BSBHRM405 Project: Support the Recruitment, Selection and Induction

This BSBHRM405 project solution addresses key aspects of human resource management within the context of the Exchange Hotel, focusing on recruitment, selection, and induction processes. It details the steps involved in gathering job role information, conducting job analysis, and writing a job description for a cook position, including defining duties, responsibilities, and required qualifications. The solution outlines the key activities in recruitment, selection, and induction, emphasizing the importance of adhering to organizational policies and relevant legislation to avoid discrimination. It provides a sample job advertisement, discusses appropriate advertising channels, and identifies the information to be provided to the selection panel. Furthermore, it covers essential candidate documentation, the definition of an employment contract, and the importance of informing staff members about new employees. The project also includes a sample rejection letter and strategies for scheduling candidate interviews, demonstrating a comprehensive understanding of HR functions. Desklib offers this and many other solved assignments for students.

Victorian Institute of Culinary Arts and Technology
BSBHRM405 Support the Recruitment, Selection and Induction of Staff
ASSESSMENT 1: Project
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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
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 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
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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. )Why do you need to check your organisation’s policies and procedures for
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.
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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
[e-mail] by 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 to Kroon & 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’s experience 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 to Bas, A. (2012), there are 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)
.
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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 to Roberts, 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
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 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 as dictated 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 that you 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?
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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).
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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
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