HR Management: Recruitment, Selection, and Induction Strategies

This assignment delves into the core aspects of human resource management, focusing on recruitment, selection, and induction processes. It addresses key questions such as determining future HR needs, ensuring compliance with organizational policies and legal requirements in recruitment, and the importance of non-biased practices. The assignment emphasizes the roles of managers and supervisors in developing and using current position descriptors and person specifications, providing necessary training, and advertising vacant positions. It also covers selection procedures, job offers, employment contracts, and the significance of proper induction for new employees. Furthermore, the document explores the management of probationary employees, feedback mechanisms, and the evaluation of the induction process, including identifying potential issues and making necessary refinements based on employee performance and feedback. The assignment highlights the importance of providing accurate advice on salary, terms, and conditions, and ensuring that the entire process aligns with the organization's goals and legal standards.

Part 2
You are a HR manager responsible for forecasting recruitments and filling
any vacancies.
Answer the following questions:
1. How would you determine future human resource needs?
The needs of the human resource is growing rapidly as organizations are getting complex and
multidimensional. In the case of hiring new employees or offering promotions to the
employees, it is important to follow the code of practices that have been issued by the
Equality Commission (Trullen et al. 2016). The selection committee of the organization
should not be biased and must not discriminate against any particular person. The candidate
with the highest qualification and experience should be hired. The hiring for the candidates
needs to be planned in advance by the management and it should be opened up for
competition
2. How would you ensure that managers and supervisors involved in
recruitment, selection and induction comply with policy and procedural
requirements?
The HR department is solely responsible for searching and hiring the right candidates
for the organization. Noe et al. (2017) stated recruitment is the process of finding and
attracting the potential candidates in order to fill up the vacant position in the
organization. It is a very complicated process and demands not only the attention of the
HR managers but also the involvement of other managers and supervisors. They help
the HRM to understand properly what type of candidates they are looking for and
makes it easier for them to select the right candidates for the jobs. Several important
factors are kept in mind before actually hiring a candidate.
3. How would you ensure that managers and supervisors involved in
recruitment, selection and induction develop and use current position
descriptors and person specifications?
According to Brewster and Hegewisch (2017), the selection process is the very first
step in recruitment as a result of the candidates suitable for the desired job are
selected. Once they are selected they need to thoroughly understand the motive and
principles of the organization. Ekwoaba et al. (2015) mentioned the senior managers
take the induction class and help them to get accustomed to the policies and
procedures which forms a very essential part of the organization. These policies and
procedures work as a roadmap for everyday operations.

4. How would you ensure that managers and supervisors involved in
recruitment, selection and induction are given training needed to help
them perform well in their role/s?
In order to hire the right candidates, it is the duty of the HRM to properly mention the job
role or the position descriptor. This clearly describes in details of the particular job role
which includes all the responsibilities, objectives and also the requirements (Jeske and
Shultz, 2016). Similarly, person specification can be defined as the profile of the ideal new
employee consisting of the skills, personality and experience. It helps the HRM to shortlist
candidates and select the most deserving ones for the job. The role of the HRM does not
finish here. Once the candidates are selected for the job then they are passed on to the
training department (Russell and Brannan, 2016). This helps the new recruits to get
accustomed to the new working environment and know about the organization they are
working. Basic training is also provided to the candidates as per the job role which makes
the new recruits fluent in their specific job roles
5. How would you ensure that managers and supervisors involved in
recruitment, selection and induction advertise vacant positions in
compliance with organisational policy and legal requirements?
Sarker (2017) opined that the whole process of hiring and recruitment starts with
posting an advertisement in various job portals. Details of the job posting are needed to be
mentioned so that the correct candidates can apply for the job. While hiring for applicants
the HRM needs to follow a certain set of rules and regulations as well as bind with the
policies of the organization (Basak and Khanna, 2017). Some of the most common
principles that are followed while hiring new employees are mentioned in the following
points:
 It is very important for the organization to be neutral and provide equal opportunity
to all the employees opting for the job
 In the case of hiring new employees or offering promotions to the employees, it is
important to follow the code of practices that have been issued by the Equality
Commission (Trullen et al. 2016). The selection committee of the organization
should not be biased and must not discriminate against any particular person.
6. How would you ensure that managers and supervisors involved in
recruitment, selection and induction follow selection procedures that
accord with organisational policy and legal requirements?
Once the right candidates are selected for the job then it is the time for the employment
contract. It is actually a legal agreement between two parties that is the employee and the
employers which bind both parties legally and provides security (Johnson et al. 2016). The
employee makes sure that the particular person is actually obligated to all the rules and
regulations of the organization and maintains them while working. The employers get the
security of the job as the employee is aware of all the terms and conditions and hiring him

or her in return of a fixed salary and other advantages mentioned in the contract. The clear
discussion of salary and other terms and conditions helps in clearing out any kind of
misunderstandings between the employees and the employers (Athar et al. 2017). This
helps in providing peace of mind to the new recruits and ensures that they work with
complete dedication. The terms and conditions ensure that the new employees abide by the
rules and regulations of the organization and are ready to face the consequences if they do
not follow them. It is also the duty of the HRM to introduce the employers to the
advantages that they are entitled to get if they are working with the particular organization
such as medical and health benefits for him and his family (Moyo, 2017). This gives a clear
idea of what the employers will be actually receiving in return for working in the
organization
7. How would you ensure that managers and supervisors involved in
recruitment, selection and induction execute job offers and contracts of
employment promptly?
Proper induction is very necessary for the new employees because induction is the process
through which the new employees get to know about the norms of the organization and
what is expected from them (Hossain, 2018). It gives them the time to adapt to the new
working environment and learn to achieve their maximum productivity. Induction also
inspires the new recruits and makes them accustomed to the mission and vision of the
organization. It teaches them the technical skills that they need to learn for future growth.
This induction process even allows the recruits to set a new foundation for the important
relationships in the working environment.
8. How would you ensure that managers and supervisors involved in
recruitment, selection and induction provide all new appointments with
accurate advice about salary, terms and conditions?
The very last task of the HRM is to take care of the employees who are in their probation
period that is the time between the starting of the employment to the initial few months
when the employer access if the particular employee is apt for the position or justifying his
job. The job of the HRM is to check on a daily basis how each of them is performing and
organize meetings in order to update them of their performance (Aladwan et al. 2015).
Generally, the managers are the ones to provide feedback to the employees and arrange for
a meeting to solve any kind of problems they are facing. The manager’s duty is to
encourage newcomers and use their full potential for the benefit of the whole organization.
9. How would you ensure that managers and supervisors involved in
recruitment, selection and induction follow appropriate induction
procedures?
It is very necessary to understand whether there is an issue with the induction process.
Induction is very important for the new employees as it gives the opportunity to know the
organization where they are working so any lack in the induction process will lead to the
loss of the organization. So it is the duty of the HRM to constantly evaluate the whole

process. They can take feedback from the employees which will help them to understand if
the induction process is actually helping them or not. The number of employees completing
the whole induction process and completing the probation period successfully can also
determine the effectiveness of the process. So if more number of employees are leaving the
organization within few months of their joining then it’s time for the management to
understand in what they are lacking behind and start working accordingly. The main motive
of the induction process is to find suitable candidates for the vacancies and has to ensure
that they help in the prosperity of the organization as a whole.
10. How would you ensure that managers and supervisors involved in
recruitment, selection and induction manage probationary employees and
provide them with feedback until their employment is confirmed or
terminated?
The main circumstance when it is absolutely necessary to bring changes in the induction
process is the poor performance of the employees that are hired in the organization.
Poor performance indicates either lack in knowledge or motivation among the
employees which is actually the job of the HRM to check. Similarly not completing the
induction process and quitting the job might forecast either the lack of motivation or
poor organizational policies in which case the management has to take step to attract the
employees.
11. How could you identify any issues with the induction process?
It is very necessary to understand whether there is an issue with the induction process.
Induction is very important for the new employees as it gives the opportunity to know the
organization where they are working so any lack in the induction process will lead to the
loss of the organization. So it is the duty of the HRM to constantly evaluate the whole
process. They can take feedback from the employees which will help them to understand if
the induction process is actually helping them or not (Brewster and Hegewisch, 2017). The
number of employees completing the whole induction process and completing the probation
period successfully can also determine the effectiveness of the process. Jeske and Shultz
(2016) stated number of employees are leaving the organization within few months of their
joining then it’s time for the management to understand in what they are lacking behind and
start working accordingly. The main motive of the induction process is to find suitable
candidates for the vacancies and has to ensure that they help in the prosperity of the
organization as a whole.
12. Under what circumstances might it be necessary to make refinements?
The main circumstance when it is absolutely necessary to bring changes in the induction
process is the poor performance of the employees that are hired in the organization. Poor

performance indicates either lack in knowledge or motivation among the employees which is
actually the job of the HRM to check (Athar et al. 2017). Similarly not completing the
induction process and quitting the job might forecast either the lack of motivation or poor
organizational policies in which case the management has to take a step to attract the
employees.
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