CHRP 3RTO Assignment

This practical assignment focuses on the recruitment and selection process for a receptionist position. It involves creating a job description and person specification, selecting an appropriate recruitment channel and drafting advertisement material, developing selection criteria, conducting interviews, and evaluating the interview process. The assignment also addresses legal requirements for retaining and storing recruitment documentation, including compliance with data protection and equality acts. Finally, it requires drafting appointment and non-appointment letters. The assignment also includes individual activities exploring the advantages of a diverse workforce, factors affecting talent planning and recruitment/selection policies, and induction processes.

ASSIGNMENT COVERSHEET
ASSIGNMENT COVERSHEET
STUDENT NAME: Yousef Al Hammadi PROGRAMME START DATE:04/03/2018
PROGRAMME TITLE: CHRP COURSE LOCATION: AbuDahbi
PERSONAL TUTOR: Carole Cannas
ASSIGNMENT TITLE: 3RTO
SUBMISSION: 1ST 2ND Extension
(delete) DATE OF SUBMISSION:23/06/2018
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FOR OFFICE USE ONLY
Date Received:
Date sent for Assessment:

ASSIGNMENT COVERSHEET
Group Activity 1:
a. There is now a vacancy for a receptionist in that organisation. Develop a job description and person
specification the role of receptionist.
Job: receptionist
Department: costumer service
Division: costumer relationship
Reporting to: costumer relationship division Manager
Grad: 8
Job summary
Serves guests by welcome, inviting, and guiding them properly; informs organization staff of
guest arrival, keeps up security and telecommunications system.
Job responsibility
-Welcomes guests by welcome them, face to face or on the phone; noting or alluding request.
Directs guests by maintaining employee and office directories; giving guidelines- .
Keeps up security by following systems; monitoring logbook; issuing guest badges.
-Keeps telecommunication system by following producer's guidelines for telephone and support
task
-Provides guests with information, for example, organization address, directions to the
organization location, organization fax numbers, organization site and other related information.
Keeps up safe and clean reception zone by complying to systems, principles, and regulations- .
Contributes to team by achieving related outcomes as required.
Skills:
Time management, communications, problem solving, customer service Microsoft Office Skills,
Listening, Organization, Professionalism, Informing Others, Phone Skills, Customer Focus
Workplace
This activity works in a professional office environment. This part routinely uses standard office
hardware, for example, PCs, telephones, printers, file organizers and fax machines.

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https://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/job-descriptions/
receptionist-job-description-sample.aspx
https://resources.workable.com/receptionist-interview-questions
job specification
Method of
selection
DesirableEssentialCriteria
CV,
Certificates
Diploma in costumer servers,
administration.
Qualifications
InterviewCommunicate with other face
to face, emailing, telephone.
Communication skills
Interview,
Certificates
Proper treatment of their
customers by focusing on
their needs, quality, and
problems.
Costumer service:
InterviewEnsuring that decisions are
made based on policies, rules
and organizational directives
and solving the emerging
problems
Problem solving:
Interviewworking with a team to helps
the team to effectively
Teamwork:
CertificatesRelated
company
Two years of experience in
related position
Experience
Certificates&
test
Arabic
language
English languageLanguage
InterviewFlexibilityAttitude

ASSIGNMENT COVERSHEET
b.Select the most appropriate recruitment channel, and draft material to attract talented
individuals to that role.
I chose newspaper advertisement for the following reasons:
1. Local reach
2. Low price (CPM)
3. Comfort and convenience:
4. Longer Life
Job opportunity
Salary
8000AED
Car loans
Housing allowance
air fair allowance
education allowance bunce
Medical insurance
Location : Dubai
Position : Receptionist
Job ID 251588
Diploma in customer service
Ability to deal with people friendly.
Excellent communication and
interpersonal skills.
Please provide your CV by email: recruitment. [e-mail] by maximum 20 may 2018

ASSIGNMENT COVERSHEET
Develop selection criteria for the role, and (using applications provided by your tutor) shortlist
candidates for an interview for the Conduct at least one interview for the vacancy and determine if a
candidate is or is not suitable for the job. Each member of your group must ask the candidate(s) at
least three questions and each must participate in making the selection decision.
Evaluate the interview:
Job analysis
Job description
Read candidate materials
Length of interview
Work sample
TotalSkillsExperienceEducationCandidates
Name TeamworkCostumer
service
Problem
solving
Communication
55oKatherine
23443435Sam
050Kaylee
Selection Criteria during the interview because he is ready for new challenge, he has good education in
related, he also has good experience and similar positions and he doing well in interview.
b. Discuss in the group the records that should be kept following the
interview, including issues relating to the legal requirements for retaining and
storing all recruitment and selection documentation.
The organization must hold the applicant data and that will contain: CVs, personal contact data,
copies of the qualifications, training course, medicinal check report.
The legal requirement for retaining and storing recruitment and selection documents
a- to show that recruitment procedure was fair and prevent to keep an applicant to bring
a claim of discrimination under the Equality Act 2010.
b- According to the Data Protection Act 1998 Act every one of the records ought not to
be kept for longer than is important for that reason, safely keeping the records, just for
recruitment reason, refresh, document or safely delete data.

ASSIGNMENT COVERSHEET
https://ico.org.uk/for-organisations/guide-to-data-protection/principle-5-retention/
c. Provide two letters: one that could be used to appoint to the position and
the other a non-appointment letter.
5th April 2018
Haifa Mohammed
P.O. Box 1122
Dubai 55521
Thank you for taking the time to meet our interview team. We are pleased to inform you
that you have been selected, we are pleased to offer you the position of (Receptionist) at head
office in Dubai, united Arab emirate.
You will receive monthly Salary 14,000 ADE.
You will be on contract for One year beginning first June 2018. The contract is consequently
sustainable for one more year unless both of the party tells the other in writing of his not
renewing it no less than (3) Months, You will be able to take Thirty (30) days of paid yearly
leave per year after 3 months. You will have a free the medical insurance for you and your
family.
We look forward to your response, please connect me if you have any questions about this offer.
Yours Sincerely
Yousef Salem
Human Resource Manager

ASSIGNMENT COVERSHEET
5th April 2018
Haifa Mohammed
P.O. Box 1122
Dubai 55521
Thank you for your interest in employment opportunities with Emirates
Further to our review of your profile against multiple factors related to our current opportunities
and organizational fit, it is through careful consideration that we regret to inform you that we are
unable to progress your application.
We wish you the best in your future endeavors.
With Kind Regards,
Yousef Salem
Human Resource Manager

ASSIGNMENT COVERSHEET
Assignment
Individual Activity 1
The Advantages of Diverse Workforce
In the modern world, several organizations are utilizing the strategy of a diverse workforce. This
technique has various advantages. Four of the most potential benefits of having a diverse
workforce have been explained below.
i) Enhancement in Productivity
Workforce assorted variety can realize an expansion in efficiency and upper hands. Employers
may be able to provide more comprehensive answers to the clients in view of fresh thoughts and
procedures brought into the association (Zidane, Hussein, Gudmundsson, & Ekambaram, 2016).
This aspect also helps in building the workers' confidence and makes representatives want to
work all the more viably and proficiently.
ii) Enhanced Creativity and Innovation
This dimension builds imagination inside an organization in light of the fact that heterogeneous
gatherings are cross-treating one another inside the association. When more various thoughts are
proposed, the odds of finding a workable answer are made strides. Within environments where
conceptualizing is important, the comprehensive thoughts are shaped on the grounds that
colleagues are socially assorted (Zidane, Hussein, Gudmundsson, & Ekambaram, 2016).
iii) Skills in Dialects
Organizations which intend to venture into worldwide markets advantage from dialect assorted
variety in the work environment. Numerous bilingual laborers encounter favorable position while
applying for occupations since workers comprehend the advantages of dialect decent variety
(Walker, Armenakis, & Bernerth, 2007).
iv) Enhancement in Reputation
Occupation searchers are attracted to organizations with different workforces since it is obvious
that the organizations don't hone business separation. Potential representatives need to realize
that businesses treat their staff genuinely paying little mind to race, ethnicity or sexual
orientation (Walker, Armenakis, & Bernerth, 2007). Not exclusively are such firms ready to pull
in new ability yet they can likewise hold existing ability due to high representative spirit coming
about because of workforce assorted variety.
In this context, Apple and Samsung will be two perfect examples. The companies have appointed
workers from various social, cultural, language-oriented, professional skill, racial, and ethnic

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backgrounds. This advantage has enabled them to establish themselves as two of the leading
organizations in the electronics gadgets industry.
Factors that affect Talent Planning
There are several factors that affect talent planning. Four of these viable aspects have been
explored below.
a) Economic Environment
An association needs to consider the amount of cash that is accessible to spend and this will rely
upon the present atmosphere at the market levels. In this unique situation, the associations need
to legitimately survey the atmosphere and in addition its own particular money related soundness
before procuring the ability.
b) Organizational Culture
Enrolling and choosing ability who's mentality that matches the association's way of life, is a
factor that impacts enlistment and determination. For instance, the perfect individual for the
association would then be able to build up a vocation around their abilities and capacities.
c) No Discrimination
The approach ought to be moral and true blue by guaranteeing separation does not happen. For
instance, all hopefuls ought to get a similar treatment and the procedure organized a similar path
for every applicant.
d) Appropriate Criteria
Appropriateness criteria ought to be pertinent to the activity. This guarantees levelheaded
choices in light of confirmation are made about a hopeful's appropriateness for the activity.
Accordingly, the approach ought to be proficient, sorted out and choices recorded as per lawful
angles and equivalent open doors as depicted previously.
Factors that affect Recruitment and Selection Policy
The recruitment and selection policies help the organizations to appropriately recruit the proper
employees. However, this aspect might be affected by some critical factors. Some of these
factors have been outlines below:
I) The Size of Organization
The span of the association is a standout amongst the most vital components influencing the
enrollment procedure. In order to grow the business, enlistment arranging is compulsory for
procuring more assets, which will deal with the future tasks (Shih, Huang, & Shyur, 2005).
II) Labor/Work Laws
Work laws mirror the socially and politically identified conditions of the markets that are made
by the focal and state-based governmental entities. The laws direct the remuneration, working

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condition, security and wellbeing controls, and so forth, for various kinds of businesses (Shih,
Huang, & Shyur, 2005). When the administration transforms, the regulations also improve.
III) Supply and Demand of Specifically Skilled Workers
Work advertise controls the request and supply of work. It can be taken as an instance that in
event that the supply of individuals having a particular ability is not as much as the request, at
that point the enlisting will require more endeavors (Ahmad & Schroeder, 2002). Then again, if
the request is not as much as the supply, the contracting will be moderately less demanding.
IV) Rates of Joblessness/Unemployment
In the event that the joblessness rates are higher in a particular territory, the enlisting of assets
will be basic and simpler, as the quantity of candidates is high. Conversely, on the off chance
that the joblessness rates are lower, at that point enrolling has a tendency to be extremely
troublesome because of less number of assets (Ahmad & Schroeder, 2002).
Recruitment and Selection Methods
In order to recruit and select the appropriate employees with specific skill sets, the organizations
need to appropriately devise plans and techniques to empower the association. In this regard, the
most popular recruitment methods are the newspaper advertisements, local employment offices,
and the internal hiring methods. On the other hand, three of the most viable selection methods
are interview processes, assessment of past experience and skill levels, and competence testing
as per skill-based and cultural levels.

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Individual Activity 2
Induction Processes
There are several purposes that may lead an organization used to induce the employees through
various methods. These vary as per their features and components. Three of the most potential
induction purposes are:
1.Integration of the Employees
The principle motivation behind induction preparing is to coordinate fresh workers into the
organization and influence them to comprehend the frameworks and strategies took after by the
association (Salau, , Falola, & Akinbode, 2014). Acceptance preparing enables new
representatives to settle down rapidly in the new workplace, and gives them a feeling of having a
place.
2.Enhance the Productivity
Through the induction training process, the employees become aware of the organizational
culture and the strategic procedures. The workers take in the correct method for getting things
done from the earliest starting point, rather than being indicated easy routes or the other
(Scheckle, 2014).
3.Saving of Time and Money
If the induction processes are designed with long-term goals and objectives, then the
organizations may use the same procedure repeatedly for inducing all the employees that are
fresh to the company (Salau, , Falola, & Akinbode, 2014). In this regard, the organizations
become able to save a huge amount of time as well as the financial resources.
These procedures provide huge benefits to both the organizations and the employees. Enlistment
preparing is the principal preparing program in which the worker takes part after he joins the
association (Salau, , Falola, & Akinbode, 2014). Enlistment preparing gives him all the data
expected to begin playing out his obligations. On the off chance that a worker is prepared well in
the acceptance program, the employee can without much of a stretch adjust to his new part and
begin conveying comes about rapidly – that is the manner by which it spares the association a
great deal of cash and time (Scheckle, 2014). A decent acceptance preparing program covers
every part of the organization completely. It enables the fresh representatives to get comfortable

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with the association's work cultures, visions, missions, and objective. Thus, the employees
become able to adjust with the strategic processes and the work culture leading to reduced
employee turnover (Scheckle, 2014). Furthermore, a great enlistment preparing provides a huge
welcome to the representative and spotlights on illuminating every one of the questions
regarding the association and the activity. The aspect guarantees that the fresh representative
would feel great in the association. A complete acceptance preparing program enables the fresh
representative to get all the vital data about the organization and clears up the association's
desires on the worker (Salau, , Falola, & Akinbode, 2014). The aspect causes the worker to
comprehend the way of life, work standards, arrangements, and methods of the association and
therefore empowers him to rapidly adjust to the workplace.
Induction Areas and Entities
The organizations should make sure that a proper induction program should consider a range of
aspects and dimensions. These aspects include:
i) Organizational culture,
ii) Organizational strategies,
iii) Implemented techniques,
iv) Viable activities,
v) Required skill sets,
vi) Employee's motivation and feeling,
vii) His/her feelings and emotions,
viii) His/her backgrounds,
ix) Inspiring thoughts, and
x) Continuous support.