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.
Analyze compensation and benefits packages to see if theyre competitive enough to
attract the top talent
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 companys culture and values to staffs
Train new staff until they fully understand their jobs duties and responsibilities
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:
 Offering reasons to stay motivated, such as better compensation, benefits, and
opportunities for growth
Providing recognition to employees who perform at a high level
Appreciating their contribution to help make your business more successful

Stage 4: Evaluation, a supervisor evaluates and measures an employees 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)
Conduct performance conversations based on facts, not on feelings
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).
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 companys products or services is increasing, and the comapny
identifies that as a positive trend.
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 stay on time for appointments
more often.
Work overload of the current staffs

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

 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 criteria 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 include 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 realize 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 serve 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 resources 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 the coordination

and development of the companys 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

Organize and schedule meetings and appointments
Maintain contact lists
Produce and distribute correspondence memos, letters, faxes and forms
Assist in the preparation of regularly scheduled reports
Develop and maintain a filing system
Order office supplies
Book travel arrangements
Submit and reconcile expense reports
Provide general support to visitors

OTHER FUNCTIONS AND RESPONSIBILITIES:

Maintain Excel tracking sheets applicable to job role

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

Ability to apply academic knowledge and concepts to practical situations
Proven experience using information and technology
Able to operate effectively in a team, contributing positively to team operations and
working relationships
Ability to contribute ideas and demonstrate initiative and flexibility
Demonstrated literacy, numeracy, accuracy and attention to detail
Ability to file, retrieve, shelve, and physically organise materials in a high volume
environment
Demonstrated client service focus and experience in a client service environment
Good general knowledge with an interest in reading and current affairs
QUALIFICATIONS AND EXPERIENCE:

2 year working experience in any related fields

Able to speak, read, and write fluently in the English language
Competency using computer applications for writing, record keeping, and research
Strong people skills across class, religion, culture, age, and gender
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 advertisement
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 companys 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

Able to speak, read, and write fluently in the English language
Competency using computer applications for writing, record keeping, and research
Strong people skills across class, religion, culture, age, and gender
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 HR.grow@gmail.com before

30 July 2016