Portfolio of HR Documentation for INUB: People and Performance Module

This project presents a comprehensive portfolio of HR documentation designed for INUB, an IT solutions firm. The assignment fulfills the requirements of the People and Performance module (BMP4006), focusing on recruitment and selection processes. The portfolio includes a detailed job description and person specification for an HR Manager position, outlining roles, responsibilities, required skills, and educational background. A job advertisement is also provided, designed to attract suitable candidates for the HR Manager role. Furthermore, the project features a three-month employee development plan tailored for new starters, which outlines a structured approach to skill development, including business goal assessment, employee communication, skill evaluations, goal setting, and monitoring. The plan emphasizes the importance of employee development in achieving organizational objectives and contributes to the growth of the establishment. The document references relevant academic sources to support its design and rationale.

People and
Performance

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY .................................................................................................................................3
Job description and person specification................................................................................3
Job advertisement ..................................................................................................................5
Three month employee development plan for new starter.....................................................6
CONCUSION .................................................................................................................................9
REFRENCES ................................................................................................................................10

INTRODUCTION
Recruitment and selection procedure is helps the organisation attract talented individuals
through suitable documentation and select suitable candidates. This results in construction of
talented workforce which sis significant contributor in organisational growth and development.
The business firm selected for this report is US based firm which provides IT solutions to other
business firms. INUB was established in the year 2009 and is currently headquartered in
Somerset, New Jersey, United States. This report includes Job description and person
specification, job advertisement and job advertisement designed for attracting suitable candidates
for the position of HR manager INUB. An employee development plan for new employees
which has time period of three months is also given in this report.
MAIN BODY
Job description and person specification
Job Description
This document consist of formal data regarding the roles & responsibilities which an
employees has to perform after the selection of particular vacant position. In addition to this, it
involve the Job summary which give a person appropriate information about the position (Bizri,
Wahbi and Al Jardali, 2021). INUB is looking for Human Resource manager and for this, the job
description is given below:
JOB DESCRIPTION
Organisation: INUB
Division: Human resource Department
Designation: HR Manager
Job summary
We are hiring for the post of Human resource manager who perform several activities and help
company in acquiring and retaining talent at workplace. Along with this, the person have the
ability to develop strategies and maintain employee relation which help organisation to gain
growth and success.
Role and responsibilities:
 Development of policies and strategies for employees

 Hiring and selecting talent for company
 Conducting training session for employees
 Effectively handle employees issue and maintain positive working environment
 Build effective relations among employees by conducting activities
 Resolve employee issue timely ad properly.
Person specification
This include requirements an organisation want in the selected employee in a proper
manner. In addition to this, it involve skills, experience and educational background which a
candidate should posses for selecting on that particular position. It is stated that person
specification assist an organisation to attract candidates that have required skills and qualities
about the position (Florén, Rundquist and Fischer, 2016). The person specification for the HR
manager position at INUB is mentioned below:
PERSON SPECIFICATION
Particulars Necessary criteria Desirables
Personnel requirements
 Have the capability to
perform under high
pressure
 Ability to deal with the
changing environment
 Creative under high
pressure
 Attention to detail
Educational Background  Degree in HR
specialisation
 Masters degree in Human
resource
 Knowledge about HR
practices and policies
Experience  2--3 years of experience in
managing employees in
renowned organisation
Skills  Effective communication
and interaction skills
 Development of effective
 Goal focused

policies
 Time management skills
 Problem solving skills
 Multi tasking skills
 Critical thinking skill
Job advertisement
A job advertisement refers to a documentation which announces vacancy of a position in
the company and influence potential job candidates to apply for the job. A job advertisement
attracts suitable candidates and helps the company construct skills workforce for the growth of
their organisation (Gartzia and Baniandrés, 2016). Job advertisement for the position of
marketing manager at INUB is provided below:
Job Advertisement
We're HIRING !!
HR manager (Full-Time)
Talented candidates who aspire to become HR manager have the chance to become member of
IT firm INUB and be contributing member in growth of our organisation.
The weekly working hours of the HR managers is 49 hours with paid holiday of two days
among other employee advantages. Training given by the company is of 3 months which aims
to develop skilled manager who contributes to the progress of the firm. The deadline for
sending vacancy application is 20 march 2021.
Pay and Benefits
-Medical insurance
-22 Days Annual Leave
-Retirement scheme
Contact us today
Interested individuals which have any queries related to this
vacancy are requested to contact with our organisation
through the email ID and contact number given below:
 [e-mail]
 5289741362
 or send their resume to 45 Axel lane new jersey

Three month employee development plan for new starter
Employee development plan focuses on developing skills of the employees which are
helpful for organisational growth and development. Employee development plan consists of
various steps which help an organisation build capabilities of their workforce effectively.
Employee development plan for building skills of the new starter at American technology firm
INUB which is completed in three month is provided below:
Step 1: Assessment of business goals
The first step of the employee development plan revolves around assessment of the
company strategy and business goals. HR manager at INUB need to understand their overall
organisational objectives and evaluate company strategy as first step towards development of an
effective business plans. The business strategy of INUB need to be the foundation of the
employee development plan, this will ensure that development of new starters will result in
progress of the company. This step also involves macro level assessment of the respective
company in order to identify future goals of the business, opportunities for gaining competitive
advantage and technological up-gradation which could support effective employee development
and also contribute to completion of organisational objectives (Paine, 2019).
Step 2: Communicating with the employees
This step of the employee development plan focuses on communicating results of the
organisational assessment and employee development objectives with the staff members which
are part of this employee development plan. This step is continuous process and HR managers at
INUB need to regularly communicate with new starter and gain their feedback about various
employee development practices. The main focus of this step should be on one one interaction
with the new starter but employees at HR division should not hesitate from utilising new
technology to communicating significant information. Internal newsletter social media
application and other tools for communication need to be considered by HR department at the
respective organisation to communicate with the employees and gain an understanding about
their views on the employee development programme (Renkema, Meijerink and Bondarouk,
2016). This will help the HR department remove any flaws related to the employee development
plan as they will gain information about various barriers which stop the employees from
developing their capability.
Step 4: Conducting employee review

This phase of the employee development plan revolves around understanding the current
capabilities of the employees. This is accomplished by building a skills matrix for each
individual employee which provides a detailed description about competencies of each employee
which includes the level of proficiency fort each ability. The HR department at INUB need to
build a skill matrix which outlines detailed description related to abilities and proficiency of each
member of the new starter. After this evaluation of current abilities of the new starter need to be
completed by INUB which compares the current abilities of new starter against skills required by
the respective organisation to achieve their business goals. This will help the respective company
construct an effective business plans which develops abilities of the new starter which are
needed for the growth of the company while considering existing skills of the employees
(Singh, 2018).
Step 4: Preparation of employee development goals
This step in the procedure for developing an employee development plan focuses on
creating progress goal for each employee on the basis of current resources and budgets. In
orderer to complete this step effectively HR department at INUB need to create a learning path
for each member of the new starter. This includes series of courses of activities which each
employee needs to complete with set timeline for their professional development. This learning
path should start with an introduction to responsibilities of their job, activities for each employee
which develop required skills for the position which help INUB attain business objectives. This
three month employee development plan needs to focus on developing various skills in specific
time period and conduct tests or quiz after the completion of each activity or course to check if
the information is retained and the employee has gained the desired ability. Job rotation is
helpful activity which allows the employees to develop certain abilities by giving them
experience of their job. New starter employed at INUB will understand challenges of the
position of HR manager. Job rotation need to be completed under the guidance of mentor to gain
effective result.
Step 5: Realization stage
This stage of employee development plan requires conducting conferences which will
enhance their skills upon participation, internal workshops which invite external experts so that
employees gain information for their development (Szalma and Hancock, 2018). INUB needs
to conduct group discussions with their new starter and encourage them to participate in

conferences and workshops for their progress. This will give the employees a profound
understanding of various roles and responsibilities associated with HR manager along with
inflammation about current and future HR practices which will help the respective company
attain their business objective.
Step 6: Monitoring results
This step of the employee development plan focuses on understanding if the plan has
given expected results and positively influenced the employee progress (Wilcox, 2016). INUB
needs to take employee feedback and find if development goals related to each member of the
new starter have been met.

CONCUSION
From the above report it is determined that documentation such as job description and
person specification helps the company identify with suitable candidates which are committed
towards working for the company and seek to professionally progress with the position vacant at
the business firms. Job advertisement helps the organisation communicate with their employees
in a manner which attracts suitable candidates and help the company build a talented workforce.
Employee development plan includes several stages which the organisation need to complete in
particular sequence to enhance the skills of their employee and attain business goals. Employee
development plan helps the company develop abilities of their employees which contributes to
the growth of the establishment.

REFRENCES
Books and Journal
Bizri, R., Wahbi, M. and Al Jardali, H., 2021. The impact of CSR best practices on job
performance: the mediating roles of affective commitment and work
engagement. Journal of Organizational Effectiveness: People and Performance.
Florén, H., Rundquist, J. and Fischer, S., 2016. Entrepreneurial orientation and human resource
management: effects from HRM practices. Journal of Organizational Effectiveness:
People and Performance.
Gartzia, L. and Baniandrés, J., 2016. Are people-oriented leaders perceived as less effective in
task performance? Surprising results from two experimental studies. Journal of Business
Research, 69(2), pp.508-516.
Paine, N., 2019. Workplace learning: How to build a culture of continuous employee
development. Kogan Page Publishers.
Renkema, M., Meijerink, J. and Bondarouk, T., 2016. Advancing multilevel thinking and
methods in HRM research. Journal of Organizational Effectiveness: people and
performance.
Singh, S.K., 2018. Sustainable people, process and organization management in emerging
markets. Benchmarking: An International Journal.
Szalma, J.L. and Hancock, P.A. eds., 2018. Performance under stress. CRC Press.
Wilcox, M., 2016. Effective talent management: Aligning strategy, people and performance.
Routledge.