GreenHill University - HRM and Recruitment Project BSBHRM405

This document presents a detailed HRM and Recruitment project, addressing the entire recruitment lifecycle from workforce planning to candidate selection. It includes answers to assessment questions on topics such as the human resource life cycle, relevant legislation, and interview techniques. The project also involves creating a recruitment plan, developing a position description, crafting emails and job advertisements, conducting interviews, and preparing selection reports. Furthermore, it covers the creation of emails to various stakeholders like the HR manager, CEO, and unsuccessful candidates, along with a letter of offer. The project also emphasizes adherence to legal frameworks like the Fair Work Act and anti-discrimination acts, ensuring an understanding of best practices in recruitment, selection, and induction processes. The assignment provides a practical application of HRM principles, demonstrating the ability to support recruitment, selection, and induction of staff within an organizational context.

Running Head: HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
Name of the Student:
Name of University:
Author Note:

HUMAN RESOURCE MANAGEMENT AND RECRUITMENT 1
Table of Contents
Assessment 1...................................................................................................................................3
Answer 1......................................................................................................................................3
Answer 2......................................................................................................................................3
Answer 3......................................................................................................................................4
Answer 4......................................................................................................................................4
Answer 5......................................................................................................................................5
Answer 6......................................................................................................................................6
Answer 7......................................................................................................................................6
Answer 8......................................................................................................................................6
Answer 9......................................................................................................................................7
Answer 10....................................................................................................................................7
Answer 11....................................................................................................................................7
Answer 12....................................................................................................................................7
Assessment Task 2...........................................................................................................................9
Plan for recruitment.....................................................................................................................9
Position description.....................................................................................................................9
Email to the Human Resources Manager..................................................................................10
Job advertisement......................................................................................................................10
Email to the Human Resources Manager..................................................................................13
Interview questions....................................................................................................................14
Email to the Human Resources Manager..................................................................................15
Shortlisting the candidates.........................................................................................................15
Email to the Human Resources Manager..................................................................................16
Email to the successful candidates............................................................................................16
Email to the Human Resources Manager..................................................................................18
Assessment Task 3.........................................................................................................................19
Interview with two candidates...................................................................................................19
Candidate assessment................................................................................................................22
Questions for developing Referee reports.................................................................................22
Selection report..........................................................................................................................23
Email to the CEO.......................................................................................................................23
Email to unsuccessful candidates..............................................................................................24
Reply to the email of the unsuccessful candidates....................................................................24

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Letter of offer.............................................................................................................................25
Email to the successful applicant...............................................................................................26
Email to the CEO and your work team......................................................................................27
Email to the pay department......................................................................................................27
Email to your Human Resources team......................................................................................28
Reference.......................................................................................................................................29

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Assessment 1
Answer 1
For recruitment process, it is important to have the academic certificates and the ID
proof.
In selection process, the resume of the aspirant is required whereas the recruiters also
provide the job acceptance letter as an approval of accepting the job.
The induction process requires a policy documentation of the company and an induction
feedback form where the employees are requested to ventilate their experience regarding the
induction process.
Answer 2
The human resource life cycle is also known as the employee life cycle where it describes
the phases of an employee from the time of his or her employment to the transition. In other
words, Sato, Kobayashi and Shirasaka (202) opined that the human resource life cycle is
contributed enough in the function play of each stages in employment. It is directly attached with
the organisational practice where the role and relevance of each steps of employment will be
analysed and designed. Therefore, it can be stated that the human resource cycle is very pertinent
for a business organisations to focus on the human resource life cycle stage.
In this regard, the role of recruitment and selection is highly pertinent and associated with
a number of important facet. For instance, Brewster (2017) advocated that the role of human
resource management is to facilitate an effective hiring practice so that it can link with the
organisational vision and objectives. Therefore, the HR team must recruit the potential people

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who are seemed to have enough expertise required by the organisation. On the other hand,
Järvenpää, Lanz and Siltala (2018) pointed out that the selection process goes through a lot of
scrutiny because it is always a pivotal practice for the organisation to select people who are best
fitted for the organisation.
Answer 3
The research of Järvenpää, Lanz and Siltala (2018) argued about 5 stages in human
resource life cycle in terms of the recruitment, on boarding, development, retention and
transition. The recruitment stage is associated with the finding the right fit people so that it will
help to meet the objectives of the company. The next phase is resembled with on boarding where
the human resource management is responsible to let the new employees used to with the
organisational environment. Henceforth, an induction will be taken so that the employees
understand the organisational culture and share their valuable feedbacks regarding induction. The
next step is associated with the development and training of the newly employed employees for
not only enhancing their skills and abilities but also encouraging them to go through a career
development process. Furthermore, retention of the employees are also essential part of the
human resource life cycle because employees are considered to be the main contributor of
organisational success. Henceforth, open communication and transparent remuneration practices
are very obvious for the business companies to motivate the employees. The final step is
identified as the transition phase of the employees where they will either get terminated or leave
the organisation for either better opportunity or retirement. Therefore, it is a very sensitive and
crucial stage for the HR team to handle the situation professionally.

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Answer 4
There are three mandatory acts that are enacted to safeguard anti-discriminatory
practices. The commonwealth acts are as follows,
Fair Work Act 2009 which provides safety and flexible working arrangements for the
employees. As a matter of fact, the Fair Work Act 2009 is also entitled to deliver fairness at work
and prevent discrimination against employees (Gelber and McNamara 2016).
On the other hand, Workplace Gender Equality Act 2012 aims to promote equality for
both male and female employees at workplace. The principle objective of the regulation is to
encourage the female employees to participate in employment and reduce the margin of gender
discrimination in workplace.
Apart from that, the Equal Opportunity Act 1984 represents the value of equality in
workplace irrespective of age, gender, race, ethnicity, gender, disability and so on. It can be
stated that the presence of Equal Opportunity Act 1984 helps the employees to get more security
and satisfaction in job.
Answer 5
As far as the Fair Work Ombudsman and the Fair Work Act 2009, it can be stated that the
business companies have to take into consideration of the flexibility and satisfaction of the
employees and by any means pledge to maintain the same. It is important to note that protection
at work is also a fundamental right for the employees and they can influence the company
management by join union or direct approach. Moreover, it is also a pertinent aspect for
safeguarding the rights and privileges of the employees in the form of introducing negotiable

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approach from the end of the employers so that it will be easier to harness the interests of both
the employees and the employers.
Answer 6
Ganesan, Antony and George (2018) opined that creating a job description is the most
interesting and major part for the business organisation to deliver the need and value of the
mentioned job position to the aspirants. Then it is essential to choose the method of application
contact. It can be based on telephonic interview or the applicants can provide their resumes and
application. The final part is associated with the advertisement venue because it is always of
great concern for the business companies to choose the location properly so that it can attract the
desired candidates.
Answer 7
There are two types of technologies that can be used in the process of advertising the job
in the form of traditional and modern. As far as the traditional job advertisement practice is
concerned, the company can advertise its job vacancies through newspaper posts. On the other
hand, advance in the technology also leads the business companies to implement digital mode of
advertising job opportunities. In this regard, the social media and websites play pivotal role to
advertise vacancy in organisation.
Answer 8
The interview techniques are divided into a number of categories. A popular interview
technique can be identified as the telephone interview where the employer can take a 10 to 30
minutes interview with the candidates in order to get their knowledge and skills regarding the job
position. On the other hand, the personal interview rounds are followed in most of the business

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companies where a strong interview panel will communicate with the aspirant through face-to-
face meeting and analyse the skills and abilities of the applicant.
Answer 9
The structured interview format is a general process of selection technique where the
employer will analyse the skills of the applicant through direct interview. Moreover, group
discussion is also an effective selection process through which the employer can identified the
leadership quality and communicative skills of the applicants. In addition to this, psychometric
tests are also used often that helps the organisation to understand the psychology of the aspirants
in selection.
Answer 10
First of all, psychometric test saves the money and time of the employers because they
can select the best fitted aspirants to become the employee of the organisation. As a matter of
fact, the analysis of the psychometric tests enables the business companies to evaluate the
psychology of the aspirants so that it will help the organisation to select and recruit the right
people.
Answer 11
Skill of the employees is related to the performance of the employees. Therefore, it is
evident for the business companies to introduce skill tests in recruitment and selection.
Moreover, Hawranik and Pangman (2016) advocated that the skill tests are more objective than
the interview process so that it will help the organisation to evaluate the applicants properly.

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Answer 12
It is important to note that the recruitment and selection processes are not absolute
individually to analyse every aspects of an applicant. Therefore, it is very important for the
business organisations to use different techniques to get the clear picture. Moreover, increasing
competition also creates the urge to recruit best people. Henceforth, the organisations are always
looking for a prolonged process that should not be based on a single selection method.

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Assessment Task 2
Plan for recruitment
The University of GreenHill aims at recruiting and selecting the best candidates with the
objective of improving the rate of operations in accordance to the demand of the customers. The
objective of the organization is to undertake effective recruitment and selection activities which
are timely and cost efficient. The Recruitment and selection policy of the organization provides
an efficient framework for the University staff members while engaging in the different
operations related to the recruitment and training. The legislations that are considered by the
organization are Racial Discrimination Act 1975, Sexual Discrimination Act 1984, Disability
Discrimination Act 1992, Human Rights and Equal Opportunity Commission Act 1986, The Age
Discrimination Act 2004, Equal Opportunity for Women in the Workplace Act 1999. The
recruitment and selection planning of the organization will be initiated through an evaluation of
the different policies and procedures. Therefore, the workforce planning related activities of the
organization would involve the assessment of the relevant policies and procedures while
adhering the corporate culture of the same.
Position description
The position of the HR Advisor in the organization will be to provide interviewing tips
while hiring managers for the organization. The HR Advisor will be taking the initiative of
researching on the organizational policies while evaluating the methods for designing the
legislative frameworks. The job position requires a sound knowledge on the labour laws and the
manner in which the same might be incorporated in the organizational operations for improving
the rate of operations. The HR Advisor of the concerned organization would reflect on the

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knowledge on the Racial Discrimination Act 1975, Sexual Discrimination Act 1984, Disability
Discrimination Act 1992, Human Rights and Equal Opportunity Commission Act 1986 and the
like. It would enable the organization in influencing the policies of the same while making
recruitments for the managerial posts.
Email to the Human Resources Manager
Dear Sir,
It is to bring to your notice that the requirements for appointment of the HR Advisor will
be based on the strategy of increasing the effectiveness of the managerial recruitments. As
discussed with you on this, the university’s workforce strategy will specifically focus on
recruiting a HR Advisor who will have a sound knowledge on the labour laws and provide with
interviewing tips while hiring managers. I hope that we will be sticking on to the decision for
empowering the rate of operations of the venture. In this relation, after your approval we will be
proceeding with the recruitment related operations and conduct interviews before selecting a
candidate. I believe the complete process will be completed within a week. I am waiting for the
approval from your end before I might commence with the operations.
Regards,
Human Resources Officer
(University of Green Hill)
Job advertisement
1. Internal job position advertisement (Through dedicated emails)
Dear All,

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As talent is the number one operating priority of the organization, we are delighted to roll
out IJP (Internal Job Posting) for "HR Advisor" position.
Responsibilities:
 Provide support to the company values including resource planning, performance
management and salary benchmarking
 Provide strong advice and support while mitigating complex employee relations
discrepancies.
 Provide support to managers in recruitment cycle
 Developing and influencing performance management process.
 Providing recruitment tips for the managers
Department :- HR Development
Eligibility Criteria :- Minimum 1 year with the organization
Application Deadline :- 19th January 2020.
Note:- Any employee who is playing an elevated role can also apply apart from Interested
candidates who are meeting the eligibility criteria, please send your nomination to your
respective team leads by no later than 19th January 2020.
All the Best!!
Regards
HR manager
(University of GreenHill)

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2. External job position advertisement
About the organization: The concerned organization is the University of GreenHill and is
currently looking for recruitment of HR advisor post.
Posted
7th January 2020
Closes
21 Jan 2020
Ref
140605/005
Contact
HR associate, Senior HR officer
Job Type
HR Advisor
Sector
Education industry
Contract Type
Permanent
Hours

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Full Time
Description
 Provide support to the company values including resource planning, performance
management and salary benchmarking
 Provide strong advice and support while mitigating complex employee relations
discrepancies.
 Provide support to managers in recruitment cycle
 Developing and influencing performance management process.
 Providing recruitment tips for the managers
Profile
 Holding a similar role for two years
 Knowledge in the employment laws
 Developing and influencing stakeholder relationships
 Conflict resolution
 Adaptive
 Influencing and communication skills
Remuneration
Negotiable
Email to the Human Resources Manager
Dear Sir,

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It is to bring to your notice that the job advertisements might be made out through the
internal (emails to the existing candidates) and placement of ads in different job searching
portals. The development of a multi- channelled advertisement for job posting would allow us to
select the best candidate for the job profile. I require your permission for proceeding with the
advertisement procedure.
Regards
HR officer
(University of GreenHill)
Interview questions
 Are you aware of the responsibilities that your employer expects out of you?
 What are your qualifications?
 How far do you agree that you are eligible for the job post?
 How many years of experience do you have in a HR role?
 How many years of experience do you have while working in a University?
 Do you have knowledge on the current labour legislation?
 Are you aware of the current workplace issues?
 What approach would you take to resolve an issue in the organization?
 What changes you are looking forward to make in our organization, supposing that we
consider your position?
 Are you adaptable to the changing workplace environment?
Email to the Human Resources Manager
Dear Sir,

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It is to bring to your notice that we are planning to initiate the process of recruiting an HR
Advisor. The proceeding the steps will be based on the identification of the selection panel
personnel. In this relation, I request you to choose the participants for the selection and
recruitment panel. Moreover, I have thought of the basic steps that might be convened to the
recruitment panel participants for easing the selection procedure. The major steps for selection of
the candidates would be the personal interviews, aptitude and psychometric testing of the
candidates. Therefore, I would request you to establish communication with the participants of
the selection panel and communicate the selection phases.
Regards
HR officer
(University of GreenHill)
Shortlisting the candidates
Every candidate that have applied for the post of HR advisor in the concerned
organization held HR skills. However, among the rest, Reita Faria and Samiya Johns might be
considered as the most preferred candidate for the post based on their current knowledge of HR
processes and labour legislations. Reita was a HR Officer with a large bank and introduced a
new performance appraisal system, which clearly fits into the HR advisor role that is being
needed in the organization. On the other hand, Samiya was previously employed in University of
Brisbane as a HR Officer for 2 years. The other candidates like Carol and Bob carried a
discontinued experience in the field of HR and Anne worked as an Events officer. The fact that
the candidates did not have current knowledge on the HR processes and changing Labour laws
mostly affected their eligibility for the job post that was offered by the organization.

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Email to the Human Resources Manager
Dear Sir,
It is to bring to your notice that from among the group of five applications only two
candidates can be chosen for the final round interview of the organization. Reita Faria and
Samiya Johns have specific and current knowledge on the HR processes and the current labour
legislations. Reita introduced a new performance appraisal system in her previous organization
and Samiya was previously employed in University of Brisbane as an HR officer which
contributed to the selection process. I thereby require your consent to proceed with the
recruitment processes while considering these two candidates eligible for the final round
interview.
Regards,
HR officer
(University of GreenHill)
Email to the successful candidates Candidate 1
Dear Candidate Reita Faria,
We are delighted to disclose that you have been selected by our organization for the final
round of interview process for the HR Advisor role. The interview will be conducted on 22nd
January 2020, Wednesday, between 12:30 pm to 2:00 pm. The venue for the interview session
Mount Helen VIC 3350, Australia, the University administrative headquarters. The interview

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will be conducted by our selection panel members, the HR Manager and me (HR Officer) of the
organization.
We wish you all the best!
Regards
HR officer
(University of GreenHill)
 Candidate 2
Dear Samiya Johns,
We are delighted to disclose that you have been selected by our organization for the final
round of interview process for the HR Advisor role. The interview will be conducted on 22nd
January 2020, Wednesday, between 3:30 pm to 5:00 pm. The venue for the interview session
Mount Helen VIC 3350, Australia, the University administrative headquarters. The interview
will be conducted by our selection panel members, the HR Manager and me (HR Officer) of the
organization.
We wish you all the best!
Regards
HR officer
(University of GreenHill)

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Email to the Human Resources Manager
Dear Sir,
It is to bring to your notice that the interviews of the selected applicants have been
scheduled. In this relation, Reita has been scheduled for an interview with us between 12:30 pm
to 2:00 pm and Samiya between 3:30 pm to 5:00 pm. The date for the interview would be 22nd
January 2020, Wednesday. The venue would be Mount Helen VIC 3350, Australia, University’s
administrative headquarters. I have mailed an invitation letter to both the applicants with the
purpose of making the same aware of the interview session.
Regards,
HR officer
(University of GreenHill)

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Assessment Task 3
Interview with two candidates
Introduction
We would like to thank you for accepting our invitation in regards to the final interview session.
I am the HR officer in the organization and I am associated with the selection panel members
and our HR manager. The purpose of conducting this interview will be to select the most
desirable applicant for our job post. We wish you luck!
 Interview with Reita Faria
Q: Are you aware of the responsibilities that your employer expects out of you?
Reita: Yes. I have been operating as an HR in a large bank of Sudan.
Q: What are your qualifications?
Reita: I completed a diploma in Human Resource Management
Q: How far do you agree that you are eligible for the job post?
Reita: I believe that I am the best person for this job as in my previous organization I took the
initiative of introducing a new performance appraisal system for encouraging the workforce.
Q: How many years of experience do you have in a HR role?
Reita: I have been working as an HR for three and a half years
Q: How many years of experience do you have while working in a University?

20HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
Reita: I haven’t worked as an HR in any University
Q: Do you have knowledge on the current labour legislation?
Reita: Yes
Q: Are you aware of the current workplace issues?
Reita: Yes
Q: What approach would you take to resolve an issue in the organization?
Reita: I would take the initiative of conducting internal surveys for identifying the issues and
resolve the same as per the organizational culture
Q: What changes you are looking forward to make in our organization, supposing that we
consider your position?
Reita: I would like to develop a new appraisal policy in the organization
Q: Are you adaptable to the changing workplace environment?
Reita: I believe that I am well adaptable to different changing organizational situations
 Interview with Samiya Johns
Q: Are you aware of the responsibilities that your employer expects out of you?
Samiya: Yes
Q: What are your qualifications?
Samiya: I have completed Advanced Diploma of Human Resources Management

21HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
Q: How far do you agree that you are eligible for the job post?
Samiya: I believe that I am eligible for the post as I have current knowledge on HR processes
and employment laws
Q: How many years of experience do you have in a HR role?
Samiya: I was previously employed as a HR Officer for 4 years
Q: How many years of experience do you have while working in a University?
Samiya: I have been working as a HR officer for 2 years in the University of Brisbane
Q: Do you have knowledge on the current labour legislation?
Samiya: Yes
Q: Are you aware of the current workplace issues?
Samiya: Yes
Q: What approach would you take to resolve an issue in the organization?
Samiya: I would hold communication with the employees and the hierarchy of management for
identifying the issue and thereby consult with the administrative team for resolving the conflict
Q: What changes you are looking forward to make in our organization, supposing that we
consider your position?
Samiya: I would like to bring forth subtle changes in the screening procedure for the
organizational recruitment

22HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
Q: Are you adaptable to the changing workplace environment?
Samiya: Yes
Conclusion
I would like to hank both of you for successfully completing the interview session and the
patience of putting up with us. We would contact you in case you are selected for the job
position. We wish you luck for your successful future.
Candidate assessment
Samiya reflected a positive attitude through her approach of conflict resolution where all
the phases from conflict identification and consultation to resolution has been reflected. On the
other hand, Reita developed a more self reliant attitude while taking her own decisions in the
conflict resolution stages. Most importantly, Samiya developed experience while working in a
university’s context whereas Reita does not hold any experience of working as a HR officer in
any university. The organization requires a HR Advisor for assisting the managers in the
recruitment process. In this relation, Samiya aimed at improving the screening process,
benefitting the organization. However, Reita aimed at devising an appraisal scheme for the
employees, which is not needed in the organization. Therefore, through the assessment of the
candidates it might be stated that Samiya might be considered as the desirable candidate, as per
the requirement of the organization.
Questions for developing Referee reports
 Have Samiya Johns worked in University of Brisbane?
 What was Samiya’s tenure in your organization?
 Did Samiya work as an HR officer in your organization?

23HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
 How was Samiya in mitigating conflicts?
 Did Samiya hold a good performance record while working in your organization?
Selection report
The chosen candidate for the job position in the organization will be Samiya as she has
adequate knowledge while working as a HR officer in the University of Brisbane. Moreover, the
approach of conflict resolution that was indicated by Samiya, during the interview, was to hold
communication with both the employees and the hierarchy while consulting with the
administrative teams for resolution. The consultation based operations will assist the
organization in improving the rate of operations in accordance to the demand of the customers.
Moreover, Samiya completed an advanced diploma in HR management which finally counts as
an added advantage to the organization over Reita. Reita has no experience in university based
operations. Most importantly, the organization is looking forward to recruit an HR advisor who
would provide recruitment tips to the managers. However, Reita aimed at improving the
appraisal program in the organization which does not goes with the objective of recruitment.
Therefore, Samiya would be the most desirable candidate for the organization.
Email to the CEO
Dear Sir,
We are glad to inform you that we have finally selected a desirable candidate for the post
of HR Advisor in our organization!

24HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
We have interviewed two potential candidates and after the screening process we have
decided to recruit Samiya Johns as our new HR Advisor. We hope your anticipation in the
decision that we undertook collectively.
Regards
HR officer
(University of GreenHill)
Email to unsuccessful candidates
Dear Reita,
We are sorry to inform you that you have not been selected for the post of HR advisor in
our organization.
However, we wish you luck for the future.
Regards
HR officer
(University of GreenHill)
Reply to the email of the unsuccessful candidates
Dear Reita,
We were looking for an HR Advisor who would accompany and assist the managers in
the recruitment process. However, from the interview we assessed that you would like devise
some sort of appraisal system in our organization, which is already prevalent in our systems.

25HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
Moreover, the candidate we have chosen carries a good experience in the field of HR while
operating in an university. Therefore, based on the other candidate’s experience while operating
on a university setting compelled us to choose that candidate over you. Sorry for the
inconvenience we caused to you.
Wish you luck for your future!
Regards
HR officer
(University of GreenHill)
Letter of offer
Contract of Employment
(Private and Confidential)
Date
Samiya Johns
Address of the employee
Dear Samiya,
Re: Contract of Employment

26HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
We are delighted to offer you with the position of HR Advisor with our organization, University
of GreenHill. We hope that you will enjoy your job role while making significant contribution to
the organisation.
Commencement Date
Your employment will commence on 10th February 2020.
Location
You are expected to undertake your job role from our administrative office Mount Helen VIC
3350, Australia.
Reporting person
You are expected to report to the HR Manager
Probationary Period
A three-month Probationary Period will be applied where you will be assessed on terms of your
performance
We wish you success for your activities in the role!
Regards
HR officer
(University of GreenHill)

27HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
Email to the successful applicant
Dear Samiya,
We are pleased to inform you that you have been selected for the role of HR Advisor in
our organization, University of GreenHill. Congratulations for your success!
You are required to join us for an induction session which will be held on 25th and 27th January
2020 at 10:30 am. The purpose of the induction would be to make you aware of the culture in our
organization and develop cognition on the processes.
We are looking forward to hold a successful corporate relation with you!
Regards,
HR officer
(University of GreenHill)
Email to the CEO and your work team
Dear Sir, (CEO and Work team leads)
We are glad to inform you that we have selected Samiya Johns for the new job position
of a HR Advisor in our organization. Samiya would be joining the organization from 10th
February 2020 and would be directly reporting to the HR manager.
Regards,
HR officer
(University of GreenHill)

28HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
Email to the pay department
Dear Sir, (Payment department)
It is to inform you that the new appointed HR Advisor, Samiya Johns, would be joining
the organization from 10th February 2020 and would be directly reporting to the HR manager. In
this connection, you are required to develop the processes related to payroll and documentation
of the new appointment.
Regards,
HR officer
(University of GreenHill)
Email to your Human Resources team
Dear Sir, (Human Resource team)
It is to make you aware that the new appointed HR Advisor, Samiya Johns, would be
joining the organization from 10th February 2020. An induction program would be initiated on
25th and 27th of January 2020 with the purpose of making Samiya aware of the organizational
processes and the culture. In this connection, you are expected to develop the documents for
debriefing on the induction process for the new appointment.
Regards,
HR officer
(University of GreenHill)

29HUMAN RESOURCE MANAGEMENT AND RECRUITMENT
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