current actions
plans and policies. This trial of policies can help the organization and human resource
management to develop new possibilities and changes in the process and policy to meet the
recruitment targets of organization.
Circumstances of Adjustments
11 Change in the job descriptions.11 Implementation of new technology in organization for recruitment process.11 Number of candidate required.11 Work hours for women.
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11 To recruit physically challenged person in the organization.11 Recruitment for other new plant of company.11 Work place diversity issues11 range of candidate are limited.
Activity 6
11 Procedure need to be short and precise.11 Proper criteria need to be followed.11 The policies need to be improved as per changes in legislation.11 Induction process should be better to make employees familiar to the working
environment.11 Training and development related policies should be based on the technology to
be more effective with this process.11 The process of recruitment should be consists of all the standards that are
considered in the corporate law.
Activity 7
Future changes in the HR
1. Implementation of Is in the HR functions.
2. Use of digital technology in the recruitment process.
3. Implementation of digital hiring process.
4. Established platform instead focus on products,
5. Focus on technology
6. Result oriented working
7. Talent based recruitment.
8. Shift towards smart working.
Model of Forecasting
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There are different models of forecasting that can be used to predict the future
possibilities which can help the organization to make effective policies to prevent any kind of
failure in the future. All the methods and models of forecasting is based on the analysis of
current conditions to predict the future possibilities. Data mining is one of the best method that
can help the organization to forecast the future success or failure of policies by analysing and
processing data in the AI technology (Basak and Khanna, 2017). Data mining is a process that is
consist of analysing the data and patterns in the results of organizational action. This tool used to
analyse the whole data to find different patterns through the processing to predict the future
condition. There are different type of process of data analysing are used in the data mining to
find the mathematical relation between the data and information. By evaluating this relation
organization will be able to find the future possibilities. This is how company can use data
mining to forecast the future for particular organizational policy or practices (Derous and De Fruyt,
2016). As the previous data and history of organization has been evaluated in the process of data
mining, this history data and results are evaluated to predict success and failure of organizational
and HR policy for recruitment, selection and induction. There are different kind of problems can
be evaluated in the process or model of forecasting. Problems that can be analysed through data
mining are- supervised learning, clustering, dimensionality reduction, structural prediction,
anomaly detection and reinforcement learning.
Activity 8
1. When the organization is looking for recruiting a person for the job of receptionist there
are different processes will be followed. This process will be performed by the specific person
who is assigned to the activity (Njoku, 2018). It is important for the organization to assign a
skilled person to manage the whole process of interview and prepare a job description to select
the best candidate for the particular position. In the job description different type of data need to
be provided. Without proper description people will not be able to understand the job role. So it
is important for the organization to assign this task to a person which is skilled enough and
trained enough to perform this specific task.
2.
1. Be specific according to need.
2. Requirements should be clearly mentioned.
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3. Description should be short and precise.
Activity 9
As it is requires to train the people to make them aware of process of recruitment that is
followed in the company. This process will be consisted of different procedures and steps which
will help them to stay aware of interview process and needs. In the training a one-page plan will
be provided to the panel to outline the whole process. Then the area of consideration will be
provided to them which can be considered as the base line of interview process. This is they will
be able to shortlist the candidate for the further interview process (Zakaria, 2017). As per their
qualities and assessment skills they will be assigned with particular tasks in the recruitment
process. For the recruitment process they will be provided with the guidelines that are need to be
followed in the process. The criteria of questions and process will the provided to them in the
training process, also they will be trained by video lectures to learn more about the interview
process. In the training classes different sessions will be organized to make them aware of how
to react on the answers of interviewee and what will the basic selection criteria.
Activity 10
1.
1. All the information provided in the job advertisement should be clear and correct.
2. The information provided in the job advertisement should be real and company
information should be provided in the advertisement.
2.
There are different conditions are there when organization need to use specialists for the
recruitment process. For example when the organization is recruiting for the higher position in
the organization they can use recruitment and selection specialist for the process. Because these
higher position job role require highly skilled and educated person (Hossain, 2016). This is not a
easy process to recruit a person for higher position that comes with higher requirements. By
using specialists for the recruitment and selection process the reliability of the process will be
improved and this will lead to better organizational goals. There are different advantages of this
which are- recruitment process will be improved, better candidate will be higher for the position
and it will reduce the complexity of process. This is how company can use the different
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specialists to meet the targets of organization that are related to the recruitment and selection
process.
Activity 11
1. Gather data from senior HR manager
2. Make plan for further recruitment which includes different procedures along with one
page outline
3. Launch a job advertisement.
4. Receive job application.
5. Short listing of suitable candidates.
6. Revert to suitable candidates.
7. Arrange candidate profiles.
8. Provide company presentation.
9. Take online exam.
10. Candidate background information collected.
11. Prepare first interview.
12. Debrief candidate.
13. Setup second interview.
14. Reference checking from employee and candidate end
15. Technical interview.
16. Personal interview
17. Selection and negotiation.
18. Offer letter and employment contact.
Activity 12
1.
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This is important for organization to give response to the candidates who were part of the
interview process. There are different factors which make this more important for organization.
In the business organization a specific process is followed in the recruitment process. Which
includes the rejection of candidate who are not meeting the requirements of particular job
opportunity. This is mentioned in the code of conduct of organization (Mohammad, 2015). As per
this code of conduct it is important for organization to meet this COC because it is part of rules
and regulation of organization. This is also legal right of the interviewee to know their result for
job interview. That's why it is important for organization to provide timely response to the
people who were rejected in the process of job interview.
2.
As a candidate is selected in the process of the recruitment and selection. After informing them
about the selection they are provided with the job offer letter and contract of employment. These
two thing are important for both candidate and employer. Because it is responsibility of the
employer to provide the proper information and data to the selected candidate (Shailashree and
Shenoy, 2016). The purpose of this data and information is to make them aware of the terms and
conditions of organization. The employment contract will be consisted of all information that is
important for employee. Employment contract will provide them with information of their legal
rights and other restrictions that are mentioned in the employment legislation of corporate law.
Activity 13
1.
In the staff induction process recruit need to be provided with different training and
support these things are important for them to get familiar with the work place and subordinates.
1. Providing coaching to the employee in the initial phase.
2. Perform staff retreats to provide better environment to the person in the organization.
3. Provide them with on job training to reduce their work load.
4. Make them part of group discussion to make them aware of the company procedure. It is
important to provide them working brief.
5. Provide them with guide lines that are need to be followed with in the work place.
6. Involve them in different activities to make them learn the company procedures.
Activity14
1.
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Induction is one of the most important process for both company and new employee.
Both organization and employees are strange to each other. This can cause major problems to
company later. For employee, it is important because this will help them to understand the
process and working of organization (Uzair, Kanwal and Arshad, 20170. Without this they will
remain uncertain with in the work place. It is the process that is used by the organization to make
the new person aware of company working and this process also make them comfortable with in
the work place. For organization induction is important for different reasons. They can not afford
to pay a person without any outcome. Induction process help them to make employee
functioning and productive on in the organization. This process can help the organization to
develop required skills that are required to meet the organizational needs. This is how induction
process is important for employee and company both.
2.
1. Personal mail can be used to provide direct information.
2. Personal telephonic call can be used to provide them information.
3. Hard copy of information can be used to provide them with information.
4. Face to face communication can be used to provide specific and effective information to
the probationary employees.
5. Information can be provided to them on the company portal.
Activity 15
1.
There are some signs that can be consider to evaluate the success of the induction
process. Some of sign of the success are- desire behaviour of newly joined employee, whole
procedure of the organisation learned by new joining. Their comfortable behaviour of employee
within the workplace (Kamran, Dawood and Hilal, 2015). The main objective of induction process
is to make the employee aware of functions, operations and work procedure of company. The
comfortable behaviour of employees, show that they are confidant in the current working
environment and they know what they are doing, it can be consider as the induction process is
going right. The interest shown by the new employee in company process and company
operations can be taken as they are learning what they have been thought in the induction
programme. Other signs of successful process are – achievement of required skills in individual
person, development of technical skills in person, development of understanding related to
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company production, better relationship with other employees achieved within short period of
time, new recruit starts taking interest in performance and working of each functional department
of organisation, the actions of employees become productive and effective for organisation, their
skills are evaluated on the basis of their performance and benchmarking measures and at the last
their involvement in particular team can be considered as success of induction process.
2.
There are different methods which can be used for induction process along with various methods
of feedbacks. The feedback taking process is important for organisation because it shows that
how much their plans, strategies and actions are effectively productive (Holm and Haahr, 2018).
There are various methods which can be used for taking feedbacks. Some of these process are-
feedback can be taken in personal interview, feedbacks forms can be used to take review from
employees, different online tools are effective to get suggestion of employee. This is how these
methods can be used to collect feedbacks from the employees whom are fresh in the company.
Activity 16
1.
An organisation and the HR department use to alter the current policy for induction in
some cases which can be explained as- an ex-employee of company re-join the company back
and they do not need to face induction process because they are already aware of company and
its process, when a technically skilled and experienced person recruited in the company, when an
employee appointed on senior position of organisation. These are some conditions where
company alter their code of conduct and robust policy to minimise cost, efforts and time.
2.
In the certain condition organization need to reform their current recruitment, selection
and induction policy. These conditions are- when new technology is implemented in the
organization Anderson and Reynolds, 2015.). Policies of organization are reviewed when
organization looks for updates in the whole company processes. This process is also required
when the company structure are forcefully changed by organization. These are some condition
that lead to warranted company policy related to selection, recruitment and induction.
Summative Project 1
Question 1. Common recruitment and selection methods, including assessment centres.
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An assessment center it is a recruitment and selection process where the company determine a
team of candidates at the same time and location them using so many selection exercises. The
recruitment and selection process is most important element for running new and establish
business. The perfect employees will stretch your business to heights. The wrong one can
damage company by missing the sales, turn customers off, and create workplace environment
toxic. Follow advice of experts on each stage of recruitment and selection which process team
together which will fit and enhance tour business goals, cultures and objectives(Nikolaou and
Oostrom., 2015).
Source suitable candidates- it is the 1st step in the recruitment and selection process. Sourcing
candidates which means find candidates through different techniques for job vacancies. This
sourcing can be done through advertise online on career and job sites or network which are
professional and participate in trade association. Another technique for sourcing is that monitor
employees who are changing their company and we will recruit through applicants after they
leave that company.
Tracking applicants and reviewing resumes-
The very next step in recruitment and selection process is track applicants and application and
review resumes. Applicant tracking system is very helpful to employers, and this technology
uses in managing vacancies of job and application for every available position. Specialist of
employment use ATS to review resumes and applications. Employment or Organisation
specialist will decide which applicants will assign for interview. With ATS candidates can track
their own status also.
Phone interview-
Organise interview on phone is important for getting information about the background of
applicants, their work history and experience. The objective of this call to get the information
that this applicant is suitable for this vacancy or not, that their qualifications are meeting with the
company requirements or not. The whole discussion with the applicant will show that their
qualifications and other things are not effective for our organisation. He will not able to complete
the minimum requirements for our company. After this interview we will sent the background
field of applicants to hiring manager.
Having the single person advantage you by arranging all the interviews of the candidates with
the same information.
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Face to face interview selection -
interview is most important stage in the process of recruitment. That’s why it is important to
prepare for the interview in the advance. For each thing just prepare one or 2 things regarding to
the interview that will help you tu even provide basic things about any question. By asking the
same questions with all the applicants you will easily find that which candidates are better
among all. You may also organise a final interview for the rest candidates after selecting in face
to face interview. Make notes if you have any doubt in their provide information. At the time of
interview also make some points which will help you to choose the best ones and just terminate
rest of them. If you are not satisfy with the finalists then you can send them to colleagues also for
second opinion.
Extending an employment offer- once you are final with the candidates that this applicant is
suitable for this job vacancy then it is time for making job offer. You can also tell candidates to
prepare a file of their background inquiries, drug test, and other test which organisation wants.
When recruiting for the position you can discuss the terms of employment, their compensation
and benefits which will going to provide. the document offer to employment will always be in
written form in the the terms of your agreement with your particular employee.
Question 2. Concept of outsourcing
Outsourcing is a company exercise in which company hires other company or an single to
do tasks, handle work or give services that are usually accomplished or had been done previously
by the company's own employees.
Companies can outsource a number of services or tasks. They generally source technology
information services, including application development and programming as well as technical
support. They frequently outsource customer service. They will outsource different types of work
as well, it includes human resources tasks, financial functions and manufacturing processes
such as payroll, bookkeeping etc. Companies will outsource whole divisions, such as its whole
department of IT, or parts of specific department.
Question 3 Purpose of employment contracts and purpose of industrial relations.
Employment contracts- It is a contract which provide details and terms and conditions of
employment, as well as the rights and responsibilities of you and employer. This document is needed
by law because they have to give it to you no later than two months from the first day of
employment, but admirably on your first day with an employer (Furnham, 2017).
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The purpose
The purpose of this contract is to assure that both you and candidate both have a clear
understanding of what we are expecting during the term of employment. This document can also
aid to eliminate any challenges which may arise after the date. It also helps you to understand
that what the rights are under the law.
Both you and employer are bound in the employment contract for such time that it ends due to
change in terms by other party.
Purpose of industrial relations-
The Industrial Relations placate adjudicate and Commission to solve problems of
industry, which approves enterprise agreements, fix wages and salaries by giving awards and
claims of unfair release. The Industrial Relations of Commission is part of the South Wales
Department of Attorney General and Justice. The Department also gives the support services
which are important to enable the Attorney General to meet advisory and legislative
responsibilities to Cabinet and Parliament. The Department works also co-operatively with the
support to the justice system and courts (Brine., 2016).
Question 4 Equal employment opportunity and anti-discrimination principles
Equal Employment Opportunity is the aspect that everyone will have equal access to
opportunities for employment which is based on merit, without any fear of harassment or
discrimination . Many employees develop these policies to promote diversity workplace and
create a safe workplace for all employees.
Discrimination is a practice that makes distance between individuals or groups to provide
disadvantage some and advantage others. People will also indirectly discriminated against to
certain attributes, such as, religion, parental status, race and make them less able or even unable
to participate in an activity. The anti-discrimination highlight the area where discrimination is
prohibited. They solves complaints against discrimination and other violation Acts, and
promotes rights of human. Anti-discrimination Policy sets the responsibilities and rights of
employees and the Department in relation to equal opportunity. (Meagher., 2017).
Question 5 Terms and conditions of employment.
Terms for employment are the responsibilities and benefits of the job as they agreed upon by an
employee and employer and at the time of hiring(Fuller, Reynolds and O’Doherty., 2016).
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Commencement and Duration
Not standing with the date of signature, this agreement will be commenced on the
date given according to the Schedule A and it will continue until it will terminated. The first 2
months of employment will be regarded as a probation period(Alcser and et.al., 2016).
Job Occupation
The Employee’s general description and job title of the work to be perform which are set out in
term 2 and 5 respectively of Schedule A. The Employee may be needed to perform work that is
additional to that which has been described.
The type of work and exact scope and, as well as the location where it is to be performed, is at
the attention of the Employer and may change from time to time according with the Employer’s
operational requirements(Bolton, Laaser and McGuire., 2018).
Question 6 Psychometric and skills testing programs.
Testing can give a more objective overview of a candidate’s character, strengths, weaknesses and
working style.
Capability can test and measure how good candidates know the inportant knowledge,
understanding, experience of practical, speed of work, and strengths and weaknesses to complete
the role. At the time of process of interview which can be subjective and based on a hiring
personal experience of managers. Employers can assess accurately, personal skills and
experience however, most will craete the decision which is based on regarding gut instinct,
personal interests, and morals.
A capability test aims to provide objective data that can give you a good view of a candidate’s
skills and position suitability. Testing can give a fair, equal and accurate way of assessing a
applicant, as each candidate has been given the exact same test and testing environment.
Summative Project 2
Comply with policy and procedural requirements
HR manager can check whether company has complied with policy and procedures by meeting
the divisional head of organization. This can help them in knowing if firm has adhere to the
policies given by government or not. HR manager can also engage in having a face to face
conversation with employees, so that they can know if company really is involved or not.
Position description and person specification
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Post Human resource manager
Location London
Role and responsibilities Hiring talented people
Retaining staff
Motivating employees
Reward management
skills Management skill
Communication skill
Problem solving skill
Essential Desirable
Management skill yes
Communication skill yes
Problem solving skill yes
MBA Yes
Post-graduation Yes
the training needed to help them perform well in the role
For this HR manager can monitor and measure the skills and attributes of employee.
They can keep a check whether workers are able to perform better or not. They can also check it
by making use of tools like key performance indicators.
advertise vacant positions in compliance with organisational policy and legal requirements
In this Hr manager can check the advertisement that it does not include anything that can
hurt sentiments, emotions, thought process of any individual who are working in company or
even the people who are applying for job. This can also create goodwill of company.
follow selection procedures that accord with organisational policy and legal requirements
This can be checked by HR manager by having the conversation with the CEO of
company. They can also ask to the employees who have left the organization, so that they can
have an idea what exactly is going in and on in firm. They can also involve in asking to the
existing workers that how they have been selected and recruited.
execute job offers and contracts of employment promptly
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In this the HR manager can put a committee to have known about the facts that job offers
and contracts of employment are properly been given to workers. This can also be check upon by
them by monitoring satisfaction of workers/
provide all new appointments with accurate advice about salary, terms and conditions
This can be checked by HR manager by having a look on the offer letter which they are
giving to employees. This can also make them change it if they find out any short comings.
follow appropriate induction procedures
HR manager can put up the ministry to check if company is engage in following proper
induction procedure or not. They must check that induction procedure must include all
employees who have just joined the organization. If company is not engaged in following proper
induction procedure then this can impact negatively the aspects of firm. It can also negative
impact on the growth aspects of company. This can hinder the growth of organization. Planning
an induction process for new employees is designed to ensure that the new employees settle into
their employment easily to enable them to become effective as soon as possible. This can also
stop growth of firm when expanding in new areas or market. It can foster the growth of
organization. It can lay negative impact and can also reduce profitability.
manage probationary employees and provide them with feedback until their employment is
confirmed or terminated
This can be checked by HR by monitoring that proper training is being provide to those
employees who are in probation period. This will help company in retaining employees.
probationary employees with the appropriate university job description and departmental job
description, and let employees know of any changes in job duties.
identify any issues with the induction process
The issues can be identified by knowing that the new inductor do not have too much of
information related to company. HR manager can also engage in asking questions to new
employees so as to know whether they have the knowledge of company or not. During the
induction process firm can also engage in sharing information which can lead to hamper the
image of firm. In this case firm can develop their negative image. It can also hamper their
profitability aspects. They can also involve in hampering the mind set of any individual or
employee. This can make company suffer and it can also hinder their growth aspects. It can also
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happen that firm is not engage in making proper induction of employees. By this firm can also
increase the employee turnover.
Under what circumstances might it be necessary to make refinements
If any unethical practice has been followed by organization, then refinement procedure
has to be done by company. Refinement can also be done when the firm has been engaged in
following any unethical practices. Some businesses choose to increase the profits for the owners
at the expense of their workers. This is exploitation. Some of the ways that they do this are
arguably unethical and some are blatantly illegal. They may pay their workers low wages,
encouraging them to subsidize their income with food stamps and welfare at the taxpayers'
expense. Or they may manufacture their goods overseas in countries that don't have labour laws
that protect their workers, including allowing forced labour for children as young as five years
old.
responsible for forecasting recruitment requirements and filling any vacancies
Forecasting can be done by analysing the demand and supply of human resources. This
can help HR manager in fulfilling the vacant position.
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REFERENCES
Alam, S., 2019. INTERNSHIP REPORT on Impact of Employee Recruitment and Selection
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