...Recruitment – When starting the recruitment process the business should look at the current business needs and look at its business goals to achieve business growth. The initial recruitment process should involve an analysis of what level of staff support you will need, the hours required (eg. part time, casual, contractor, full time, trainees etc), tasks to be performed in this role, is it within the budget, being clear and organised of what you want out of this recruitment process, developing a position description including a bit background about your business and the correct avenues of advertising the position. Selection – The selection process is done by matching the best applicant to the profiled job description, this will place people into jobs so that organisations can meet their strategic and operational goals. To do so the selection process should be fair, consistent, well understood, and legally and professionally executed in conjunction to the organisation practices. At least one member of the panel should have knowledge of the role to assist in identifying and choosing the correct applicant for the initial shortlisting and the interview process. Good selection practices should always involve shortlisting, interview, reference and background check, job offer and an employment contract. Induction Procedure – The induction process should enable the new employee to settle down quickly in a new position and become familiar with the people, culture and surroundings...
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...and some induction and training about the job should always be undertaken beforehand. Finally, we should always add goals and objectives, mission and vision of the company. 2. Develop revised recruitment, selection and induction policies and procedures for BS Training. New employees come into organisations with different motives and expectations, and with a diverse range of backgrounds, interests, skills and experiences. Having a clear outline of how you find, appoint and induct your new workers will help you to get the best match for your organisation. It also helps to make your new employees feel valued. To attract new employees who fit in well with your organisation and contribute to your programs you need to know what sort of new employee roles you need and, importantly, the kind of people that you would like to have in those roles. Before you start writing your policy, you might like to read our section on Attracting and recruiting. Recruitment A recruitment policy helps to ensure that you are clear about: * What services you are providing * How you will bring new wmployees into your organisation * What kinds of employees you plan to recruit * How they will be involved. It also outlines your approach to finding people. For example, the purpose of your policy might be to ensure that: * Employee positions are filled with the best possible candidate/s * Ensure all selections are fair and equitable/based on merit * Recruitment and...
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...Manage recruitment selection and induction processes Policies and Practices for Recruitment, Selection & Induction Recruitment - The Policy for recruitment is to attract and employ staff oh a high standard of work, quality and potential that will bring our organization forward and build our reputation of being one of the best hotels in the region. This is made up of assessments of their overall level of skill, understanding, experience and all qualifications that are needed of the position. We will take all necessary precautions to ensure that our potential employee will be given the right instructions with there duties of there position. Everyone is equal at our company so we are committed to providing a working environment free from harassment and discrimination. If serious levels of this does occur it will be dealt with discipline and possibly dismissed. The Practices for recruitment selection and induction The best practices for recruitment selection and induction to determine the best person for the job requires recruiting staff who are well trained and are aware of all antidiscrimination laws and guidelines. The following guidelines and rules will ensure that the most appropriate person for the job is selected. Developing a selection criteria 1. Make sure that all job specification and job descriptions are up to date and list the necessary requirements for the job 2. When developing the selection criteria only include skills, experiences and duties...
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...BSBHRM506A Manage recruitment, selection and induction processes Assessment 3 9/1/2014 ACC140130 Mitch Mueller TABLE OF CONTENTS INDUCTION AND ORIENTATION TASK 1 INDUCTION GUIDE………………………………………………………………………………………….….........................4 MENTORING SYSTEM…………………………………………………………………………………………..........…………...5 TASK 2 STUDENT ORIENTATION SURVEY....................................................................................................7 * INTRODUCTION * ORIENTATION GOOD PRACTICE PRINCIPLES * CURRENT ORIENTATION PRACTICES * CONCERNS WITH CURRENT ORIENTATION PRACTICES * IMPROVING ORIENTATION AND TRANSITION THROUGH COORDINATION TASK 3 PROBATIONARY PLAN...................................................................................................................11 TASK 4 ORIENTATION SURVEY...........……………………………………………………………………...........……….………….12 INDUCTION POLICY AND PROCEDURE..........................................................................................15 HR INDUCTION & ORIENTATION INDUCTION New staff induction guide Before Arrival | Supervisor Responsibility | HR Responsibility | | Prepares for new starter arrival using pre-arrival checklist.Schedules meetings and activities for new starters first week | Completes recruitment and selection processSends employment Offer Letter to preferred candidate | | New staff | Supervisor | HR | Starting Essentials | Begins to orient themselves to BS Training including the use of the...
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...BSBHRM405A Support the recruitment, selection and induction of staff Release 1 BSBHRM405A Support the recruitment, selection and induction of staff Date this document was generated: 15 March 2013 BSBHRM405A Support the recruitment, selection and induction of staff Modification History Release Comments Release 1 This version first released with BSB07 Business Services Training Package Version 8.0. Replaces BSBHRM402A Recruit, select and induct staff. Unit Descriptor This unit describes the performance outcomes, skills and knowledge required to execute tasks associated with the recruitment cycle. Performance of the work described in this unit will be underpinned by in-depth knowledge of the work of the organisation, and how recruitment and selection practices fit with other human resources functions. Application of the Unit This unit applies to those with a supporting role in recruitment, selection and induction functions who work under the direction of a human resources manager. Individuals at this level would not necessarily have staff reporting to them, although this may be the case. Licensing/Regulatory Information No licensing, legislative, regulatory or certification requirements apply to this unit at the time of endorsement. Pre-Requisites Not applicable. Employability Skills Information This unit contains employability skills. Approved © Commonwealth of Australia, 2013 Page 2 of 9 Innovation and Business Skills...
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... | Purpose and aim of unit Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting face–to-face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: • are aspiring to, or embarking...
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...Optional Unit 3RTO = 6 credits Resourcing Talent Learning Outcome 1: Be able to explain the factors that affect an organisation's talent planning, recruitment and selection policy. |Assessment Criteria | | Explain the organisational benefits of a diverse workforce. | |Indicative Content | |Key factors: | |Organisational context, business objectives and brand; expansion or contraction of the business; restructuring; reasons for staff turnover. | |Succession planning; capacity and capability assessment; talent inventories and management; skill shortages; the benefits of attracting and | |retaining a diverse workforce; the systematic recruitment cycle; identifying genuine vacancies; choosing the most appropriate style of | |recruitment and selection for the organisation’s context, role, culture and sector; ethics and good practice; regulatory and legislative | |framework. | | ...
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...and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting face to face or telephone interviews and contributing to job offer and rejection letters. They will also learn about the key legislation pertaining to recruitment and selection. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: * are working in human resources who wish to further develop (or refresh) their current knowledge, skills and capabilities in resourcing and talent planning * have a responsibility for recruitment and selection in an organisation or recruitment agency * have recently embarked on a career in HR * are a line manager Learning outcomes On completion of this unit,...
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...and talent planning process. Studying this unit will enable learners to understand the factors which impact on an organisation’s resourcing and talent planning policy. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, short listing, conducting face to face or telephone interviews and contributing to job offer and rejection letters. They will also learn about the key legislation pertaining to recruitment and selection. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: • are working in human resources who wish to further develop (or refresh) their current knowledge, skills and capabilities in resourcing and talent planning • have a responsibility for recruitment and selection in an organisation or recruitment agency • have recently embarked on a career in HR • are a line manager Learning outcomes On completion of this unit, learners will: 1. Understand the factors...
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...BSBHRM506A Manage recruitment, selection and induction processes Assessment 1 1. Identify and recommend changes required in current policies and procedures. Changes I would make are as followed: Analyse the vacant position * Remove the needs analysis conducted by HR department * Permission to recruit form does not need to be approved by senior management Position Description * It should include the business background information and department information * Major responsibilities and duties to be listed * Who to report to Lodge an advertisement * Closing date for internal applicants * Internal and external advertisement for seven days * Use e-media as well as print media * Internal staff members to be emailed about job vacancy Short list applicants * Internal applicants not to be automatically short listed * Remove maybe pile * Limit on how many people will be interviewed * Rejection letter to be emailed rather then posted I would also make the time frame for the whole procedure to be within 30days as this is the general notice period given by employees and there needs to be an induction procedure included. 2. Develop revised recruitment, selection and induction policies and procedures for BS training BS Training – recruitment and selection guidelines Policy statement: BS Training is an organisation that seeks to employ the quality trainers and assessors with high levels of industry experience. It is an equal opportunity...
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...Support the induction of staff Submission details Candidate’s name | | Phone no. | | Assessor’s name | | Phone no. | | Assessment site | | Assessment date/s | | Time/s | | The Assessment Task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor. Submit this document with any required evidence attached. See specifications below for details. Performance objective You will demonstrate skills and knowledge required to advise applicants of interview outcomes and induct a successful applicant. Assessment description Across three assessment tasks you will support the recruitment, selection and induction of staff. In this Assessment task, you will notify applicants and write an induction plan. Assessment Task 2 Assessment Task 1 Assessment Task 3 Plan for recruitment and selection Notify applicants and develop an induction plan Check referees and complete a selection report Group work Group work Participate in interview and selection process Consult with selection panel to prepare for interviews Assessment Task 2 Assessment Task 1 Assessment Task 3 Plan for recruitment and selection Notify applicants and develop an induction plan Check referees and complete a selection report Group work Group work Participate in interview and selection process Consult with selection panel to prepare for interviews For this assessment task you are required to: * develop a letter of offer and an employment contract...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- CIPD LEVEL 3 CERTIFICATE IN HR/L&D PRACTICE ------------------------------------------------- ------------------------------------------------- 3RTO ------------------------------------------------- RESOURCING TALENT ------------------------------------------------- ------------------------------------------------- ACTIVITY 1 REPORT ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Name: Jacqui McInnes ------------------------------------------------- ------------------------------------------------- Date: 23rd February 2015 ------------------------------------------------- ------------------------------------------------- Word Count: 1361 ------------------------------------------------- ------------------------------------------------- Tutor: Margaret Bent ------------------------------------------------- CONTENTS PAGE Page number 1. Introduction 2 2. Findings...
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...Recruitment and selection processes Assume that you are HR manager of BS Training .You are required to read the recruitment, selection and induction policies and procedures of BS Training and prepare a report. Your report should include the following: 1. Identify and recommend changes required in current policies and procedures. 2. Develop revised recruitment, selection and induction policies and procedures for BS Training. 3. Suggest how BS Training could use technology to improve the efficiency and effectiveness of the recruitment and selection process. 4. Identify relevant managers and other staff you need to consult during development of recruitment and selection policies and from who you will need support to make the new policies successful. 5. Identify the strategies you will use to obtain support from key personnel, particularly senior managers, for your new recruitment and selection policies at BS Training. 6. Create draft forms and documents that support your new recruitment, selection and induction process policies. 7. Explain how you will communicate your new policies and procedures to relevant staff and create a training plan to ensure they are able to follow your processes properly. You must provide: • A hard copy of your written report Your assessor will be looking for the following in your report: • Evidence and referenced sources e.g. reading reference materials, internet research and direct research (contacting and interviewing organisations) that...
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...Recruitment, selection and training Recruitment is the process of identifying that the organisation needs to employ someone up to the point at which application forms for the post have arrived at the organisation. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a post. Training consists of a range of processes involved in making sure that job holders have the right skills, knowledge and attitudes required to help the organisation to achieve its objectives. Recruiting individuals to fill particular posts within a business can be done either internally by recruitment within the firm, or externally by recruiting people from outside. The advantages of internal recruitment are that: 1. Considerable savings can be made. Individuals with inside knowledge of how a business operates will need shorter periods of training and time for 'fitting in'. 2. The organisation is unlikely to be greatly 'disrupted' by someone who is used to working with others in the organisation. 3. Internal promotion acts as an incentive to all staff to work harder within the organisation. 4. From the firm's point of view, the strengths and weaknesses of an insider will have been assessed. There is always a risk attached to employing an outsider who may only be a success 'on paper'. The disadvantages of recruiting from within are that: 1. You will have to replace the person who has been promoted 2. An insider may be less likely to make the essential...
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...Topic 1- Human Resource Management (HRM) Today HRM act as vital role in field of Organizational Management. It is the human aspect of Organizational Management or Business Administration in an organization. HRM is defined as : “HRM is the efficient and effective utilization of Human Resources (HR) to achieve goals of an organization”(Opatha, ) According to the above definition of HRM, a) An organization means an economic and social entity composed of a group of people who interact with each other for the purpose of achieving a common goal. b) Goal refers to desired targets to be achieved in the future. The basic goal of any organization should ideally be to serve the human society. Example; to upgrade the standard of living of Sri Lankan people through the production and distribution of high quality dairy products. c) Human Resources are employees who work for the organization being concerned. It is not an exaggeration that HR is the most significant resource compared with other resources such as financial resources, physical resources, etc. The overwhelming significance of HR is due to its unique characteristics. d) Efficient utilization of HR means optimum use of employee by eradicating or minimizing wastage. It denotes utilizing the right employees in the right number at the right cost. • It is animate, active and living • It has the ability to think, feel and react • Its value appreciate with the passage of time ...
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