UNIT NAME: Recruitment, Selection and Induction Processes ASSESSMENT TASK 1: Con
ID: 360377 • Letter: U
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UNIT NAME: Recruitment, Selection and Induction Processes ASSESSMENT TASK 1: Consider yourself to be the HR Manager of a company (of your choice) you are required to develop a framework for a) 'recruitment, selection and induction policy and procedures for new recruits into your company. Your policies and procedures must address the below point:s. application processing competency profiling documentation and use of standard forms equal opportunity, anti-discrimination and diversity principles interviewing methodologies job identification and job analysis " job classifications job description job evaluation privacy and confidentiality " probationary periods "psychometric assessment recruitment advertising reference checks selection panels and their composition " the application of commercial software packages to improve efficiency in recruitment " use of external agencies b) Develop a recruitment and selection processes that provides for: training for new staff Position identification . Position descriptions .Development of benchmarks for position .Position advertising Screening of applicants Selection interviews Advising applicants c) Develop an induction processes that provides for: Welcoming of staff member Provide information about business Completion of legal forms Completion of company forms .Provides training in job role Provides training in product/service .Allocates a mentor/supervisor .Allows for evaluation after a set time periodExplanation / Answer
Answer B : Recruitment and selection process framework with detailed steps
First of all the position needs in the form of job identification and job analysis (with HR team if it is a new position) and to be identified by the relevant department. We would create a formal form (which is generally the job description) wherein the dept needs to fill basic details such as Position, Key skills, no of openings, Job location, no of years, salary band etc and the form has to be duly approved by the HoD of that dept.
Next the position needs to be advertised in the channels, mediums already set by the HR dept such as job portals, local newspapers etc with all the details of the position and the deadline for applications,
Next comes the screening process which would encompass screening of the applicants based on their work experience, skill sets and aptitude skills. Once a decent number of candidates have been screened, they are slotted to interview days and time. Generally a same assessment panel is created however it is advised to create at last 2 panels and cross check the feedbacks of each panel to determine the final candidate.
Once the final candidates are selected (generally 2-3) an offer discussion is held by the HR manager and the reporting manager to explain the expectations, probationary period to the candidate and roll out the offer. The other 2 candidates are kept on hold just in case the 1st candidate doesn’t accept, doesn’t join etc.
Answer C : Induction process framework with detailed steps
Once the job offer is rolled out, the candidates would be joining on a particular date. We can conduct joining periodically lets say once or twice in a month. Generally it is advised to conduct the joining formalities in a relaxed ambience. It could be the company cafeteria or a ballroom of a hotel rented for a day. It plays an important role to project the organization as a fun, relaxed and performance oriented place to work for.
Next after the formal process of submitting legal and formal forms, documents and credential s the on-boarding team explains different aspects of the company and their businesses. This is followed by some fun activities so that the team members open up and make some friends on the very day of joining. These friends would be kind of buddies to each other and are generally found to turn out to be great supporters to each other throughout their stay in the organization.
Also a formal mentor is assigned and made to meet their mentees who would guide and help the new employees in case of any inputs needs in order to make their initial few days a(and the career growth path later) to be hiccups free. Between the fun filled activities there should be formal talks by the senior leadership explaining the mission, motto, culture and expectations of ach member. A small session should also be included where the reporting manager interacts with each of his new hires.
Next half of the day should be spent taking a tour of the campus, allocating ID cards, workstations, relevant hardware etc so that the employees can hit the ground running next day onwards.
At the end of the defined probation period, a formal meting is held by th HR team, reporting manager and the employee to assess and apprise him of his/her performance during the period and thus the probation outcome.
Hereonwards the regular cycle of assessment and appriasals, promotions etc takes over.
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