HRM: Recruitment and Selection Processes, Strategies & Analysis

This assignment solution provides a detailed overview of recruitment and selection processes within human resource management. It covers key aspects such as identifying staffing needs, understanding HR's role in modern business, outlining recruitment procedures including planning, advertising, interviewing, and selection. The solution also includes job descriptions and competency requirements for various roles like HR Manager, Operations Manager, and general HR staff. Furthermore, it addresses ethical considerations in advertising, the importance of workplace diversity, and the legal requirements impacting recruitment. The assignment concludes with practical insights on interview panel composition, sample interview questions, and the application of anti-discrimination laws, offering a comprehensive understanding of effective and compliant recruitment practices.

Formative Assessment
Activity 1:
The best solution for the identification of the requirement to make an appointment is the
staffing table. The staffing table helps the employers to be aware of the vacancy that the
organization is having inside it so that it be easy for the employers to have the idea for the
available jobs. Along with that, the table is significant in specifying the requirements for the
job and ta the same time, also describes the occupants of the jobs as well. The staffing table
helps the employers to have the idea of the reporting relationships which is notably important
for the individuals to be recruited for the effective communication and the efficient
management of the conflicts inside the organization. It also enables the employers to be
aware of the line of authority. In addition this, the identification of the requirement from the
part of the organizations can be conducted with the employee audit which will helps the
employers in significant manner to be aware of the vacancy inside the organization, the
qualification and the level of competency that is required to fill those vacancies and the
requirements for the training and the developmental activities to increase the effectiveness of
the recruitment.
2
The human resources is a significantly important aspect of the modern business conduction.
The process of the human resources is notably unique as it consists of specified process
following a strict guideline. Each and every process related with the human resources are in
accordance to the set principles, criteria and guidelines which is significant for the
organization. The organizations are liable to align their human resource operations to the state
legislation.
3.

The procedure for the recruitment will have various stages such as the planning and
preparation, job advertisements, search operation for the candidates, interview of the searched
individuals, the selection of the best candidates, offering of the job to the selected candidates
and the induction. The timeline for the planning and preparation will start even before the one
month period which the management has provided and it will take 2 weeks. The job
adverstisem4nt will be conducted within 1 week and the searching of the candidates will also
be completed within the period. The interview process and the final selection of the
individuals will be completed within 1 week and that is significant in allowing the
organization to provide some additional time to the selected employees to fit into the
organization prior to the leave of the pregnant employee.
Activity 2:
1.
Job Description: Human Resources Manager
Competencies:
Improved Skills of Leadership
Efficient skills of the human resource management
In depth of knowledge regarding the operation of the human resource managers
Capable of being strategic and creative thinking
Effective skills of influencing others and the significant negotiation skills
Skills:
Improved interpersonal skills
Cultural awareness

Effective communication
Job Description: Operations Manager
Competencies:
Capability to provide effective Leadership
Considerable amount of knowledge regarding the various aspects of the operations
management
In depth knowledge regarding the responsibility of the operations managers in the modern
business context
Capability of managing the performances of the employees
Professional awareness regarding the operations of the employees and the various sectors of
the organizations
Significant knowledge regarding the techniques for the improvement of the operations
Ability to identify the gaps in the performances of the employees and the reasons responsible
for the gaps in the performances
Ability to provide the effective solutions for the identified gaps in the performances of the
employees.
Capability of aligning the business goals with the strategic plans of the organization for the
increment of the effectiveness of operations.
Skills:
Significant intercultural skills
Effective intercultural communication

Job Description: General Employee in the Human Resource Department
Competencies:
Improved Numeracy and Literacy skills
Capable of handling the modern tools and technologies for the effective operations of the
human resources.
Capable of handling the communication channels of the department
Skills:
Efficient communication with the team members
Skills of effective management of the conflicts amongst the members of the department
2.
Position: Human Resource Manager
Description:
Improved knowledge of the human resource policies.
Significant knowledge of the human resources practices
In depth knowledge regarding the human resource related rules and regulation both in
national and international context
Considerable amount of knowledge regarding the products and the services of the
organization
Significant knowledge of the principles and the procedures for the management of
organization

Improved skills in handling the personal computers, systems of Information Technology and
the other software for the effective management of the organization
Significant skill of interpersonal communication both in oral and written form
Capable of conducting effective communication with the employees and the other business
and corporate networks
Capability of identifying the scope of organizing various work assignments with the
establishment of the priority order.
Skills of effective management of the conflicts among the members of the organization with
the application of the improved negotiation skills.
Significant skills in close monitoring of situations and the information to provide the much
required accuracy in the creation of the business reports
Capable of effective decision making with the proper maintenance of the confidentiality of
the available information
Effective skills of measuring the performance of the employees and recognising the good
work of the employees with the introduction of the suitable rewarding policy which includes
both intrinsic and extrinsic rewards.
3.
The importance of consulting with the relevant personnel for the preparation of the job
description is significant as that enables the person responsible for the preparation of the job
description to be aware of the important qualities and competencies that are to be highlighted
in the job description. In addition to this, the knowledge of the relevant personnel is
instrumental in covering the various aspects of the job during the preparation of the

description and it also plays a crucial role in the listing of the requirements that are much
needed.
Activity 3:
1.
The code of ethical advertisements and the other legislations regarding the ethical
advertisement of the job description are the appropriate legislative requirements that the
organizations are in need to take care.
2.
The workplace diversity is observed to be significant and highly prominent in the modern
business context. As the modern organizations are notably in search of individuals who can
provide the required quality and the competency for the increment of the effectiveness of
their business, the diversification of the workforce is seen to be a major aspect of the business
conduction of the organizations. A diverse workforce is seen to achieve the representation of
the different individuals which sets up the diversification of the workforce. The
representation of eight different forms of individuals that might be present in a diverse
workforce are seen to be the young employees, aged employees, disabled employees, male
employees, female employees, employees belonging to the host culture, employees who are
considered to be the outsiders of the host nation culture, employees belonging to a particular
religion and employees belonging to a particular race. The classification of the diversified
workforce on the basis of the age is seen to contribute with the young and the aged
employees. The employees with physical and mental disabilities are observed to be
considered as the disabled employees. The classification of the diverse workforce of the
modern organizations on the basis of the gender of the employees are seen to contribute to the

diversification through the male and the female employees. Along with that, the culture and
the differences of the cultures among the employees of the organization are seen to divide the
workforce into two different parts which are the employees belonging to the culture of the
host nation of the organization and the employees who are considered to be the outsiders of
the host nation culture.
3.
The job description approval process is a cycle of events which occurs during the approval of
the description of a particular job. The managers are responsible for the conduction of the
cycle and for the creation of the job description. The final stage of the cycle is the approval of
the job description framed by the managers of the organizations.
4.
The advertisement will violate the legislations under the prescribed situation as the operations
of the organization in advertising for the males will be contradictory to the rights of
employment of the female candidates.
Activity 4:
1.
Job Position: Human Resource Manager.

Desired Competencies:
Effective knowledge of the human resource policies.
Capable of appropriate practice of the human resource activities and sound knowledge of the
human resource related legislations.
Capable of managing the diverse needs and requirement of the employees.
Capable of identifying the training and the developmental needs of the employees operating
in the organization.
Ability to evaluate and manage the performances of the employees with the effective
introduction of the rewarding policy which includes both forms of rewards, intrinsic and
extrinsic.
Significant practical knowledge of the process of recruitment and the selection of the
individuals.
Effective skills of managing the conflict amongst the members of the organizations
Capable of creating a better environment for the employees and the line managers to operate.
Effective management of the business and the corporate networks.
Skills:
Strong interpersonal communication skills.
Significant literacy and numeracy skills.
Skills of effective management of the cultural differences of the employees.
Required Education:

Master’s Degree in Business Administration with the specialization in Human Resource
Management.
Compensation:
The compensation for the position is 122,854 Australian Dollars Per Annum excluding an
annual bonus of 25000 Australian Dollars.
2.
The channels that will be used for the Advertisements are mentioned below:
 Online Advertisement with a precise focus on the usage of the social media platforms
for the conduction of the advertisements.
 Conduction of the advertisement through Press Media to cover the television
audience.
 Newspaper advertisements.
Activity 5:
1.
The interview panel for the selection of the employees for the advertised job is in need to
include the Human Resource Manager of the organization, the Operations Manager of the
organization, Technical Consultants and the head of the concerned department for which the

selection of the employees will be conducted. The HRM’s selection will be justified as the
recruitment is a part of HR operations, the operations managers is in ne to have idea of the
suitability of the candidate in terms of performing, the technical consultants and the head of
the departments are responsible for the evaluation of the qualification of the candidates.
2.
The list of the questions that will be asked to the candidate during the hiring process for the
wait staff are mentioned below:
 Kindly inform us about your qualification?
 Do you have any previous experience of working in any of the mentioned
organizations of this industry?
 Are you aware of your responsibility as a wait staff?
 How do you rate your patience and skills of communication as a wait staff?
 How you can improve your performances as a wait staff?
Activity 6
1
The aim of the anti-discrimination law and the equal opportunity legislation is to make sure
that the each and every employees of the workforce are judged on the same basis and along
with that, are not discriminated on the basis of race, culture, ethnicity or language.
2.
It is good to ask different questions to the candidates as that helps the employers to have the
idea of the competency and the skills of the candidates and plays a crucial role in the 360
degree evaluation of the candidate.
3.

The question does not breach the legislation of human rights as it is just a mere query from
the part of the interviewers to know the reaction and the expression of the employees.
Activity 7:
1.
The criteria for the selection of the individuals will be based on the job requirements and the
information of the individuals such as the experience of the candidate or the details of the
previous job of the candidate. There should be a valid reason for both selection and rejection
of the candidates.
2.
Resume
Xavier Martens
76, Cordelia Street, South Brisbane, QLD 4101, Australia
[phone]
[e-mail]
Objective:
To utilise my educational qualification in achieving the desired career goals.
Photo

Educational Qualification:
 I completed Bachelor of Business Administration from Melbourne Business School,
University of Melbourne, Melbourne, Australia with specialization in Human
Resource Management in the year 2005.
 I completed Masters of Business Administration from Sydney Business School,
University of Wollongong, Wollongong, Australia with specialization in Human
Resource Management in the year 2010.
Skills:
 Effective communication.
 Sound knowledge and skill in the management of the individuals of different culture.
 Aim- oriented and honest.
Competency:
 In depth knowledge of the human resource practices and relevant legislations.
 Capable of measuring and managing the performances of the employees.
 Capable of creating a lucrative rewarding policy for the employees of the
organization.
 Significant practical skill in managing the recruitment and selection of the individuals.
Work Experience:
 Successful completion of 3 years as the human resource manager of the Woolworth
Supermarket from the year 2012 to 2015.
 Completed 2 years as the human resource manager of the Commonwealth Bank of
Australia in the year 2017.
Letter