BSBLED809 Identify and communicate trends in career development (Book).docx Graduate Diploma of Management BSBLED809 - Identify and communicate trends in career development Learner Materials and...

Running Head: BSBLED809                                    1
BSBLED809                                            3
BSBLED809— IDENTIFY AND COMMUNICATE TRENDS IN CAREER DEVELOPMENT
Table of Contents
Activity 1:    3
Activity 2:    3
Activity 3    4
Activity 4    5
Activity 5    6
Activity 6    6
Activity 7    7
Activity 8    7
Activity 9    8
Activity 10    9
Activity 11    10
Activity 12    11
Activity 13    12
Activity 14    12
Activity 15    13
Activity 16    14
Activity 17    15
Activity 18    16
Activity 19    16
References    18
Activity 1:
The recruitment process ensures the involvement of the talents in the company business. The varieties of the different processes are linked up with the recruitment process. The companies always seek specialised employees in order to handle the customer demands and serve according to the trend. The specific requirements from different departments are based on the skill test.
Quality management and production needs the support of specific knowledge and depth over that particular field. Skill test programs have been launched recently to generate the recruitment process in a scientific way and the companies are focusing on the internal development. The companies have realised the importance of the talented and devoted staff in order to spread the business globally and they are keener to examine the skills of the employees and distribute duties according to that.
This process would have affected the future recruitment process deeply and enhance the need for specialised courses and training programs. The talented employees can have exposure or training programs to implement their skill and knowledge. The various different recruitment levels like the aptitude test and machine test are connected with this recruitment process.
Activity 2:
The recruitment process is based on the different stages. The first few are related to the identification of the actual vacancy and analysis of the post. The recruitment process followed by description writing about the vacant post and attracting the candidates. The recruitment process continues with the selection process, in which the companies are more intended to develop professional communication and the companies’ organised skill testing programs and helps to develop the employee's knowledge.
The next step in the selection process conducted through the result of the training program and exposure. The steps, which are connected with the selection, process setting up the criteria and strategy, shortlist the candidates, pre-employment cheeks and selection interview and shooting the offer letter. The induction process has different levels. After the pre-induction system and analysing the nature of the employee, the induction system designed as per the employee recruitment.
There are steps like the first day induction process, first month induction process and follow up on the three to six months of the inducted employee and the review of the next two years. This process helps the employees to conduct the smooth communication with the authorities and implement their skill.
Activity 3
The Victorian public service follows some of the rules in the recruitment centre. The companies analyse the vacant post and the time of the vacancy. The classification of work and evaluating the value of the job are connected in this process. This particular process directs the other future programs and set the goal for the candidates to achieve. After this process the job division and the grease description continues to work on the recruitment.
The requirement of skills and specific qualification has been added to this process at this stage. The selection process turns after this initial process of recruitment the selection process starts with the establishment of the selection board. The board formed with the distinguished professionals and the varieties of the different departments are connected with this board. This process follows by shortening the candidates.
The appropriate candidate selected in this process to go forward in the system. The shortlisted candidates interviewed in the next step and on that, stage includes the personal behavioural skills and attitude towards the company. After this interview, selection board analyses the interview process and selects the appropriate candidate and profitable skill. After this, the selecting board takes the decision and recruits the candidate.
Activity 4
This article specifically describes the different aspects of staff satisfaction and the different types of staff management process has been elaborated in this article. The physiological changes among the employees and the social impact over the employees has been described in this particular article. Case study and the related theories highlights the different aspects of employment and the various different internal management issues has been highlighted by this article.
This article displays the changing environment of the offices and little changes in the interior or cafeteria can also create an impact over the employees mind. The implementation of technology and special training in order to develop those are important in this matter. According to this article, the companies should focus on the internal staff satisfaction and provide a balanced life. The vital part of this article focuses on the various different issues related with the internal management and provides the solution according to that.
This article highlighted the impression of the interiors in the business. The creative offices should implement the space usage, based on the relaxation and in although provoking ways. On the other hand, companies like law firms should completely concentrate on the confidential conference room and the different interiors affect the psychology of the employees.
Activity 5
The Australian workforce has implemented a more casual approach to the market and the various different departments like law firms, business management and analytic firms have thoroughly changed their mode of work. Job security and the proper support by the organisations enhance the chances of the development and ensure the varieties of the employment issues like the less amount of skill. The internal management problems, excessive competition and unhealthy work culture has been getting completely obsolete by the companies.
Awareness has been developed a lot through the different articles. Especially the programs related to employee satisfaction and the values position or rating according to the employees has been thoroughly affected by the company's recruitment and the human resources policies. The recruitment moved completely towards the scientific and specialised way in order to perform the sustainable recruitment process.
Moreover, those processes provide the sense of security in order to manage the vital programs in future and the companies can rely on their permanent staff. The companies started to focus on the awareness and opinion based programs. They involve more employees in the company management task to develop the different tasks and let the talented employees create an effect on the specialised project.
Activity 6
Mental depression can be the worst effect an organisational change can have over the mind of the employees. The different changes such as the promotion, demotion, the sudden hike in the workflow and creating a sudden pressure could have been the reason behind the mental depression. The employees are lacking in their performance in this situation and the vital process of their development and career growth stopped in this factor.
The manager in this situation usually consoles the employees in order to balance out their work and the definite process of the development and provide the workflow that needs to be managed through the employee’s mental health and changes regarding that. The comfort zone and the process of allocating proper designated work and application can help the particular employee to develop their work process and mental health.
Activity 7
The workforce metrics helps the manager to analyse the changes between the nature of the certain employees and their behaviour. The varieties of different types of the changes suddenly can be noticed among the employees. The high rate of exit and the proper valuable reason for the exit has been analysed by the company. The lesser experience, corporate knowledge and vital tasks connected with the particular managerial workflow are connected with this process.
The vital issues such as the sudden behaviour changes, performance management issues and lesser provision of the training programs are connected in this case. The workforce metrics have made...