Leadership Management Report: BizOps Enterprises HR Processes

This report delves into the leadership management practices concerning the recruitment, selection, and induction processes within BizOps Enterprises. It outlines a comprehensive framework, encompassing sixteen key steps, to ensure effective human resource management. The report meticulously details the policies and procedures for each stage, from recognizing the need for an opening to extending an official job offer. It provides insights into the recruitment process, including job advertisement creation, candidate sourcing, and application screening. Furthermore, it explores the selection process, encompassing resume screening, phone interviews, assignments, and interviews. The report also highlights the induction process, emphasizing the importance of clear communication, creating a welcoming environment, and providing career development opportunities. The report also addresses the importance of updated legislation, best practices, and the use of technology. Forms and feedback from colleagues are included. This report is a valuable resource for understanding and improving HR practices within an organization.

Running head: LEADERSHIP MANAGEMENT
Leadership Management
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
Part B...............................................................................................................................................3
Introduction..................................................................................................................................3
Task 1...........................................................................................................................................3
Task 2...........................................................................................................................................8
Task 3.........................................................................................................................................10
Task 4.........................................................................................................................................15
Task 5.........................................................................................................................................15
Task 6.........................................................................................................................................16
Task 7.........................................................................................................................................17
Task 8.........................................................................................................................................17
Task 9.........................................................................................................................................19
Task 10.......................................................................................................................................19
Task 11.......................................................................................................................................20
Task 12.......................................................................................................................................20
Task 13.......................................................................................................................................21
Task 14.......................................................................................................................................21
Task 15.......................................................................................................................................21
Task 16.......................................................................................................................................22
Bibliography..................................................................................................................................23

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Part B
Introduction
This project is associated with managing recruitment, selection and induction process of
BizOps Enterprises. The following sixteen steps would determine the effective recruitment,
selection and induction process in order to enhance the human resource management of the
organization.
Task 1
The assessment of the organizational operational plan and the business plan for Biz Ops is
helpful in addressing the procedures and the policies that are essential to make sure that a
vigorous and legislative compliant recruitment, selection and induction policy is constructed.
The policies have been framed in accordance to the National Standards for Recruitment.
(a) The policies and procedure\
Recruitment
 Recognise the need for an opening
 Take decision on whether to hire internally or externally
 Assess the job description and create a job advertisement
 Choose the suitable sources for posting the job opening
 Decide the on the selection phases and the probable time period
 Assess the resumes that are available in the database of the company or the ATS
 Source the passive candidates
 Short listing of the applications
 Proceed with all the stages of selection

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 Run a background check of the shortlisted candidates
 Choose the most ideal candidate
 Make an official offer
Selection process
The selection process is inclusive of the following:
 Screening of the resume
 Phone screening
 Assignment
 Interview
 Group interviews
 Knowledge, competency and selection examinations
 Evaluation of the referrals
 Interview feedback
Induction process
The induction process of inclusive of the following:
 Construct a plan that would provide a clear induction process
 Make the new candidates feel a sense of home and brotherhood
 Provide a clear knowledge to the employees about the regulations and policies of the
company
 Explain the leave application policies to the employees
 Explain the exit policies to the employees

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 Provide clear career development program to the employees
(b) The each of the procedures and the policies that have been listed have their individual
objectives and they are given as follows:
Recruitment Process
 Recognise the need for an opening: It is essential to have an understanding of the opening
that is required by the company with the help of which the actual job that is required can
be known
 Take decision on whether to hire internally or externally: It is essential to have an
understanding of the mode of hiring that will be profitable for the company and
accordingly implement the same
 Assess the job description and create a job advertisement: Assess the job position for
which the advertisement would be given and accordingly create an effective
advertisement for the job position
 Choose the suitable sources for posting the job opening: Discover the most precise job
posting source so that quality and skilled candidates can apply for the job.
 Decide the on the selection phases and the probable time period: Construct the selection
process that would be ideal for the company and create a time period so that the process
can be completed within the desired timeframe.
 Assess the resumes that are available in the database of the company or the ATS: This
reduces time for the selection of the company and they can reduce dependency from the
other external sources

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 Source the passive candidates: The passive candidates can be discovered and accordingly
skilled and suitable employees for the company can be selected
 Short listing of the applications: This phase is important with the help of which the
potential candidates can be selected and the others can be eliminated
 Proceed with all the stages of selection: All the selection stages will be undertaken so that
the most qualified and apt candidates can be selected
 Run a background check of the shortlisted candidates: This is done on order to find out
that the candidates do not have any criminal records and have a clear background
 Choose the most ideal candidate: The selection of the most suitable person will be helpful
in gaining the employee who would be beneficial for the company
 Make an official offer: An official offer is given so that a formal offering and agreement
among the company and the employee is established
Selection process
The selection process is inclusive of the following:
 Screening of the resume: In order to determine the most suitable candidate
 Phone screening: This is done in case the applicant is from a different city or country
 Assignment: Providing a real life situation with the help of which the competency level
of the applicant can be known
 Interview: Interviewing the applicant in order to undertake a face-to-face communication
 Group interviews: Allowing an employee to converse in a group in order to determine
whether the applicant is able to communicate within a team

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 Knowledge, competency and selection examinations: This is done in order to have an
understanding of the competency level of the applicants
 Evaluation of the referrals: The objective is to assess the employees and their referrals in
order assess the validity of the applicants
 Interview feedback: Feedback after the interview in order to make the applicants know
what the company feels about them
Induction process
The induction process of inclusive of the following:
 Construct a plan that would provide a clear induction process: Provide extensive
knowledge to the employees about the plans and policies that the company maintains
 Make the new candidates feel a sense of home and brotherhood: Motivate the employees
and make them relaxed in order to make them familiar to the company
 Provide a clear knowledge to the employees about the regulations and policies of the
company: The employees would have knowledge about the company rules and their
policies
 Explain the leave application policies to the employees: A clear vision of the employees
would be created
 Explain the exit policies to the employees: No discrepancies are maintained among the
company and the employees
 Provide clear career development program to the employees: Motivate the employees in
order to give out their best efforts.

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Task 2
(a) Updated relevant and current legislation and best practices
Recruitment
 Recognise the need for an opening
 Take decision on whether to hire internally or externally
 Assess the job description and create a job advertisement
 Choose the suitable sources for posting the job opening
 Decide the on the selection phases and the probable time period
 Assess the resumes that are available in the database of the company or the ATS
 Source the passive candidates
 Short listing of the applications
 Proceed with all the stages of selection
 Run a background check of the shortlisted candidates
 Choose the most ideal candidate
 Make an official offer
Selection process
The selection process is inclusive of the following:
 Screening of the resume
 Phone screening
 Assignment
 Interview
 Group interviews
 Knowledge, competency and selection examinations

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 Evaluation of the referrals
 Interview feedback
Induction process
The induction process of inclusive of the following:
 Construct a plan that would provide a clear induction process
 Make the new candidates feel a sense of home and brotherhood
 Provide a clear knowledge to the employees about the regulations and policies of the
company
 Explain the leave application policies to the employees
 Explain the exit policies to the employees
 Provide clear career development program to the employees
(b) In the current recruitment, selection and induction process, the induction policies and
processes have a key role to play. In this aspect, it is essential that the company
constructs an effective induction plan and framework with the help of which they can
convey the rules, regulations, policies and frameworks of the company to the new
employees so that they can gain knowledge about the process and the knowledge that is
followed by the organization. The induction process needs to be very smooth and casual
in order to create a healthy environment and make the new employees familiar with the
working environment of the company.
Task 3
(a) New Position Request Form

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Date __________
Position Title ________________________________________________
Department _________________________________________________
Hiring Manager ______________________________________________
___ Full-time ___ Part-time
___Exempt ___ Non-exempt
___Salaried ___ Hourly
Preferred Start Date: _______________________
Reason for Recruitment
(New or updated job descriptions must be attached for all positions.)
___ Replacement Position
Name of person being replaced_____________________________
Have the duties of this position changed? ___ Yes ___ No
(If yes, provide details in position information section.)
Pay grade/range _________________________________________
___ Reallocated Position (reallocation of vacant, budgeted position within department)
Name of current vacant position_____________________________
Current pay grade/range
Recommended pay grade/range_____________________________
___ Budgeted New Position (job description attached)
Budgeted pay grade/range________________________________
___ Non budgeted New Position (job description attached)
Recommended pay grade/range____________________________

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Position Information/Justification
(Indicate what changes were made to job description or provider justification for new position.)
____________________________________________________________
____________________________________________________________
____________________________________________________________
Special advertising/recruitment request:____________________________
____________________________________________________________
Hiring Manager Approval _______________________ Date _________
Department Head Approval _____________________ Date _________
VP Approval _________________________________ Date _________
HR Approval _________________________________ Date _________
Please return to Human Resources once completed
(b) Candidate Application Form
APPLICANT SECTION
Position applied for:
Personal details
Given name: Family name:
Preferred name:
Address:

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Telephone Daytime: Mobile:
Email:
Current qualifications
Qualification title Institution/training provider Year completed
Are you currently undertaking study/training?
(tick one) Yes No
If yes, course/program name:
(tick one)
Full
time Part time Distance Other
Previous employment (most recent first)

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Employer name/
establishment Dates from/to Position held Reason for leaving
Office use
check
initial/date
Do you agree to have referees contacted in relation to this
application? (tick one) Yes No
(Reference checks will be conducted legally in an ethical manner and all information
derived will remain confidential.)
Please provide details of three people who can speak on your behalf regarding your
work history.
Name Contact No.
Position held/working relationship
(eg supervisor)
Office use
check
initial/date

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What type of work are you
available for? (tick one) Full time Part time Casual
When will you be available for work?
Please provide any other information that you identify as being pertinent to this
application
(eg medical conditions, disabilities)
Declaration
I declare that, to the best of my knowledge, the information given is true and correct. I
understand that inaccurate, misleading or untrue statements or knowingly withheld information
may result in termination of employment with this organisation. I understand that this application
does not constitute an offer of employment. I understand that, in some cases, police and credit
checks will be required and I will be notified if this applies to this application.
Signed: Date:

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Task 4
The forms that have been created in the earlier section is forwarded to few of the
colleagues in order to gain feedback from them. The feedback that is provided by them includes
providing a disability pointer in the form along with the health purpose information. The forms
should have a place for the applicants to disclose their basic health condition so that it would be
helpful for the company to have an understanding of the health scenario of the applicants.
Task 5
(a) Attracting Quality Candidates
The use of technologies can be an effective way to attract quality candidates. In the current
time period, human beings interact mostly through social media and therefore advertising about
the job position in the social media can be helpful in attracting quality candidates.
(b) Processing the job applications
There are numerous software is available in the market that simplifies the screening of the
application forms of the potential candidates for the company. With the use of this software, the
management can just select the criteria tabs and switch them on and accordingly put the resumes
within the same for assessment and thereafter the suitable resumes would be shortlisted by the
software on behalf of the management.
(c) Induction

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Induction can be done by creating a power point presentation report with the help of which
the employees can be given the induction training. The computers and laptops are used in order
to present the induction power point presentation to the new employees.
Task 6
With the advent of time, BizOps Enterprises would be looking to expand their business
and therefore would be looking for new and potential employees. In order undertake the
recruitment process it is essential to consult to the department heads of various operational
departments of the company and thereby have knowledge about the potions that are vacant and
the employee turnover in which of the employee positions. The employee requirement and the
positions for which recruitment would be undertaken is initiated by taking assistance of the
department heads and supervisors as they have the best knowledge about their departments.
Task 7
A procedure table is constructed and each of the department heads are asked to fill up the
same by providing the eligibility criteria of the candidates who would be selected. The procedure
is as follows:

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Position Description
No of employees required
Specific skills
Competent knowledge
Attributes
Experience
Eligibility criteria
Task 8
The one page checklist for the managers for the purpose of job advertisement is given as
follows:
Job title:
Reporting to:
Salary:
Hours:
Location:
Purpose of the position:
Key responsibilities & duties

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Duties of the role Time spent Competencies sought Must have or
optional (can be
trained)
Academic or trade qualifications:
Work experience and skills:
Manager Signature:
Date:
Task 9
Recruitment Checklist

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Evaluating the Need and Preparing to Post
Ready to Post
Form Selection Committee and Hiring Criteria
Review and Screen Applications
Conduct Interviews/Assessments
Selection (including Background Checks/References)
Wrapping Up
Task 10
The checklist for informing the applicants who have not been selected is as follows:
Arranging the meeting
Prepare for making a discussion
Provide feedback
Initially provide positive feedback
Provide suggestions for improvement
Close with are statement of the applicant's positive qualities

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Task 11
The new appointment checklist for managers to complete during the making of a job
offer is as follows:
Contact the candidate
Job Position
Salary
Start date
Probation and orientation period
Benefits
Formalize the offer
Task 12
An implementation plan needs to be constructed in order to ensure that all the managers
receive training in accordance to the new recruitment, selection and induction policy. The
managers are provided with a definite time frame within which they are asked to take training on
the new policies that have been incorporated. The managers are given training in accordance to
the changes that have been made and how to interact with the new employees and train them
about the job description so that the employees get motivated and are free to share their views
and in case of any doubts, they can clarify the same and improve their performance in the
workplace.

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Task 13
A monitoring plan is constructed in order to have an understanding that the managers are
following the induction process in an effective manner. This is done by monitoring that the
managers understand their role in the induction process. The frequent of visit and the assessing
the checklist related to induction is essential. It is essential to see that whether the managers are
incorporating the general induction process and having meetings with the new employees during
the time of the induction process so that the employees would be properly inducted.
Task 14
The plan for the managers that they should follow after they hire a new employee is as
follows:
Regular performance check
Assess the quality of work delivered
Psychological scenario of the employee
Interaction and communication with the other employees
Feedback
Task 15
A meeting will be held where all the policies and the changes that have been made along
with the various plans and checklists that have been constructed in accordance to the recruitment,
selection and induction policy will be explained and thereby feedback from the assessor would
be obtained.

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Task 16
The feedback that is received during the meeting is helpful in making changes in the
plans that would provide a better recruitment, selection and induction policy. In the policy that
has been constructed, it is seen that that all the policies and plans and have been made internally,
however, external help can be taken in certain circumstances with the help of which time
consumed can be reduced as well. A plan related to the additional cost that is incurred by the
company when the employees within the probationary period leaves the company along with the
amenities provided to them needs to be added with the help of which excess cost can be
minimised. The incorporation of these aspects within the plan can improve the currently
constructed plan.