Report on Managing Recruitment, Selection, and Induction Processes

This report comprehensively examines the multifaceted processes of recruitment, selection, and induction. It begins by defining recruitment and selection methods, differentiating between direct, indirect, and third-party approaches, and detailing various selection methods like interviews, aptitude tests, and application forms. The report then explores outsourcing, its benefits, and the role of external agencies in recruitment and selection. It delves into employment contracts, outlining their purpose and importance for both employers and employees, and also discusses the purpose of industrial relations. Furthermore, the report summarizes equal employment opportunity and anti-discrimination principles within organizations, emphasizing their significance in recruitment, and it concludes by considering workplace relations regulations and legislation, ensuring a thorough understanding of legal compliance in HR practices.

MANAGE RECRUITMENT,
SELECTION AND INDUCTION
PROCESSES

Table of Contents
ASSESSMENT 1.............................................................................................................................1
Question and answer...............................................................................................................1
ASSESSMENT 2.............................................................................................................................9
Project Part 1....................................................................................................................................9
1. Describe the organisation and its core business and analyse strategic and operational plans
................................................................................................................................................9
2. List of the legislation and the regulations that are relevant to the policies and procedures
and its importance.................................................................................................................10
3. Policies and procedures that already exist in the organization which can be used to ensure
staffing requirements............................................................................................................10
4. List of policies and forms for creation of new polices in regional stores at Australia.....11
5 list and function of policies...............................................................................................11
6. How recruitment, selection and induction policies assist ASDA in achieving its strategy of
HR consistency.....................................................................................................................12
7. Importance of support of senior management and store managers to the new polices....13
Project part 2..................................................................................................................................13
1. Prepare a job analysis, job description and person specification.....................................13
2) Job description.................................................................................................................14
3) Advertisements.................................................................................................................14
4. Training session for the managers involved in the recruitment process..........................14
5. Benefits and the costs in outsourcing recruitment as compared to self recruitment........14
6. Use of technology programs in HR..................................................................................15
7) Letter to both successful and unsuccessful candidates....................................................16
8) Write contract of employment.........................................................................................16
TASK 3..........................................................................................................................................16
1. Checklists of items...........................................................................................................16
Identify needs for future training..........................................................................................17
A. Report on four areas.......................................................................................................18
B. Describe how you will ensure that...................................................................................18

C. Assessing performance....................................................................................................19
D. Managing follow up..................................................................................................................19
REFERENCES..............................................................................................................................21

ASSESSMENT 1
Question and answer
 Describe common recruitment and selection methods, including assessment centres. (Approx. 500
words)
Recruitment:
Recruitment is the procedure of identifying job requirements in the organisation and then HRM finding
qualified and prospective candidates who are then stimulated and encourage applying for post in
company. The purpose of this process is to hire good applicants who support to run business effectively
that increase its productivity and profitability more than then others.
Recruitment methods-
 Direct method: In this process HRM and other authority of the organisation select and enrolment
highly qualified candidates. Basically, direct recruitment method is using for introducing new
tasks where professionalism and responsibilities of workers have to meet with certain high level.
Employer of firm established direct contact with the applicants and ask some question about their
skills and knowledge where they get to know its ability of work.
 Indirect method: Indirect method is quite different with the other methods, in this process
organisation place job requirements through advertisements in television, templates, professional
journals' ans magazines, new papers etc. within this procedure firm find out the suitable candidate
and react out with some positive outcomes. It is needed when company needs to fill up
professional and some technical positions at workplace. Most of company go for to blind
advertisement in which they only give box no and identity of firm is not disclosed.
 Third party method: Third party process include use of private employment agencies, trade
unions, labour contractors, management consultants etc. to establish contact with job seekers.
Number of questions get arises in this method in which recruit employees should give all the
answer appropriately.
Selection:
Selection is procedure of hiring and identifying candidates for filling job posts in organisation. Workers
selection is one of the best process of matching company's requirements with qualifications and skills of
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individuals.
Selection methods:
 Interviews: Selection first method is interview where HRM or company get one of one
interaction with selected candidate. It is one of the most essential way to know about the person
ability, knowledge and skills. Panel, structured and unstructured interview are the types of
interviews. Some time manager attempt interview to asses and obtain information about new
candidates to make valid prediction on applicants future and current performance in job position.
 Ability and aptitude tests: Aptitude and ability tests are using for screening candidates on the
basis of their skills that classified paper and job sample tests. Both types are minimum scores and
scored are build to screen candidate. If selection ratio is low the cut off score will be raised
thereby maximising odds of recruiting well qualified workers in company.
 Psychological testing: This tests is administered and systematically scored, it supported structure
of evidence and statistical information which demonstrate the ability and validity of applicants.
This method is basically using by the organisation when they are selecting required applicants.
 Application forms: It refers to collection of written data or information about candidates non
work experiences and education work, both present and past. Application forms basically request
information on candidates home address, previous work experience, last employer, other
information such as name, references etc.
 Explain the concept of outsourcing. Consider how external agencies can help aid in employment
recruitment and selection processes. (Approx. 250 words)
Outsourcing:
It was an agreement in which one organisation hires another firm to be responsible for planned or existing
activities that has been done internally. It involves contracting of business procedure for example, payroll
processing, non core functions such as facility management and manufacturing. It includes domestic and
foreign contracting both and sometimes also include near shoring and off shoring. In other words it is one
of the best practice of business in which company hires other individual or agencies to perform tasks,
provide services that are usually executed by firm's own employees.
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External agencies help aid in employment selection and recruitment process:
Recruitment and selection procedure is the process of attracting and searching right applicants for hiring
them for required jobs in company. Recruitment agencies are basically middlemen between employers
and job seekers. They have large data base of knowledge and skilled candidates in which they help
company for hiring and accomplished employment recruitment and selection procedure effectively. They
find out the best qualified employees and place them in required job position in firm. It is one of the best
outsourcing process that give the better opportunities to candidates as well as company. Needed.com,
linkedin etc. agency help to run business effectively by provide experts and professional candidates.
 Describe the purpose of employment contracts that might be drawn up for a new employee and
why they are important to both the employee and the employer. Also, Describe the purpose of
industrial relations. (Approx. 500 words)
Employment contract-
Employment contract is also known as worker agreement, it is a written document of situations of job
offer form employer to potential workers. Organisation using this process that is very beneficial for
employee and company. The purpose of employment contract is to established clear image of
expectations of employ period. It is included some points regarding job post like benefits and
compensation information, job responsibilities and role, workers rights, non compete clause, term and
conditions etc. this is legally binding agreement that provide all the information that protect employer and
employee both. Basically this contract is drawn up or explained to new workers that give opportunity for
ask for amendments and requests. The main purpose of employment contract is to provide appropriate
details to new employees regarding duties and work performance activities.
Importance of employment contract-
It is very essential for employers and employees both, for worker this agreement gives them protection
and security that they are working for professional business that clearly defined its contract and
agreement on all conditions and terms of employment. It is also essential for employer in which they have
the security that workers is fully aware of its obligations and agreed to comply with placed terms. For
them this will also endeavour to defend the business patronage and intellectual property such as: poaching
of customers whereby the customer are deemed the consumer of business and not the stylist. It is very
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beneficial to both employer and worker, it spells out obligation and rights of each parties, protect job
safety of workers and secure employer form certain risks like release of private employer detail after term
of employment ending. It assists employer as it regulates employee behaviour in workplace, on the other
side this contract is also very essential for organisation because firm policies as well as workers
disciplinary code will form part of contract of employment.
Purpose of industrial relations-
The main purpose of industrial relations it to develop and maintain healthy and good relations between
employers and employees or management and operatives. It is very important because IR laws impact
way organisation or business operate. A good example of this mode in which pay rates and another
conditions of work are negotiate between workers and business owners. Good and healthy environment
attract people to be a part of company and drive current employees towards achieving business objectives
and goals. The objective of industrial relations is to provide the best opportunities to employee to
participate in decision making process and management. IR purpose is to increase productivity and
profitability in firm to curb the employee absenteeism and turnover. It abolishes industrial democracy
based on labour partnership in sharing of net profit and managerial decisions. By maintaining positive
work environment within develop good connection or bond with each other directly effects business
growth and success. Main aim of IR is to avoid industrial strikes and conflicts by developing mutuality
among interests of concerned parties.
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 Summarise equal employment opportunity and anti-discrimination principles within organisations
and how this legislation is a must when recruiting for new employees. Consider workplace relations
regulations and legislation, and other legislation associated with recruitment, selection and induction.
(Approx. 300 words)
Civil rights Act 1964-
Civil Rights Act 1964 amended the program such as Equal employment opportunity to eliminate
discrimination in employment based on colour, age, national origin, physical or mental disability.
Organisations must follow this Act and provide equal opportunities to employees without any differences
between all of them. Under this Act company does not discriminate all the workers on the bases of their
religion and genders.
Anti-discrimination law-
It refers to government laws designed to protect discrimination against particular team or group of
individual: these groups are often cite to protected units or classes. Anti discrimination laws principles are
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based on specifically, equality that persons must not be treated differently by the companies due their
characteristic outlined above.
When organisations recruit new workers for required job posts, they have to performance according to
Civil rights Act 1964 and anti-discrimination laws. This will cover many federal laws and state laws or
certain workers are required to maintain and establish ADL or policies to secure their workers.
Recruitment and selection process is based on equal opportunities where ensure candidates that
companies are giving rights and best opportunity that help to grow their careers more and more than now.
Workplace relations Regulations and legislation-
 Fair work Act 2009: Fair work system is name used for minimal employment laws and agency
structure that were created by Fair work Act 2009. It is an Australian law governed by Rudd
government in which they want that every organisations need to provide fair treatment to all the
workers who are working with them since for so long and those who are new in firm.
 Workplace relations Act 2015: It provides that there will be two parties dealing with disputes
and complaints in relation to industrial connections and employment law. This Act give rights to
workers in workplace and if firms follow this it build strong relationship between both of them.
 Equality Act 2010: This Act protect or secure employees form discrimination in workplaces in
organisation and in wider society. It also gives protection to workers for certain illnesses when
they are constituted as disbility.
 Explain why the terms and conditions of employment are an important aspect of recruitment.
Provide at least six (6) examples of terms and conditions in a contract and discuss why they are
important. (Approx. 300 words)
Terms of employment are conditions that employees and employers agree upon for job posts. Term
include a workers job responsibilities, hours, work days, dress code, sick days and vacation, pay and
more. They also add some benefits for worker's such as health insurance, retirement plans and life
insurance. Employment contract offer to new candidates while they are recruiting in companies. It is a
agreement between workers and employer on the bases of employment relationship.
Terms and conditions in employment contract:
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 Salary review: It is the first terms in employment contract in which mentions that salary package
will be reviewed about anniversary of workers employment or annually and in accordance with
workplace legislation or laws. It is very important for employee that give information about their
salary and performance appraisal.
 Annual leave: This term refers to the leave section where give details to workers regarding their
leaves. They are entitled to 20 days annual leave per year of service which is accumulated in
accordance with fair work Act 2009. It is essential for employee and employer both because it
encourages and allow every workers to renew their mental and physical capabilities and to remain
fully productive worker.
 Company policy: Organisation policy is based on number of firm procedures and policies that are
required to comply with their policy. It is very essential that workers should comply with these
policies, If they do not follow there terms may result in disciplinary act being taken against all the
employee's.
 Duties of employee: In this contract companies include the role and responsibilities of employees
which they have to follow properly. It is important for employee who are hire in organisation
because it gives them all the basic informations about their work and hours of working.
 Benefits provide to worker: It will be particular or agreement which refer to benefit listing for
all workers and employee handbook. It helps to know workers about the benefit of their work and
what advantages that they get after working in company.
 Termination: It describes the circumstances under which other party or employee will be
terminate relationship and notice required. Termination term and conditions explain workers
about the reasons that create this situations in workplace which is very important to them for
knowing this process.
 Explain the relevance of psychometric and skills testing programs within organisations and why
they can be useful when recruiting new employees. (Approx. 250 words)
Psychometric testing program-
Psychometric testing refers to procedure of evaluate applicants relevant weakness and strengthens. It is
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one of the best scientific way of measuring the capability and ability of workers which means they will
improve performance, choose right staff and attract better candidates. Most of the organisations using this
tests as an objective to identify about new employees. It is known as aptitude test that are designed to
measure candidate decision making power, motivation and intelligence and to match its behaviours and
personality traits to those needed for particular job positions in companies, it is very useful or beneficial
when employer recruit or run recruitment process for new workers.
Skills testing program-
Skills testing give an accurate and impartial indicator of each employee's ability to do job duties. This
testing program ensure firms that recruit candidates are skilled and highly qualified for the position’s
which is organisations wants to fill-up. When companies are recruiting new workers, at that moment
skills testing process helps to know about applicants abilities, work skills and other skill, knowledge,
personality, language proficiency, emotional intelligence and even integrity.
ASSESSMENT 2
Project Part 1
1. Describe the organisation and its core business and analyse strategic and operational plans
ASDA is the second largest supermarket in UK. Ii was founded in 1949 with name of
Associated Dairies and Farm Group. It is a retailer company which bis focused on clothing,
selling, toys, electronics, general merchandise, home furnishing etc. with that is also provides
service of ASDA Money financial services. In 1999 ASDA became a subsidiary of Walmart.
Walmart has the largest supermarket chain in the world. ASDA is one of the largest employer
with over 175,000 employees who are working in many formants. These have the varirt of rroles
such as supermarkets, superstores, George and ASDA distribution home office. ASDAis
expanding its business in UK from NETTO to increase the volume of local supermarket of
ASDA.
HRM of ASDA make strategic and operational plans and policies in order to creates
effective recruitment and selection process. Management is required to workforce planning,
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training, motivational and employee recognition, appraisal, recruitment and selection. They are
making policies which includes opportunities to all, fairness at all, pride as ASDA, respect for
each other. For making effective remitment and selection process ASDA is giving opportunities
for all that is promoted by leadership who encourage employees and their communicative. These
policies and operation plans are required in order to strengthen the employees and to support
career progression.
2. List of the legislation and the regulations that are relevant to the policies and procedures and
its importance
Legislations protect employees at work place and provide equal chance. These
legislations govern employment in the workplace with every employee who works. Both the staff
and organisation can ensure about the dismissal process, recruitment and selection processes,
workplace environment etc. There are some legislation, policies and regulation at workplace are
given below.
Occupational Health and Safety 2004: according to this law the main duty of
organisation is making risk assessment at workplace so that risk can be identified easily and can
be reduced. With that have competent people to oversee safety and health in the work place who
workforce information and training and have written policies to implement on safety and health.
Manual handling policy: under the regulation sufficient lighting, heating, ventilation
must be proved by organisation at workplace. Staff facilities such as washing facilities, toilet and
refreshment, safe passageway for prevention hazard such as tripping, slipping etc.
Workers Compensation Policy: according to this policy employees are required to provide
liability for disease or injury out of their employment. This policy prevent employees from doing
usual job while recovering.
Equal Employment Opportunity (EEO) & Anti Bullying: this policy provide equal
right at workplace against discrimination. According to this law employer are responsible to
resolve discrimination complaints that is based on individual;s race, national origin, children,
age, sex, regional, sexual orientation, genetic information, gender identity etc.
3. Policies and procedures that already exist in the organization which can be used to ensure
staffing requirements
ASDA is following policy of equal pay. There are more than 400 female employees in
ASDA. Implementation of policy has aim to provide female staffed retail jobs that have equal
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