BSBHRM506 Emma

BSBHRM506 Manage recruitment selection and induction processes Name: ＧＥＮＧ YU-JIE Ｅｍｍａ Due on: 13/14 Jan 2020 1A)  Interviewing methodologies: Different jobs will require different types of interviews, such as structured interviews and behavioral interviews. Policies may dictate what is required from interviews  Privacy and confidentiality: People applying for jobs will be entrusting your organization with important and sometimes sensitive information; you will need to ensure this is only used for the designated purposes  Probationary periods: It is common practice for organizations to put recruits on a probationary period, which can range from one to six months before they are taken on permanently 1B) First’s solutions between an invaluable approach to exceptional recruitment prove is to offer Mobile technology. Benefits – People use their tablets to browse the internet especially when communicating; this includes job websites. Our tip is if you post jobs on your website check if it is optimized for mobile viewing. Costs – And generate a tailored solution such as job alerts that may be sent to your email. 1C) Communications; First’s solutions policy currently is a face-to-face approach to job interviews. But they’ve noticed through their applications that genuine candidates are expressing interest from interstate. During the last few years, viable candidates have had to be ignored due to the traveling factor. This potentially possesses a great loss to First’s solutions. Benefits: They would dearly love to widen the talent pool. It has come to their attention that many people are using social media like snapchat, webcams and skype when communicating face-to-face with others. Why not adopt the same approach for job interviews says the manager of First’s solutions. Costs: ‘ The only costs would be teaching some members of our team to use the technology and purchasing the equipment itself such as skype and webcam. Not too expensive.

BSBHRM506 Manage recruitment selection and induction processes 1D) The document to be modified for First’s solutions is the ‘Tasks for candidates for complete’. We will be changing the layout of this document to make is more free-flowing in terms of readability. We will also be a simplifying document so they become more concise and this will prompt applicants to read it in its entirety. As the demographics in Melbourne take trend towards lots of Asian nations, it would only make sense to have the document provided in other languages. This ensures candidates are screened fairly. A good example is lots of Chinese people have a portfolio of prior work experience in China and the evidence is in their language. Without connecting this information, they’d be at the disadvantage. 1E) Policies Date Method Audience Communication s policy  14 Sep 2019  Team meeting  All employees Job application policy  19 th Sep 2019  Email  All supervisor and above level of staffs Interviewing policy  26 th Sep 2019  Training session  All employees on interview panels 2A) Human resource of First’s Solutions needed skills :  Skills  Knowledge areas  Qualifications  Experience 2B) We have an excellent opportunity for an experienced Campaign and Sales Coordinator to join our, professional and dynamic team to help us deliver premium events throughout the year.

BSBHRM506 Manage recruitment selection and induction processes 2D(ii) Advertising policies and legal requirements The process of advertising vacant jobs may be subject to both internal and external restrictions. Organizational policies dictate how the organization behaves when advertising positions while legal requirements are law the organization must follow. Advertising may be conducted through:  Internal channels  Internet  Newspapers . Organizational policies may include: Some examples of organizational policies include  staff recruitment,  conflict resolution processes,  employees’ code of conduct,  internal and external relationships,  confidentiality,  community resource index (CRI),  compensation, safety and security, and ethics. Legal requirements The job advertisement must not mention  the specific sex, race, age, religion or any other factor except where it is necessary, such as female cleaners for women’s toilets.  This includes the suggestion that one group would be favored over another or would receive a different job condition.

BSBHRM506 Manage recruitment selection and induction processes  This legislation can be found in the Sex Discrimination Act 1984; there are penalties of up to $5000 for organizations that breach this. Q2E) First Solutions works with Seeks’Recruiting Seeking a talented and commercially focused Marketing Manager Assisstant. Must be able to develop marketing plans and activities to deliver annual sales, profitability, and market target share targets. This position candidate must be able to brief agencies, assist with the development of 1-2 years of marketing plans, budgeting, and financial management. Must identify new opportunities for innovation. The candidate should be able to work with local and international marketing colleagues, to assess international assortments. The candidate needs to have the skills and knowledge in:  Demonstrated experience as a marketing sales manager  Exposure to marketing  Exposure to digital and social media  Business and commerce in Bachelor Degree Level Qualification, with major in Marketing  Strong numeracy and analytical skills  Strong communication skills Q2F) To ensure First’s Solution recruitment procedures adhere to its policies, you could either observe them in action or interview the people who carried them out. Common policies as following:  Work samples  Referee reports  Personality testing  Peer assessments  Interview Legal requirements are:  The Age Discrimination Act (2004)  The Sex Discrimination Act (1984)  The Disability Discrimination Act (1992)  The Australian Human Rights Commission Act (1986) Q2G) Candidate Response Method of contact Completed

BSBHRM506 Manage recruitment selection and induction processes Yu Jie Director, Human Resources Ta Ann Company ____________ I hereby accept the Customer Service, Customer Relations position. _____________________________ Signature _____________________________ Q3A) Learning needs may include:  Becoming familiar with a new workplace and role  New procedures and processes  New technology  Workplace specific learning needs  Knowledge of new organization products or services  Time management and planning skills  People skills  Recordkeeping or data collection skills  Change in workplace priorities. To determine what the needs the staff who conduct inductions have, you could try asking them. Cam be asking about “What would benefit you?” or “What type of training would you like to have?” Focus on not just the content but how they would like it to be delivered. Imagine they ask for help with interviewing; there is a significant difference between providing information in an email and using a workshop to demonstrate the techniques .

BSBHRM506 Manage recruitment selection and induction processes Induction Checklist Name: Candidate’s name Assigned Person: Paul Sammy Job Title: Marketing Manager Assistant Date: 20/10/2019 Before commencement Induction Activity Date Completed/ by Whom All employment-related forms and information are completed or provided (e.g. Tax File Number declaration, superannuation forms) Paul Sammy 20/10/2019 Keys and any other personal equipment have been arranged Paul Sammy 20/10/2019 Other staff are advised of the commencement and role of the new staff member Paul Sammy 20/10/2019 Asked to provide any necessary certified copies of certificates Paul Sammy 20/10/2019 Q3B) For example, this chart could be used to determine which induction procedures had been followed: Emergency procedures IT induction Tour of workplace Signed code of conduct Hino    Bobby    Adam Halina    

BSBHRM506 Manage recruitment selection and induction processes 3E) Making refinements Using the feedback that was provided in the previous chapter, you will be able to make changes to the induction process. Depending on the feedback, this may include:  Making it longer or shorter  Including more, less or different people in the process (e.g. people from different departments)  Providing different training as part of the process  Improving induction checklists  Considering people’s special needs more closely. Each recruit is individual and some will have special needs that you will need to consider during the induction. Try to make the process as specialized as possible. Some recruits may need gentler inductions which build their confidence or require materials that are personalized for them. People with special needs may include:  School leavers starting their first job  People returning from work  People who don’t have English as a first language  People with sensory, physical or mental disabilities  Older recruits. References List Human resources need: https://www.cliffsnotes.com/study-guides/principles-of- management/staffing-and-human-resource-management/determining-human-resource-needs Fair advertising: https://www.humanrights.gov.au/publications/guidelines-writing-and- publishing-recruitment-advertisements Background check: http://www.backgroundchecks.com.au/

BSBHRM506 Manage recruitment selection and induction processes Summative Assessment Task 2 Section A 1) The requirements to fulfill the First Solution HR role is that the learner should demonstrate  The skills in their writing skills in which to process candidates CV, Cover letter and other supporting documents like reference letters, working with children’s, etc. The learner should demonstrate  Writing skills to create e.g. job application letters using the organization writing style guides. The learner would be wise to ensure they have impeccable.  Speaking skills in which to ring potential clients and screen them for possible shortlisting.  Numeracy Skills are also a requirement as during salary negotiations numbers need to be floated around. The learner should be able to understand how to implement the organization's policies that need revising and updating. 2) Job Offer Letter Date: 4/12/2019 Yu’s Human resources job offer Dear Mila, We’re excited to send you this offer of employment for the position of Human Resources with Yu’s HR. Please review this summary of the terms and conditions for your anticipated employment with us. If you accept this offer, your start date will be 01/01/2020 or another mutually agreed upon date, and you would report to Paul Sammy. Please find attached the terms and conditions of your employment, should you accept this offer letter. We would like to have your response by 15/12/2019. Meanwhile, please feel free to contact me via email or phone at 1234567, if you have any questions. We are all looking forward to having you on our team. Best regards, Paul Sammy

BSBHRM506 Manage recruitment selection and induction processes planning, recruitment, and workforce planning for us. JKL organization is lacking the human resources professionals to make a clear industrial relations policy or strategies employees are not provided with written copies of company policies, nor are they trained in values and procedures relating to workplace practice behaviors and workplace cultural issues. HR Manager: Thanks to be honest with me. I will present some recommendations to management in this relation matter. Give us an example of where you had to deal with conflict within your team. How did you manage the situation? Operations manager: Redundancy. Rumors spreading among staff in JKL… about company forthcoming management restructure, move into medium and large trucks. Employees are more concerned about redundancies. No union or type of counseling and personal meetings. they were informed by letter and paid at minimum payout they were entitled to. this contributes factor to the remaining staff morale became extremely low. they just replace new workers with the team member. In this matter, I have to motivate my team members and also remind them by telling them high performers ought to be remunerated. Low performers ought to have execution change plans with a detailed period for development – with no change they ought to be expelled from the position. Unfortunately, it not exactly works for every team member. HR Manager: That's Very Kind! Your very patient. Believe things will getting better all the time! Regarding this redundancy matter, I will also inform top management and take appropriate corrective action. As a human resources department representative here, I promise new strategies, planning in JKL will give a very supportive, and create effective and efficient management to the company. Operations manager: I am very happy that I had you for carrying out this difficult work. Thank you very much. 7) As a resources manager for the First’s Solution, I have requested ‘A better understanding of everyone’s role in the company’. Thus, the company stays on course and doesn’t veer off, a better understanding of people’s tasks allows for better support & cooperation. Therefore it is envisaged, a more in-depth induction session where roles, responsibilities, tasks, duties for each profession are explained. Paves way for more enhanced unification of the company’s systems and operations, in sync. The outcome was quite positive, although more could’ve been done. This means a ‘buddy-system’ in place for each incumbent fro a total period of one week, salary paid.

BSBHRM506 Manage recruitment selection and induction processes Section B 1 (i) Job description for Sales: Division: Sales/marketing Department: logistics Job Title: Sales Supervisor Staff ID: 546463 The objective of Job: Increase sales of tiles. Responsibilities briefing sales teams, prepare monthly reports, prepare annual sales forecasts, coaching due underperformance, stand in absenteeism Job tasks: Ensure sales teams meet their KPI’s, & respective areas are covered Key functions: Discuss sales quotas, source leads; establish relationships with buyers/customers, follow up emails & phone calls. Academic Qualifications Essential: Cert IV Business (Marketing/sales) Desirable: Advanced Diploma Business (Marketing/sales) Professional experience Essential: 3.5 years of management experience Desirable: 4 years of management experience Special skills: CAD, MYOB, Excel, Microsoft Word Special personal attributes: Cohesion and group dynamics, a flair for creativity, Sales Savvy, Proactive, contacts with building industry e.g. tradies, etc.. Knowledge of OHS and Welfare Act : certified completion of the approved unit with the relevant course of study. Knowledge of EEO legislation: certified completion of approved course Other requirements: Completed computer courses Location: South Warf Melbourne Salary range: $60,000 Prepared by; HR Manager or (Hays Recruitment Agency)

BSBHRM506 Manage recruitment selection and induction processes teamwork, managing stress, skills tests are related to various abilities required to complete the job. Section C 2ii) First Solutions Purpose What is the purpose of this policy? Why is it being put in place? Scope: To whom does it apply Application: In what circumstances does it apply? To ensure the organization has the chance to interest the staff for all available positions. This policy relates to the employment of all staff other than the CEO. It is applied to current and future employee recruitment and induction processes. Policy statement This is the position our organization takes on this issue First Solution is providing high-quality services to its clients. To support this objective Tate’s Solutions recognizes the importance of employing the most suitable applicants for all positions. First Solution will ensure it has the best opportunity to attract the most qualified staff by broadly advertising (internally and externally) for all available positions. First Solution will internally advertise all available positions to current staff to encourage career advancement and increase participation. Procedure Who has the responsibility to do what? When must it be done? How must it be done? The HR department is responsible for pre- recruitment activities including job description, job ad. They have to create a recruitment manual. The HR department is responsible to deal with third parties and do the advertising process. They have to find an agency to help them with advertise or they will use job search websites. The HR manager and department manager will go through all applications and create shortlist. They have to send correspondence to all candidates – either invite them for an interview or refuse them. There should be a minimum of 2 people in the interview. In the interview, the candidate has to answer standard questions. These questions have to be the same for all candidates. The manager will select the most suitable person for this position. They will do the

BSBHRM506 Manage recruitment selection and induction processes reference check to make sure about employees' history. After they will send them the offer letter with a written induction program for new employees. The document is written by and date Who wrote the policy and procedure – name, position title, and date. HR Manager Charles 1/1/2020 Manager support Ask your manager to sign here if they support the policy and procedure. If policy and procedure are not supported ask manager to state their concern and then make necessary adjustments and resubmit for support