Recruitment, Selection and Induction of Staff: A Project on Exchange Hotel
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This project discusses the recruitment, selection and induction process for a cook at Exchange Hotel. It covers job analysis, job description, advertising strategy, interview scheduling and more. It also includes a sample job advertisement and a rejection letter for unsuccessful candidates.
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Victorian Institute of Culinary Arts and Technology BSBHRM405 Support the Recruitment, Selection and Induction of Staff ASSESSMENT 1: Project 1
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You are the Human Resource Officer at the Exchange Hotel in Kerang.In relations to human resources function please provide detailed responses to the following questions. 1.A cook has resigned and a new employee needs to be appointed. How would you gather the necessary information about the job role, conduct a job analysis and a write a job description for the position of a Cook? Job role refers to a collection of tasks assigned to a position in a company/organization. According to Bowin and Harvey (2001), job analysis refers to a systematic collection of job-related information including, in particular, specific tasks, duties and responsibilities relating to a job, and the knowledge, skills, abilities and other characteristics required to perform it. Job analysis information is useful in the development of a job description. There are several methods to conduct job analysis, this include; Observation, interviews, questionnaires, functional job analysis, check list, use of existing job descriptions manual to name but a few (Safdar, R., Waheed, A., &Rafiq, K. 2015). To conduct a Job analysis for the position of a cook at the Exchange Hotel, I will use observations, interviews and reference to the existing Job description manual. For interviews, I will interview the immediate supervisor of the job and other cooks to get the details on the scope of work for the role. I will then refer to existing job description to be able to validate and build up on the information given during interviews. Job Description Cook Reports to: Kitchen Supervisor Direct Reports:N/A Overall Job purpose. This position is responsible forproducing quality food for customers by following the set procedures to ensure food is available at the right time. Duties and Responsibilities Responsible timely preparation meals and refreshment; Ensure cleanliness of the kitchen ,equipment and utensils; Place orders for suppliers 2
Investigate customer complaints and address promptly. Ensure quality of meals and refreshment. Qualifications Diploma in Catering from a reputable institution. Three (3) years of relevant work experience. 2.List, in order the key activities involved in the recruitment, selection and induction process Key activities in recruitment Identification of the vacancy Conduct job analysis and prepare a job description Identify the personnel specifications required for the job Draft the advert Determine the media to use in advertising Key activities in Selection Receive applications Conduct screening of the applications received vis a vis the job requirement and prepare a shortlist Prepare preliminary interviews for the shortlisted candidates Select the best candidates Carry out Psychometric assessments Conduct reference check Job offer. Key activities in Induction Develop an onboarding plan Fill out all the required administrative documents and ensure they are signed Plan for Induction sessions 3
3.Who generally gives approval for a job to be advertised? The top decision makers mainly do approval for advertisement of a job in a company. Companies that have a board of directors as the top decision makers will get the approval from the board of directors’ .In other companies, a Managing Director/Chief Executive Officer or General Managers will approve the job advert (Wadee, Z. 2011). 4.)Whydoyouneedtocheckyourorganisation’spoliciesandproceduresfor advertising job descriptions before you develop an advertising strategy? Develop a sample advertisement for the position of a cook at the Exchange Hotel. What advertising channels would you use to promote this vacancy? Discuss at least two. Policies and procedures provide guidance on how certain activities in an organisation would be conducted. For recruitment and selection, I will need to refer to the hotel’s recruitment and selection policy and procedure manual before developing an advertising strategy so as to ensure compliance . Sample Advertisement Job Advertisement! Exchange Hotel is a renowned hotel in provision of quality and delicious meals at affordable prices. To adequately cater for the growing number of customers, the hotel is seeking to fill a position of a cook. Overall Job purpose. Reporting to the Kitchen Supervisor, the cook will be responsible for competently producing quality food for customers by following the set procedures to ensure food is available at the right time. Duties and Responsibilities Responsible timely preparation of meals and refreshment; Ensure cleanliness of the kitchen ,equipment and utensils; Place orders for suppliers Investigate customer complaints and address promptly. 4
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Ensure quality of meals and refreshment. Qualifications Diploma in Catering from a reputable institution. Three (3) years of relevant work experience. Interested applicant should submit his/her CV and Letter of application via email hr@exchangehotel.comby 30 June 2018, 1200hrs. To ensure that this advert reach out to as many people as possible, I will use Internet and print media for advertisement. For Internet, I will post the job on the Hotel’s website and social media pages. According toKroon&Paauwe (2013),internet can be a cheaper alternative as compared to other modes of advertisement and its reach is also wide. For print media, I will place the advert on the most popular and widely read newspaper. 5.What information do you need to pass on to pass on the selection panel when you have schedule an interview with a candidate The job description for the position The interview date ,time and venue Candidate Background information and Curriculum Vitae (CV) Interview questions and guide Criteria for evaluation 6.What criteria are candidates evaluated against during an Interview? Technical capability to perform the job Personal presentation and attributes Candidates Academic/Educational qualifications Candidate’sexperience on the job 7.You cannot ask questions that discriminate against one group of people over other groups in a job interview. Explain why not According toBas, A. (2012), thereare various legislations that prohibit discrimination against group of people. Such legislations include but not limited to International Labor laws, Civil Rights acts of 1964 and other various state and federal antidiscrimination laws.Having non- discriminatory practices during the interviewing process will increase the level of satisfaction by the applicants on the transparency of the process (Ravi & Lakshmi, 2011) . 5
8.What documents do you need to complete when you have decided on preferred candidate with the selection panel. The following are the required candidate documentation; Personal Data Employment/Experience data Extra-curricular data Compensation/Salary Data References Candidate summary 9.What is an employment contract According toRoberts, R. (2016), an employment contract can be defined as a statement of agreement between an employee and employer stipulating the terms and conditions of employment. Some of the information provided in an employment contract include but not limited to; compensation and benefits, leave days earned by an employee, working hours, job description for the employee to mention but a few. 10.Why do you need to advise other staff members when a new employee is starting work? When a new employee joins an organisation, it is prudent as Human Resource Officer to introduce the new employee to other employees. As a Human Resource Officer, you need to inform the staff members about the position the new employee will hold and provide a brief summary about the employee and request the staff members to accord the new employee the needed support to be able to deliver effectively (Hazlett, B., &Pascasio, A. (1963). 11.What administrative documents need to be filled out and tasks need to be undertaken when a new employee joins? Letter of offer Staff data form/Personal information form Employment contract Payroll form Medical form 6
Policy and procedures declaration form Code of Conduct When a new employee joins, as a Human Resource Officer, I will be required to conduct onboarding sessions for the employee to familiarize him/her with the organisation and introduce him/her to other staff members just asdictated by Guidelines for induction of employees (2018). 12.Write a letter for an applicant who has not been successful for a job role. Dear Andrew John , Subject: Application for the position of a Cook at Exchange Hotel Thank you for your interest and for taking time to apply for the position of a Cook at Exchange Hotel. We regret to inform you thatyou were unsuccessful at this time as the experience and background of other candidates matched the requirements of the role more closely. However, with your permission, we can keep your CV in our database for future reference in case of availability of another vacancy that matches your qualification. We wish you well in all your endeavors Best Regards, Miriam Whitney Human Resource Officer Exchange Hotel 13.How would you schedule several candidates’ interviews over one week so that all selection panel members can attend? 7
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For effective scheduling of all candidates, I will develop an interview schedule that allocates all candidates an equal amount of interview time and then share the schedule with the selection panel on time to give room for preparation (Al-Kassem, A. 2017). 8
References Al-Kassem, A. (2017). Recruitment and Selection Practices in Business Process Outsourcing Industry.Archives Of Business Research,5(3). doi: 10.14738/abr.53.2180 Analysis of Job Management Method Oriented by People-Post Matching. (2016).International Journal Of Science And Research (IJSR),5(2), 378-380. doi: 10.21275/v5i2.nov161084 Bas, A. (2012). Strategic HR Management: Strategy Facilitation Process by HR.Procedia - Social And Behavioral Sciences,58, 313-321. doi: 10.1016/j.sbspro.2012.09.1006 Guidelines for induction of employees - Recruitment to jobs at Brookes - Directorate of Human Resources - Oxford Brookes University. (2018). Retrieved from https://www.brookes.ac.uk/services/hr/handbook/recruitment/induction_new_employee s/guidelines_induction.html Hazlett, B., &Pascasio, A. (1963). Chapters Report on Recruitment Activities: A Primer for Recruitment: To the Editor.Physical Therapy,43(10), 731-733. doi: 10.1093/ptj/43.10.731 Kroon, B., &Paauwe, J. (2013). Structuration of precarious employment in economically constrained firms: the case of Dutch agriculture.Human Resource Management Journal,24(1), 19-37. doi: 10.1111/1748-8583.12024 Roberts, R. (2016). Employment contracts.BSAVA Companion,2016(4), 14-15. doi: 10.22233/20412495.0416.15 Safdar, R., Waheed, A., &Rafiq, K. (2015). Impact Of Job Analysis On Job Performance: Analysis Of A Hypothesized Model.Journal Of Diversity Management (JDM),5(2). doi: 10.19030/jdm.v5i2.9569 Sree Lakshmi. J, S., & Dr. A. Ravi, D. (2011). Evaluation of the Satisfaction Level of E- Recruitment Process for it Industries at Bengaluru.Indian Journal Of Applied Research,3(2), 230-233. doi: 10.15373/2249555x/feb2013/78 Wadee, Z. (2011). Partnership streamlines Nokia recruitment process.Strategic HR Review,10(4). doi: 10.1108/shr.2011.37210daa.006 9