Answer To: Assessment Cover page Page 1 of 2 Version 1.0 01/19 ASSESSMENT COVER PAGE STUDENT DETAILS /...
Hartirath answered on Jun 01 2021
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Assessment task 1
Answer 1:
Below are the list two kinds of documents that can be used for each of the following HR phases:
· Recruitment- identifies genuine vacancy and obtains authority to recruit.
· Selection- short listing candidates and setting criteria and strategy.
· Induction- induction planning roles and responsibility in the induction process and follow pre employment induction process.
Answer 2:
The worker life cycle is a conception in human resource management, which explains the various stages of the employee's work in a specific business, and the function of the human resource department in each stage (Al Hour, 2012).
Recruitment is the procedure of appointing new employees. The function of the HR department at this level is to help in recruitment. This may include placing job advertisements, selecting applicants whose resumes look very promising, conducting job interviews, and management evaluations to select the best applicants for the position (Choi, Janiak and Villena-Roldan, 2013).
Answer 3:
· Recruitment
Developing your company starts with hiring the right people
1) Appointing decisions play a vital function in turnover, growth and productivity. To be successful in the recruitment stage of the HR life cycle, your HR department want to:
2) Develop a planned staffing plan, which includes understanding the positions that want to be held Filling, expectations of employees, strategies for attracting talented people, and other recruitment issues (Collins, 2020)
· Education
Begin the education process from the moment employee’s start in their new position. They should know their role in the company, your expectations, and their responsibilities (Hoch and Dulebohn, 2013).
· Motivation
Turnover is highest in the first ninety days, which is often due to a lack of motivation
Leaders who focus on building bonds with employees in the first ninety days retain employees longer than those who do not make this effort.
· Evaluation
At this stage of the HR life cycle, supervisors evaluate and measure employee performance. It provides specific indicators for the leader and workers, as well as helps determine whether he or she is suitable for the position (Ivancevich and Konopaske, 2013). Focus on the following:
1) While providing constructive feedback to employees, challenge, support and evaluate employees
2) Regularly (not just during evaluation)
3) Perform performance evaluation based on facts rather than feelings
· Celebration
The stage fifth of the HR life cycle provides you with an opportunity to re-energize your employees thank them for their hard work and recognize important milestones (Ivancevich and Konopaske, 2013). Great companies have found a way to inspire and employees need to follow them to attain company objectives.
Answer 4:
Following are the three Commonwealth Acts relating to anti-discrimination that must be taken into account when recruiting by an organization.
a) Age Discrimination Act 2004: The employers should not be discriminate due to the age (Mitsakis, 2014).
b) Racial Discrimination Act 1975: The applicants should not be discriminated due to the race.
Answer 5:
Fair Work Statement is given in the Fair Work Act (2009). It contains the following vital information (Mitsakis, 2014).
a) The right to liberty of organization.
b) The employment termination.
c) Arrangements of individual flexibility.
Answer 6:
Following are the technique to publicize a vacancy within an organization.
a) Word of mouth: It can be communicated orally within the organisation.
b) Meetings: A special meeting can be held or it can be communicated in other meetings.
c) Notice board: The vacancy can be mentioned on the notice board of the organisation.
Answer 7:
Two kinds of technology that can be used to publicize a vacancy are as follows.
Internal
· notice board
· meetings
· internet
1
External:
· Social media
· Newspaper
· Universities or schools
· Hiring agencies
Answer 8:
Following are the two interviewing techniques.
· A structured interview that: It uses pre-determined questions.
· A traditional interview: It usually poses straightforward questions.
Answer 9:
· General Mental Ability: It is the effective cognitive test to select the applicants.
· Structured Interviews: It consists of predetermined questions to ask the applicants.
· Situational Judgment Tests: It consists of series of hypothetical questions.
Answer 10:
The psychometric test assists to determine the capability, natural ability and personality of the applicants in the organization (Perrewé, 2011).
Answer 11:
Skill assessment helps to determine the ability and knowledge in recruitment and selection process. It is utmost for the organization to have such types of test because of the following reasons (Rutherford, Buller and McMullen, 2003).
· It helps to select the deserving candidates.
· It helps to filter out the potential candidates.
· It helps to find out whether the candidate can carry out the designated task.
Answer 12:
The recruitment and selection alone fails to give the training and development and also fails to assign the candidates to the best suitable post (Saks, 2021). So, recruitment and selection cannot be only the selection criteria for employee.
Assessment task 2: Recruitment project
1. Participate in a meeting to plan for recruitment
Answer
The meeting was conducted with HR Manager of University of Green Hill to work on the requirements for recruitments of HR Advisor (Susaeta and Pin, 2008).
Prior to the meeting, I have studied the University Recruitment, selection and Induction Policy and Procedures and noted down following points which we need to follow.
· The selection will be done based on merit assessed against the requirements for the
position.
· The recruitment will be a fair process following social justice and equity,
· The selection process will maintain confidentiality of the candidates regarding their academic and working qualification,
· To avoid any conflict of interest selection committee will be chosen wisely.
Develop a position description Answer
The job description of HR advisor is drawn as follows.
Job title and identification
HR Advisor Manager
Summary statement
The employee is responsible for recruiting staffs and other HR related responsibilities.
Working conditions
The HR Advisor will work in university premises in the office hours of 9AM-5PM for 5 days a week.
Conditions of service
The tenure is of two years and is subjected to increase.
Duties and responsibilities
· Creating and revising job descriptions.
The HR Advisor will formulate and update job descriptions of various employees in the University (Zafar, 2013).
Recommendation of new policies and approaches in the University.
The policies regarding student admission or academic performance and even employee skill development is to be recommended by HR Advisor.
· Probation period
The initial probation period is 6 months but it may be shorter based on experience of employee. The academic staffs` probation period can be up to 12 months.
· Salary and allowances
These are subject to increase according to university`s policy.
· Hours of work
The working hours for full time staff is 6 hours a day with 2PM-3PM lunch break in between. There will be 5 working days (Al Hour, 2012).
Send an email to the Human Resources Manager (your assessor). Answer
To
The HR Manager University of Green Hill Dear sir
I would like you to give permission for the recruitment of the HR advisor as discussed in the meeting.
The following advice as directed by you has been considered while selecting the HR advisor.
· Duties
The HR advisor will help to conduct the smooth operation of the office by managing the staffs at the various positions as required.
· Required qualifications of candidates.
The candidates have done masters in Humanities and have more than five years of experience in the field of HR which is beneficial for us (Choi, Janiak and Villena-Roldan, 2013).
Based on these criteria I hope you will provide positive nod for the recruitment of the staff.
The following timelines will be followed for the recruitment of HR advisor as discussed in the meeting.
· Advertise vacancies
This will be done by February 2019.
The appropriate medium will be selected for the advertisement of the position.
· Review applications
This will be done by March 2019.
The candidate’s CV will be studied to select the deserving one.
· Short-list applicants
This will be done by May 2019.
Applicants with desired qualification and experience will be selected for interview.
· Conduct interview and select candidates.
This will be done by September 2019.
A selection panel will conduct the interview and select the candidate (Collins, 2020).
Thank You
…………………… Assistant HR Manager University of Green Hill
Develop an advertisement Answer
The University of Green Hill seeks to recruit the HR advisor. The interested candidates can apply through the university website (Hoch and Dulebohn, 2013). Details of the requirements are given in the site. The candidates in the university who seek to apply for this post can directly apply to the HR recruitment and details of post can be found on notice board.
Details about the post for candidates outside of the University of Green Hill
(
Post
:
HR
Advisor
Duration:
For two years and can be renewed based on the
performance and
policy of the university.
Salary
: The salary is 150K AUD per year and is subjected to
increment
in every 6 months.
Qualification
: Bachelors in Human Resource Management or
Business
and related fields
in
the field
of
management.
Additional benefits:
Employee can have a leave of 15 days in 6
months and each employee will have the insurance cover of 100K
AUD. Employee with special needs will be provided suitable
workforce environment.
Deadline:
Interested candidates should apply before 20
September 2019. The few selected candidates will be contacted
for
interview.
No
phone
calls will
be
entertained.
The
candidates
from
the
diverse
minority
background
are
encouraged to apply.
)
Details about the post for candidates of the University of Green Hill
Post: HR Advisor
Duration: For two years and can be renewed based on the performance and policy of the university.
Salary: The salary is 150K AUD per year and is subjected to increment in every 6 months.
Qualification: Bachelors in Human Resource Management or Business and related fields in the field of management.
Candidates working in HR department in University of Green Hill will be preferred for this post.
Additional benefits: Employee can have a leave of 15 days in 6 months and each employee will have the insurance cover of 100K AUD. Employee with special needs will be provided suitable workforce environment.
Transfer: Candidates can be transferred from one department to another when selected for the advertised post.
Bonus: The candidates from University of Green Hill will receive a bonus of 20K each year, for the year of two.
Deadline: Interested candidates should apply before 20 September 2019. The few selected candidates will be contacted for interview.
No phone calls will be entertained.
The candidates from the diverse minority background are encouraged to apply.
Candidates from HR department from University of Green Hill are encouraged to apply.
We will use university website and social media for the advertisement as this can reach to the wider audience and are accessible to the interested candidates 24 hours a day from anywhere to apply to the post.
The hosting site will charge us 3K AUD per week and the cost for the Facebook and Instagram advertisement will be 3K AUD per week. The attractive template is designed for this purpose.
Send an email to the Human Resources Manager (your assessor).
Answer
To
The HR Manager University of Green Hill
Dear Sir
I would like you to provide the advertisement of the HR Advisor that we have developed to recruit the staff in our University.
The template for advertisement is as...