Report on BSBHRM506: Recruitment, Selection, and Induction Process

This report analyzes the recruitment and selection processes within Star Industries, focusing on the BSBHRM506 unit. It begins by outlining strategic planning to forecast future HR needs, emphasizing the importance of an Assembly Worker position. The report details the selection process, including criteria development, application review, interviewing techniques, and testing methods. It explores internal and external recruitment methods, highlighting the use of newspapers and radio for advertising. Furthermore, it discusses the responsibilities of the HR manager in recruitment, the feasibility of outsourcing, and internal coordination. The report also covers various selection methods such as assessment centers, selection tests, interviews, referee reports, and work samples. Finally, it provides examples of essential documents like interview notifications, unsuccessful letters, and offer letters, along with a discussion on employee contracts and their terms and conditions. The report concludes with a summary of the key findings and references used.

BSBHRM506 Manage recruitment
selection and induction

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ..............................................................................................................................................1
PART A...........................................................................................................................................1
1. ......................................................................................................................................................1
(i) How to forecast future HR needs. .........................................................................................1
(ii) Identify the one position to determined as being a high priority for recruitment action.......2
2........................................................................................................................................................2
(i) justify the needs of Assemble Worker position......................................................................2
(ii) Selection process and selection methods criteria..................................................................3
(iii) Internal or External recruitment selection method...............................................................3
(iv) Newspaper and radio............................................................................................................4
(v) Who has responsible for recruitment.....................................................................................4
(vi) Selection range of following method including given specialists........................................4
PART B............................................................................................................................................5
(i) preparing the following document list:..................................................................................5
a) Notification of the interview...................................................................................................5
(b) Unsuccessful letter.................................................................................................................6
(c) Offer letter.............................................................................................................................6
(ii) For each document list .........................................................................................................8
(iii) Purpose of employee contracts and importance of terms and conditions............................8
CONCLUSION ...............................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
Recruitment is the most positive process that involves taking actions to select qualified
candidates for the company growth, such as advertising to attract a number or pool of suitable
applicants for a vacant position. Selection is the process of choosing the best applicant for the job
role from the pool of suitable appliers. Different recruitment policies, procedures and strategies
define how and where you recruit staff. Present assessment will be based on Star Industries
which will be explaining about the recruitment and selection process. Further, this will be
explaining regarding strategic planning to determine the organisation priorities in recruiting
based process and How HR needs will help company in future time period. However, report will
briefly explain about the overall process of recruitment and selection with best practices.
TASK
PART A
1.
Start industries has a mission to maintained the quality or sale by providing innovative
goods and services. For that, Company needs to design productive strategic planning for future
developments. Further this section will be describing the future needs of HR as well for quality
improvement. Strategical planning of Star Industries is to redefine vision, mission, and goals .
For art industries has a mission to maintain quality or providing innovative goods and services
and to achieve it. The main vision of the company is to making new 5 years strategic plan.
(i) How to forecast future HR needs.
Human resource professionals are the backbone of the company who is responsible for
recruiting, staffing, planning, training & development of employees etc. besides, they also need
to handle problems and employees related issues (Alam, 2018). HR also needs to engage with
strategic planning in order to ensure Star Industries mission and goals. Without the help of
strategic planning company could not find itself on a good position in the future.
Consultation with Manufacturing managers : To determining the Star Industries
growth. Strategic planning helps to determine the requirements that is required to upgrade the
work performance (Atherton, 2018). Such as recruiting and retaining the most talented
employees that contributes in development of work quality. This is the reason for which human
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resource needs are most important (Nanda, 2016). HR has skills, qualities, experiences that helps
in the budgeting process and develop budgeting process and development timelines for
recruiting. For this manager can easily helps to identify the better requirement for an Assembly
manager.
Consultation with HR Managers : in order to make the collaborative work HR manager
can also helpful to identify the priorities in recruiting for better growth. In order to forecast the
HR future needs. Company needs to focus on the requirements process. Such as measure current
staffing process, Company employee information and their payroll data can create a picture of
the company current status. This overall shows the level of employee current strength. This level
of data interpret that where expertise is lacking any difficulty in recruiting and retaining. This
overall process can helps to determine the future HR needs (Mohammad, 2015). it is the best
process to measure the future HR needs by differentiate company current state and its future
strategic staffing plan, that will determine future HR needs. Company with manual accounting
system can set a goal to change to an automated computer system within the next three years, by
introducing the new system within work environment can gives the better services or growth.
This helps to keep the new system process, complete a job analysis.
Strategic planning also includes to budget analysis, forecasting and determining the new
mix of employees. Human resource would create a plan and should set the time period for
reducing the ineffective environment in the companies (Rees and French, eds., 2016).
(ii) Identify the one position to determined as being a high priority for recruitment action.
After strategic planning the most specified position has been identified that is Assembly
Worker in manufacturing department, which is responsible for assisting with stock control,
maintenance of plant and machinery. This is the highly required position for the company in the
leading process (Alam, 2018).
2.
(i) justify the needs of Assemble Worker position.
Assemble Worker is the most important position which is need to be filled in Star
Industries. That helps to supervise the stock control process, maintenance of plant and
machinery, complying with all OHS legislations. All these requirement helps to improve work
quality and full fill the company mission and vision (Atherton, 2018). From the basis of
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observation it has been found that, the need of Assemble Worker position is very much required
in Star Industries to keep the manufacturing process effective and enlarging.
(ii) Selection process and selection methods criteria.
Criteria development
Selection criteria of an Assembly Worker would be based on individual abilities,
qualification, personal qualities (De Silva, Opatha and Gamage, 2016). That helps company to
improve employee performance and possibilities of higher level of outcomes. HR manager will
be selecting an individual on the basis of their qualities and qualification method.
Application and resume review
Once, Star Industries have been developed the selection criteria next process is reviewed.
Company uses their computer software through they get selected candidates on the basis of their
specific needs and helped to reviewed candidates.
Interviewing
After, deciding which applicant forms meet the minimum criteria, he or she must select
those people to be interviewed (Forney, 2015). In this process Company has to select the method
of interviews to selecting the best candidate for the company. Star Industries chooses different
methods of interview process such as telephone, panel interview, information interview, meal
interview, video interview, non directive interview etc.
Test administration
After, hiring decision is made next process is just to check the individual physical tests,
personality tests and cognitive test.
Making the offer
This is the last step to make final decision making process of goals. In which HR
manager define compensation benefits to selected candidates (Mohammad, 2015).
(iii) Internal or External recruitment selection method
Internal recruitment : internal recruitment involves where company promotes existing
employees from lower position to hire position (Nanda, 2016). Methods of internal recruitment
process are promotions, internal advertisements, contract employees and contractual period,
sending employees for higher studies etc. this process is more easy and take less time consuming
etc.
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External recruitments: External source involves recruiting from outside the company
for better performance and innovation. On the basis of above analysis, Company needs to select
external Recruitment process to hire fresh qualified candidates. Methods of external recruitment
are job portals, website, social media recruitment, direct walk etc.
(iv) Newspaper and radio
Newspaper and radio is one of the most effective tool for recruiting Assembly worker.
This selection method is also very efficient and cost effective in terms of other methods.
Newspaper and radio is the best platform to select Assembly worker (Nwangwu, Eze and Jombo-
Umeh, 2016). This selection method take approx : $400.00
(v) Who has responsible for recruitment
Human Resource manager is the person who responsible to recruit candidates as per the
set process or according to needs.
Feasibility of outsourcing : External outsourcing method of new candidates is
comparatively high with internal sourcing. This process of method recruit fresh new candidates.
This outsourcing feasibility source is beneficial for Star Industries to get the best candidates from
third party sources (Qadir and Agrawal, 2017). On the contrary, Third party outsourcing is also
given wrong effects in terms of wasting more time or cost.
Internal Coordination : On the contrary, Internal Coordination is far better process to
recruit new candidates. Such as HR manager can only transfer the existing employees into
another position. On the other hand, Internal coordination is more benefited than feasibility
outsourcing. In which manager itself recruit the employees from its own sources or methods.
(vi) Selection range of following method including given specialists.
a. Assessment centre- this method is used to test candidates' suitability in selection process
which consists of several tests and practical simulations that aims in hiring right person for
particular position (Ranjan, 2017).
b. Selection test-
Aptitude test- this test may be managerial, technical or clerical that access candidates ability and
potential to do a job.
IQ test- it is a method designed to measure intelligence of a candidate or to describe intelligence
level.
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Personality testing- it measures five personality dimensions that is helpful in managing and
understanding people (Rees and French, eds., 2016). It leads in providing different characteristics
or traits of candidates.
Psychometric testing- this is a scientific method that is used to measure mental capabilities of
candidates
c. Interviews
Structured- in this type of interview sets of questions are prepared in advance.
Unstructured- it is that type where questions are not prepared in advance.
Phased-
1st round- this is known as invitation where employer bring candidate in meeting room if
applicable for job (Rowlands and Iles, 2017).
2nd round- here personality shines through meeting room.
Behavioural- in this method, past behaviour is asked to candidate in order to determine
suitability.
d. Referee reports- here direct knowledge of applicants skills are asked against selection criteria.
e. Work samples- these involves group of candidates or individual completing performance to
undertake position.
PART B
(i) preparing the following document list:
a) Notification of the interview
Subject : Invitation to interview
Dear John
Thank you for applying for the position of Assembly worker with Star Industries
We are glad to invite you to come our office for interview for Assembly Worker position, Your
interview dates has been scheduled for October 15, 2018 at 12 pm, at 123 main street road
South Africa.
Regarding any query please free to contact me at 568-458-4789 or an email id
[e-mail]
Sincerely,
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Roshel
HR manager
123 main street road South Africa.
[e-mail]
(b) Unsuccessful letter
John
123 main street road South Africa
310001
17 October 2018
Dear John
Thank you for your time your application for the vacant position (Assembly Worker). We have
received number of applications for this position from well qualified and experienced
candidates.
Unfortunately, on this occasion your application for this job with us was unsuccessful.
Thank you for showing interest in Star Industries and for taking the time to submit an
application for employment.
We wish you all the best for your future endeavours and encourage tou to apply again in future.
We hopping your giving best from us to you.
Your sincerely
Roshel
HR Manager
(c) Offer letter
Star Industries
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Star Industries
1457 Near Lakewood park 6th floor
October 20th, 2018
Dear Mrs Stein
Star Industries would love to inform an offer to you for the position of Assembly Worker in
manufacturing department. We believe you that it will be an excellent experience for you and
for us for looking forward to having you on board.
As we discussed, your salary would be $30,000 per year and will be paid on biweekly basis. In
adding to more we will also provide full medical faculties' coverage, $100 per month transit
stipend. And two weeks of paid holiday. You're starting date would be 25 October.
Your employment with Star Industries is at will and either party can terminate the employment
relationship at any time.
If you accept on all the terms and conditions, please sign this letter and return it back to us at
your earliest convenience. Kindly noted down that, you have to submit this acceptance on
before date 30 October.
Please feel free to come back for any query or suggestions.
We look forward to welcoming you to our team !
Sincerely
Roshel
Human Resource Manager
Star Industries
I hereby accept the director, communications position.
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Signature
Date
(ii) For each document list
At the time of Recruitment and selection process where HR manager guide employee
about the all over the policies or guidelines about the company and their working. They
explained about the all policies or procedures of the company (Russell, S. and Brannan, M. J.,
2016). Such as Manager convey to the selected candidate that Assembly worker is required to
gives extra efforts and work overtime as well.
The overall process has been conduct through e-mail, phone and letters. Such as offer
letter, unsuccessful letter etc.
(iii) Purpose of employee contracts and importance of terms and conditions.
The purpose is to ensure that there is clear understanding between employer and
employee about expectations during term of employment. Thus, this document acts as a
precaution to eliminate disputes that may occur in future and also aids in understanding rights of
employee under the law (Weerakoon, 2016).
The terms and conditions of employees includes detailed information about wages,
working hours and sickness pay and also rules and regulations of a particular firm that has to be
followed. Thus, terms and conditions are important in order to avoid disputes in the future
(Nwangwu, Eze and Jombo-Umeh, 2016).
CONCLUSION
On the basis of above section, it has been concluded that Recruitment and selection is the
most appropriate method for recruiting the best possible candidate for the company. Here it
represents the best possible action plan. Overall, study explained about the overall process or
criteria of selection or recruitment for Assembly Worker. Here also represented the different
elements of selection or interviewing methods.
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REFERENCES
Books & Journals
Alam, M., 2018. Human Resource Management Practices: A study on Recruitment & Selection
process of Digicon Technologies ltd.
Atherton, D.E., 2018. Human Resource Management Practices for Public School Principals:
Recruitment, Selection, and Development.
De Silva, V. A., Opatha, H. H. D. N. P. and Gamage, A. S., 2016. Towards Extending the Ethical
Dimension of Human Resource Management.
Forney, J. F., 2015. Who can we trust with a gun? Information networks and adverse selection in
militia recruitment. Journal of Conflict Resolution. 59(5). pp.824-849.
Mohammad, A. Q., 2015. Employee recruitment, selection and retention in Saudi Arabian family
owned small and medium scale enterprises (SME's). Kuwait Chapter of Arabian Journal of
Business and Management Review. 33(2581). pp.1-16.
Nanda, S., 2016. Human resource management is the key elements in knowledge
management. IJAR. 2(9). pp.114-116.
Nwangwu, I. O., Eze, T. A. and Jombo-Umeh, N.O., 2016. THE CHALLENGES OF HUMAN
RESOURCE MANAGEMENT IN NIGERIAN UNIVERSITIES. Global Journal of
Educational Research. 15(2),. p.121.
Qadir, A. and Agrawal, S., 2017. Human Resource Information System (HRIS): Re-engineering
the Traditional Human Resource Management for Leveraging Strategic Human Resource
Management.
Ranjan, P., 2017. Human Resource Management and Organizational Behaviour. Journal of HR,
Organizational Behaviour & Entrepreneurship Development. 1(1). pp.8-12.
Rees, G. and French, R. eds., 2016. Leading, managing and developing people. Kogan Page
Publishers.
Rowlands, K. E. and Iles, P., 2017. MANAGING IN A GLOBAL CONTEXT. Strategic Human
Resource Management: An International Perspective, p.466.
Russell, S. and Brannan, M. J., 2016. “Getting the Right People on the Bus”: Recruitment,
selection and integration for the branded organization. European Management
Journal. 34(2). pp.114-124.
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