BSBHRM506 Manage Recruitment Selection and Induction Processes
a. How would you determine the future staffing needs of your company, assuming you work in HR?
b. Go to seek.com.au and review one Job Description for a receptionist position. Is it complete? Could any improvements be made?
c. How would you keep your knowledge current with any organisational and legislative changes?
d. Give examples of organisational policies and legal requirements you must consider when advertising a vacancy?
e. In the recruitment, selection and induction processes, what specialists could your company use? What would be the purpose of each?
f. To keep the selection process fair for all applicants, what legislation must be considered and adhered to? List all the legislation and the major implications of each. If you are currently working in HR (or have experienced working in HR), comment also how your company meets the requirements of each major legislation.
g. What processes for advising applicants of the selection outcome would you recommend? How would you ensure that these procedures are followed?
h. What processes and timelines would you recommend for executing job offers and contracts of employment? How would you ensure that these and the induction information including salary, terms and conditions are provided promptly?
Answers
Reviewing the recruitment and selection process
a. Determining the future staffing needs of company by assuming working of HR
While working for the company Wesfarmers Limited as HR Manager, it is noted that the company future need is to get passionate team members who work in the stores. There is various ways available for the candidates to apply for the job (Sparrow, Brewster and Chung 2016). The company receives application by completing the online application form. Candidates can even apply directly for roles searching in the current opportunities available in the sites. As a Human Resource Manager, it is believed that the company recruits people or staff members who are actively looking to become team members. After one period of joining, the team members will receive an email invitation for updating their application to ensure it remains current. The future staffing needs of this company is to recruit talented store supervisor, customer service managers as well as store support supervisor and department supervisor. On analysis, it is found that current store management opportunities are individually advertised in the company career websites. Wesfarmers Limited is a company that is committed to hire the best team members regardless of age, gender, ethnic background and sexual orientation (Renwick, Redman and Maguire 2013).
b. Review one Job Description for a receptionist position and any improvement made to it
The job description of receptionist position at Wesfarmers Limited is optimized for posting to online job boards such as seek.com or any other career pages. In addition, it becomes easy to customize with duties as well as responsibilities in the retail sector. The responsibility of a receptionist is to receive visitors at the front desk by welcoming, greeting as well as directing and announcing them in the most appropriate way. The job description of receptionist is answering the screening as well as forwarding incoming phone calls and sorting out daily mails received (Reiche, Mendenhall and Stahl 2016). As a Human Resource Manager, it is important to recruit receptionist that manages front desk on daily basis as well as execute on range of managerial as well as secretarial tasks.
c. How would you keep your knowledge current with any organizational and legislative changes?
As a Human Resource Manager, it is essential to remain updated in fast changing environments that require being experts in the field. Irrespective of any role in an organization, it is important to remain updated with industry news as well as trends that will gain experience and identifying opportunities for growth and giving it a competitive edge as a whole (Marchington et al. 2016). The company recruits team members from variety of backgrounds but all team members need to be eligible for working in Australia under Commonwealth and State laws.
d. Examples of organizational policies and legal requirements when considering advertising vacancy
There are no specific requirements for employers who advertise every job vacancy in online portal. The risk is present in recruiting friends, family or other contacts of present employees without advertising a vacancy superficially is that this may give rise to accusation of unlawful favoritism. Applicants who do not hear about a vacancy as it becomes too late to apply for it as applicant have been sought through an informal employment exercise and able to claim bias based on the basis on that the recruitment method was a discriminatory agreement at the same time (Jackson, Schuler and Jiang 2014). Job advertising is one of the legal minefields that range across emails, newspapers, in-company articles as well as TV spots and online articles. It is important to consider the number of possible heads of discrimination as well as how it can be interpreted in court that becomes easy to pick out while discriminating terms that pertains to at least one of those heads.
The recruiters should place the job advertisement where it can benefit the most and include print media, recruitment websites as well as industry publications. At the time of advertising a vacancy, the advertisement should be honest, realistic as well as must not be discriminatory at the same time. It should clearly outline the job and include the contact details of someone in the business where the applicants talk to about the vacancy.
e. In the recruitment, selection and induction process, what specialists could any company use and purpose for that
At Wesfarmers Limited, business initiatives takes into account development programs where frequent benchmarking of remuneration and benefits are done and improvements are made in the recruitment programs for implementing the same. In that case, turnover is higher than previous years but it is part to be attributed to Western Australia program resources fuelled skill shortage (Brewster et al. 2016). Ongoing training is provided on different topics that include sales, recruitment, selection as well as equal opportunity and performance management. The company continues to invest in programs and resources that aim at developing people in support in the pursuit of sustainable business practices. Induction program is conducted for the employees on the first day of joining for the employees so that they have an idea about the company policies, procedures, job roles, responsibilities and others.
f. Listing all the legislation and major implications
Once all the interviews are over, the employer need to take firm verdict on whom to recruit and whom to reject so that there is no biasness involved. All the information need to be taken into account about the applicant on the shortlist that need to be examined cautiously for making the selection process a success.
- The Equality Act 2010 makes it unlawful for employers for discriminating against job applicants due to protected characteristics such as gender, marriage, age, belief, race, religion, disability as well as reassignment and civil partnership (Beardwell and Thompson 2014).
- At the time of evaluating job applicants on a rating scale, it is essential for applying points in accordance to the degree of match between candidates as well as employee specification rather than giving high ratings to those with the best qualifications or longest experience.
- At the time of making the final selection for employment, the main purpose of employer should be objectivity, attitudes, personal opinions as well as prejudices that must be allowed for influencing other choice.
g. What procedure for advising applicants of the selection result would you recommend?
The selection panel can use its discretion that gives verbal advice of the recruitment outcomes to both short-listed as well as non short-listed unsuccessful applicants. In addition, it will depend upon the situation of each of the given recruitment procedure for the company. It is necessary to advise successful applicant by using telephone medium as one way to start building relationships between employers and candidate. Furthermore, a successful application needs to be suggested as far as the selection report is signed by the delegate (Armstrong and Taylor 2014). The advice can be given verbally as it will help in reducing the time and ensuring that the applicants do not accept another job during that period of time.
h. What process and timelines would you recommend for executing job offers and contracts of employment?
It is the responsibility of the recruiters to render chance to departments to support with the staff skills sets to initiatives and goals and for departmental and entity expansion. At the time of induction program, the HR manager explains the information about salary, terms and conditions and contracts of employment with the company. It is the right of employees to have proper understanding of these attributes before starting to work (Sparrow, Brewster and Chung 2016). They should understand strategic goals for the company and conducting a job analysis if the position will be new to the department for analyzing the gaps.
Reference List
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary approach. Pearson Education.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource management. Kogan Page Publishers.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. Academy of Management Annals, 8(1), pp.1-56.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), pp.1-14.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management. Routledge.
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