HRM Practices: Recruitment, Selection Methods, and Legal Frameworks

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on recruitment and selection processes. It covers key aspects such as job announcements, legal documents required for selection, and data protection consent forms for induction. The report also explains the employee life cycle and the role of HR at each stage, including recruitment, education, motivation, evaluation, and celebration. Furthermore, it discusses the importance of legal compliance with acts like the Equal Pay Act 1970, Sex Discrimination Act 1975, and Fair Work Act 2009. Various recruitment methods, including local newspapers, online job sites, and social networking, are evaluated, along with technologies like digital and outdoor advertising. The report also details interview techniques, selection methods such as face-to-face interviews and structured tests, and the use of psychometric and skill tests. It concludes with considerations for making informed recruitment decisions and includes sample recruitment-related communications. This document is available on Desklib, a platform offering AI-based study tools and a variety of solved assignments for students.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Task 1
1.
Recruitment : Job Announcement and Job Bulletin wherein these two can be used as this
will help in saving money of agency and increase the success of recruitment process as
well
Selection : Legal Documents and personal documents such as mark sheets, other identity
proofs are required as this will help in identifying the candidate and to create bank
accounts with the organization as well . (Roth et al., 2016)
Induction: Data Protection Consent Form and Induction feedback form are the two
documents that are required in the induction process wherein the consent form is essential
for the safety of the candidates in the organization. The feedback form is provided to the
candidates as once the induction program is finished, they can include their feedbacks on
the different programs
2. The employee life cycle is the concept of HRM that helps in describing the different stages of
time of employees with a respective company and the role of HR department at each stage. The
recruitment will help in turnover, growth along with productivity. The different benefits and
compensation packages are developed in recruitment process. Furthermore, selection helps in
determining whether the candidate is fit for the job or not in the respective company.
3.
Recruitment is the stage wherein decisions relating to hiring takes place and it has
crucial role in turnover, productivity and growth of employees. It helps in creating

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strategic staffing plan along with analysis of the best packages on compensation . (Roth
et al., 2016)
Education is the process that begins as soon as the employees start with the new
position. In this phase, it is essential for HR to communicate with culture and values of
the company and introduce the new employees to rest of the other staffs
Motivation is essential process that is required in order to create bond among the
employees. The HR needs to motivate new hires by keeping them engaged in different
tasks and offering them non monetary and monetary motivational factors (Chiang, &
Suen, 2015)
Evaluation is the process wherein the supervisor evaluates along with measuring
performance of employees and select candidates who are suitable for the post
Celebration is the process wherein this will provide HR life cycle provides opportunity
to reenergize the staffs in an effective manner (Chiang, & Suen, 2015)
4.
Equal Pay Act 1970 is the act that is essential while recruitment and selection
process as all the employees both female and male have the right o get the same pay
after performing same kind of tasks
Sex discrimination Act 1975 is mandatory in process of recruitment and selection as
the equality is the key criteria in different organizations as both female and male
candidates should and must be treated equally
Equality Act (Sexual Orientation) Regulations 2007 is the law that has been
introduced in 2007 wherein the all the candidates has to be treated in an equal manner
as this will help them in improving overall situation of the country

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5.
Fair Work Act 2009 is the act that helps in including the different requirement for
employees to be provided with fair work information statement. The key information that is
required to be mentioned in the sheet is as follows:
Right for requesting flexible working arrangements
National Employment Standards
Termination of employment
Right of entry (Greiner, 2015)
Role of fair work Ombudsman and fair work commission
Modern awards
Freedom of workplace rights
6.
Local Newspaper is one of the method wherein through local newspaper the vacancy can
be posted as this will help in attracting candidates to apply for the required job easily
Targeted Online Job sites is the other technique wherein the job sites can advertise the
different vacancies in big firms and the interested candidates can call or mail their
resumes to the provided mail IDs and call on the phone number provided
Social Networking Websites is the other form wherein the social networking websites is
the best way for advertising the vacancy in an effective manner and this will attract most
candidates in an effectual manner
7.

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Digital advertising is one of the technologies wherein it includes cell phone and it is
dominating the media mix. The candidates can be contacted with the usage of social
media such as Instagram, Snapchat and Facebook (Johnson-Busbin et al., 2018).
Outdoor advertising is the other technology wherein this will help in reaching to the
customers when they are away from their home. This kind of technology includes the fly
posters, bus shelter posters as well
8.
To know in detail the different whereabouts of the resume of the candidates as this will
help in checking and matching the competencies in an effective manner as this will help
the interviewer to analyze the weaknesses of candidates (Prasad & Devi, 2016)
Proper explanation of how the entire interview will take place to the candidate as this will
help in making them feel comfortable and understanding the issues that can be faced by
them while the process of interview. The different methods has to be explained to the
candidates in an effectual manner as this will help the candidates to know about the
different rules (Lane, Armin & Gordon, 2015).
9.
Face to Face interviews is one of the selection technique that takes place in every
organization as this process helps in understanding the personality of the individuals in an
effective manner and huge amount of knowledgeable information is exchanged
Preliminary Screening is the second method wherein the company chooses the best
employees from the existing candidates. The method is effective way in choosing the
suitable candidates for job

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Structured Interview Tests is the third method wherein it helps in analyzing ability of the
candidates and it helps in generating standardized results in the organization
10.
The psychometric tests help in adding level of standardization and objectivity and testing
beats the gut feel of individuals . (Roth et al., 2016)
In psychometric tests, the results are measurable in nature and this will help the company
in selecting the right candidates
It helps in representing a positive brand of the respective company as the tests will help in
determining the skills, strengths and weaknesses of the employees (Swider, Zimmerman
& Barrick, 2015)
It helps in shaping the strategy of HR in an effectual manner as the quality data is
essential in nature in measuring the effectiveness of candidates
11.
Skill tests help are valid in nature and it helps in understanding knowledge of applicants
relating to MS Word and its features (Swider, Zimmerman & Barrick, 2015)
Skill Tests are adopted as they are reliable and consistent in nature as this helps in
analyzing the knowledge of the candidates on different programs
Skill tests help do not discriminate between different individuals based on anything, but it
helps in taking into account the ability to demonstrate different skills and application of
their skills

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12. The recruitment decisions should not be based on one selection method alone as the different
selection procedures have different techniques. There are different companies that use different
techniques of selection process and this may not be suitable for all the other companies.
Therefore, it is appreciable that recruitment decisions should not be based on single process of
selection method alone. For example- there are companies wherein they do not follow all the
steps of selecting their desired candidates, however, there are companies that follow all the steps
and there can be variation in it.
Task 2
Please note that the subject of all mails will be Recruitment of HR Advisor
Number 1
Dear Mr.XYZ,
As per our discussion in the meeting, for the recruitment for Human resource Advisor as
a part of the workforce strategy of the University, I would like to seek your consent as to
proceeding with the recruitment strategy. The Job description of the advisor has been provided
below:
Job Role
The HR Advisor will be the primary point of communication for all the recruitment aspects of
the University. He must advice the given managers for the most effective ways of filling in the
various vacancies in an organization and even manages the whole recruitment procedure.
The advisor will also be responsible for conducting the performance management and relations
of the employees along with the managing their grievances as well as disciplinary capability

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performance. He or she will also be making sure that all queries are dealt with promptly and
correctly.
The responsibilities would include:
 Informing the employees regarding to their rights.
 Monitoring, updating as well as reviewing all the HR policies periodically.
 Maintaining healthy staff relationships.
 Assisting the recruitment campaigns
 Helping the line managers to handle employee relations and other performance
management procedures.
 Skills and competencies
 Masters degree in Human Resource Management
 Team player and good interpersonal skills
 Well aware of HR Systems
 Proficient in IT programs, administrative and organizational skills.
 Good at problem solving.
HR advisor salary expectations
The average salary will be $30000 annually.
Kindly go through the given description and advise upon the next step.
The time line of the recruitment will be as follows:
February`18 Postings and online advertisements

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March`18 Short listing from the first round.
April`18 Selecting the qualified ones for the selection
process
May`18 Interviews with different candidates
May`18 Final selection
June`18 Document processing and other required
legislative rules
July`18 Employment begins
July`18 Training period in the University
August`18 Posting
December`18 Permanent period begins
I request you to go through the timeline and description and advice on the same.
Regards,
ABC

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Number 2
Dear Mr.XYZ,
Upon receiving your confirmation I have prepared the job advertisement for the given
role, kindly go through the details and advice upon the same.
External advertisement
Post: Human Resource Advisor
University of Green hill seeks to invite all applicants for the post of a Human Resource Advisor.
The Human Resource Advisor needs to initiate effective relationships with the line managers.
Responsibilities include:
 Performance management
 Recruitment and selection
 Learning and development
 Human resources policy
 Reporting and management of human resources metrics
 Leadership
Candidates need:
 A territory degree in HRM and extensive knowledge and relevant experience of the HR
environment.
 A track record of managing strategic business relations well
 Knowledge of coaching and communication

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 Commitment towards health and safety of the policies of the organization and imparting
training on these areas as well.
If a candidate is interested to apply for this rewarding and interesting job role, then the resume
may be forwarded ABC at [e-mail], or mail to:
ABC
Consultant
University of Green hill
Internal Posting
Dear Name,
Greetings for the day!
This is to bring to your notice that the university is looking out for a suitable candidate and the
requisites are as follows:
Job title: Human Resource Advisor
Department: Human Resource
Location: Head office
Responsibilities:
 Performance management

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 Recruitment and selection
 Learning and development
 Human resources policy
 Reporting and management of human resources metrics
 Leadership
Requirements
 Working in the organization for over 13 months
 Adequate qualification
 Team builder
 Problem solving skills
Application process and deadline
Email at [e-mail] by 20th March 2018.
It is a request, kindly go through the advertisements and advice.
The sources whereby the candidates will be approached are:
Job portals
This is because they are pre-recruitment services and have a qualified list of candidates with
them with adequate background testing.
Campus recruitment
The given is chosen because, students from good universities have acute knowledge and
comprehension skills.

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Thanks and Regards,
ABC

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Number 3
Dear Mr. XYZ,
As per our last conversation, we have received some applicant interests. I have enclosed certain
interview questions in the given, kindly take a hint and proceed with the interviews.
1. Describe your management style.
2. How will you drive results being an HR Manager
3. Describe a thing you may not like about your job as an advisor.
4. Hat according to you would be an idle work place?
5. What is your perception about job eliminations?
6. In your previous work experience, elaborate a tough experience with a manager
and describe how you handled it.
7. In your previous work place, tell us about how you did not follow a policy and
how did you go about it?
8. What is your definition of unethical? Have you ever encountered a situation like
that?
9. If you were the interviewer in the given scenario, what questions would you have
asked me?
10. What trends do you see in the Human Resource Sphere in the coming years?
Secondly, the following panel has been suggested:
 Mr. AFD
 Mr. QWR
 Mr. KLM

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The given panel has been selected because they have been in our organization for the past many
years and has adequate knowledge about what is expected out of a HR Advisor.
Thanks and Regards,
ABC.

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Number 4
Dear Mr. ABC,
The given candidates have been shortlisted for the final selection process:
1) Reita Faria
Due to her extensive experience in the banking industry and her successful completion of
interview rounds.
2) Samiya Johns
Adequate experience has got the lady selected.
Thank you,
ABC
Interview shortlist mail:
Dear Candidate,
As per our discussion, please come for a round of interview with us
on 21/02/2018 i.e. Wednesday at the below-mentioned venue, at 11.00 am.
Venue details – University of Green Hill
RTO Office

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Contact Person – Mr. ABC/Mr. XYZ
Please carry a copy of your updated CV and one passport size photograph.
Kindly revert to us with your acknowledgment.
Regards,
ABC
The interview schedule has been given:
21/02/2018
Interview
 Reita Faria
 Samiya Johns
Break of 15 mins
Final declaration

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