BSBHRM506 - Task 2: Report on Recruitment, Selection, and Induction

This report, prepared for the BSBHRM506 module, details the process of managing recruitment, selection, and induction within an organization. It begins by surveying key stakeholders to identify HR needs, followed by developing a staffing plan that addresses gaps and outlines the recruitment process. The report then focuses on creating job descriptions, identifying specialists, and developing action plans for recruitment, including advertising and shortlisting. It also addresses the need for employee training, outlining methods and resources. The assignment covers the practical steps of conducting interviews, assessing candidates, extending job offers, and creating employment contracts, ensuring compliance with internal and external requirements. This report provides a comprehensive overview of the recruitment and selection process.

Manage Recruitment Selection and
Induction Processes-BSBHRM506
Task 2: Recruit and select staff
Student Name: Student ID:
Subject Name: Subject ID:
Date Due: Professor Name:
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Part A
Step 1
Survey key stakeholders (relevant positions in the organization) and identify the HR
needs of the business for the next 12 months. Collect evidence of consultation including
meeting agendas and emails.
Sample Email
Key stakeholders in the organization at relevant position includes employees, staffs,
managers, HR personnel, nurses, doctors, other healthcare professional and head of the
organisation.
HR needs for the business for next 12 months includes recruiting staffs and employees
for the new business outlet to cater to customer services.
Emails, feedback questionnaires and other documents that provides input regarding
recruitment and selection has to be determined.
Step 2
Develop or review the organization’s human resources (HR) capability or staffing plan to address the HR
needs of the organization and have the plan approved by the relevant senior manager or as per
organizational processes.
Note: HR staffing plan must include: identification of needs or gaps, identification of key stakeholders and specialists, current
status of human resources, recruitment and selection processes, and recommendations for improvements.
Staffing Plan
Describe the types of resources needed, the specific people assigned, when they are needed
and for how long. (Remove this comment section from final document.)
Position Name of Person If
Known
Start
Date
End
Date
#
Hrs.
Programmer Sam Smith June 1 Dec 31 100
0
Interior Designer Hollen Rover May 5 Jan 31 150
0
Doctor Assignment Merc Samuel Oct 31 April 30 800
Training Needs Pertains to knowledge regarding organisation culture, roles
and responsibilities and also skill enhancements.
Gap Identification Gaps in skill and knowledge levels has to be assessed such
that they can be filled accordingly. Gaps in customer
services has also to be ascertained.
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Key Stakeholders Managers, HR personnel, nursing professionals, doctors,
other healthcare professionals, customers, head of
departments.
Current Status Of Human
Resources
Vacant position in new outlet. HR team needs assistants,
doctors, nurses, healthcare professionals rendering
physiotherapy.
Current Recruitment and
Selection process
Advertisement to attract employees towards job role,
application to job role, selection and finally induction.
Recommendation for
Improvement
Include broader recruitment techniques to get more
employees.
Step 3
Develop job descriptions, including position descriptors and specifications (see
attached template, for use if required).
Position Description Template
Position title: Programmer
Position reports to: Departmental Manager
Qualifications – essential
Graduate in IT. Experience of minimum 5 years in field of programming.
Key objectives
1. To be able render services effectively in field of programming
2. To be able to design best possible data entry systems
3. To be able to provide training such that employees can access such programs
4. To be able to resolve challenges quickly and effectively
5. To provide best possible service
Key position functions
1. Forming programs for data entry
2. Delivering techniques for smooth processing of data
3. Rendering training to employees who will handle such data
4. Checking for issues and resolving them
5. Improving tools and techniques within organisation
Key selection criteria
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Qualification from leading university with high grades.
Experience IT programming with valid and valuable references.
OHS requirement
Qualification with proper knowledge of systems
Terms and conditions of employment
To be present 6 days a week, post completion of programming to check for
issues or challenges.
Step 4
Identify at least one specialist who may be able to assist in the recruitment and selection
process.
Identify at least one specialist who may be
able to assist in the recruitment and selection
process.
HR manager or Departmental Manager
Part B: Conduct recruitment and selection process
Step 1: Develop an action plan for recruitment and selection in accordance with the HR
staffing plan, including training, advertising,
Job analysis Programmer needs to develop programs and incorporate
functions for data input and planning.
Advertisement Online advertisement in job portals, newspapers and over
other websites.
Attraction Continuous listing of brand name and also highlighting
employability.
Short-listing Based on degree and experience
Interview On-campus interview including testing procedures
Reference checking Past employer records, university based checking
Induction/orientation On-campus extensive training including cultural induction
Evaluation Programs to evaluate employee skills and testing
procedures has to be included.
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Training Employee and staff training based on departmental vacancy
Step 2 Assess the need for and provide training or other forms of support, such as
coaching, for persons required to participate in recruitment. Collect evidence of
conducting or providing training or support, including delivery/coaching plans or
schedules.
Identify the Training Need
Employee and staff skill gaps and knowledge gaps has to be analysed. Tests to
access employee skills can reflect needs pertaining to training.
Identify the Methods Of training
Staff/ Position Activity Resources
Required
Cost
Team Leader Presentation Computer,
presenter
$200
Ground level staffs Formal one-to-one Training personnel $100
Operational staffs Formal one-to-one Training personnel $100
Managers Presentation Computer,
presenter
$200
Step 3 Conduct advertising in accordance with planning. Collect evidence such as
screen captures of online advertising.
Sample Job advertisement
An experience programmer with sound knowledge of programming needed urgently.
The candidate should possess good communication, management and training skills.
University Graduate with major in IT and at least 5 years’ experience needed.
Step 4 Conduct recruitment and selection in accordance with planning and internal and
external requirements:
 Conduct or oversee interviews In Testing procedures and group
discussions
 Advise candidates of outcomes Written mail with proper description
 Assist in interview process Select appropriate test strategy
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 Determine remuneration Select pay scales for each level of job
Step 5 Execute job offers and contracts of employment. Ensure new appointments are
advised of salary terms and conditions.
Job Offer
Sample Email
This is to inform that you have been selected for the position of a Programming in
the organisation. You will need to revert regarding date of joining from the following
month. You will be expected to perform duties of performing data management and
handling skills.
Sample contract
Date of Joining: 1st January 2018
Employment Timings: Office Hours
Remuneration: $2400
Terms of Employment: The candidate is requested to contact office for further
details.
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