Human Resources Management Report: Star Industries Recruitment Service

This report provides a comprehensive analysis of the recruitment and selection service within the context of Human Resources Management, specifically focusing on Star Industries, a manufacturing company. The report begins with an overview of the business, its strategic and operational plans, and the need for recruitment and selection services in a competitive market. It delves into the legal aspects, including relevant legislation such as the Fair Work Act and Privacy Act, that Star Industries must adhere to. The report then explores various options for delivering the recruitment service, including advertising, social networking, and print advertising, along with implementation plans and methods to monitor progress through key metrics. A detailed discussion of the expected return on investment, including cost-benefit analysis and training methods, is also included. The report culminates in a Service Level Agreement template and emphasizes ethical practices in the recruitment process.

Human Resources Management

Table of Contents
INTRODUCTION...........................................................................................................................3
Overview of business: ................................................................................................................3
Strategic and operational plan.....................................................................................................3
Need for recruitment and selection service: ...............................................................................4
Legislation for recruitment and selection service:......................................................................5
Options for delivering this service .............................................................................................5
Expected return on investment: ..................................................................................................7
Training ......................................................................................................................................7
Service Level Agreement Template............................................................................................9
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Overview of business:
Australia manufacturing industry is one of the most significant industry. The
manufacturing industry was peaked in the year 1960 with contributing about 25% of gross
domestic product. Australia market comes under one of urbanised society of the world. The
wood manufacturing industry has faced various challenges for the past 5 years which leads to
decline in demand of downstream manufacturers(Makhamara, Waiganjo and Kwasira, 2016.).
However the increase in competition from imported products leads to decrease in revenue.
Size and structure: The industry accounts for about $1 bn.
External environment:
However the company is facing a huge threat due to present of substituent in the market.
Sue to increase products such as aluminium window and doors the market functioning has been
hindered.
The Star industries which operates as a manufacturer, retailer and wholesaler is leading in
the market of manufacturers. The type of products which company manufactures are windows,
doors and shower screens(Lowres and et.al., 2015). The company was operating in the same
industry for about last 30 years. The company was established in the year 1960.
Strategic and operational plan
Strategic plan: Strategic plan can be defined as the general guide which is used for the
management of organisation. Strategic plan suggest the strategies which is to be used by the
organisation in order to meet organisational goal. It helps organisation to formulate operational
plan(Meijerink, Bondarouk and Lepak, 2016).
The Star industries makes the strategic plan in order to share the responsibilities and
involve different type of shareholders in the process.
Operational plan: While operational plan is a specific plan which is used to make
appropriate use of organisation resources as per the strategic plan. Operational plan give detail
about the specific activity and events which is to be undertaken in order to implement strategies.
Star industries prepare the operational plan which guide their employees to perform day
to day activities. Chief executive and staff of the company together make the operational plan.
range of services(McDONALD, 2016)
The human resource department of star industries provide the various services such as:

Hiring and recruiting: this is one of the primary function which almost every organisation
require. The HR department of Star industries is responsible for hiring an efficient employees for
the organisation.
By recruiting an efficient employees for the organisation the HR department assures that
the overall objective and strategies made by a company is successfully met by the presence of
efficient employees in the organisation(Robèrt and et.al., 2017).
Training and development: HR department provides proper training to their staff. They conduct
the training programmes for the employees in order to increase their knowledge and skills.
The proper training to employees assures that all its employees become master in their
fields such that they are able to make their own decision and helps organisation to successfully
complete their day to day operation which in turn will help company to successfully meet the
goal of company.
Employees benefit: The HR department of Star industries look for all the benefits of employees
such as health and dental insurance, incentives, rewards long term care, wellness programme etc.
The various benefits which has been planned by the HR department is made in order to
keep its employees engage and loyal to the organisation. The various rewards and incentives
provided to them also helps in enhancing the motivation level of employees(Vego, 2015).
Legal responsibilities: HR department of star industries is responsible for enforcing and
interpreting employment and labour laws. For example fair labour standards, work hour
requirement and equal employment opportunity.
The various legal responsibilities carried by HR department assures that the strategic and
operational plan of company is successfully implemented without any hindrance.
Need for recruitment and selection service:
As the competition is increasing day by day in the manufacturing industry due to
presence of close substitutes and introduction of new entrants in the market. Therefore it has
become extremely important for Star industries to recruit efficient employees in the organisation.
The company needs to brings innovative product as well as strategies in order to maintain
position in market(Qian and Xiang, 2018).
Their are many advantages of recruiting new people in the organisation. By conducting
an recruitment and selection process a company may get many new skilled employees from the
organisation which will bring new perspective and ideas in the organisation.

For conducting the recruitment and selection service the meetings of stakeholders were
held in order to make them understand the importance of recruitment of new employees in the
organisation at this stage. As stakeholders are the key for successfully running of business. The
various stakeholders which has been addressed are:
Owners: As the main goal of recruitment and selection service is to help company to introduce
new talent to the organisation and improve the productivity of Star industries which will create a
positive effect on profitability of company(Douds, Brown and Haut, 2015).
As if due to recruitment and selection of new employees benefits the organisation than
profitability of organisation may increase which will help in increase in value of stock but if the
reverse happens if this HR service fails that it will effect the business owners.
Hiring sponsor: Hiring sponsor will provide fund and will play a key role in decision making or
hiring process
The human resource service which will be focused in SLA is recruitment and selection.
Recruitment and selection is the most important operation of the HRM it is designed to
maximize strength of employees and objectives.
Legislation for recruitment and selection service:
The below are various laws related to recruitment ans selection service which Star
Industries has to take care of:
Fair work Australia Ombudsman: this legislation is governed by Fair work Act 2009 and Fair
work regulation 2009, the fair work Australia Ombudsman promotes good and healthy work
environment in the organisation for its people including employees, employers and contractors.
Privacy Act: the Privacy Act 1988 oversees regulation and handle private and personal
information about individuals, here information is about individual's signature, name, contact
numbers, medical records, bank account details etc(Albrecht and et.al., 2015).
STP: As per this law a business with minimum 20 employees have to report to commissioner
before each pay by using Single touch payroll.
Workplace health, safety standards and workplace health and safety act: It lay emphasis on
improving work and workers compensation all over Australia.
Employers as well as business holds the responsibilities to implement and enforce health
and safety practices for all the people working under the organisation.

Options for delivering this service
Advertising: Advertising can be a good option through which company can attract efficient
employees toward the Star Industries.
Social networking: By using various websites such as LinkedIn the company can search for an
efficient employees and can share the necessary information such as type of employees the
company needed, qualification, skills etc(Mostafa, Gould‐Williams and Bottomley, 2015).
Print advertising: Print advertising is a type of advertising which uses media such as
magazines, newspapers to attract people toward the company.
a). Implementation plan
Name of Service: Recruitment and Selection
Service specification Performance Standard Time frame
Strategy Should be consistent with
departmental as well as
organisational goal(Cascio,
2015)
1-2 months
Job posting Valuable information
Information should be such
that which is successful in
attracting customers
1 month
Interview process Proper negotiation skills such
that best employee is recruited
in the organisation
2 weeks
b). Ways to monitor and measure progress
In order to report stakeholders about the progress of recruitment and selection services
various hiring metrics to monitor and measure the progress of selection process are:
Qualified candidates per opening: Star industries HR department monitor the performance or
progress of recruitment and selection service by analysing the number of applicants who are
successfully reached at the second stage in the recruitment process(García-Nieto and et.al.,
2015).

If the number of people who have been selected join the company than it can be said that
the selection process proves beneficial for the company.
Days of offer: It usually represents the day from which an individual has applied for the position
and the day when they will accept or reject offer.
If the company has successfully gain many qualified employees in the organisation in
less time it means the job provides various benefits and the position is attractive. It will also
show that HR department is successful in attracting employees toward the company(Ji and et.al.,
2017).
Cost per hire: It is one of the important metric which is used by HR professionals. It will help
HR department of Star industries to link efforts of recruitment to the cost of saving. It will help
the business to analyse that recruiting efforts has been feasible for the business or not.
Expected return on investment:
Formula: Net profit/ Total investment*100
Estimate of projected benefits and cost
the estimated cost or investment made in order to conduct recruitment and selection process is
$100,000
The estimate benefit from project will be about $50,000 if efficient employees were recruited
=50000/100000*100 = 50
Define the anticipated
benefits
List and estimate the
anticipated costs
Advertising will help the
company to attract highly
skilled and qualified
employees
Advertising agency fees =
$35,000
Easy access to skilled
employees from different
areas such as college,
city, state etc(Clark,
2017).
Travel expenses for
applicants and staff =
$35,000
Will help to spread the news
about recruitment by star
industries
Employees referral bonus = $
30,000

Training
Lecture methods:
This is the best method which can be used in order to train the participants in the delivery
process. As an HR manager a participants in the delivery of service will be given a lecture which
will help them to understand the basic idea behind why this service is necessary.
Role play:
ways to communicate service specifications and standards
As in order to convenience the stakeholders about the service specification and standard
the possible benefit of the SLA will be communicated to the stakeholders. As internal
communication is important as various stakeholders involved in the process need to understand
their role and responsibilities. Their are various stakeholders involved therefore in order to
communicate with the executives or senior managers a presentation will be given, high level
updates will be provided to them after meeting. While in order to communicate with the team or
other staff members the key actions which will be taken will be communicated, while to other
stakeholders an understanding about the project or service will be given, stakeholders will be
educated about its importance and the benefits which they will get.(Nyman and Burke, 2016)
Ethical practices:
HR manager will ensure that no unethical practices will be supported in the recruitment
and selection process. The company will ensure that recruitment process are such that which is
acceptable by community on the ground or morality and legacy. It will be ensured that no such
practices is performed which will put organisation in risk.

Service Level Agreement Template
Service Level
Agreement
between
(Client)
and
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© New South Wales Technical and Further Education Commission, 2015 (TAFE NSW – WSI), Archive version 1, July 2015

(Service Provider)
LA019717; Assessment 1, BSBHRM501, Edition number 1 10
© New South Wales Technical and Further Education Commission, 2015 (TAFE NSW – WSI), Archive version 1, July 2015

SERVICE AGREEMENT
This document represents a form service agreement
between (Client)
and (Service Provider)
for (name of the service)
for the period ___________________ to_________________.
Signatures
For the Service Provider For the Client
___________________________ ____________________________
(Name) (Name)
(Title) (Title)
Date: Date:
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© New South Wales Technical and Further Education Commission, 2015 (TAFE NSW – WSI), Archive version 1, July 2015

Contact details: Contact details:
LA019717; Assessment 1, BSBHRM501, Edition number 1 12
© New South Wales Technical and Further Education Commission, 2015 (TAFE NSW – WSI), Archive version 1, July 2015