Comprehensive Report: Recruitment, Selection, and Induction Processes

This report provides a detailed analysis of the recruitment, selection, and induction processes, essential components of human resource management. It begins by emphasizing the importance of strategic and operational analysis in shaping effective HR policies, highlighting the role of HR managers in understanding employee needs and aligning policies accordingly. The report then explores the significance of clear recruitment and selection policies, outlining key elements for success and the need for flexibility. It also delves into technological applications like AI, DSS, and MIS to improve efficiency. The report further discusses the importance of communication with senior management and provides guidance on obtaining their support. The role of documentation, trial policies, and adjustments in the recruitment process are also discussed. The report concludes with a focus on future HR changes, forecasting models, and practical examples, providing a comprehensive overview of best practices for managing the recruitment, selection, and induction processes.

MANAGE RECRUITMENT SELECTION
AND INDUCTION PROCESSES

Contents
Activity 1.....................................................................................................................................1
Activity 2.....................................................................................................................................2
Activity 3.....................................................................................................................................2
Activity 4.....................................................................................................................................3
Activity 5.....................................................................................................................................4
Activity 6.....................................................................................................................................5
Activity 7.....................................................................................................................................5
Activity 8.....................................................................................................................................6
Activity 9.....................................................................................................................................7
Activity 10...................................................................................................................................7
Activity 11...................................................................................................................................8
Activity 12...................................................................................................................................9
Activity 13...................................................................................................................................9
Activity14..................................................................................................................................10
Activity 16.................................................................................................................................11
Project 1.....................................................................................................................................12
REFERENCES..............................................................................................................................19

In order to determine future human resource needs companies are required to make
effective HR polices and have to involve managers and other supervisors in the process so that
needs of employees can be met in organisation.
HR manager of company is required to conduct meeting with higher level employees such
as supervisors and managers to understand basic needs of workers and accordingly have to make
such policies which may support in meeting particular needs of staff members (Dany and Torchy,
2017). There must be a healthy discussion with all managers so that correct polices are being
complied for the betterment of human resource.
Activity 1
To: HR Manager
From: Kurt Lan
Date: XX/ XX/ XXXX
Subject: Contribution of strategic and Operational Analysis for Recruitment, Selection
and Induction process.
The selection and recruitment process is one of the most important process for the
organization which is used by company to increase the work force to full fill the operational
requirement of company. There are different policies and processes are used by the organization
to ensure the better selection and recruitment process. In current time company use different
policies of recruitment and selection process. The process of analysis will help the company to
evaluate their current practices that are involved in the recruitment, selection and induction
process (Uzair, Majeed and Shakeel, 2017). This analysis will provide the brief of whole process
and what kind of update they need to make in order to get better result. To select better skilled
and efficient employees it is important for company to regularly update their methods and
policies of recruitment and selection to meet their requirement related to the work force. There
are many advantages of this analysis. This is part of innovation and change in processes. As per
the requirement and needs company make efficient changes in their policies and plans to
achieve maximum success in the particular operation.
The objective of the recruitment process to select best suitable candidate for the
organization to complete this objective company there are some changes are required to be
made in the process, policies and plans of recruitment selection. This can help the recruitment
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team to make effective changes that are effective for company and its performance in the
market place. This analysis process also can help the organization to implement different
technological and managerial changes. It is how organization can use the evaluation and
analysis process to improve performance of organization by recruiting highly skilled and
educated employees.
Activity 2
The policies of selection and recruitment is consisted of different processes which are
essential for the effective selection and recruitment of employees. The policy that is made by the
organization includes a specific protocol and process that is followed by the recruitment team.
This is a complex procedure which consists of various steps. For the interviewing team it is not
possible to follow all the guidelines with in the process (Valenzuela, 2019). Some times they need
to alter the policy to recruit candidate with specific skills and knowledge. So, the policies of
recruitment need to be simple and flexible as per the conditions and requirements. This simple
and straight policy will help the recruitment and selection team to perform their actions with
higher efficiency. There are different advantages of clear recruitment and selection process.
These advantages are associated with the procedure that is followed by the recruitment team.
This will be convenient for both recruiters and candidates to follow the particular process. This
will reduce the complexity of the process and it will also help them both to give their best in the
process to meet their professional needs.
Key Steps of Policy Improvement
Make the policies as per needs of organization.
Work on researches that can improve the policies.
Look for involvement of Technology.
Use brain storming for impoundments process.
Make policy with effective planning.
Consider the market trends to develop better policy.
Documents
Activity 3
Technologies that can Improve the Recruitment Process
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Artificial Intelligence Technology
Information Management system
Decision support system
Need of technological Update
As per the current trend in market there are many technologies are available that can
reduce the burden of HRM. These technologies can help them on the different stages of
interview. The main steps that are followed in the process are- short listing, calling, screening,
management interview, technical interview and personal interview. This all steps are time
consuming and it is a long processs (Patterson, Griffin and Hanson, 20180). This is not possible for
organization ton spend too much timer on the recruitment and selection process. So there are
various technologies are available in the market which can be used in the organization to reduce
the complexity of interview process and reduce the time which is consumed by this process. For
example technology like AI, DSS and MIS can be used by the organization to shortlist the
candidate as per requirement of company. The AI is the best suitable tool that can be used to
perform multiple operations. Foe example this technology is capable to analyse the technical
skills and personal skills of person that can help the interviewer to select the candidate with in
the short period of time.
Activity 4
This is duty of the Human Resource management to obtain support from the senior
manager to get updates about the candidates that are currently needed by the organization.
Continuous communication will help the HRM to stay aware of employee related needs. There
are different functions are performed by the HRM which are based on the objective to improve
the performance of the organization in the national and international market (Alam, 2019). To
achieve this they need to know which thing organization will be implemented next in the
organization. This will help them to recruit the candidates as per the future actions of company.
The policies are made by the HRM related to recruitment and selection should be efficient for the
company objectives. The processes of interview and selection are based on the requirement of
candidate. A common process and method of recruitment can not be used for all types of job
opportunity. This process need to be flexible to make respective changes in the process to select
best candidate from the range of candidates. Senior managers and leaders can guide the human
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resource department in the effective manner to get better result with the selection process. As per
the suggestion and requirement provided by the senior managers human resource management
can develop respective process to select candidate for particular position. Thin is how
consultation with senior manager and leader can help the Hrm to develop new policy and plan
for the selection and recruitment process.
Obtaining Support from Seniors
As the current plan, policy and process that is used by the organization is completed
outdated and it need urgent updates in the process to maintain the recruitment and selection
process efficient for the selection of better employees to improve the performance of
organization in the global market (Ekwoaba, Ikeije and Ufoma, 2015). To obtain support from the
senior manager it is important to provide them with facts that can help them to understand why
organization need to make changes in the current policy and strategies of recruitment and
selection. By providing information of current recruitment, selection and induction trends we
will make them aware of changes that are important for organization. This is how I will obtain
support from senior managers.
Activity 5
Importance of Document Trial
Policies and plans of the organization are stored and processed in form of documents.
Whole information of process are provided in them. To gain any kind of support in the
recruitment and selection process this documents can be used (Rakib, 2019). For the better
evaluation of the recruitment process it is important to evaluate and practice the current actions
plans and policies. This trial of policies can help the organization and human resource
management to develop new possibilities and changes in the process and policy to meet the
recruitment targets of organization.
Circumstances of Adjustments
11 Change in the job descriptions.11 Implementation of new technology in organization for recruitment process.11 Number of candidate required.11 Work hours for women.
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11 To recruit physically challenged person in the organization.11 Recruitment for other new plant of company.11 Work place diversity issues11 range of candidate are limited.
Activity 6
11 Procedure need to be short and precise.11 Proper criteria need to be followed.11 The policies need to be improved as per changes in legislation.11 Induction process should be better to make employees familiar to the working
environment.11 Training and development related policies should be based on the technology to
be more effective with this process.11 The process of recruitment should be consists of all the standards that are
considered in the corporate law.
Activity 7
Future changes in the HR
1. Implementation of Is in the HR functions.
2. Use of digital technology in the recruitment process.
3. Implementation of digital hiring process.
4. Established platform instead focus on products,
5. Focus on technology
6. Result oriented working
7. Talent based recruitment.
8. Shift towards smart working.
Model of Forecasting
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There are different models of forecasting that can be used to predict the future
possibilities which can help the organization to make effective policies to prevent any kind of
failure in the future. All the methods and models of forecasting is based on the analysis of
current conditions to predict the future possibilities. Data mining is one of the best method that
can help the organization to forecast the future success or failure of policies by analysing and
processing data in the AI technology (Basak and Khanna, 2017). Data mining is a process that is
consist of analysing the data and patterns in the results of organizational action. This tool used to
analyse the whole data to find different patterns through the processing to predict the future
condition. There are different type of process of data analysing are used in the data mining to
find the mathematical relation between the data and information. By evaluating this relation
organization will be able to find the future possibilities. This is how company can use data
mining to forecast the future for particular organizational policy or practices (Derous and De Fruyt,
2016). As the previous data and history of organization has been evaluated in the process of data
mining, this history data and results are evaluated to predict success and failure of organizational
and HR policy for recruitment, selection and induction. There are different kind of problems can
be evaluated in the process or model of forecasting. Problems that can be analysed through data
mining are- supervised learning, clustering, dimensionality reduction, structural prediction,
anomaly detection and reinforcement learning.
Activity 8
1. When the organization is looking for recruiting a person for the job of receptionist there
are different processes will be followed. This process will be performed by the specific person
who is assigned to the activity (Njoku, 2018). It is important for the organization to assign a
skilled person to manage the whole process of interview and prepare a job description to select
the best candidate for the particular position. In the job description different type of data need to
be provided. Without proper description people will not be able to understand the job role. So it
is important for the organization to assign this task to a person which is skilled enough and
trained enough to perform this specific task.
2.
1. Be specific according to need.
2. Requirements should be clearly mentioned.
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3. Description should be short and precise.
Activity 9
As it is requires to train the people to make them aware of process of recruitment that is
followed in the company. This process will be consisted of different procedures and steps which
will help them to stay aware of interview process and needs. In the training a one-page plan will
be provided to the panel to outline the whole process. Then the area of consideration will be
provided to them which can be considered as the base line of interview process. This is they will
be able to shortlist the candidate for the further interview process (Zakaria, 2017). As per their
qualities and assessment skills they will be assigned with particular tasks in the recruitment
process. For the recruitment process they will be provided with the guidelines that are need to be
followed in the process. The criteria of questions and process will the provided to them in the
training process, also they will be trained by video lectures to learn more about the interview
process. In the training classes different sessions will be organized to make them aware of how
to react on the answers of interviewee and what will the basic selection criteria.
Activity 10
1.
1. All the information provided in the job advertisement should be clear and correct.
2. The information provided in the job advertisement should be real and company
information should be provided in the advertisement.
2.
There are different conditions are there when organization need to use specialists for the
recruitment process. For example when the organization is recruiting for the higher position in
the organization they can use recruitment and selection specialist for the process. Because these
higher position job role require highly skilled and educated person (Hossain, 2016). This is not a
easy process to recruit a person for higher position that comes with higher requirements. By
using specialists for the recruitment and selection process the reliability of the process will be
improved and this will lead to better organizational goals. There are different advantages of this
which are- recruitment process will be improved, better candidate will be higher for the position
and it will reduce the complexity of process. This is how company can use the different
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specialists to meet the targets of organization that are related to the recruitment and selection
process.
Activity 11
1. Gather data from senior HR manager
2. Make plan for further recruitment which includes different procedures along with one
page outline
3. Launch a job advertisement.
4. Receive job application.
5. Short listing of suitable candidates.
6. Revert to suitable candidates.
7. Arrange candidate profiles.
8. Provide company presentation.
9. Take online exam.
10. Candidate background information collected.
11. Prepare first interview.
12. Debrief candidate.
13. Setup second interview.
14. Reference checking from employee and candidate end
15. Technical interview.
16. Personal interview
17. Selection and negotiation.
18. Offer letter and employment contact.
Activity 12
1.
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This is important for organization to give response to the candidates who were part of the
interview process. There are different factors which make this more important for organization.
In the business organization a specific process is followed in the recruitment process. Which
includes the rejection of candidate who are not meeting the requirements of particular job
opportunity. This is mentioned in the code of conduct of organization (Mohammad, 2015). As per
this code of conduct it is important for organization to meet this COC because it is part of rules
and regulation of organization. This is also legal right of the interviewee to know their result for
job interview. That's why it is important for organization to provide timely response to the
people who were rejected in the process of job interview.
2.
As a candidate is selected in the process of the recruitment and selection. After informing them
about the selection they are provided with the job offer letter and contract of employment. These
two thing are important for both candidate and employer. Because it is responsibility of the
employer to provide the proper information and data to the selected candidate (Shailashree and
Shenoy, 2016). The purpose of this data and information is to make them aware of the terms and
conditions of organization. The employment contract will be consisted of all information that is
important for employee. Employment contract will provide them with information of their legal
rights and other restrictions that are mentioned in the employment legislation of corporate law.
Activity 13
1.
In the staff induction process recruit need to be provided with different training and
support these things are important for them to get familiar with the work place and subordinates.
1. Providing coaching to the employee in the initial phase.
2. Perform staff retreats to provide better environment to the person in the organization.
3. Provide them with on job training to reduce their work load.
4. Make them part of group discussion to make them aware of the company procedure. It is
important to provide them working brief.
5. Provide them with guide lines that are need to be followed with in the work place.
6. Involve them in different activities to make them learn the company procedures.
Activity14
1.
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Induction is one of the most important process for both company and new employee.
Both organization and employees are strange to each other. This can cause major problems to
company later. For employee, it is important because this will help them to understand the
process and working of organization (Uzair, Kanwal and Arshad, 20170. Without this they will
remain uncertain with in the work place. It is the process that is used by the organization to make
the new person aware of company working and this process also make them comfortable with in
the work place. For organization induction is important for different reasons. They can not afford
to pay a person without any outcome. Induction process help them to make employee
functioning and productive on in the organization. This process can help the organization to
develop required skills that are required to meet the organizational needs. This is how induction
process is important for employee and company both.
2.
1. Personal mail can be used to provide direct information.
2. Personal telephonic call can be used to provide them information.
3. Hard copy of information can be used to provide them with information.
4. Face to face communication can be used to provide specific and effective information to
the probationary employees.
5. Information can be provided to them on the company portal.
Activity 15
1.
There are some signs that can be consider to evaluate the success of the induction
process. Some of sign of the success are- desire behaviour of newly joined employee, whole
procedure of the organisation learned by new joining. Their comfortable behaviour of employee
within the workplace (Kamran, Dawood and Hilal, 2015). The main objective of induction process
is to make the employee aware of functions, operations and work procedure of company. The
comfortable behaviour of employees, show that they are confidant in the current working
environment and they know what they are doing, it can be consider as the induction process is
going right. The interest shown by the new employee in company process and company
operations can be taken as they are learning what they have been thought in the induction
programme. Other signs of successful process are – achievement of required skills in individual
person, development of technical skills in person, development of understanding related to
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