Assignment on Recruitment, Selection and Induction

Running Head: RECRUITMENT, SELECTION, & INDUCTION
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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.

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 Set the objectives and goals
The HR within the organization defines the objectives and right things to employees. HR within
the organization through the particular steps describes the organization requirement to take and
reach to the objectives.
 Training and development
Organization starts the procedure of education from the moment in which employees starts the
new position. The staff should know the role within the organization, anticipations, and
responsibilities. Communicate the organization’s values and culture to employees. Train the new
candidates which understand duties and responsibilities of the Job’s. It is very effective to assign
the co-worker to new worker to help the conversion and support them to feel more associated
with the organization. This is also very effective to introduce the new workers to the all workers
and provide the important accesses which are necessary to get started the work like passwords,
authorized passes of the parking, voice mail, and many more. Department of HR within the
organization provides the recognition to the workers that perform at the high level. Department
of HR appreciates the contribution of employees to make the business more effective and
develop the skills of employees.
Separation
 Payroll
This is a procedure to pay the organization’s employees that include the tackling of the hours
worked, employee’s payment calculation, and payment distribution through the direct deposit to
account of employees.
 Counseling
The HR within the organization works as the counselor. The HR explore the difficulties and
solves them through focusing on the training, experiences, and behavior with the objective to
facilitate the positive change.
 Assistance with the retaining

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Department of the HR within the organization motivates the new hires by the appropriate
assistance with retaining them. Keep the employees involved, performing at the high segment,
and show the obligation to the organization. HR offer the reasons to stay motivated through the
superior compensation, benefits and growth opportunities. Department of HR appreciates the
contribution of employees to make the business more effective through their efforts.
(b) Future recruitment needs
 New skills
Employees within the organization sometimes might not have the required skills while plan is to
offer the new products and services.
 Access of the overtime
HR practitioners might consider that it will be cheaper to hire the few new candidates in place of
pay the present workers time and a half.
 New business
Improve the business through adding the new location and offering the new services.
(c) Consequences of failing
Turnover
When department of the HR within the organization hired the inappropriate candidate than it is
difficult to fill the position again. Organizations lose the money, energy, and time is lost within
the downtime and cause the additional cost of the recruiting and training.
 Morale
The wrong hiring of the candidate due to the ineffective process of the recruitment and selection
could hurt the good employee’s morale and productivity. It employee was within the top
management, good workers may reconsider the tenancy. If it was the lower level worker then
fellow worker is required to take up the employee’s slack can feel the underappreciated and
overworked. The bad candidate hiring engender the negative attitude within the organization.
 Confidence
Good staffs can lose confidence within the management group due to the regular decisions of the
poor employment. Management within the organization can lose confidence regarding their
capabilities if not trained and motivate the immoral hires or if convoluted within the hiring.

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Management and small organization owners should wrestle by terminating the workers and deal
with the guilt and stress feelings.
(d) Importance of developing the job description
Writing the description of the job is very important stage in the planning of the staffing
programs. This helps to form foundation of many significant procedures like postings of the job,
selection, recruitment, setting the expectations, compensation, performance, and training
management. Descriptions of the job provide a view about the role as how relates to the
organization vision, list of the main responsibilities, qualifications, and requirements.
(e) Importance of integration and induct people
The induction program of the employee differs from the organization to organization and relies
on the industry type. These are the chance to welcome and appreciate the new employees, while
many organizations view thee induction program as the waste of time and expect that new
employees hit ground running. The program of new employee induction is very important and
crucial final factor of the procedure of hiring.
The induction is a process which helps to get the new employees within the organization and
enable them to become more productive as fast as possible. It develops the thinking that
employees are the important asset for the organization. This provides the appropriate chances to
welcome new employees and create the positive enthusiasm and attitude for the job. This is
effective as ensure that employees are fully informed regarding the work and responsibility of
the organization. This is effective for the organization as introduce the culture of safety.
(f) Human resource lifecycle
The all cycles must come to the finish line like HR life cycles. Sometimes this end by the
retirement, leaving of the more pay, leaving for return to the school, better assistances, to incline
to the family duties, due to the involuntary downscaling regarding the economic or planned
causes. Investment of the time for the termination right is vital portion of the staff’s lifecycle like
development, training, and recruitment.

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Answer 2
Requirement of the job to be filled
 Proven experience as the administrative assistant, virtual assistant, and office admin assistant.
Employee should be proficiency within the Microsoft office such as Excel, Power Point, and
Word.
Job description
DATE: 29/02/2020
TITLE OF JOB: Administrative analysis
DEPARTMENT: Administrative and clerical
REPORTS TO: Assistant Manager
APPROVED BY: SUPERVISES: 1
SUMMARY OF JOB:
Through the effective policies of the Sort-glow, the administrative analyst will deliver the
effective and reliable customers focused support to the organization initiatives and programs.
The administrative analyst will help to improve the process of the organization to assist the main
organizational functions like creation of the new procedures/standards of work/ work standards
and sources which requirement by the businesses.
The administrative analysts coordinate to the logistics regarding the meetings at external and
internal level including the facilities of booking, webinars, sessions of telehealth, conference
calls, and confirming the attendances of the meeting participants. It prepares the effective
reports, correspondence, and memos for leaders and members of the team. It demonstrates the
capability to work on the many project tasks by delivering the accurate service timely. This
position is situated in the Sydney and it is for the full time.
 Reporting relationships
The administrative analyst reports to director, finance & corporate services. This will have the
role to take the accurate directions from directors, executive directors, and CEO.

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 Employment conditions
Hours: Full time workers are schedule to the work 8 hours in a single day, Monday to Friday.
These are eligible for paid time off and institution benefits.
Salary: $67,899 - $96589 plus superannuation.
 Duties and essential functions of the job
Administrative analyst assists within the implementations and identification of the improvement
of the administrative support services and office procedure.
Demonstrate the knowledge within the use of database both in the term of inputting the data and
set the criteria to make the bespoke reports.
Administrative analyst will works on the many projects to provide the timely services.
 Other functions and responsibilities
Handle the requests of the administrative and senior management queries
Plan the meetings and take detailed minutes
Organize and schedule the appointment with the admin software
 Criteria of selection
Demonstrate the higher level of proficiency with the many office applications like Word,
Microsoft excel, Outlook, and PowerPoint.
Excellent skills of communication to deal with the many external audience like physicians,
senior management, union representatives, and members of the team.
Take the proactive approach regarding the responsibilities of job and invent the new initiatives
that lad to improve the procedures and development.
 Qualifications and experiences
Excellent skills of verbal and written communication
High school degree with the additional qualification within the field
Excellent skills regarding the office management system
 Preferred
Appropriate memos, emails, and reports

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Maintain the office supply through the checking the order items and inventory
Answer the calls and assume the duties of the receptionist while required
Answer 3
Appropriate channels and technology regarding the advertisement of the vacancies
Website will remain the effective as huge number of job seekers conduct the direct search on the
search engine and seek out the opportunities. It is effective as dedicates the purpose of the
vacancies as the appropriate channel and technology. This will remain the effective as known as
the collection of publicly accessible and interlined web pages which shared the domain name.
Content of the advertising
Content are known as the tremendous asset to any organization. Content of the advertising are
effective to promote and display that allow the capturing of particular volume. This includes the
free guides, white papers, landing page of the paid advertisement campaign, and video content.
The highly technical white paper regarding business is an effective piece of content regarding the
advertisement as gauge the success of social media promotions.
Layout for advertisement
 Layout for the advertisement include the appropriate margins, fonts, size of initial cap, leading,
size of visual, and placing the copies within the columns to customize basic format of
advertisement layout.
 Visuals should be at the upper side of the page.
 The photo should be bleed to the edge of people.
 For photos, there should be a place regarding the descriptive caption.
 The next step will include the headline.
 Further next step will include the main advertisement copy by considering the drop cap as the
lead in which is effective to draw the reader within the copy.
 At the end there should be contact information (signature) within the lower right corner. This
will be the place as the eye of the readers gravitates while reading the advertisement.

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Advertisement

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Job title: Administrative analyst
Location: Soft-glow
Brief job description:
Administrative analyst has the responsibility to make the arrangements regarding the
travel, organizing the arrangements, prepare the reports and maintain the appropriate system of
the filing. The appropriate candidate should have the excellent skills of communication at oral
and written level and organize the work by the use of tools like MS office, excel word and
power point. It has the liability to ensure the smooth driving of the daily office operations.
Reporting relationship:
The administrative analyst reports to director, finance & corporate services. This will have the
role to take the accurate directions from directors, executive directors, and CEO.
The organization:
Soft-glow is known as the IT organization to deliver the good solutions to the customers. It is
looking for the administrative analyst to perform the many administrative services. It has the
duty to provide the support to management, employees and assists the organization’s
administrative activities.
Qualification:
Excellent skills of verbal and written communication
High school degree with the additional qualification within the field
Excellent skills regarding the office management system
Contact: Human resources officer I RDF: 789654
Closing date: 29/02/2020
Application Details: Kindly apply the online through Apply Now button. Applications are
needed to submit the CV for this position.
Please look at the description of the position prior to applying 658965. pdf