Assignment on Recruitment, Selection and Induction

Running Head: RECRUITMENT, SELECTION, & INDUCTION
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RECRUITMENT, SELECTION, & INDUCTION

RECRUITMENT, SELECTION & INDUCTION
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Table of Contents
Answer 1......................................................................................................................................2
(a) Diagram.............................................................................................................................2
Plan...........................................................................................................................................2
Attain........................................................................................................................................2
Integrate....................................................................................................................................3
Retain........................................................................................................................................3
Separation.................................................................................................................................4
(b) Future recruitment needs...................................................................................................5
(c) Consequences of failing....................................................................................................5
(d) Importance of developing the job description...................................................................6
(e) Importance of integration and induct people....................................................................6
(f) Human resource lifecycle..................................................................................................6
Answer 2..........................................................................................................................................7
Requirement of the job to be filled..............................................................................................7
Job description.............................................................................................................................7
Answer 3..........................................................................................................................................9
Appropriate channels and technology regarding the advertisement of the vacancies.................9
Content of the advertising............................................................................................................9
Layout for advertisement.............................................................................................................9
Advertisement............................................................................................................................10

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Answer 1
(a) Diagram
Plan
 Organization design
It is important for the organization to ensure and structure the organization’s objectives and
goals. The human resource department within the organization designs the procedure to shape
the businesses and run by including many different aspects of life within the work which include
the formation of team, patterns of shift, reporting lines, procedures of the decision making,
channels, and communication.
 Job evaluation
It is effective to align the salaries and roles based on the value of the work to the business. The
evaluation of the job is known as the systematic way to determine the value of job within the
organization. This is effective as help to make the systematic comparison between the jobs and
helpful to assess the relative worth regarding the purpose to establish the rational structure of the
pay.
 Strategic planning
It allows for the change and growth within the business. This is the procedure to document and
establish the direction regarding the businesses. It gives the place to record the mission, values,
vision, long-term objectives and plans of the action to reach them.
Attain
 Develop the description of job
Development of the job description includes the important outcomes which are necessary for
employee to perform the particular job. This is a communication tool which helps to tell the
employees where job fit in department and overall organization. This is the integral piece of
performance development planning process.
 Develop the criteria regarding selection

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 Create the strategic staffing plan which includes the understanding of the position that is required
to be filled as what expected from and employees. There are many strategies included to attract
the best employees by solving the hiring concerns. Development of the interviewing protocol
should include the written test and many interview requirements and emphasis on the dynamic
listening.
 Develop the guides and questions for the interview
To get the success in the segment of the recruitment of the HR life cycle, HR department is
required to follow the below procedures. The review provides the employees and leaders a
particular metrics and helps to determine the right employee that fit the job.
Integrate
 Inform the management regarding appointment
The HR department within the organization informs the management about the appointment of
the employee through the course of employment. The email is sent to provide the details about
the employee.
 Arrange date of commencement
The HR within the organization commences the joining date of employee. It is effective as
described when the actions being pertain to the employment. The employee will work on the
project on the date of commencement.
 Arrange the contracts of employment and other paperwork
The HR within the organization has the duty to provide the rule and regulation letters with the
appointment letter. All papers till the appointment gives the reasonable instructions regarding the
procedure of the work with rights and obligations.
Retain
 Management of performance
Performance management is known as the procedure to ensure the set of actions and outputs
which meet the organization’s objectives within the effective and efficient manner. This is the
effective part of the HR life cycle to retain the employees and manage the organization work.