HR Role Play: University HR Policies for Recruitment and Selection

This assignment presents a role-play script between Joshua and Jessica, addressing key HR areas within an organization. The script offers recommendations on establishing and communicating HR policies and procedures, emphasizing the importance of staff collaboration and feedback. It explores future human resource needs in alignment with stakeholder expectations, focusing on employee competence and job analysis. The role-play also covers providing training and support to those involved in recruitment and selection, as well as managing probationary employees through feedback and clear expectations. Finally, the script outlines strategies for obtaining feedback on the effectiveness of the induction process from participants and managers, ensuring alignment with organizational objectives. The student provides a detailed discussion on the importance of legal compliance, anti-discrimination practices, and creating a supportive work environment. The recommendations cover various aspects of the employee lifecycle, from recruitment to termination, offering a comprehensive guide to effective HR management.

Running head: Managing Recruitment Selection and Induction
Managing Recruitment Selection and Induction
Name of the Student:
Name of the University:
Author note:

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Managing Recruitment Selection and Induction
Role-Play
The role play is between Joshua and Jessica presenting recommendations on addressing certain
organizational issues.
Joshua- Hey Jessica, Good morning. How are you doing?
Jessica- Hello Joshua Good morning. Well I am doing great.
Joshua- You have been a good advisor since long for this company. I would like to change some
operations in the organization reviewing the certain circumstances in the organization. I would
like to seek recommendations regarding the organization policies and procedures and how to
communicate with the staff regarding to the new change.
Jessica- yes I have gone through your recent mail and it would be a pleasure to help you out with
this issues.
Joshua- Thank you Jessica. But apart from this I would like you to recommend about the future
needs for the company as well as recommendation regarding providing access to training and
other forms of support to all the people who are involved in recruitment and selection process.
Jessica- Okay sir, I get your point Joshua. Firstly talking about policies and procedures in the
organization.
Establishing effective policies and procedures is highly important in the organization in order to
put right amount of collaboration and right measures for understanding. Effective support can be
gained by ensuring policies and procedure compliance with the organization staff. This could be
done
We have to meet with the divisional leader to ensure policies and procedures are feasible and
realistic. The primary step is to ensure compliance involving the leaders, whether the policies are
good enough implementing in the organization for the staff. The policies and procedures must be
flexible in execution. Those must be relevant for the organization that is applicable in the
organization. The policies must make sense to be applied in the organization. The policies should
be attainable so that it could be successfully implemented in the organization. The designed
policy should be adaptable that is they can accommodate change in the organization.
This would facilitate gaining support from the other staff.
In order to communicate the policies and procedure to the staff we must do the followings:
Effective communication is very much necessary in order to create effectiveness of the policies
and procedures in the organizations.
Inform employee up-front
Let the employees know that the organization is working on developing new policies and
procedures. We need to explain why the policies and procedures are relevant for the organization
and they and what impact does polices will put on the employees.

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Managing Recruitment Selection and Induction
We must ask for the feedback from the employees. We can ask what extra things which could be
added or excluded in the policies. Involving the employees in drafting particular sections of the
policy document could be helpful.
Medium to communicate
The organization can use organization intranet to convey the message.
Newsletters departmental wise.
Conducting a meeting would be wise with all the staff while introducing the complete manual or
the handbook.
Joshua- All the recommendation sound beneficial for the organization what do you think about
providing training is it necessary?
Jessica- Yes,
Some policies and procedures does require training like more extensively and intensively. This
would facilitate the employees that they have understood all the policies and how the policies
apply to them. As per the developed policies there can be a corporate training program. This type
of training may include diversity training, conflict resolution training for staff, equal employment
opportunity training and leadership training for the managers.
Joshua- It sounds great. This recommendation will be helpful for us to implement effective
policies and procedures in the organization. Apart what can be the future human resource needs
with respect to our stakeholders? What all human needs will be required for our organization?
Jessica-
The future human resource needs particularly for this organization in collaboration to the
stakeholders might include the condition of the employment, the job content and environment of
the organization. In order to effectively carryout the job, we must hire competent employees with
more knowledge, abilities and skills.
Determining the human resource needs for example staffing through recruitment and selection.
The right kind of person in the right job is highly necessary for the organization to achieve its
goal and objectives.
The job analysis, is necessary to know the n umber of vacant position in which the job
description and required qualification is developed for the particular position.
The next step to be covered is recruitment stage and hence it can be done through Newspaper
advertising, employment agencies, employee referrals, job portals and internship programs.
The later stage is the selection process in which different methods of selection can be used such
as written test, work-sample test, group discussion and at last interview.
The workforce which does emphasize the employers as the key partners and customers seeks
input on proper training for the job, education qualification as well.

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Managing Recruitment Selection and Induction
For the employees the workplace environment must be in a good condition, there must be
diversified workplace culture. Safe and healthy work environment for the employees to work
upon.
Providing access to training to the people involved in the recruitment and selection process can
be done in the following ways:
By understanding the legal requirements- The employees involved in the recruitment and
selection process must be aware of the legal rules and regulation while assessing the process.
This primarily includes the collection and storing of the personal information of the candidates
for the job. The privacy laws should be incorporate din the organization policies and the people
involved are well aware of those laws.
Equal employment opportunity- While assessing the recruitment and selection process the staff
must understand the requirement and principle related to anti-discrimination laws and
legislations. There must not be any biasness while selecting the employees. The conducting staff
should have the training to conduct anti-discrimination awareness and equity training.
Joshua- Well this approaches will surely have some great impact on the way we used to operate
in the organization. We must overlook over your recommendations and surely this will help us to
achieve the organizational goal. What about probationary employees
Jessica- Firstly, providing regular assistance and feedback to the new employees is found to be
highly beneficial to improve their performance. Rather putting benchmarks on the employees
and setting targets, the managers need to assist them in their job and make them understand their
job roles.
Putting targets and benchmarking may disappoint them and company may face employee
turnover at the initial stage itself.
Withholding some of the permanent benefits of the employees, we do have the right to withhold
their benefits. This might be quite challenging for us, but it the best time to prove their best at the
workplace and be a consistent performer.
Other recommendations like:
Setting clear goals and expectations
Assigning a mentor who could really help the new employees to open up and feel free to share
their views.
Offering suitable training to the employees in order to upgrade skills and knowledge.
In case of confirmation
The manager must write a formal letter to the employee who has been selected, congratulating
them for their confirmation.
The letter must contain all the information which is relevant and is required while an employee
join in this organization.
In case of termination

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Managing Recruitment Selection and Induction
When we find the performance of an employee is not satisfactory and is not up to the mark for
the company. It is also clear that further training to the employee will not support in aiding the
company in meeting the standards of the company. In order to handle this situation a face-to face
interaction with the employee is fair rather than a letter.
The interaction must be quite positive and being honest with the employees.
Joshua: You are correct, this is something the organization must focus on and the approach
towards the terminated employees will be helpful to maintain a fair and consistent procedure
while dismissal of an employee. This activity seeks qualified HR guidelines to carry out the
procedure.
What recommendations would you provide relating to obtaining feedback from the participants
and relevant managers on the extent the induction process is meeting its objectives.
Jessica- In simplest terms, the feedbacks from the relevant mangers and participants consist of
opinions and reactions that can affect the organizational process. The information can be
obtained by the participants and mangers is about the performance of the employees.
Whether they have recruited the right person for the right job according to the job description.
Whether the provided training to the employees is effective in order to increase their
performance and the organization is conducting effective induction process in order to choose
the candidate.
Is the employees meeting all the set objective and requirements of the organization and following
the rules and regulation of the company? The feedback can be take regarding the organization
environment and whether they are feeling comfortable in working in the organization.
Joshua- The above recommendation will be considered in the organization and we highly
appreciate for your help. Thank you Jessica
Jessica- It is my pleasure Joshua.
Reference
Gardner, A.K., 2018. How can best practices in recruitment and selection improve diversity in
surgery?. Annals of surgery, 267(1), pp.e1-e2.
Holm, A.B. and Haahr, L., 2018. E-recruitment and Selection. In e-HRM (pp. 172-195).
Routledge.
Hoole, F.W. ed., 2019. Making ocean policy: the politics of government organization and
management. Routledge.

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Managing Recruitment Selection and Induction
Lewis, L., 2019. Organizational change: Creating change through strategic communication. John
Wiley & Sons.
Milani, F., 2019. Plan Stakeholder Engagement. In Digital Business Analysis (pp. 127-142).
Springer, Cham.