BSBHRM506 Diploma of HRM: Managing Recruitment, Selection & Induction

This assignment solution for BSBHRM506 focuses on managing recruitment, selection, and induction processes. It identifies internal recruitment, employee referrals, and promotions as key recruitment methods, alongside psychometric testing, interviews, and resume-based selection. The importance of assessment centers in evaluating candidates and reducing recruitment costs is highlighted. Various recruitment advertising methods, including print, web, recruitment agencies, and social media, are discussed, as well as the concept of outsourcing. Key steps in the recruitment and selection process are outlined, along with essential documentation requirements. The assignment also addresses relevant legislation, such as Workplace Health and Safety standards and the Fair Work Act, and emphasizes the significance of industrial relations and employment contracts. Furthermore, it covers equal opportunity, anti-discrimination, and code of conduct principles. The importance of specialist psychometric skills assessment in evaluating candidates' decision-making capabilities, intelligence, and motivation is also emphasized. Desklib provides access to similar solved assignments and study resources for students.

Running head: BSB50615-HUMAN RESOURCES
BSB50615-Human Resources
Name of the Student
Name of the University
Author Note

1BSB50615-HUMAN RESOURCES
1.
Three different recruitment methods can be described in the form of the Internal
Recruitment, Employee Referral and Promotions.
Three different selection methods in the modern business context are the
Psychometric testing, Interviews and selection on the basis of the application form or the
resume of the candidates.
Internal Recruitment is a method where the recruitment takes place from the internal
members or employees of the organization.
The promotion is a method where he recruitment to the higher positions are conducted
as a recognition of the good work of a particular employee and along with that, the employee
referral is a method where the recruitment takes place from the candidates referred by the
employees.
Psychometric test is conducted to evaluate the decision making capabilities of the
candidates. On the other hand, interview is the method for the face to face evaluation of the
candidates. Apart from that, the short listing of the candidates for a particular position is seen
to be conducted on the basis of the required skills and the described skills in the CV.
2.
The contribution of the assessment centres in the modern business context is observed
to be significant. The assessment centres provides the opportunity to the human resource
managers of the various organizations to evaluate a large pool of candidates at the same and
at the same place with the application of a range of selection exercises. It is significantly
important method in the evaluation of the candidate’s suitability for a particular job and along
with that, the process notably helps in avoiding poor decision making in the recruitment and
saves the huge costing that is associated with the process of recruitment.

2BSB50615-HUMAN RESOURCES
3.
Four recruitment advertising methods are mentioned below:
o Print Advertising.
o Web Advertising.
o Recruitment Agencies.
o Social Media Advertising.
4.
Outsourcing is a method through which a particular organization or individual
manufactures their products from other business organizations in the name or label of that
particular organization or individual. Apart from this, the achievement of the employees or
the infrastructure in the same method is also possible for the business organizations.
The process is of great significance in the reduction of the higher manufacturing costs
if it is manufactured from the markets which are comparatively low scale in nature.
5.
Key Steps in the recruitment and selection process:
 Identification of the vacancy and the preparation of the job requirements (Ekwoaba,
Ikeije and Ufoma 2015).
 Job Advertising for the sourcing of the candidates.
 Screening and applications and short listing candidates.
 Interviewing the short listed candidates.
 Selection of the best suited candidates.
6.

3BSB50615-HUMAN RESOURCES
Six types of documentation that is much required for the recruitment and the selection
process are mentioned below:
 Documentation of the job requirements.
 Documentation of the procedure for the recruitment and selection process.
 Candidate’s CV or resume.
 Documentation regarding the feedback of the referee.
 Selection Report.
 Documentation of the recruitment report with the effective portrayal of the required
skills and the identified skills of the employees.
7.
Two types of the legislations that are much needed to be incorporates into the
selection and the recruitment processes and policies are observed to be the Workplace Health,
Safety Standards, and the Workplace Health and Safety Act and Fair Work Australia
Ombudsman Act (Hardy, Howe and Cooney 2013).
8.
The industrial relationship is considered to be a multidisciplinary business context
that focuses on the business context. The relationship between the employees and the
employers, labour and trade unions, employer organizations and the state is seen to be the
major concern of the mentioned field of study.
The need of it is pretty evident in the effective management and adjustment of the
issues such as the wage or the work time characteristics.
9.

4BSB50615-HUMAN RESOURCES
Employment contract is the written agreement between the employees and the
employers regarding the rights and the responsibilities of both the sections.
The employment contract plays a crucial role in the effective management of the
salary or wage related issue, the work time characteristics, the duration of the employment,
the general roles and responsibilities inside the organization (Freedland et al., 2016).
10.
Equal Opportunity Act
2010
Provides equal opportunity to each of the candidates
Anti-Discrimination Act
1977
Protects the employees from various sorts of discrimination.
Fair Work Act 2009
Manages the rights and the responsibilities of the employees.
Code of Conduct

5BSB50615-HUMAN RESOURCES
Aligns the operations of the employees in a particular and
desired mode in accordance to the organizational policy.
11.
The specialist psychometric skills assessment test service is important for the process
of recruitment and selection for the below mentioned reasons:
 It evaluates the decision making capability of the employees (von Davier and Halpin
2013).
 It assesses the intelligence of the candidates.
 It enables the employer to achieve the idea of the level of motivation that is associated
with the candidates and also helps in the evaluation of the potential of the employees.

6BSB50615-HUMAN RESOURCES
References:
Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Freedland, M., Bogg, A., Cabrelli, D., Collins, H., Countouris, N., Davies, A.C.L., Deakin, S.
and Prassl, J. eds., 2016. The contract of employment. Oxford University Press.
Hardy, T., Howe, J. and Cooney, S., 2013. Less Energetic but More Enlightened: Exploring
the Fair Work Ombudsman's Use of Litigation in Regulatory Enforcement. Sydney L.
Rev., 35, p.565.
von Davier, A.A. and Halpin, P.F., 2013. Collaborative problem solving and the assessment
of cognitive skills: Psychometric considerations. ETS Research Report Series, 2013(2), pp.i-
36.