Assessment 2: Manage Recruitment, Selection, Induction Process Report

This report, prepared for Grow Management Consultants, analyzes the company's human resource needs and current practices regarding recruitment, selection, and induction. It identifies gaps in existing policies, procedures, and the use of technology, emphasizing the need for a structured approach to hiring and employee onboarding. The report reviews relevant Australian employment laws and regulations, including the Fair Work Act 2009 and National Employment Standards, which impact HR operations. It recommends the implementation of a detailed recruitment, selection, and induction policy, outlining procedures for initiating employment processes, advertising positions, screening applicants, conducting interviews using assessment centers, and inducting new employees. The report also highlights the importance of addressing missing HR policies and leveraging technology for improved efficiency. The goal is to provide a framework for effective human resource management, ensuring compliance with laws and regulations, and supporting the company's strategic objectives, including expansion within Australia. The report emphasizes the importance of consistent, transparent processes, and the roles and responsibilities of employees within the organization.

Running head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 1
Manage Recruitment Selection and Induction Process
Name
Institution

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 2
Manage Recruitment Selection and Induction Process
Assessment 2: Human Resource Needs Project
Human Resources Requirements Briefing Report
This report offers analysis, evaluation, and recommendation on human resource policies,
practices, and procedures. A review of the company’s strategic plan and other human resource
documents will be conducted. Also, several reviews will be conducted to find out the recruitment
and selection methods used or should be implemented by the company for HR efficiency,
identification of missing HR policies and procedures, and the use of technology in the
company’s operations. The report will be used by the HR department to make appropriate
changes as per the request by the management.
Grow Management Consultants is a seasoned strategic planning consultant who delivers
a highly experienced strategic plan. The company aims to be a global consultant in management.
Since it started in 2010, the company has been on the growth trajectory. Grow Management
Consultant want to establish offices in all the major cities in Australia by 2025. According to the
strategic plan, it has achieved its seven years’ strategy of increasing the client base and number
of employees. Its three-year strategic plan starting from 2017 to 2019 involves building a strong
management and organizational structure to take off to the next level of being an international
brand.
The main human resource objectives include employee motivations and satisfaction,
defining the structure of the organization and employee productivity, coordinating between
departments, and keeping up with the societal and ethical issues (Van Scheers, & Botha, 2014;
Hecklau, Galeitzke, Flachs, & Kohl, 2016). The company only has an employment contract
template, which facilitates engagement between the company and its employees. The contract

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specifies the terms of engagement where every employee gets one-year contract, which is
renewable upon review by the management (Mihălăchioiu, 2017). In the contract agreement
template also is the remuneration, code of conduct, terms of termination, and more. The review
of the HR needs shows that the company needs to add employees to cover the increasing
workload. As such, there was a need for accountants, front office clerks, marketers, and office
cleaners. Generally, the review of the available documents reveals gaps in policies, procedures,
and practices in human resource management. Some of the identified gaps include a lack of
employee development manual, compensation, and benefits template, and staffing practices,
including work arrangement, diversity, and inclusion program. Also lacking was employee
relations and communication and technology and outsourcing documentation.
Therefore, the company can use any of the three recruitment and selection methods which
include direct and indirect methods and use of third party in recruitment and general mental
ability, structured interviews and situational judgement tests in employee selection (Ekwoaba,
Ikeije, & Ufoma, 2015; Nikolaou, Bauer, & Truxillo, 2015). The company also needed
assessment centers for recruitment and selection (Iii, 2016). The company opted for this option to
outsource the hiring function so that it can concentrate on the core business functions
(Ballantyne, & Povah, 2017). The use of center enhances selection criteria by changing the
environment where problem-solving and communication skills are different in a group situation
than they are in an individual setting. The group setting in a center is also useful in predicting the
success of a worker at work. As such, the employment pool for those needed is higher than the
one that includes those who have the right attitude. Skills can be taught; attitude to a much lesser
extent. Hence getting the right person in both at first is better. Also, the center enables the
management to make a comparison between the candidate with reasonable objectivity. Thus,

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there is no selection as it is based on a judgment about a person though there is blind evaluation.
The use of right ways and activities, tools, and observers’ assessment center are the most reliable
way recruitment and selection of the right job candidate.
Additionally, there are legislation, regulations, standards, and codes of practice that may
affect recruitment, selection, and induction that the company needs to address within its policy
and procedures. The company HR operations are affected by the Employment and Labor Law
2019 and Fair Work Act 2009 (ICLG.com, 2019). The Australian laws and regulations governing
employment at the state level, territory, and federal levels covers minimum terms and conditions,
work health and safety, privacy, discrimination, superannuation, long service leave, and other
matters. Also, the company should be guided by the codes of practices which include equal
employment opportunities, no discriminations, as well as occupational safety and health.
Besides, the company is bound by National Employment Standards (NES) which include ten
minimum employment entitlement namely maximum weekly hours, requests for flexible
working arrangements, parental leave, and related benefits, and annual leave (Fair Work
Ombudsman, n.d). Also include personal leaves, community services leave, long service leave,
public holidays, a notice of termination and redundancy pay, and fair work information
statement. The various laws and regulations affect how the HR department delivery for improved
performance.
Moreover, for effective human resource policies and practices and procedures, the
company has to evaluate and include some missing links. There are missing HR policies which
included regulatory policies, business and travel reimbursement, acceptable use policies, and
paid time policies (Albrecht, Bakker, Gruman, Macey, & Saks, 2015; Ma Prieto & Pilar Pérez-
Santana, 2014). The missing HR practices included compelling interviews and process, pre-

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employment background checks, and compensation planning and approach. The areas need to be
addressed for effective HR performance.
However, the company lacks the effective use of technology in its operations. The
company utilizes technology in document creation, printing services, internet, and premises
surveillance to enhance human resource performance (Stone, Deadrick, Lukaszewski, &
Johnson, 2015). Some of the critical activities that needed implementation of technology
included e-recruitment, automated performance monitoring, online transactions, and more. The
use of technology is the foundation of the company to achieve its strategic plan.
Recruitment, Selection and Induction Policy and Procedures
1.0 Purpose
The purpose of this section is to provide a framework that defines the Goal Management
Consultant’s recruitment, selection, and induction procedures for effective human resource
management (Wilton, 2016).
2.0 Scope
The section applies to the selection, recruitment, and induction as if they should apply in
human resource management. It will also cover the policies and procedures as per the state,
territories, and federal laws and regulations. As such, they will be based on Employment and
Labor Law 2019, Fair Work Act 2009, minimum wage, occupation safety and health, and other
regulations.
3.0 Regulations, Standards, and Codes of Practice that Affect Recruitment
This procedure is based on the recruitment and employment law, minimum terms and
conditions, work health and safety, privacy, discrimination, equal employment opportunities, no

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 6
discriminations, as well as occupational safety and health and National Employment Standards
(NES).
4.0 Objectives of the Policy and Procedures
The objective of this procedure is to:
i. Guide the relationships between Goal Management Consultant and its employees.
It will define the acceptable behavior norms, work schedules, health and safety at
workplace, conflict resolution, and disciplinary actions.
ii. Ensure compliance with human resource policies and procedures by relevant laws
and regulations.
iii. The recruitment and selection practices will ensure the company observes equal
and diversity in employment.
iv. Provide reference material for managers and supervisors about employment
matters in the company.
v. Provide a consistent and transparent process for the recruitment requirements
relating to essential employees’ qualifications.
5.0 Roles and Responsibilities
Below are general roles and responsibilities that apply to the company employees.
i. Duty of care when serving the clients
ii. Obey the company rules and regulations by being reasonable in terms of the contract
employment
iii. Serve faithfully
iv. Cooperate with other employees
v. Carry out day-to-day operations with proper care and diligence

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vi. Be accountable in all their work undertakings
vii. Make indemnity for the employer where and when appropriate
viii. Maintain the privacy of the business and that of clients
6.0 Relevant Procedures Relating to Recruitment, Selection, and Induction
6.1 Initiation of Employment Process
Before the end of 24 hours after resignation or occurrence of the vacancy, the HR
manager will be required to declare the position vacant and define it in any of the three
categories:
i. The vacancy is due to a worker leaving Goal Management Consultant with the
evidence of the written resignation letter and that the position is covered it the current
budget.
ii. A new position is created in the company upon the approval of the board of
management.
iii. A new title of a particular job is created or existing one changes upon approval by the
board of management.
6.2 Initiation of Recruitment Process
Before any position is filled, the human resource manager should have a detailed
description of the post for the approval by the executive management. Among other things, the
position description will constitute a definition of the position, the reason for initiation of
employment search, advertisement proposal for the vacancy, the type of vacancy, remuneration
range, and the job commencement date. The manager under which the position falls will assist in
human resource manager in defining the above elements.
Nevertheless, the two critical elements in recruitment are further discussed below.

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6.2.1 Salaries and Staff
The salary for any position will be determined by company remuneration scale at any
time a vacancy occurs. The industry wage rate and government minimum wages will be used as
the reference to set the salary.
Notably, the position will be declared vacant and advertised as well as filled at the
starting salary for that position as per the remuneration scale. Regardless, the job can be
advertised at higher pay than usual but within the range of the budgeted amount with the
approval of the executive management. The parameter for payment will be the candidate’s
experience and qualifications. However, for classified positions, the starting salary can be higher
than the starting pays.
6.2.2 Qualification for a Business Consultant
The minimum standards for levels of consultant employee as described by the Australian
Qualification Framework (AQF):
i. A consultant has a relevant academic qualification, that at least a bachelor degree from a
recognized university.
ii. A consultant must have relevant and proficient industry experience.
iii. Demonstrate a high level of performance and work integrity.
6.2.3 Advertisement of Position
Below are the requirements for the job advertisement:
i. Job title
ii. Starting salary
iii. Job summary including work to be performed and essential functions

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iv. Note on the interpersonal skills required with other employees in Goal Management
Consultant
v. Note of any critical attributes of the position
vi. Qualifications including education, certifications, and other requisite skills
vii. Required experience in the industry
viii. Date of closing the application
6.3 Selection Process
6.3.1 The Applicant and Screening Process
The only available and open position will receive applications. Any application that is ad hoc
will receive a courtesy response from the HR manager with a clear indication that Goal
Management Consultant does not have and has not advertised any vacancy and that their
application will be considered in the future job vacancies.
The applications will then be screened by the HR manager fulfillment of the position
criteria. Those that do not fulfill the position criteria will be rejected by either a response by the
HR manager or expiration of a specified duration. In essence, the HR manager will have a matrix
to categorize and screen applicants in terms of qualifications, experience, and other skills. The
first three applicants will then be selected for an interview. Otherwise, the position will be re-
advertised.
6.3.2 Selection of Appropriate Candidate
Qualified candidates will be invited for interviews using an appropriate method. The HR
manager will use appropriate assessment center to get the most suitable candidate for the
position. A successful candidate will then be notified and scheduled for executive approval,
signing of the employment contract, and commencement of work.

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6.4 Induction
A new employee will undergo an induction process relating to consulting services. Some of the
areas of induction include:
i. Company policies, practices, and regulations
ii. The company management structure
iii. Roles and responsibilities
iv. Any relevant training and development such technologies used, procedures, etc.
Position Description Template
Job Title
Company accountant
Location
New Zealand
Reporting Responsibilities
You will be reporting to the general manager and board of directors on the position of the
company.
Main Duties/Responsibilities
i. Examine the bank statements and reconcile them with the general journal entries
ii. Examine expenses as incurred in the company
iii. Checking the account receivables and account payables
iv. Prepare the company financial reports as per the generally accepted accounting
standards and according to Australian law
v. Examine financial data and determine the status of the company financially
vi. Analyze financial data to establish the source of revenues and losses

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vii. Examine accounting software for proficiency
viii. Prepare a financial report that reflects the company’s profits, equity, and cash flow
Skills and Experience
i. Must hold a Bachelor degree in accounting or any other related courses
ii. A professional accountant certification from Australia; either Certified Practicing
Accountants (CPA Australia), Institute of Chartered Accountants in Australia (CA
Australia), Institute of Public Accountants, or any other internationally recognized
certification
Performance Goals
i. The accountant should ensure that the management and other stakeholders that use
the financial statements have access to comprehensive information to facilitate their
decision making regarding the company
ii. Timely preparation of financial statements
iii. Ensure cost saving in the company operations
iv. The information in the financial statements is free from bias
Guideline for Conducting Effective Interview
The interview has to follow the following guideline to make the most out of the interview
with a potential candidate (Knight, 2015):
i. Understand the job requirements
ii. Come up with job-related interview questions
iii. Establish a system evaluate the candidates
iv. The interview should be in a comfortable environment for the interviewees
v. Help the candidate relax

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vi. Avoid unlawful or discriminatory questions
vii. Document the interview
viii. The candidates should be allowed time to ask questions
ix. Provide information on the way forward after the interview
x. Make notifications to the candidates about the decision made
Update to the Procedure Document
One of the students identified that a section about the appointment is missing in the
procedure document. As such, below are the changes made regarding the same:
Appointment
The human resource manager will give notification to the successful candidate of the
decision. The successful candidate should be notified in writing, or any other accessible methods
note the remuneration and terms of engagement. The candidate will be given a three-month
probation period. Within the given time frame, the candidate can request a modification of the
conditions which have to be approved. If the candidate is not satisfied with the terms and
changes available do not suit him/her preferences, the job will be re-advertised.
The results of the interview will be made available to all applicants with the seven days.
At the same period, the HR manager will arrange for induction of the successful candidate. The
HR manager will closely monitor the performance of new employees.
Assessment 3: Recruitment and Selection Project
Job Advertisement
Deadline for application: 20th August 2019
Location: Brisbane
Duration: Full Time