Business Diploma: Biz-Ops Recruitment and Induction Policy Analysis

This report provides a detailed analysis of Biz-Ops' recruitment and induction policy, addressing key issues related to human resources within the Australian enterprise. The report examines the current challenges faced by Biz-Ops, including employee familiarity with rules and regulations. It outlines a new recruitment policy emphasizing work experience over academic credentials, aligning employee goals with business objectives, and assessing commitment during interviews. The induction process is also revised, incorporating workplace safety standards and legal obligations. The report further discusses the importance of diverse recruitment strategies, including the use of social media and thorough reference checks. It also highlights the need for inclusivity by considering candidates from diverse ethnic and religious backgrounds. The analysis ensures compliance with Australian government standards, emphasizing workplace safety and security. The report provides a comprehensive overview of the recruitment and induction processes, offering insights into how Biz-Ops can improve its HR practices.

Running head: BUSINESS DIPLOMA
Business Diploma
Name of the Student
Name of the University
Author Note

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Table of Contents
1. Task 1.......................................................................................................................................2
2. Task 2.......................................................................................................................................5
3. Task 3.......................................................................................................................................8
4. Task 4.......................................................................................................................................9
5. Task 5.....................................................................................................................................11
6. Task 6.....................................................................................................................................13
7. Task 7.....................................................................................................................................15
8. Task 8.....................................................................................................................................16
9. Task 9.....................................................................................................................................17
10. Task 10................................................................................................................................18
11. Task 11................................................................................................................................19
Task 12...........................................................................................................................................20
References......................................................................................................................................22

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1. Task 1
Biz-Ops is an enterprise in Australia that is currently facing an issue with respect to
human resource. There are employee related problems that the business faces with most people
on its work-force not being familiar with the rules, the regulations and the duties that they need
to perform and adhere to in order to be able to meet the goals and objectives of the business
organization (based on the given scenario). This task outlines the key objectives and aspects of
the new recruitment and induction policy of Biz-Ops that will help it to recruit the right
employees into the organization.
To begin with the recruitment policy of the organization will aim at paying close scrutiny
and analysis to work experience of employees in the place of academic credentials only. While it
is expected that those who are employed to work for the organization hold at least a degree or a
diploma in a specific subject, a greater degree of emphasis will laid upon the type of work
experience that the employees of the organization are seen to have as this is going to go a long
way in getting such employees to remain with the organization (Abzug 2017). Employees who
are experienced, and who are familiar with working in a business environment already,
especially the type of workplace environment that Biz-Ops has to offer at its various stores and
warehouses, are likely to adjust to such an environment far more easily than employees who
have the skills and the credentials on paper to perform their job roles well enough but who lack
the experience and the exposure that it takes to handle the challenges that come with working in
a specific business environment (Brown et al. 2019).

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The goals and objectives of Biz-Ops will be stated and reiterated by the business HR
manager right at the time of recruitment so that employees are in the clear about what it is that
they are supposed to achieve and what they have to work towards for the length of time that they
are on the payroll of this business organization. Biz-Ops will also play a crucial role in getting its
HR managers to familiarize themselves with key goals and objectives of the business
organization, so that they are able to focus on the right skills, qualities and attributes at the time
of hiring employees to work for the long term at the business organization. At the time that the
recruitment and selection of candidates takes place, the candidates of Biz-Ops will be told in no
uncertain terms, the type of work standards that they are expected to achieve, the type of
decorum that they are expected to exhibit at the workplace and the sort of commitment that they
must demonstrate in order to be perceived in a favorable light by the higher management of the
business organization. Once employees are informed about this, it will enable them to better and
more appropriately to meet the goals and objectives of the business organization (Dany and
Torchy 2017).
A third important objective that the new recruitment policy of the business enterprise is
going to be characterized by is the fact that it is going to hire people who are able to demonstrate
at the time of giving or appearing for the interview, a commitment to their business goals and
objectives. By witnessing this commitment on the part of the newly joining employees the
organization will be able to arrive at an understanding of whether or not such employees are
likely to serve them for the short or the long term. They will gain a fair idea right at the outset, of
the type of expectations that they can have from their employees. For this purpose, candidates
will be grilled on commitment values and ideals and they will be asked what it is that motivates
to work for the type of business organization that Biz-Ops is all about. The answers that are

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provided by the candidates in this context will inform the HR managers about whether or not
these are candidates who are worth selecting into the ranks of the organization or whether their
application should be dispensed with because of their lack of commitment goals and ideals.
Induction needs to be paid careful attention to by the HR managers of Biz-Ops. A
separate day must be devoted to induction whereby the new joinees at the organization will be
briefed on what working for this organization is going to be all about, what they are expected to
achieve, what they are not expected to do and the type of incentives and rewards that they can
aim for in order to be able to be suitably recognized and appreciated by the upper echelons of
this business organization.
The final criteria that is going to be paid attention to at the time of recruiting suitable
employees into the ranks of the organization is to ensure that employees have the physical fitness
that is necessary to do the work of the organization over the long term. For this purpose the HR
managers and recruiters are going to have to ask employees to provide evidence of physical
fitness at the time of applying for a job at the organization and in the event that they are not able
to they will be barred from joining the ranks of the organization. Additionally, this is an
organization that is also going to have to pay at attention to WHS standards and ideals at the time
of recruiting employees into the organization so that the employees of the organization have a
safe and secure place in which to do their work. By looking into this particular matter, the
organization is going to be able to do a thorough job of hiring employees who are not only fit
and who have the capacity of doing their job well but who also are able to appreciate in turn the
efforts of the organization to keep them safe and well protected from hazards of any kind
(Furnham 2017).

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2. Task 2
In order to ensure that the HR recruitment and selection policy at Biz-Ops is one that
meets the latest standards and criteria as established by the Australian government, care will be
taken to ensure that the workplace environment is made as safe and secure as possible and
special care will be taken to ensure that the workers of the organization are kept safe from
gaining access to toxic substances and materials. Every care will be taken on the part of the
management at Biz-Ops to provide employees with the type of security and safety standards that
are necessary to keep them secure for the length of time that they work for the organization
(Goldstein et al. 2017).
The induction process that is adopted by the business organization is also one that is
going to be revised in keeping with the latest guidelines and standards in this respect. The
induction process is one that is going to be conducted for an entire day. A whole business day
will be taken to brief the new recruits at this organization about the type of work standards that
they are expected to bring to the table for the period of time that they work for this organization.
They will be informed once again about the goals and objectives of the business organization,
they are also going to be informed during the induction about the protocols that they are expected
to adhere to at the time of working for the organization, so that they are able to do justice to their
job roles (Goldstein et al. 2017). The induction process is one that is going to be undertaken by
the HR managers of the organization along with the HR executives and it will be held by first
conducting a power point presentation that briefs the employees of the organization about the
various types of jobs and roles that are available for them to aspire for in the organization, the
type of money and incentives that they can make when they work for the organization and the
type of rewards and recognition that they can expect to achieve while working for the

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organization. Every effort will be made by the HR managers to be as clear and as precise with
the employees of the organization at the time of induction so that they have a full and fair idea of
whatever it is that is expected of them when they join and work for the organization (Herschberg
et al. 2018).
The induction process is one where legal duties and obligations will also be made known
to the new recruits and they will be made to sign a number of papers and documents whereby
they state that they are familiar with what is expected of them for as long as they work for the
organization and that they are also familiar with the type of punitive action that can be taken
against them if they were to suddenly leave the organization and go somewhere else or if they
were found not to be living up to the goals, objectives and standards of the organization (Holm
and Haahr 2018).
There are a number of special criteria and aspects that are going to be paid attention to at
the time of recruiting new candidates into the organization, apart from induction. First of all, the
manner by which applications are advertised by the organization is now going to take a different
form so as to be able to attract a greater number of recruits at a given time (Hunter et al. 2017).
Efforts will be made by the HR managers of the organization to hire employees through not only
advertisements that are published in the newspapers or which are made known in classified
sections of e-papers but which are advertised on the website of the company as well as through
social media channels such as Facebook and Instagram. Social media is seen to allow for the
widespread dissemination of knowledge in a quick and easy manner and by using social media to
advertise job positions that are newly being offered at Biz-Ops, the organization is going to be
able to go a long way in reaching out to a wider number of recruits than usual, at that too in a
very short span of time than a long time (Jeske and Schultz 2016). The HR managers are also

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going to form an elaborate team to handle the recruitment and selection process and efforts are
going to be made particularly to check the references of employees at the time of their
application in order to ensure in no uncertain terms that the people who have applied to work at
the organization are worthy of serving the organization over the long term. Checking references
is an important way by which the organization can make sure of the fact that it is reliable and
trustworthy people who are being recruited into the ranks of the organization (Jeske and Schultz
2016). Finally, an important criteria needs to be met by the HR managers of the organization
when updating its recruitment and selection policy and that is to pay attention to whether or not
people are being recruited from diverse ethnic and religious backgrounds into the ranks of the
organization. Special attempts have to be made by this organization to disregard gender at the
time of recruitment so that members of the Third Gender also get the scope or the opportunity to
serve Biz-Ops in some capacity or the other, rather than being rejected from working for the
organization. By paying attention to the matter of gender as also to the matter of ethnic and
religious diversity, an organization like Biz-Ops is going to be able to go a long way in ranking
as a progressive organization. This is a business that people are going to want to come and work
for and it is going to receive several job applications for the various posts that it is seen to
advertise, whether be it in the news, on the website of the company, in the social media or
elsewhere, and consequently it can select employees from a large pool of talent across Australia
(Mugge 2016).
An aspect of the recruitment and selection policy that the organization really has to pay
attention to is the matter of probation. Employees who are freshly recruited into the four walls of
the organization must be kept on probation for a period of three to six months (Ployhart et al.
2017). During this time, the employees will be offered a fixed number of leaves and a fixed

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salary, and it is only after they have crossed the probationary period, that an attempt will be
made to revise the salary and the leave policy of the employees. Employees who manage to cross
the probationary period with success will be regarded and treated as confirmed employees of the
organization. They will be expected to work for the organization over a long period of time,
since they have succeeded in passing or qualifying the probation that they were subjected to. The
probationary period is in fact the time when the skills and the abilities of the employees will be
tested (Rudolph et al. 2017). This is the time when efforts will be made on the part of the higher
management at Biz-Ops to see whether the newly recruited candidates are people who are well
suited for the performance of their various job roles or whether not they let to be let go from the
organization at this stage so that they do not lead the organization incur liabilities or problems
because of their failure to perform, later on (Sarma 2017).
3. Task 3
New Position Request Form
1. Position Title –
2. Position Department -
3. Pay Scale being offered to the Employee -
4. Position Summary -
5. Minimum Job Requirements -
6. Essential Job Functions -
7. Education -
8. Experience -

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9. Skills and Knowledge -
10. Referred by -
11. Date
New Candidate Application Form
First Name
Last Name
Phone Number
Email
Resume – Choose File
Are you willing to Relocate?
Submit Application
4. Task 4
One of the biggest issues associated with the recruitment and selection process that is
currently being practiced at an organization known as Biz-Ops is the fact that the HR managers
and the recruits over here are not seen to pay enough attention to the process or medium through
which the recruitment is actually seen to take place (Valenzuela 2019). At present
www.seek.com.au is the only site through which recruitment activities are undertaken, and this is
something that is putting the organization in a position to only reach out to a select number of
and category of candidates at a given time. The company has to sign up with other recruitment
agencies in the country of Australia when advertising its job positions so as to be able to reach

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out to a wider pool of talent (Valenzuela 2019). As mentioned above, the new recruitment and
selection policy of the company will require it to advertise in the traditional media like
newspapers while also making use of social media platforms for the same. Since people use
social media far more than they use the more conventional forms of media, it is a lot likely that
they will come across job roles and advertisements place here more easily than they would in a
newspaper or in a magazine (Ployhart et al. 2017). Job sites that the company uses in order to
hire employees into the various ranks of its organization should be increased in number so that
the organization has a greater number of people applying to it at a given time. If the company is
to be able to choose from a wider source of manpower or human resource, it has to advertise job
positions in its organization in a variety of social media platforms and it is only after that, that
they can expect to get some desirable employees to work for the organization (Rudolph et al.
2017).
Careful attention has to be paid on the part of the HR managers when advertising job
positions in the organization and the wording that is used in this respect must be chosen with
care. Those who are applying for posts at the various stores and the warehouses of Biz-Ops are
people who should have a fair idea of exactly the type of job role that they are applying for at the
time of the application itself so that their time and the time of the HR managers is not wasted
when they come for the interview (Holm and Haahr 2018). The advertisements should contain a
brief and accurate description of the type of job roles that employees are expected to perform
when they work for the organization and some indication is also going to have to be provided in
this respect, about the amount of remuneration that they can expect when performing such a job
role. By being clear and concise in the area of advertising and by advertising through more than

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one job site or platform, Biz-Ops is going to be able to do a far better job of hiring the right
candidates for its job positions than it has been able to until date.
The scenario that has been provided for analysis also indicates that the employees of the
organization do not complete the induction process. In fact the fact that they don’t is one of the
main reasons why they are not able to understand what is expected from them at the workplace.
They have a vague idea about their job roles and they begin to do their work in quite a random
and transparent manner, as a result of which they are later on either terminated from their job
roles or they resign on their own. Either way this is not a situation that is likely to benefit the
organization in any given way. The organization needs to avert the problem of an employee
turnover and for this purpose, the organization is going to have to play a key role of ensuring the
induction process is properly completed over a span of one business day. By conducting the
entire induction process over a day, the organization is going to be able to ensure that the new
recruits are well aware of their duties and responsibilities, they are well aware of what it is that
the organization has to offer them in terms of rewards, incentives and recognition and they know
what is expected from them in terms of rules and regulations, so that they are not in the dark
about this later on. Holding the induction process over a whole day will definitely help the
organization to do a better job with its recruitment and selection policy.
5. Task 5
HR Manager – Sir, can I have twenty minutes of your time today? I would like to discuss the
policies and procedures as set out in the new recruitment policy of our company
Senior Manager – Yes, tell me what you have to say

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HR Manager – Sir, I have made an attempt to revise the recruitment policy of our company so
that we are able to acquire employees who do a better job of meeting our goals and objectives
than what they are at present. To this end I have made sure of the fact that we don’t simply focus
on the credentials of employees but rather on their skills, abilities and attributes as well.
Senior Manager – Is that so? This is interesting. Yes, I think that hiring employees on the basis
of their skills and their work experience will allow us to be serviced by individuals who are far
more competent with people who simply have degrees and qualifications on paper but don’t
know much about how to function in a work environment.
HR Manager – Exactly so Sir. I have also made sure that as part of our new HR policy
employees are briefed about the goals and objectives of the business organization at the time of
recruitment itself. This I believe will go a long way in getting the employees to understand with
clarity what it is that we expect them to achieve when they are on the payroll of our organization.
We will also be shortlisting candidates for recruitment on the basis of their skills and
competencies and only the most proficient of candidates will be shortlisted and considered for
selection.
Senior Manager – Yes, this is a fine idea and I am in agreement with it. It is fair to let our
employees know at the time of recruitment itself what it expected of them and what is not. They
can avoid being disappointed later on when they actually begin to do the work and find they are
unable to and we can avoid hiring employees who we may have to later on or fire on grounds of
professional incompetence. To this end, I believe that the specific process that you have outlined
just now about the short listing of candidates, is something that will come to our aid and it will

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help us to recruit only the most competent employees into the different ranks of our organization.
Thank you for this idea.
HR Manager – Thank you for agreeing Sir. I would further like to let you know that the
induction process now is to be conducted over the length of an entire day so that we sufficient
time to let our employees know about what it is that we expect from them, both the good and the
bad and to also ensure that our newly recruited employees are familiar with what they can gain
and what they cannot gain when working for us. As you are well aware, in the past, there have
been instances where employees have not gone through the whole induction process. This has
led to misunderstandings at a later date, something which we wish to avoid once and for all here
at our esteemed organization in Biz-Ops. This information will also be exclusively made
available only to the short listed candidates at our organization.
Senior Manager – That’s perfect Malcolm. Thank you for briefing me on the new recruitment
and selection policy. I personally believe this policy will help us to avoid making many of the
mistakes that we have made in the past in the area of recruitment especially when it comes to
trusting the ability of candidates to perform to potential with respect to the various job roles that
they are assigned in our organization.
6. Task 6
Part A
HR Manager – Sir, have you gone through the new position form and candidate application
form that I sent to you over email?

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Senior Manager – Yes Malcolm, I have indeed done so. Let me tell you that I have put it in
circulation already.
HR Manager – Sir, have you got any feedback as yet?
Senior Manager – From what I have heard until now, the forms are easy to fill, and can help us
to recruit the right employees for the job. I believe we can use them officially as part of our new
recruitment and selection policy after two weeks.
HR Manager – That is wonderful, Sir.
Part B
HR Manager – Hello all, I have gathered you all here today to inform you about our new
recruitment and selection policy and how we are going to go about it.
HR Team Member 1 – Okay Sir, what is it about?
HR Manager – To begin with, we will no longer simply be using www.seek.com.au but will
also be advertising through our company website, and through social media platforms such as
Facebook and Instagram
HR Team Member 2 – That is an excellent idea. Social media allows for the easy dissemination
of information.
HR Manager – The new job position form and candidate application form I have circulated
today are the ones that we are going to be using for the recruitment of new candidates into our
organization.

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HR Team Member 3 – I just went through them this morning. These appear to be easy to fill
and will be received, I gather.
HR Team Member 2 – I completely agree with you. This is going to go well with our
candidates.
HR Team Member 1 – Wow this is going to be great. I think we can also expect a great
outcome by putting this new recruitment and selection policy in motion.
HR Manager – I am glad you all think so. Let us now make it work.
7. Task 7
Part A
The person who ought to be approached in order to understand how recruitment needs are
to be best addressed in Biz-ops organization is the HR Manager. This is a person who has been
engaged in the activity of recruiting and selecting candidates into the various ranks of the
organization for quite some time now and who can provide the right information and insights
needed in order to understand how the recruitment policy of the company is to be planned and
implemented.
Part B
HR Manager – Hi there Steve, I have come to discuss with you today how it is that we can play
the recruitment and selection of sales staff, into our ranks here at Biz-Ops, given that this has
proven to be a challenging job of late.

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Sales Manager- I will tell you this Malcolm, we need people who are quick on their feet who
are competent, dedicated and how have the power of persuasion. That is all.
HR Manager – What about academic credentials?
Sales Manager – Qualifications are helpful. However we are really looking for people who are
experienced, who know what it is like working in a sales environment and who have what it
takes to persuade customers to buy our products and services.
HR Manager – Thank you for that information Steve. It is helpful for us in recruitment and
selection.
8. Task 8
Part A
Position descriptions for sales staff at Biz-Ops include the position of a regular marketer, a social
media marketer and a door to door salesman. The regular marketer will be entrusted with the
responsibility of advertising the products and services of the company in print media, visual
media and at physical outlets and stores as well as through the website of the company. The
social media marketer will play the important role of reaching out to customers on social media
sites like Youtube and Facebook and even Instagram to make known the products and services of
the company and to encourage customers to buy what is on offer at Biz-Ops. The door to door
sales professionals will be given the responsibility of undertaking home visits. They will visit
customer homes on random to ask them if they have ever shopped at Biz-Ops and why it is that
they should consider doing so in the future.
Part B

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HR Manager – Hi Steve, I need to ask you an important question. How many people are we
looking to recruit into the sales team, and what are responsibilities that we are looking to get
them to perform?
Sales Manager – Hi Malcolm, well, we need 20 odd people to serve as part of the sales staff in
our company and we require all of them to be well versed with our business goals and objectives.
HR Manager – Thank you for letting me know so Steve. I will have candidates recruited,
accordingly.
9. Task 9
Check List for Managers when Publishing a Job Advertisement
 Accurate description of job
 Accurate description of remuneration being offered to the newly selected candidates
 Proper description of protocols that need to be adhered to when working for the
organization
 Some Mention of the important goals and objectives of the company
 Proper mention of the age group and qualifications that candidates are expected to have at
the time of applying for the job at Biz-Ops
 Proper mention of the type of work experience that is expected from candidates who are
applying for a job position at Biz-Ops, with special instructions being issued for fresher
candidates

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10. Task 10
Part A
Checklist for Managers when recruiting employees in keeping with new guidelines
 Proper description of job roles and responsibilities at the time of recruitment
 Accurate description of challenges that can come as part of the job role
 Briefing candidates about the fact that the induction process can take a whole day
 Informing the candidates about rewards and recognition and incentives that are offered at
the company
 Informing candidates about the disciplinary protocols that they have to adhere to in order
to appease higher management and work for the company over the long term.
Part B
HR Manager – Hello guys. Welcome to Biz-Ops
Candidate 1 – Thank you sir
Candidate 2 – Thank you
HR Manager – What brings you to Biz-Ops for a job?
Candidate 1 – Money
Candidate 2 – The opportunity to work for Biz-Ops
HR Manager – Very well, then, please note that we require our employees to be committed, to
work 8 hours a day and to achieve sales targets as and how these are assigned by sales managers

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Candidate 1 – Perfect
Candidate 2 – Very good Sir
HR Manager – Am I clear about our expectations? Are there any questions?
Candidate 1` - No Sir
Candidate 2 – No Sir
11. Task 11
Part A
Checklist for Managers to complete when informing candidates about successful outcome
 Congratulating the employee for being chosen to join the organization
 Including the offer list in the congratulatory message
 Ensuring that the offer letter contains all relevant details of the duties and responsibilities
that are expected of the candidates
 Ensuring that the offer letter contains accurate details of the remuneration that is being
offered to the successful or selected employee
 Ensuring that the offer letter mentions that employees will be on probation for some time
until their position in the company is confirmed.

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Part B
HR Manager – Hello candidates. Welcome to Biz-Ops. I am happy to notify you both that you
have been selected to work for our organization. You will report at 8 am, leave at 5 pm, and you
will be offered everything that is mentioned here in your offer letter. I am happy to hand it over
to you. Congratulations
Candidate 1 – I am overwhelmed. Thank you so much Sir.
Candidate 2 – It is a privilege to be working for Biz-Ops in some capacity. Thank you so much
for considering my application Sir. I hope to do my very best for the organization.
Task 12
Appointment Checklist for Managers
 Clearly well-outlined information about the job role and the salary that is being offered at
the organization
 Proper details given about behavioral expectations from employees
 Important details given about how long it is that employees are going to be on probation
at the organization and the time frame in which a confirmation can be expected
 Proper details to be given about the dress code that is followed at the organization for
both the weekdays as well as the weekends.

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Development of Offer Letter
Dear Joe
We take pleasure in informing you that you have been selected for the position of a social
media marketer and manager at Biz-Ops. You will be starting this job position at a salary
amounting to $ 50,000 a month over and above incentives. You will be expected to report to the
job premises at 10 am every day. The shift time ends at 6 pm daily. You are expected to abide by
all the regulations and rules of the organization for the entire length of time that you work here
and we would once again like to congratulate you for being selected for the position of social
media marketer and manager. We have no doubt at all in our minds about the fact that you have
the potential to do justice to this job position and we look forward to working with you in the
days to come.
With my thanks and regards,
Jo Bidden
HR Manager at Biz-Ops

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