BSBHRM405 Support the Recruitment, Selection and Induction of Staff KM1.docx

BSBHRM405 Support the Recruitment, Selection and Induction of Staff Assessment-1 Task -1 1. Complete the following diagram of the HR Life Cycle. Identify the human resource activities (3 at a minimum) for each stage. Highlight the function for recruitment, selection and induction.

Stage 1: Recruitment, Hiring decisions play a critical role in turnover, productivity, and growth. HR activities for this stage includes: 

Create a strategic staffing plan that includes understanding positions that need to be filled.

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Analyze compensation and benefits packages to see if the y’re competitive enough to attract the top talent

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Develop an interviewing protocol, which may include written tests and multiple interview requirements, as well as a focus on active listening

Stage 2: Education, Orientation and training new staff. HR activities include: 

Communicate company’s culture and values to staffs

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Train new staff until they fully understand their job’s duties and responsibilities

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Assign a coworker to new employees to support their transition and help them feel more connected with your company

Stage 3: Motivation, give more motivation to the staffs to reduce turn over in the company. Activities includes:

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Offering reasons to stay motivated, such as better compensation, benefits, and opportunities for growth

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Providing recognition to employees who perform at a high level

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Appreciating their contribution to help make your business more successful

Stage 4: Evaluation, a supervisor evaluates and measures an employee’s performance. The review gives leaders and the employee specific metrics and helps determine if he or she is the right fit for the job. Focus on the following: 

Challenge, support, and evaluate employees while offering constructive feedback on a regular basis (not just at evaluation time)

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Conduct performance conversations based on facts, not on feelings

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Spend more of time discovering employees doing a good job rather than constantly criticizing.

Stage 5: Celebration, reenergize a staff, thank employees for their hard work, and recognize important milestones. 

Offering unique benefits (such as flexible work schedules, gift cards, and extra paid time off).

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Promotion

2. During the planning stage of the human resource life cycle, HR practitioners must consider future recruitment needs. Identify 3 reasons why additional staff might be required. 

The growth curve for company’s products or services is increasing, and the comapny identifies that as a positive trend.

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An extra staff member will allow everyone to spend a bit more time with patients, greet them a little quicker, explain things slightly better and st ay on time for appointments more often.

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Work overload of the current staffs

3. What could be the consequences of failing to plan recruitment needs?

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An incompetent and poorly functioning human resources department reflects the overall state of affairs of an organization and its possible uncompetitive position in the marketplace. There is a disconnect between the HR department and the executive management leading to miscommunication, poor decision making on operational aspects and critical mistakes. Employee training and development programs are not  properly budgeted for and hiring practices are skewed. Bad HR planning ensures that the HR assets of the organization are not aligned to organizational goals and objectives

4. Why is it important to develop or review the job description and to identify selection criteria before developing the interview questions? 

Because the act of developing job descriptions and selection crit eria forces HR to clarify their thinking about the position, the kind of person that the company wants for it, and the organization itself. Organizations often have to i nclude job descriptions in  proposals for new programs or positions. Sometimes, the act of composing the job description changes the whole course of the proposal, as people reali ze that they can use a position in ways they hadn't considered, or that what they had originally conceived was, in fact, unworkable. A job description can sometimes ser ve to define a whole program.

5. Why is it important to integrate and induct people into an organisation? 

Because it create a chance to welcome and support new employees. Apart from being a legal obligation, the new employee induction program is an essential and critical final piece of the hiring process.

6. ‘The Human Resource life cycle is portrayed as a circle’. Please explain why? 

The employee life cycle is a concept in human r esources management that describes the stages of an employee's time with a particular company and the role the human resources department plays at each stage. The process will be is always use regularly as a cycle.

Task -2

Students will demonstrate the ability to write a Job description covering all the critical elements and compliant with legislation. Using the scenario provided below, Students are required to develop a job description for that particular position to determine the requirements of the position. Scenario: Softglow is an IT company to providing superior solutions for its clients. We are looking for an enthusiastic administrative assistant to work in a dynamic and energetic environment. The role requires an organised person wanting to assist in t he coordination and development of the company’s general administrative processes. 1. Review the scenario provided and identify the requirements for the role to  be filled 2. Write the job description( Please refer to the specifications below)

JOB DESCRIPTION JOB TITLE: Administrative assistant

DATE: 5 June 2016

REPORTS TO: Administrative Supervisor

DEPT: IT

APPROVED BY: Human Resource Manager  

SUPERVISES: 1

JOB SUMMARY: Administrative assistant duties and responsibility includes providing

administrative support to ensure efficient operation of the office. this position will support managers and employees through a variety of tasks related to organization and communication. The admin job scope includes communicating via phone and email ensuring that all administrative assistant duties are completed accurately and delivered with high quality and in a timely manner. REPORTING RELATIONSHIPS: Reception CONDITIONS OF EMPLOYMENT: Full Time

DUTIES & ESSENTIAL JOB FUNCTIONS: 

Answer and direct phone calls

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Organize and schedule meetings and appointments

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Maintain contact lists

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Produce and distribute correspondence memos, letters, faxes and forms

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Assist in the preparation of regularly scheduled reports

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Develop and maintain a filing system

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Order office supplies

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Book travel arrangements

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Submit and reconcile expense reports

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Provide general support to visitors

OTHER FUNCTIONS AND RESPONSIBILITIES: 

Maintain Excel tracking sheets applicable to job role

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Complete reports, case notes, and documentation in an accurate and timely manner in Compliance with state and federal mandates.

SELECTION CRITERIA: 

Sound oral and written communication skills

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Ability to apply academic knowledge and concepts to practical situations

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Proven experience using information and technology

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Able to operate effectively in a team, contributing positively to team operations and working relationships

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Ability to contribute ideas and demonstrate initiative and flexibili ty

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Demonstrated literacy, numeracy, accuracy and attention to detail

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Ability to file, retrieve, shelve, and physically organise materials in a high volume environment

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Demonstrated client service focus and experience in a client service environment

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Good general knowledge with an interest in reading and current affairs

QUALIFICATIONS AND EXPERIENCE: 

2 year working experience in any related fields

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Able to speak, read, and write fluently in the English language

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Competency using computer applications for writing, record keeping, and research

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Strong people skills across class, reli gion, culture, age, and gender

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Good time management and problem-solving abilities

REQUIRED:

The applicants must graduate in Business Administration …………………………………………………………………………………………….. Task -3 1. Identify the appropriate Channels and technology to advertise the vacancies. 

The channels that will be used for job advertising will be: company website, Company Facebook, engine for job listings. Indeed.com, company notice board and newspaper.

2. Determine the content of the advertisement 

The content of job advertisement will contain main purpose of a job advertis ement that is to attract suitable candidates for the position. A job advertisement has five main elements. Information on the job opening describes the duties and responsibilities of the position. A candidate profile outlines the experience, education and other attributes required for the job. Company information provides insight into the working environment and the opportunities for the right candidate. The advertisement should also describe the salary range and benefits for the successful candidate. Finally, the advertisement should explain the application process, including how and where to apply.

3. Determine the layout for the advertisement 

The readers of the job advert are company’s potential customers. The aim of the job advert is to attract interest, communicate quickly and clearly the essential (appealing

and relevant) points, and to provide a clear response process and mechanism. Design should concentrate on clarity or text, layout, and on conveying a professional image. Branding should be present but not overbearing, and must not dominate the job advert itself. This article relates mainly to designing and writing job adverts to appear in  printed newspapers an magazines media, although the principles apply to other media and methods. The information must be communicated effectively one way or another to the target audience.

4. Write the advertisement.

Job title : Administrative assistant Location : Softglow IT company, Sydney Brief job description : Administrative assistant duties and responsibility includes

 providing administrative support to ensure efficient operation of the office. this  position will support managers and employees through a variety of tasks related to organization and communication. Reporting relationship : Reception Brief description of the organization : Softglow is an IT company to providing

superior solutions for its clients. Minimum requirements (experience / qualifications) 

2 year working experience in any related fields

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Able to speak, read, and write fluently in the English language

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Competency using computer applications for writing, record keeping, and research

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Strong people skills across class, religion, culture, age, and gender

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Good time management and problem-solving abilities

Any unusual features of the job (travel / physical requirements) : None How to apply : Apply via company website, email to [email protected] before

30 July 2016