BSBHRM405: Recruitment, Selection, and Induction Assignment

This assignment delves into the core aspects of Human Resource Management, focusing on the recruitment, selection, and induction processes. It explores the documents used in each stage, such as job advertisements, position descriptions, interview questions, and selection reports. The assignment then examines the human resource life cycle, detailing its five stages: recruitment and onboarding, orientation and career planning, career development, and termination or transition. It highlights the challenges, benefits, and opportunities within each stage, emphasizing the impact on employee turnover, motivation, and brand promotion. The assignment further discusses Australian legislation related to anti-discrimination, including the Age Discrimination Act, Sex Discrimination Act, and Disability Discrimination Act. It also covers the Fair Work Information Statement and various recruitment techniques, such as online job postings and television advertisements. The interview process is explored, highlighting face-to-face and group interviews, along with selection techniques like online screening, direct interviews, and psychometric testing. The relevance of skills tests is discussed, emphasizing their role in assessing candidate competence, determining job fit, and minimizing legal risks. The assignment concludes by emphasizing the importance of using multiple selection methods to gain a comprehensive understanding of candidates.

Running head: HUMAN RESOURCE
HUMAN RESOURCE
Name of the Student:
Name of the University:
Author Note:

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Assessment 1.
Question 1.
The two types of documents used in recruitment process are advertisement of the jobs
and the position description document.
In the selection process the questions of the interview and selection report are used.
In the induction process, the HRM uses induction policies and equipment receipts are
used.
Question 2.
The human resource life cycle defines the stages of the employees’ time span with the
company where they work and the role that human resource plays in every stage. There are
five stages of human resource life cycle. All of these stages involve the stages that the
employees go through and the roles of the Human resource managers take on during these
stages. The human resource life cycle has important impact on the recruitment and selection
process. Recruiting allows the companies to hire new employees. It is the primary job of the
human resource management to assist in hiring which includes the process of placing job
advertisements, selection of the candidates whose resumes seem promising, conducting
interviews and administering the assessments like the personality profiles for choosing the
best applicant for the position. In the small business where the owner performs their duties
personally, the HR assist them in a supportive role. In some of the other organizations,
recruiting stage has been referred to as the hiring support. The selection process is the method
of getting the successful applicants set up in the system as new employees.
Question 3.

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As mentioned before, there are five main stages of the Human Resource Life Cycle.
These are recruiting and on boarding, orientation and career planning, career development
and termination or transition. Each of these stages has different types of challenges, benefits
and opportunities. Through the Human Resource Life Cycle, the HR managers can solve the
excessive employee turnover, enhance motivation and improve the employee competitiveness
to promote the brand. The five stages of Human Resource Life Cycle in other words relate to
the process of recruitment, education, motivation, evaluation and celebration.
The recruitment process of the Human Resource Life Cycle includes the process of
recruiting the right person in the right position. This is a vital stage as the employee turnover,
productivity and growth entire depend upon the right recruitment of the employees. To
succeed in the recruitment phase of the HR Life Cycle, the HR managers create a successful
strategic staffing plan. This includes the strategies to attract the best fitted persons and other
hiring concerns. The analysis of the compensation as well as benefit packages of the
employees so that they are competitive enough to attract the top talents.
The education level of the employees decide how much the companies will be
expanding their competitiveness. Through this process, the employees come to know their
expectations, responsibilities and the culture of the organization. The HR managers train their
hires until they compatibly understand their job roles and responsibilities. The transition of
the employees takes place when the new employees get support from their co-workers and
feel connected with their company. The education stage of the Human Resource Life Cycle
introduces the new 3mployees with their job roles and keep on supporting their personal as
well as professional growth in the organizations.
The motivation stage includes the encouragement of the employees to be engaged
with their job roles in such a way that can promote the need of the building bond among the

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employees irrespective of their roles and positions in the organization. The leaders and
managers in this regard take initiative to provide different types of support to the employees
either through monetary help or through recognition for which the employees consider their
position in the organization to be important. The process of recognising and appreciating the
employees for their performance and contribution of skills in the growth of the companies.
The evaluation stage of Human Resource Life Cycle, the managers are responsible to
judge or evaluate the compatibility and competency of the human resource [1]. The managers
keep on challenging them, evaluating them and provide support in every way possible. The
performance conversations are conducted which are mainly based on the facts and not the
feelings. The results of the evaluation process however decides whether the human resource
of the company needs training and any type of professional guidance in order to reach the
goals of the organization.
The final stage is the celebration in which the employees are acknowledged and given
facilities for their contribution of skills and efforts. This celebration can be flexible working
schedule, extra paid time and gift cards. The more the HRM celebrates the efforts of the
employees, the more the employees feel motivated to contribute their efforts for the growth
of the organisation.
Question 4.
There are different types of acts to guide the Common wealth nations based on which
the organisations of Australia operate. As Australia is an important country of the
Commonwealth, the code of conduct of the companies doing business in Australia must be
aligned with the acts. Among these acts, the Commonwealth Acts relating to anti-
discrimination are vital to adhere [2]. The Australian human rights commission made it
compulsory that the organizations in Australia must be aware of the age discrimination act,

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sex discrimination act and disability discrimination act. These are presented in the section 44
SDA, section 55 DDA and section 44 ADA. On the basis of these acts the employers must
make the employees aware about the anti-discrimination acts during the time of recruitment.
It is mandatory that the employees do not get engaged in any of the discrimination issues
based on age, sex and disability. Along with it the company policies will be taking care of the
process so that none of the incidents regarding discrimination may take place.
Question 5.
The fair work information statement relates to the fair work act 2009. The fair work
ombudsman reflects the process of giving every employee a copy of the fair work
information statement before or as soon as possible after they start their new job [3].
Information system refers to the rights and entitlements of the employees modern
awards enterprise agreements National employee standards workplace fix ability individual
flexibility arrangements protection from discrimination and other adverse reactions ending
employment right to entry and change of owner.
Question 6.
The job advertisement process includes writing an effective advertisement in the local
newspaper. In addition to this, the companies can also target the online jobsites as the seeking
of jobs have become a trend.
Question 7.
In order to reach the more job seekers and find out some of the most potent employees
matching the need of the organization, the companies can utilise technologies in a best way.
The utilisation of the internet in order to reach the global employees is a potential medium.

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Through online job advertisement, the companies can reach a huge number of candidates in a
cost effective way. Secondly, the television advertisement can also be a potential channel of
detailing the position of the companies. This is an extensive reach and allows the employers
to market a large area.
Question 8.
There are different types of techniques used in the interview process. The most
important two techniques of interview are face to face interview and the group interview. In
the face to face interview, the interviewer gets the scope to communicate with the applicants
in accordance with prepared questionnaire. In the other hand, the group interview process
also gives scope for meeting the candidate directly but this is not an individual interview.
Therefore the perceptions of the persons have to be understood through their communication
in the group.
Question 9.
Three commonly used selection techniques are online screening and shortlisting the
applicants, direct face to face interview and psychometric testing of their intelligence and
other capabilities or traits. In the online screening and shortlisting the applicants, the
interviewers selects them on the basis of online resumes and interview. In direct interview,
the applicants visit the place for interview directly. In the psychometric testing of their
intelligence and other capabilities or traits, the interviews check the psychology of the
candidates without asking them direct questions.
Question 10.
The psychometric tests in recruitment and selection is an important selection
technique that are standard and scientific used to measure the mental capabilities and the
individuals and their behavioural styles. The psychometric test are perfectly designed to the

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measure the suitability of the candidates for the role based on required personality features
and aptitude of the candidates or their cognitive abilities.
Question 11.
The relevance of skills tests in recruitment and selection process covers the
competence of the human resource of the company. This process allows the employers to
taste the job candidates as well as test the existing employees capabilities there are various
benefits of the skill test advanced for recruitment.
Firstly, they allow to taste the claims of the candidates.
Secondly these tests help to determine a job fit.
Thirdly it helps in determining a cultural fit
Fourthly this type of tests prevent the employers to avoid making bad hire.
Fifthly, this helps to handle high volume hiring.
Sixthly, these skill tests differentiate between the similar candidates.
Seventhly, it minimises legal risks
Eighthly, this process helps to improve the candidate experience
Ninthly, it guides the HR management to eliminate any type of bias among the candidates
Tenthly, this enhances the employer brands it helps to address the skill gaps.
Eleventh, this helps to save time as well as cost of recruitment.
Twelfth, this process reduces turnover in the workplace
Finally high employee performance is ensured when the HRM used skill tests before
recruitment.

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Question 12.
Recruitment decision must not be based on the result of one particular selection
method alone. This is due to the fact that only one selection method cannot reveal different
aspects of the candidate’s personality and capabilities. This is the reason why the human
resource officers need to combine two and more techniques for assessing the range of skill
qualities and knowledge of the candidates. In addition to this different types of job roles
required different types of selection techniques selection of the right techniques can help the
human Resource Department choose the best person from all. The selection techniques which
will be chosen must be revealing particular skills, knowledge and attributes of the candidates
required for the position. Different types off selection methods can ensure that the selection
criteria will be accessed by Different techniques chosen most of the companies operating in
the international business scenario use the selection technique of assessing written
applications, panel interview method and check the referee reports. These are all important
because the dependability and confidence of the employer upon the new recruitment
increases when hi he gets positive review about the candidate from all aspects.

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References:
[1]W. Cascio, Managing human resources. McGraw-Hill., 2015.
[2]Ag.gov.au, "Australia’s anti-discrimination law | Attorney-General's Department",
Ag.gov.au, 2019. [Online]. Available:
https://www.ag.gov.au/RightsAndProtections/HumanRights/Pages/Australias-Anti-
Discrimination-Law.aspx. [Accessed: 13- Sep- 2019].
[3]Fairwork.gov.au, "Welcome to the Fair Work Ombudsman website", Fair Work
Ombudsman, 2019. [Online]. Available: https://www.fairwork.gov.au/. [Accessed: 13- Sep-
2019].