BSBHRM506 Recruitment and Induction Analysis

This practical assignment for BSBHRM506 requires students to analyze and review the recruitment, selection, and induction processes of a chosen company. Students must evaluate existing HR policies, suggest improvements, and design necessary documentation to support their recommendations. The assignment emphasizes the importance of legal compliance and effective recruitment strategies, including the use of technology and psychometric testing.

Assessment
BSBHRM506 Manage Recruitment Selection and Induction Processes
Assessment Task 2
Assessment Type Practical: Analyse and Review Human Resources
Due Date 13August 2017
Student ID
Student Name
Performance Criteria
This assessment requires you to demonstrate that you have the ability to develop policies and are
able to review existing documents. To enable you to do this, you must complete the following
tasks.
Task 2 requires you to review the recruitment, selection and induction processes of a company of
your choice.
Did the student provide satisfactory evidence in demonstrating the following
practical skills?
Satisfactory?
Y/N
2a List all current policies and procedures relating to recruitment, selection and
induction on the company of your choice and state where you found them.
The company IFYS Limited has been chosen for the study of the policy
related to Recruitment, Selection and Induction. The company recognizes its
employees as its biggest asset, and hence recruitment is their most important
strategy. The policies at present is been constructed in order to not only
recruit but also retain its suitably competent and experienced employees
along with their qualities such that they could lead to the development of the
company. (Ltd., 2014)
The company also looks after the fact that legal transparency is
maintained while the whole recruitment, selection and induction process is
conducted so that the best could be recruited (Peisakhin et al. 2010). The
policy states that the candidates for a particular post would be selected on the
basis of qualification and merit only. The candidate would be judged based
on the potential of their skill, knowledge, qualification and capability
irrespective of its creed, race, caste, religion, marital status, political views
etc. the policies further have provisions that state that all vacancies of the
company would be advertised in all media so that every eligible candidate
could compete in terms of merit. (Ltd., 2014)
Every position of the company up for recruitment, the whole
procedure would be documented for, and the transparency, accountability
and the monitoring purposes. It has also been stated in the policy section that
every new member of the organisation would be briefed about the position as
well as the probationary period would be explained. The policies also state

that a legal and transparent framework is maintained during the whole
process. The policies are clearly mentioned in a report of the company as
revised in 2014. (Ltd., 2014)
2b Choose one policy related to recruitment, selection and induction in your
chosen company. Research the procedures for the policy and discuss whether they
are effective in meeting the objectives of the related policy. What would you
change?
The policy related to recruitment of people based on merit and not based on
caste, creed, religion etc. when studied in depth along with the procedures
associated with it (Bonson et al. 2012). It can be seen that procedures include
submission of applications with a proper cover letter which mentions the key
competencies as required through the advertisement given, a resume with all
the basic requirements of the details along with personal contact number, and
also contact information of two professional referees. The procedure states
that applications received within the deadline of the time and date would be
entertained only. (Ltd., Social, Community, Home Care & Disability
Services industry, 2013)
On revising the procedures, changes could be made regarding the mention of
competencies, change could be made in that respect according to the
competencies. It is true that merit could not be judged through judging of the
competencies alone, an overall outlook is required, which basically could
include an overall assessment of the candidate based on an all round qualities
that could act as deciding factors namely, knowledge regarding the required
skills, the experience of applying the skills etc. (Breaugh, 2013). An overall
assessment could be conducted using different software conducted tests can
be done so that a comparative analysis can be made for the best candidate.
(Ltd., Social, Community, Home Care & Disability Services industry, 2013)
2c What technology could be adopted by your chosen company for use in the
recruitment and selection process? Why did you recommend these technologies
and how they will make the process more efficient?
Technology consisting of software that could conduct different types of tests
based on the programs fed to it according to the desired position, and gives a
detailed analysis report of the test, so that candidates could be selected on
that basis for the interview procedure. Software that can be included are
related to software designed for aptitude, English verbal exam, phonetics
exam, hearing, and call reception etc, which would depend on the posts
respectively. (Ltd., Social, Community, Home Care & Disability Services
industry, 2013)

2d Design and produce the documents, forms, training and communication plans
that you would require to establish to support the changes you suggested in 2b for
use by staff. Specifically, make the following documents:
 Job description for a receptionist
 Sample interview questions for a receptionist position
 Induction checklist for a receptionist
 Letters to:
o Request an interview for the receptionist position
o Request for more information
o Rejection letter
The changes that have been recommended is the involvement of
technologies related to initial primary tests that could give an overall analysis
of the candidate instead of directly judging them on the basis of the
competencies as mentioned in the resume. It can be suggested that on giving
an advertisement regarding the applications for the post of receptionist in a
company, a detailed job description needs to be provided which would state
that, “applications are welcomed for the post of receptionist in the IFSY
Limited Company.
Applicants need to keep in mind that this post not only demands
extraordinary speaking and writing skills in minimum of three languages, but
also requires candidates to show their competencies and skills (Ills et al.
2010). Applicants with a qualification above graduate level can only apply
and the candidates would be selected for interview only after they pass the
computerised aptitude and English test consisting of other rounds also that
would help disclose their oratory as well as writing talents.” (Ltd., Policy –
Recruitment, Selection & Induction, 2014)
The post of the receptionist is highly responsible for the
communication of the company with not only its clients and customers but to
the world as a whole thus questions not only related to not only the
knowledge regarding his skills and competencies would be asked, but also
regarding his knowledge of the company and its dealings would be asked, in
order to know the capability and interest he has regarding the job post.
During the induction period, the receptionist would not only be trained to
speak and handle the different clients but also to handle different situations
in hand along with sharpening and developing of required skills. He will be
introduced to a world that he would need to classify and handle depending
on his own sense and knowledge acquired in the induction period. (Ltd.,
Policy – Recruitment, Selection & Induction, 2014)
2e State how you would get support for the policies and procedures that you have
developed from management?
Policies that have suggested would not only reduce the costing of the
procedure of recruitment being conducted but also bring results in a faster,
easier and efficient manner to the recruiter as well as help in selecting the
candidates minutely which was otherwise a long process in terms of manual

work (Wheelen, 2011). The policy also helps to facilitate the recruitment
procedure to a large extent. Thus it could be accepted by the management.
(Ltd., Policy – Recruitment, Selection & Induction, 2014)
2f Summarise relevant legislation, regulations, standards and codes of practice
that may affect recruitment, selection and induction.
As stated even by the legislation, discrimination law has been passed by the
court that states that discrimination on the basis of caste, creed, race,
religion, political influence, marital status, etc would not be encouraged and
would be punished which somehow supports the policies whereas it is the
laws regarding cyber laws and usage of software that needs to be taken care
of while the recruitment process. (Ltd., Social, Community, Home Care &
Disability Services industry, 2013)
2g Explain why terms and conditions of employment are an important aspect of
recruitment.
Employee as stated by company slogan itself is the major asset of the
company and thus their privacy, safety and recruitment should be done in
such a way that no hindrance is met along the journey (Stahl et al. 2012) The
employment laws need to be transparently followed and maintained in order
to have a suitable and smooth developmental journey. (Ltd., Social,
Community, Home Care & Disability Services industry, 2013)
2h Explain the relevance of psychometric and skills testing programs to
recruitment.
Psychometric and skill analysis is highly important while the recruitment
procedure is conducted since it not only helps the recruiters to analyse the
required skills minutely but also analyse the psychology of the candidates
and their direction of thinking which is an ideal component for development.
(Ltd., Policy – Recruitment, Selection & Induction, 2014)

COMMENTS
The student received Satisfactory Result [ ] Yes [ ] No
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