Restructuring at Bluechip Finance: Managing the Resourcing Campaign- Part A

This document provides information about the role of HR Advisor in the restructuring process at Bluechip Finance. It includes the job description, person specification, job advertisement, and selection criteria. The document also highlights the responsibilities, skills, and qualifications required for the role.

Assessment 11 – Restructuring at Bluechip Finance
Part 2- Managing the Resourcing Campaign- Part A
1

JOB DESCRIPTION
Job title: HR Advisor
Responsible to: HR Manager
Responsible for: None
Overall Purpose/Objectives of Role:
To provide a customer focused HR service offering professional advice and support on all
aspects of people management to staff and managers fully supporting current employment law
and best practice.
To give maximum support to the relevant candidates about varied sort of activities that are
related to HR like communicating policies to relevant candidates. Along with this, keeping track
record of employee’s absenteeism and performance measurement of employees (Costen,
2012). Developing strategies for retention of employees at the workplace.
Ensure all HR policies, procedures and all line managers and employees adhere to processes,
preventing/addressing any noncompliance as appropriate.
The Role:
x Provide first line advice on day to day HR issues and service requests, ensuring
customer’s expectations have been met.
x Support employees and managers and work to improve and maintain employee
engagement.
x Manage Disciplinary and Grievance issues by coaching and supporting managers.
x Work closely with and support managers with Absence and Performance Management.
x Provide support on all Project and Change Management activities (McGraw, 2011).
x Provide advice and assistance on Policies and Procedures.
x Advise managers on Recruitment and Selection strategies. x Negotiate terms and
conditions of employment with staff.
x Update and maintain the HR Information System data.
x Write and present information briefings on a range of HR related topics including
Employee Relations (Guide to data protection, 2017).
x Advise Managers on Staff Development and issues related to Workplace and Employee
lifecycle.
x Contributing to the continuous improvement of HR systems and practice.
2

PERSON SPECIFICATION
Competencies Essentials & Desirables
Knowledge x Strong understanding of varied provision that are related to
different laws like employment law etc (E)
x Knowledge of relevant HR policies (E)
x Good working knowledge of HR systems (E)
x Must have past years of experience in preparing and executing
policies that are related to employing individuals at the
workplace (D) (Ofori and Aryeetey, 2011).
Experience x Proven generalist HR experience (E)
x Experience of dealing with senior/challenging individuals (E)
x Experience of working in a fast paced and high volume
environment (E)
x A level of CIPD study or relevant experience (E)
x Previous experience of working in generalist role at advisory
level (D)
Skills x Must be proficient in both oral and non-oral communication (E)
x Excellent attention to detail and records information accurately
(E)
x Confident in advising managers on all aspects of people
management and development (E)
x Ability to build rapport with key personnel (E)
x Excellent organisation skills, including the ability to manage
and prioritise workloads (E) (Cabellero and Walker, 2010)
x Must be able to make use of MS packages in proper manner (E)
x Ability to prepare and present reports to director level (D)
All Employees must comply with the Companies Equal Opportunities and Dignity at
Work Policy
These lists are not exhaustive and the job holder may be required to undertake other
reasonable duties from time to time. The Company reserves the right to revise this job
3

description and person specification when necessary, following consultation with the
post holder.
Rationale for Agreed Attraction Approach and Advertisement
In my opinion I think we should advertise the role of HR Advisor in specialist HR Journals like
Personnel Today, ExpertHR, Recruit as it will target the right candidates with essential HR
experience, another medium which I would also consider recruiting through are specialist HR
agencies like Hays etc to attract the most eligible caliber of candidates with HR experience.
The bold title highlights the role of the HR Advisor we aim to advertise and we have also included
all the key information, which needs to be advertised like salary details, Job type, Reference
Number, Closing Date and additional benefits like Staff Travel to attract the right candidates to
show the company cares and looks after their staff well. We have also advertised Equality and
Diversity line to avoid discrimination and to show how our company emphasizes on a diverse
workforce. In addition to this we have also added the Investors in People logo to demonstrate that
we are committed to developing our employees.
We have used a best professional format as per the key industry standards and have highlighted it
in colour to make to make it more attractive and stand and stand out amongst other the adverts in
green. The job re
4

We require a delivery focused and confident HR Advisor with the ability to provide expert HR advice
and support to line managers and colleagues across the business.
We provide finance related problems solutions and are operating in industry for more than 35 years in
the industry. We are innovative and believe in catering needs of the stakeholders that are important
part of our business. Thus, clients are highly satisfied from our services (Ash, Hodge and Connell,
2013).
x Offer full, generalist HR delivery providing first line advice on day to day HR issues.
x Improve employee engagement.
x Involvement with various HR based projects.
x Work closely with and support managers with absence and performance management.
x Advising on HR policies and procedures.
x Advising on recruitment and selection strategies.
Successful applicant will have the following attributes:
 Full/part CIPD qualified or 2 years of relevant HR experience, with at least 1 year in an advisory
role.
 Must possess knowledge of advanced software’s of Microsoft and other firms.
 Must have good communication skills and should be able to communicate with stakeholder in better
way and in effective manner.
 Strong communication skills (Timming, 2015).
 Candidate must have knowledge of employment law in respect to
HR.
 Working experience in financial sector will be added advantage.
This role offers a generous salary to the employees and along with this varied other benefits will be
provided to the employees. In this regard flexible holidays will be offered to the customers and
insurance as well as health benefits will also be given to the employees of the organization.
Selection Criteria & Shortlisting Matrix
5
Responsibilities include:
Benefits include:
To Apply:

Scoring Criteria:
Score Resul
t Score Resul
t Score Resul
t Score Resul
t
Essential Criteria
Skills
Excellent interpersonal, written and
verbal communication skills
3
Knowledge
Strong understanding and knowledge
of relevant HR policies and
employment law
2
Experience
Experience of working in a fast paced
and high volume environment
1
Essential Total
Desirable Criteria
Experience
Previous experience of working in a
generalist role at advisory level
3
Skills
Proficient in the use of MS Office
applications, email and internet
2
Knowledge
Experience in the development and
implementation of employment
policies and procedures
1
Desirable Total
Overall Total
Comments
Fully Meets: 2 Meets in Part: 1 Does Not Meet: 0
6
Weighting
Candidate 1
Candidate 2
Candidate 3
Candidate 4

Selection Criteria & Shortlisting Matrix
Scoring Criteria:
Score Resul
t Score Resul
t Score Resul
t Score Resul
t
Essential Criteria
Skills
Excellent interpersonal, written and
verbal communication skills
3 1 3 2 6 2 6 2 6
Knowledge
Strong understanding and knowledge
of relevant HR policies and
employment law
2 1 2 1 2 1 2 1 2
Experience
Experience of working in a fast paced
and high volume environment
1 2 2 2 2 2 2 1 1
Essential Total 7 10 10 9
Desirable Criteria
Experience
Previous experience of working in a
generalist role at advisory level
3 0 0 1 3 0 0 0 0
Skills
Proficient in the use of MS Office
applications, email and internet
2 2 4 2 4 2 4 2 4
Knowledge
Experience in the development and
implementation of employment
policies and procedures
1 0 0 0 0 0 0 1 1
Desirable Total 4 7 4 5
Overall Total 11 17 14 14
7
Weighting
Kaur
Kuljit
Niburska
Anna
Steve Duffy
Pottle
Jennifer

Comments
Previous roles
predominantly
administration
based
Customer facing
& managerial
roles
Communicatio
n at all levels
Understand &
implementatio
n of policies –
not necessarily
HR related
Fully Meets: 2 Meets in Part: 1 Does Not Meet: 0
8

My Personal Statement for Allocation of Work
Job Description/Person Specification/ Job Advertisement
I started by creating a Job Description, Advert and Person specification and sent these documents
to Sarah and asked her for feedback and to make relevant changes as necessary. Sarah had
created her documents and then we reviewed them and Sarah then compiled important
information from her and my documents and created rough drafts of the documents and then sent
them to me to review. I further added some more points in the Job description to fit the criteria of 8
points, as well as reviewed the Person Specification and split the Skills, Knowledge and
Experience by segregating it down to Essentials and Desirables to make it look more clear and
concise. I then sent the documents to Sarah to review. Sarah then collated our information and
compiled it together to design and create an attractive Advert fit for purpose as per the criteria
including all the features under AIDA and sent it to me to review. I further made some changes in
the Advert and also added a few important bits of important information in the advert to make it fit
for purpose and sent it to Sarah to review. We both then jointly discussed and approved on all the
final points and the formats of all the 3 documents together and then created them accordingly to
fit the criteria required.
Selection Criteria/Shortlisting Matrix
Sarah and myself had already discussed and completed this activity in the workshop. We started
by reviewing the CV’s of all the job applicants and then discussed about the most important
competencies required by the ideal candidate to perform the role in terms of Skills, Knowledge and
Experience. We both then discussed and came up with a rough draft of shortlisting matrix and
scoring criteria. We further also reviewed each of the candidate CV’s together and scored them
against our essential shortlisting criteria which S
kills
Excellent interpersonal, written and verbal communication skills
Knowledge
Strong understanding and knowledge of relevant HR policies and employment law
Experience
Experience of working in a fast paced and high volume environment
and then came up with the joint conclusion of as to which candidate had scored the highest marks
and was the best fit and the most ideal of the candidates to be interviewed. We both made a
decision that we wanted to interview Rebecca and our second choice to interview was Anna as
they both had closely matched our job criteria. We both then provided appropriate feedback to
9

candidates regarding their CV’s. Sarah then created a rough draft of the shortlisting matrix that we
had jointly agreed on in the workshop and sent it to me to review and we both together agreed on
the final shortlisting matrix together.
Interview Plan/Assessment Matrix
Sarah and I had already discussed the draft and format of the interview plan together in the
workshop. We both then created our own set of competency based interview questions, which we
thought would help us to assess the suitability of the candidates to perform the role. I created a
draft of an interview plan and sent it to Sarah with my set of interview questions. Sarah then
complied all the information together and created a Interview Plan with her set of questions
and sent it to me to review. I reviewed the plan and added my questions in it and also made
the relevant changes and sent it to Sarah with my feedback. Sarah then collated all the
information and drafted the final interview plan, which we both reviewed and finalized the
format together. I then took the responsibility of drafting the Interview scoring assessment
matrix. I sent it Sarah to review who then provided her feedback and inputs and I then
compiled all the information that we both agreed on and created the final interview scoring
matrix. Sarah and I have both agreed to conduct the interview by splitting the work together.
10

Interview Plan
Confirm who is to be present on the interviewing panel
Confirm availability of all those on the interviewing panel
Agree a date for the interviews to take place
Agree the format of the interviews i.e. competency based
Developing job description document in respect to which question will be
asked to interviewee in interview (Kumari, 2012).
Determining skills that an individuals must possess to do a job. Apart from this, abilities and
competencies that an individual must have is also determined before taking an interview.
Preparing a set of questions that will be asked in the interview to the interviewees in the interview to
make judgment about their knowledge and skills level.
x Book an appropriate meeting room for the interviews to be held
x Prepare an interview schedule
x Confirm details with candidate o Location o Date/Time o Expected duration of interview
o Indication of interview process i.e. panel interview/competency based o Confirm if
candidate required to bring documentation i.e. proof of qualifications o Check if candidate
has any special requirements o Confirm contact details for any queries and ask candidate
to confirm attendance
x Notify Reception/Security of interview dates, times and candidate names and who to notify on their
arrival
x Script the interview by preparing an outline for the opening, body, and closing.
x Arrange a pre-meeting between those on the interviewing panel to confirm the roles of each person
and the distribution of questions amongst the interviewers.
11
Prior to Interview

Welcome
Priyali Ramnathkar
At the beginning of the interview, welcome the applicant and offer refreshments. Put candidate at ease
by asking questions such as how was your journey?
x Introduction of panel members and their roles o Introduce
colleague and fellow interviewer Sarah Jaz
Priyali Ramnathkar
x Thank candidate for attending today and outline the structure of the interview
o Competency based interview where we will ask a series of questions to help assess your
suitability to perform the critical tasks of the role
x Confirm that the interview will be approximately 20-30 minutes long.
x Advise that during the interview, panel members will take turns to ask questions and we will take
notes to ensure that all information is captured.
x Advise that there will be an opportunity at the end of the interview to ask any questions or add any
other comments, however if candidate has any questions or requires clarification during the
interview please do not hesitate to ask.
x Ask the candidate if they have any questions before you begin.
x Briefly outline the key aspects of the role. o We require a delivery
focused and confident HR Advisor
o Ability to provide expert HR advice and support to line managers and colleagues across
the business fully supporting current employment law and best practice.
ƒ People management
ƒ Policies and procedures, terms and conditions of employment
ƒ Absence and performance management
ƒ Learning and development,
ƒ Restructuring and recruitment and retention. o Ensure all HR policies &
procedures are adhered, preventing/addressing any noncompliance.
Interview Questions
Priyali Ramnathkar
Knowledge & Skills
Provide an example of when you have used effective communication skills or have adapted a
communication style to suit different people/situations?
12

What is your current level of understanding of employment law and HR policies?
Priyali Ramnathkar
Collaboration
Give me an example of when you’ve worked well within a team or department to accomplish a
common goal?
What was the situation?
What was the outcome?
What have you learnt from this experience?
13

Priyali Ramnathkar
Planning & Organising
Tell me about a time when you have worked on multiple projects and have had to manage conflicting
deadlines?
How did you prioritise your time or deal with the situation?
What were the difficulties?
Did you meet your goals?
What have you learnt from this experience and what would you do differently the next time?
14

Priyali Ramnathkar
Personal Attributes
What are your strengths?
What are your weaknesses?
Priyali Ramnathkar
Closing Questions
Do you have any questions for us?
15

If you were offered the position, when would you be able to start?
Concluding the Interview
Priyali Ramnathkar
x Thank candidate for taking the time to prepare and attending the interview
x Advise candidate that we do have other applicants to meet and confirm timeframe for decision
and communication.
x Ask candidate if they have any final questions.
x Wish the candidate a safe journey
16
Post Interview Activities

Assess candidate suitability
 Compare and discuss Interview notes with all who were present on the interviewing
panel
 Checking old dataset that is related to pattern in which questions are usually asked to
the interviewees (Absar, 2012).
 On the basis of patterns identified different factors can be find out to which customers
give due importance like salary, pride in skills and work, sociability, job security?
 Making comparison of response received on these variables with value system of an
organization.
 Assess responses and score candidate using interview assessment matrix
 x Decide on the appointment.
Job Offer
x Determine what benefits and salary are to be offered to the successful applicant and agree start date
x Communicate with successful applicant to confirm job offer x
Communicate with unsuccessful applicants offering feedback
x Retain all documentation relating to unsuccessful applicants until any risk of a claim for
discrimination has passed
x Completion of referencing and other checks including right to work in the UK
x Preparation of contract documentation x Create induction plan
Interview Scoring Matrix & Criteria with Rationale
Candidate Name: Steve Duffy
Role: HR Advisor
Interviewers: Priyali Ramnathkar
Interview Date: 9th December 2014
17

Interview Start
Time:
11.30am Interview End Time:
Interview Scoring Criteria:
1 2 3 4 5
Significantly below
the standard for
the post, no
positive evidence
and strong
negative evidence
Below the
standard for the
post, little positive
evidence and some
negative evidence
Up to the standard
required for the
post, some
positive evidence
and little negative
evidence
Above the
standard required
for the post, strong
positive evidence
and no negative
evidence
Significantly
exceeds standards
for the post, strong
positive evidence
of having worked
above the level
required and no
negative evidence
Questions Rationale Ideal Response Score
Knowledge & Skills To establish the level of
relevant knowledge and
skills
x Ability to demonstrate excellent
communication skills and a good
understanding of employment law and
HR policies as identified in the person
specification
Collaboration To establish understanding
of working relationships
and ability to build rapport
with others
x
x
x
Actively contributes to the success
and wellbeing of the team.
Supports and encourages colleagues.
Resolves any conflicts they may have
with others promptly and effectively.
x Happy to help others when required
even though it may not be “their job”.
x Constructively influences team
decisions and supports them whether
they personally agree or not.
Planning &
Organising
To establish work style and
ability to work in a fast
paced and high volume
environment whilst
managing and prioritising
workloads
x
x
x
Completes work efficiently, meeting
deadlines and quality requirements.
Monitors performance by requesting
feedback.
Adapts to changing situations and
prioritises work accordingly.
x Overcomes barriers and obstacles to
achieve results.
x Anticipates and takes action without
being prompted.
Questions Rationale Ideal Response Score
Personal Attributes To establish level of
preparation and
demonstrate self
awareness and ability to
identify skills relevant to
the role
x Self awareness
x Identification of strengths relevant to
the role
x Awareness of personal weaknesses
and what has been done to improve
on this
Total Score:
18

Comments:
Outcome:
References
Workbook 5 Pgs.
19

Interviews and Selection
http://www.businessballs.com/interviews.htm
http://www.businessballs.com/interviews.htm#group%20selection
Interview Questions
http://www.businessballs.com/interviews.htm#questions%20to%20ask%20interviewers%20 at
%20job%20interviews
http://www.methodist.org.uk/downloads/dev-per-Section-7-Recruitment-Stage-4-The-
Interview.pdf
http://www.nps.gov/training/tel/Guides/Interview_Template.pdfhttp://www.acas.org.uk/index.
aspx?articleid=3734
Job Descriptions
http://www.businessballs.com/jobdescription.htm
Interview Scoring Matrix
http://www.gobookee.org/get_book.php?
u=aHR0cDovL3ZlcnNvbGxhLmNvbS9wYWdlcy9wY
Wdlcy9maWxlcy9Jbn
http://www.gobookee.org/job-interview-scoring-templates/
20

21

Assessment 11 – Restructuring at Bluechip Finance
Part 2- Managing the Resourcing Campaign- Part B
Index
1. Email to the Recruiting Manager confirming the outcome of the recruitment
2. Appendices to the email:
A. The offer Letter for the Successful Candidate.
B. The rejection Letter to the Unsuccessful Candidate.
C. A checklist of post-selection candidate records.
22

D. A plan for induction of the new recruit
Email to the Recruitment Manager
From: Ramnathkar Priyali
Sent: 15 December 2014 15:14pm
To: Michael Pratt (Recruitment Manager)
Subject: Outcome of Campaign 5754298 -HR Services Advisor
Dear Michael,
Following on from the recruitment campaign for the role of an HR Advisor I am writing to
confirm that the final decision has been taken to offer the role to Steve Duffy as Anna
Niburska was unsuccessful in the interview due to the fact that Mary has met all criteria
required to perform in the role and scored the highest in the interview.
I would further also like to highlight the key legal requirements, the personal information
of applicants should be retained to provide feedback on their application and defend an
Employment Tribunal claim. All data within e-Recruitment will be will be held for up to 5
years and once documentation has been successfully uploaded into e-Recruitment,
dispose of the originals securely immediately.
We need to maintain all interview notes and reference check documents are required to
be stored for a period of three (3) years. The documentation is utilized in the event of an
audit and provides legal justification for the hiring decisions that were made.
23

Applicant materials should include:
• a list of all the applicants interviewed for the position opening;
• the job description; and the reason for the decision to hire or not hire each applicant .We
also need to carry out identity checks of a person's identity by requesting original copies
of documents - such as passports, birth certificates and driving license , a recent bank
statement or utility bill with their name and address on. We also check the entitlement of
candidates who the company plans to employ to work. Failure to do so may result in a
criminal conviction, Legislative provisions may require a Criminal checks Basic
disclosure certificate that shows details of all convictions considered to be unspent
under the Rehabilitation of Offenders, or state that no such convictions were found.
Once Rebecca accepts the offer we will arrange an induction plan for her. The main
purpose of the induction is to make new employees to feel at home in their new positions
and working environment as quickly as possible so as to allow them to contribute
effectively as soon as possible.
Purpose of Induction
The organization embarks on the induction process because it wants to ensure the
following:
1. To enable the participants to settle in the institution or in their new roles quickly so as to
become productive and efficient employees;
2. To reduce poor work performance and motivate participants so as to reduce turnover
and absenteeism ensure employee retention
3. To ensure that employees are aware of the institution’s culture, organizational structure
and leadership.
Process of induction
 Introduction to company: In this stage introduction in respect to business firm is
given to the selected candidates. It is one of the important stage of induction and in
this stage areas where is operating and geographic area where it have its own
business are communicated to the selected employees. For this stage HR of
company will be best choice as it can better explain new joinees about company. It
can be said that it is best selection in respect to induction program.
24

 Briefing on conditions of service: In second stage of induction entire information
is provided about basic salary, gratuity and PF etc. to the candidates. It can be said
that in this stage overall structure of salary is communicated to the employees
(Furtmueller, Wilderom and Tate, 2011). For post of HR advisor, detailed
information will be provided about salary that will be given to in respect to
mentioned designation. With offer letter, salary structure appendix will be attached.
Under this separate classification of basic salary, PF, gratuity and net as well as
gross salary will be made available to selected candidate.
 Introduction of departments: In third phase detail explanation is given about
organization different departments and their heads to the employees so that better
understanding can be developed among them about the firm. Department head
must be in this stage to give detail explanation on the department which new one
will join.
 Introduction on job: This is final stage and under this job profile on which an
individual is going to work is explained in detail to the employees so that they get
better overview of their work. In this stage detailed information will be given about
roles and responsibilities that are associated with the job for which individual is
selected. Job description will be again communicated to the selected candidate and
day to day tasks that one have to perform will be communicated clearly.
Introduction will be given about seniors under whom HR advisor have to work. In
this way, in detail introduction about job will be given to candidate.
Advantages
The company will most likely have a higher retention rate as properly inducting employees
since the process is your new employees' first impression of what their jobs and corporate
atmosphere will be. Proper induction acts as reinforcement to new hires that they made
the right choice by choosing to work for your organization. Individual inductions may work
better than group inductions, so that they can quickly bring new employees up-to-date on
the organization policies and expectations within the departments they will be working in.
Equipping all new hires with this knowledge will also make them more independent as
workers.
Regards
25

Priyali Ramnathkar
HR Services
26

Offer Letter to Candidate- Appendix 2A
PRIVATE & CONFIDENTIAL
Mr Steve Duffy
249 Belenden Road
London
SE15 4DQ
15 December 2014
Dear Steve
002455 HR Services Advisor –Human Resources
On behalf of Michael Pratt I am pleased to offer you the above post.
Your salary will be at a commencing rate of £25,500 per per annum within
pay band 1. Subsequent progression through the salary range will be
dependent upon performance as reviewed by your Employing Manager.
Regular progress reviews will be held with you during the 12 months following
your appointment. Your next review of salary will be in July 2015.
This appointment is effective from a provisional start date of 2nd January 2015.
The main terms and conditions are contained within the enclosed Contract of
Employment.
You will also be entitled to the following:
• Travel Concessions - privilege oyster card covering zones 1-9
• Childcare payments - tax efficient savings to reduce tax and National
Insurance
• 75% reimbursement of season ticket loans if you use national rail
services to travel to and from work
27

• Cycle2work - tax efficient savings to reduce tax and National Insurance
if you cycle to work
• Pension scheme - we offer a final salary pension scheme (members
guide enclosed) which you will automatically be entered into. Further
information can be found on the website www.bluechipfinancepensionfund.co.uk.
You are eligible to join the Morgan Private Medical Benefit
Scheme, full details of which are enclosed. If you decide to join the scheme,
you will be subject to benefit-in-kind taxation on a specified level of
contributions, which will be declared in April each year.
If you decide to take up the offer of membership of the Private Medical Benefit
Scheme you have one month from the date that your employment with Morgan
commences to enrol.
Should you decide to opt not to join the scheme at this time then you will be
given the opportunity to enrol on the scheme renewal date of 1st
year.
This offer of employment is subject to the successful completion of all
relevant employment screening. If we have not received clearance prior to
the provisional start date, you will be unable to start work until HR Services
has received such clearance. In some circumstances the offer of employment
may be withdrawn. Should further information be requested, it is in your best
interest to chase this as necessary. To aid the referencing process, please
contact all your nominated referees to advise them that Morgan will be contacting
them shortly and ask them to deal with our reference request promptly.
To accept this offer please sign and return one copy of this letter and the
contract of employment and retain the second copy for your records. Please
return this along with the documents below within the next 5 working
28

days to HR Services – Recruitment, Blue chip Finance Floor 1, 12 Hathaway Street
Central London, London, SE1:
• Contract of Employment and Offer Letter - please sign and return one
copy, retaining the second copy for your records
• Occupational Health Questionnaire
• New Appointment Travel Concessions staff pass & ID card application.
Complete and attach a passport size photo
• Bank Details and Emergency Contact form
• Employment Screening form
• P46 form
Failure to return these forms by the 31 December 2014
date being delayed and also cause a delay in issuing your Staff Pass
The following documents must be brought in on your first day (unless already
submitted):
• Your passport or Birth Certificate; - this will need to be verified by your
Manager who will send a signed photocopy to Recruitment Administration,
stating that the original has been seen.
• Your P45 when available should be sent directly to Recruitment
Administration.
• A copy of professional and/or higher education certificates you hold.
Included in this offer pack is our Code of Conduct, which you should ensure
you have read and understood.
Additionally, on joining Blue chip Finance, there are a number of policies that you should
also familiarise yourself with. These can be accessed through our internal
intranet 'Source' or obtained from your line manager.
Details of where you should go on your first day will follow one week prior to
29

your start date.
If you require any reasonable adjustments to be made to your working
environment, please notify your line manager prior to or on your first day in
your new role. If I can help you with anything please do not hesitate to contact
me, or my on 020 30545107.
May I take this opportunity to congratulate you on your appointment, every
success for the future.
Yours sincerely
Janet Smith
Recruitment Consultant
Human Resources
30

FORM OF ACCEPTANCE (not to be detached)
SIGNED ON BEHALF OF THE COMPANY:
RESOURCING CONSULTANT
SIGNED…………………………………………………………….DATE………………………
POST OFFERED: HR SERVICES CALL ADVISOR
FULL NAMEL: STEVE DUFFY
SIGNED --------------------------------------------------- DATE----------------------
I hereby accept the position of HR Services Advisor Human Resources and
confirm that I have read and understood the Code of Conduct.
Signature: .
Name:
Date: .
31

Rejection Letter –Appendix- 2B
PRIVATE & CONFIDENTIAL
Miss Anna Niburska
Worple Road
Wimbledon,
SW19 1EH
Dear Anna,
Thank you very much for taking the time to interview with us for the HR Services Call
Advisor position. We appreciate your interest in the company and the job.
I am writing to let you that unfortunately on this occasion you have been
unsuccessful in the interview, as we have selected the candidate whom we believe
most closely matches the job criteria of the position.
We do appreciate you taking the time to interview with us and encourage you to
apply for other openings with our company in the future. It is informed to you that
your CV can be considered for further vacancies that can be originate in our firm in
the upcoming time period. Your record will be retained in our system for one year
time period. It will be great pleasure for us to consider you for further vacancies.
Again, thank you for your time and best of luck for your future endevours.
Sincerely
Janet Smith
32

Checklist of the Post-Selection Candidate Records to Retain – Appendix 2C
Interview notes: Retained for the duration of employment or at least 7 years after
an employee leaves for internal staff who are successful.
For internal staff who are unsuccessful, for 7 years maximum as if we delete them
before that , it places the company at risk at employment tribunals and when
ascertaining work history.
Psychometric and other test results: Retained for the duration of employment or
at least 7 years after an employee leaves for internal staff who are successful.
Application form: Retained for the duration of employment or at least 7 years after
an employee leaves for internal staff who are successful.
For internal staff who are unsuccessful, for 7 years maximum as if we delete them
before that it places us at risk at employment tribunals and when ascertaining work
history.
Copies of passport, visa and right to work documentation and ID: They are
retained for the duration of employment or at least 7 years after an employee leaves
for staff who are successful. Not retained for unsuccessful candidates (both internal
or external)
Criminality checks: Retained by our criminal check partner ‘The Security
Watchdog’, a ‘pass’ or ‘fail’ is retained on file on the HR record without details.
Further information given as requested from Security Watchdog, who keep the
reasons and original certificates on file for 12 months.
Employment verification (references), qualification and membership checks:
To be held on file retained for the duration of employment or at least 7 years after an
employee leaves for staff who are successful. Held for 12 months off site by security
screening partner for unsuccessful appointments.
Particulars YES NO
Interview notes
Psychometric and other test
results
Application form
Copies of passport, visa and
right to work documentation
and ID
Criminality checks
Employment verification
(references), qualification
33

and membership checks
Unsuccessful applicants Time frame
Waiting time of applicants 1 hour
Re interview of candidates Half hour
Communication of results Half hour
Interview for second round Half hour
Induction Programme
HR Services Advisor- Appendix 2D
34

Welcome to your HR Services Induction Programme
This induction programme has been designed to provide you with essential
information to support you to carry out your role as a HR Services Advisor
effectively.
You can use this induction pack to guide you through your day-to-day responsibilities
and duties.
You may find this induction programme helpful in gaining an understanding of your
role.
35

Contents
Experience ............................................................................................................................................... 3
Skills ............................................................................................................................................................ 3
Initial Welcome - First Day .....................................................................................
34
Introduction meeting with HR Team Leader ..................................................................... 34
Meeting with Buddy ......................................................................................................... 34
Meet key HR Staff and Managers .................................................................................... 35
Date Access Requested .................................................................................................. 35
Date Access Gained ........................................................................................................ 35
Reading Materials - Week 2 ...................................................................................
36
Training Courses to Attend- Week 3 Onwards .....................................................
36
Attendancee Date ............................................................................................................ 36
Induction Review ....................................................................................................
38
Agreement of Induction Programme – HR services ............................................
38
36

Initial Welcome - First Day
Introduction meeting with HR Team Leader
Name: Susan Veale.............................................................................
Meet the team
Tour of Recruitment
Tour of HR Services
Introduction to Buddy
Overview of department and team objectives, priorities and upcoming changes
General housekeeping: Working hours, lunch, absence reporting, policies and Health &
Safety
Date Completed
Meeting with Buddy
To discuss the essential day-to-day activities of your role.
Name: Sandra Snowdown.............................................................................
Overview of Training Plan
Refer to HR ‘’How To Guides’’
HR Training Courses Overview
Log in details
Building pass arrangements
Passwords and usernames
Seating arrangements
Introduction to HR Advisors
HR Service Advisors annual leave spreadsheet
Introduction to IM x1555, , Recruitment Administration x1728
Date Completed
Meet key HR Staff and Managers
Name: Susan Veale.............................................................................
Introduction to all Managers ,Team Leaders and Colleagues in the team (peer
group)
Introduction to Visboard
37

Date Completed
IM Systems and Housekeeping – Week 1
Details of essential system access required for your role
.
Name: Sandra Snowdown.............................................................................
Access to SAPEIC/ R/3 system raised via IM Services
Access to SAP HR to view work history, grades, personal details
Access to SAP e-Procurement
Access to HR Services network drives including
Q:/ drive
Appears on the HR Services Team distribution list and
Recruitment and HRS Services email distribution lists
Has telephone and voicemail set up on Recruitment number, aware of
internal and external numbers, calling and prefixes
Gives read access to Outlook diary to all of Recruitment and obtains
sharing rights to view Consultant
Invited to make birthday list entry on sheet (optional)
Aware of how to book annual leave on SAP
Introduced to locations of key file locations on Q Drive
including and all key forms
Has standard HR Advisor email templates and signatures
including:
Orders and has Head Office pass to other Head Office buildings.
RAS Token key for remote working
Reading Materials - Week 2
The essential HR policies and further reading required to gain an
understanding of our working environment
Name: Sandra
Snowdown.............................................................................
HR Induction Pack
Organisational structure
Hiring Managers Toolkit
38
Date
Access
Requested
Date
Access
Gained

Attendance and Discipline policy for Morgan
Bullying , Harrassment and Grievance policy for Morgan The
different types of competencies in use at Morgan:
Date Completed
Training Courses to Attend- Week 3 Onwards
The essential and recommended training courses for which your attendance is
required- To book on all the courses
Name: Susan Veale.............................................................................
Compulsory
Corporate Welcome – Morgan Corporate Welcome
SAP HR250 Training Course
Shopping Carts
Equality, Diversity and Inclusion - ‘Valuing People’ course
Optional
Planning and Organising
Time Management
Influencing Skills
Presentation skills
Report Writing
Note Taking
Activities – Week 4
Name: Susan Veale.............................................................................
39
Attendanc
ee Date

An overview of the day-to-day activities within your role.
Discusses the challenge of how to handle customer calls by shadowing other HR
Services Advisors and listening to their cals
Aware on how to refer to the company internet home page in order to navigate company
policies and procedures and advise all managers and employees on HR Issues.
Understanding of Employment Law
Date Completed
Understand salary scales for Morgan
Has copy of and understand Morgan salary scales, Corporate salary scales
Date Completed
Raise a shopping cart on own SAP record
Raises a shopping cart, supervised by trainer end-to-end on SAP including:
- Codes for modes – WBS Elements
- Understands authorisation process
- Included SAP inbox and escalations, dealing with Procurement key
contacts
- Understands ‘invoice only’ and ‘GRN’ invoice request and consequences
of selecting either
Date Completed
Induction Review
Notes:
40

Agreement of Induction Programme – HR services
Line Manager: Susan Veale
Sign_________________ Print: _________________ Date: _________________
Hr Services Advisor: Rebecca White
Sign_________________ Print: _________________ Date: _________________
41

REFERENCES
Books and Journals
Absar, M.M.N., 2012. Recruitment & selection practices in manufacturing firms in
Bangladesh. Indian Journal of Industrial Relations. pp.436-449.
Ash, R., Hodge, P. and Connell, P., 2013. The recruitment and selection of principals
who increase student learning. Education. 134(1). pp.94-100.
Cabellero, C.L. and Walker, A., 2010. Work readiness in graduate recruitment and
selection: A review of current assessment methods. Journal of teaching and
learning for graduate employability. 1(1). pp.13-25.
Costen, W.M., 2012. Recruitment and Selection. The Encyclopedia of Human
Resource Management: Short Entries. pp.379-387.
Furtmueller, E., Wilderom, C. and Tate, M., 2011. Managing recruitment and
selection in the digital age: e-HRM and resumes. Human Systems
Management. 30(4). pp.243-259.
Kumari, N., 2012. A Study of the Recruitment and Selection process: SMC
Global. Industrial Engineering Letters. 2(1). pp.34-43.
McGraw, P., 2011. Recruitment and Selection'. Australian Master Human Resource
Guide. pp.217-234.
McGraw, P., 2013. Recruitment and selection. na, p.205.
Ofori, D. and Aryeetey, M., 2011. Recruitment and selection practices in small and
medium enterprises: Perspectives from Ghana. International Journal of Business
Administration. 2(3). p.45.
Timming, A.R., 2015. Visible tattoos in the service sector: a new challenge to
recruitment and selection. Work, employment and society. 29(1). pp.60-78.
Online
Guide to data protection, 2017. [Online]. Available through :< https://ico.org.uk/for-
organisations/guide-to-data-protection/>. [Accessed on 30th June 2017].
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