Manage Recruitment Selection and Induction Processes

Running head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Manage recruitment selection and induction processes
Name of the Student
Name of the University
Author Note

1MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Table of Content
1. Introduction............................................................................................................................2
2. Reviewing and analysing the current recruitment, selection and induction policy................3
3. Outlining the needs to be included in revised recruitment, selection and induction policy
and procedures...........................................................................................................................5
4. Using the evaluation checklist, analysing BHP’s current recruitment, selection and
induction practices.....................................................................................................................0
5. Recommendation....................................................................................................................0
6. Implementation plan...............................................................................................................1
References..................................................................................................................................2

2MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
1. Introduction
This report prepares a suitable recruitment, selection and induction policy
development plan on behalf of the organization BHP Billiton located in Australia. The major
purpose of the report is to review the existing recruitment, selection and induction policy and
develop a comprehensive plan for the same. In order to make the report relevant to the real
world-context, business operation of BHP Billiton has been considered.
Nature of Business
BHP is a world-class resource business involved in extracting and processing
minerals, oil and gas products that are sold worldwide (bhp.com 2018). The organization has
a major involvement in oil and gas, coal and mining operation. BHP has two core and
independent businesses namely marketing and supply, which creates a major relation between
BHP’s global operation as well as global suppliers.
Design and Structure
The organization runs its operation under a “Dual Listed Company structure” with
two parent organizations namely BHP Billiton Limited and BHP Billiton Plc. Such practice
facilitates BHP to run its operation as a single economic entity. The business is operated by a
unified Board and Management. The fundamental approach of BHP is to acquire a large and
sustainable, expandable and upstream assets that are diversified based on geography,
commodity and market (bhp.com 2018). The organization has a simple and diverse portfolio
of tier one assets around world with a low cost option for future growth as well as value
creation.
Strategic and Operational goals

3MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
The corporate goals of the organization is to develop a long-term shareholder value by
exploring, acquiring and developing the nature resources.
to create a long-term shareholder value through the discovery, acquisition,
development and marketing of natural resources. The business goals of BHP is to increase of
value of business by paying attention to cost efficiencies, latent capacity, exploration,
undertaking of major projects and implementation of technology.
Organizational climate
Organization BHP has an enhanced organizational culture valuing internal and
external stakeholders, community and the life as a whole in the organization. The business
values its people and encourage the development of talented and motivated employees to
sustain the continued performance and development of its diverse operation.
2. Reviewing and analysing the current recruitment, selection and induction policy
Swider, Zimmerman and Barrick (2015) commented that every organization has the
option of selecting the candidates for this their recruitment techniques on the basis of two
different kinds of sources namely internal and external sources. Nonetheless, when it comes
to recruitment, Patterson et al. (2016) mentioned about five different questions that a business
has to consider to develop to recruitment strategy to pursue its survival and success and the
questions are whom to recruit? Where to recruit? What recruitment sources to be used? When
to recruit and what messages to communicate? Hence, the concern is whether such policies
are implemented appropriately in the way they are designed. Smith and Tsutsumi (2016)
mentioned about a two way process to be applied by organizations to connect their human
resources strategy with the business strategy.
In this context, Stanujkic, Djordjevic and Karabasevic (2015) commented that
attracting or hiring the right talent is always a mandatory requirement for any successful