...HR Assessment – Task 2 Outcomes 2 & 3 Escape to the Wild Report To ensure Escape to the Wild’s continued successful and profitable expansion, the Managing Director has expressed his wish for the company to take on a more Strategic approach to the way it recruits trains and promotes its employees. To implement this new strategic approach a human resource function should be introduced. The following describes four activities the human resource function will undertake in order to support the company’s expansion and success: Recruitment & Selection The purpose of recruitment and selection is to reduce the risk of poor selection and attract well qualified candidates to the job. Systematic planning and preparation will increase the likelihood of employing the right person for the job. Recruitment and selection is crucial to the organisations success and selection techniques such as psychological tests, practical tests and numeracy tests can be used to determine the best candidate for the job. Recruitment and selection activities include: employment law, job descriptions, personal specifications, advertising, applications, interviews, tests, references and acceptance/rejection letters. The implementation of a recruitment and selection process within the human resource function for Escape to the Wild would reduce the amount of work for the Finance Director and the finance section. The Finance Director would no longer have to issue...
Words: 300 - Pages: 2
... Activity 1 There are a number of reasons why we, as an HR team, collect different types of data. One of them is: meeting legal requirements. In order to satisfy legal obligations we collect such information as contract arrangements, employees’ duties, payments, working hours, holiday entitlements, bonuses, as well as documents relating to health and safety. It is important for the organization to timely provide accurate and valid data in order to avoid fees or other sanctions for the Inspections that can check any data regarding individual employees. Another reason for HR data collection is: providing the organization with information for decisions making. By analysing HR data we not only help our Members to understand how the organization is currently performing, what are the characteristics of its workforce and the effectiveness of its people policies, but also enable them to make and drive different people-based decisions and initiatives. Through effective management of individual employee records we identify trends in staff turnover, learning and development needs, recruitment and workforce planning helping our leaders to predict different situations. HR data collection and analysis enable us, as HR professionals, to speak to senior management in the language of business and support our role as a strategic partner by providing the data for strategic decision-making. We collect different types of HR data that support our function in a number of ways. Performance...
Words: 1298 - Pages: 6
...HR Assessment – Task 2 Outcomes 2 & 3 Escape to the Wild Report To ensure Escape to the Wild’s continued successful and profitable expansion, the Managing Director has expressed his wish for the company to take on a more Strategic approach to the way it recruits trains and promotes its employees. To implement this new strategic approach a human resource function should be introduced. The following describes four activities the human resource function will undertake in order to support the company’s expansion and success: Recruitment & Selection The purpose of recruitment and selection is to reduce the risk of poor selection and attract well qualified candidates to the job. Systematic planning and preparation will increase the likelihood of employing the right person for the job. Recruitment and selection is crucial to the organisations success and selection techniques such as psychological tests, practical tests and numeracy tests can be used to determine the best candidate for the job. Recruitment and selection activities include: employment law, job descriptions, personal specifications, advertising, applications, interviews, tests, references and acceptance/rejection letters. The implementation of a recruitment and selection process within the human resource function for Escape to the Wild would reduce the amount of work for the Finance Director and the finance section. The Finance Director would no longer have to issue all employment contracts...
Words: 1685 - Pages: 7
...Jotun Recruitment Process I was selected by the HR manager in KSA to fill a vacancy position in the supply chain department. I was emailed for that purpose by him. Someday after he sent me an email which include the link for assessment test (an online test that is divided into four sections). First section is a competency test when you have to distribute 6 point among three phrases that describes you at work and it should. Second part was a proficiency test. Third part was a mathematical reasoning test. Last part was a verbal reasoning test. Two days later, I got the results on Jotun website. After that, the HR manager called me and said that you just passed the online assessment test. Then, I was asked to come for an interview. The interview was done by the HR manager and SC manager. They asked me regular and technical questions both. It was related to work, personal, back to university life and so on. They sent me the acceptance email one week later as a candidate to the assessment centre. They arrange everything related to your stay at the assessment centre such as transportation, flight, and hotel booking. The assessment centre starts at 8 a.m. There were six candidates for two positions. We were introduced to the SC manager, regional purchase manager and three persons from the assessment centre. We were given as a start a group discussion case for half hour. It was about Extra Budget and the direct manager needs you to spend in a healthy way as a XXX manager. Then...
Words: 497 - Pages: 2
...of human resource services, integrating business ethics.It applies to individuals with responsibility for coordinating a range of human resource services across an organisation. They may have staff reporting to them.No licensing, legislative or certification requirements apply to this unit at the time of publication. | Elements | 1 | Determine strategies for delivery of human resource services | | 2 | Manage the delivery of human resource services | | 3 | Evaluate human resource service delivery | | 4 | Manage integration of business ethics in human resource practices | | 5 | | 6. LEARNING RESOURCES | Blackboard 9.1 - iLearn | https://ilearn.swin.edu.au/webapps/login/ (additional learning materials, resources, assessments, quizzes etc can be access via the link) | Books | Managing Human Resource...
Words: 968 - Pages: 4
...is designed for students wishing to specialize in HRM who require an awareness of a wide range of modern strategic human resource management concepts, approaches and techniques. The central theme of the module is the consideration of how HRM may be used strategically to deliver organisational aims and organisational success. In particular the module will focus on the mechanisms for achieving the necessary integration of HRM and corporate strategy, in a range of contexts through the linkage of employee resourcing, employment relations, employee development, employee reward and employment law considerations. AMPLIFIED CONTENT: The nature of HR strategy Theories and models of HR strategy The relationship between HR strategy and organisational strategy Strategic HR in a global market The relationship between strategic HR and culture HR strategy and human resource planning Strategic recruitment and selection Performance management strategies Strategic HRD Strategic reward management...
Words: 775 - Pages: 4
...Home Page » Business and ManagementJotunIn: Business and ManagementJotun Recruitment Process I was selected by the HR manager in KSA to fill a vacancy position in the supply chain department. I was emailed for that purpose by him. Someday after he sent me an email which include the link for assessment test (an online test that is divided into four sections). First section is a competency test when you have to distribute 6 point among three phrases that describes you at work and it should. Second part was a proficiency test. Third part was a mathematical reasoning test. Last part was a verbal reasoning test. Two days later, I got the results on Jotun website. After that, the HR manager called me and said that you just passed the online assessment test. Then, I was asked to come for an interview. The interview was done by the HR manager and SC manager. They asked me regular and technical questions both. It was related to work, personal, back to university life and so on. They sent me the acceptance email one week later as a candidate to the assessment centre. They arrange everything related to your stay at the assessment centre such as transportation, flight, and hotel booking. The assessment centre starts at 8 a.m. There were six candidates for two positions. We were introduced to the SC manager, regional purchase manager and three persons from the assessment centre. We were given as a start a group discussion case for half hour. It was about Extra Budget and the direct manager...
Words: 420 - Pages: 2
...MGT8034 Assessment page 1 Assessment Assessment scheme The assessment for Strategic management of human resources and innovation has two case studies and an on-line test. Description Marks out of Wtg(%) Due date On-line test (see study desk) 100 20% Friday, 18 December 2015 Case study 1 (2000 words) 100 40% Friday, 15 January 2016 Case study 2 (2000 words) 100 40% Friday, 05 February 2016 On-line test (due to be completed by Friday 18 December, 2015) Please note, the on-line test relates to 20 multiple choice questions prepared from the main text Millmore et al, 2007, Strategic human resource management: contemporary issues. Prentice Hall. To pass this test, you must have acquired a copy of this textbook. You can acquire a copy of the text by contacting the USQ cooperative bookshop where both your texts (i.e. Milmore and Davilla et al) have been packaged together to reduce the cost. Please see the study desk in week 1 under the heading ‘ON-LINE TEST’. A ‘Guidelines for the On-line Test’ will also be posted in this section. These guidelines will set out which chapters you should study to be able to answer the multiple choice questions. Further details will be posted for completing this test. © University of Southern Queensland MGT8034 Assessment page 2 Case study 1 Description Case study 1 (2000 words) (approximately 5 typed pages single spaced) Marks out of Wtg(%) Due date 100 ...
Words: 2690 - Pages: 11
...SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce Elaine D. Pulakos SHRM FOUNDATION’S EFFECTIVE PRACTICE GUIDELINES Selection Assessment Methods A guide to implementing formal assessments to build a high-quality workforce Elaine D. Pulakos This publication is designed to provide accurate and authoritative information regarding the subject matter covered. Neither the publisher nor the author is engaged in rendering legal or other professional service. If legal advice or other expert assistance is required, the services of a competent, licensed professional should be sought. Any federal and state laws discussed in this book are subject to frequent revision and interpretation by amendments or judicial revisions that may significantly affect employer or employee rights and obligations. Readers are encouraged to seek legal counsel regarding specific policies and practices in their organizations. This book is published by the SHRM Foundation, an affiliate of the Society for Human Resource Management (SHRM©). The interpretations, conclusions and recommendations in this book are those of the author and do not necessarily represent those of the SHRM Foundation. ©2005 SHRM Foundation. All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system or transmitted in whole or in part, in...
Words: 20431 - Pages: 82
...Assignment 1: Developing Yourself as an Effective Practitioner. Neal Roleston Activity A. Briefly summarise the HR Profession Map: The HR Profession Map is available on the CIPD website and enables CIPD members to carry out a self assessment online and receive expert advice and guidance, in turn helping them to reach their professional goals. It was developed after extensive research amongst HR Professionals and enables people to benchmark themselves against the findings. The map will constantly evolve, keeping it relevant to the changing needs of the HR Profession. The map is broken into 4 main sections: 1. Core Professional Areas – These 2 areas are at the centre of the map and are relevant to everyone no matter what level or position they work at in the HR Profession. These are Insights, strategy and solutions and Leading HR. 2. Specialist Professional areas – There are 8 specialist professional areas and they tell you what you need to know and do in relation to the 4 bands of competence (ranging from beginner to leadership or advanced level). These are Organisation Design, Organisation Development, Resourcing and Talent Planning, Learning and Talent Development, Performance and Reward, Employee Engagement, Employee Relations and finally, Service Delivery and Information. 3. Behaviours – In order to be effective, there are 8 behaviours that you will need to demonstrate in order to carry out activities as described...
Words: 2290 - Pages: 10
...City Corporation REVIEW/ANALYSIS OF FINDINGS This paper focuses on the Virtual Job Try out and how assessment programs through internet can help save money and time. The major concern of this assignment is to show what necessary steps and tactics are taken during such virtual assessment of the applicants in order to make sure that the right one is chosen for the right job in the company. This report comprises of certain pros and cons of virtual assessment. Then, I have mentioned the concerns of applicants, the selection process being fair, the employee reaction and their required skills for virtual assessment programs. And, finally is the conclusion followed by a list of references. The research was made solely on secondary basis. The true motive of this paper is to present the new system regarding the virtual assessment process in hiring people from around the globe which is in fact very beneficial to people in terms of saving time and money. INTRODUCTION Industries who have the right people in place will give the strategic competitive advantage in this challenging business environment. The simulation “Virtual Job Tryout” assessment program helps the unique and innovative candidate evaluation. The assessment has been built specifically for the organization to boost up the performance outcome that matters for the company and Human Resource. These assessments give the HR managers the best information for making accurate hiring decisions which also presents the candidate...
Words: 2167 - Pages: 9
...1) When should employers reassess the assessment methods they use in hiring? Assessment methods should be reevaluated if organizations desired goals and expected outcomes of hires are not achieved. Business and staffing strategies will differ and may require multiple methods of assessing to accomplish staffing objectives. Methods provide effective and/or efficient means to identify applicants/candidates ability to be a successful hire. Factors employers should consider in determining if assessment methods may require evaluation; • High employee turnover rates • Poor performance related to new hires • Low applicant rates • Declines in organizational productivity • Screening of applicants effectively • Identification of competencies requirements (Person-job fit) • Identify development needs and/or capacity to obtain knowledge • Organization and cultural fit (Person-organizational fit) • Talent and HR philosophy alignment to business strategy • Other attributes; personality, attitude, motivations, teamwork and interests (Person–group fit) and (Person-vocation fit) • Validity/reliability and accuracy of method to achieve staffing goals • Minimize adverse impact, ethical and legal concerns • Maximize ROI/costs of hiring • Candidates reaction (fair, consistent and objective) Source: Strategic Staffing 2nd edition – Phillips and Gully. Chapter 9 Assessing External Candidates page 233- 240 2) Discuss the advantages and disadvantages of both structured...
Words: 1127 - Pages: 5
...1. Assessment Information | Title | Assessment task 3 | Type | Role Play – Resolving Conflict | Assessment Number | 3 of 3 | Due Date | Week 14 – 16 Marks 25 | General Information | Decision Making RulesAll assessment criteria within the task must be satisfactorily completed for the task to be assessed as satisfactorily completed.Reasonable adjustmentA student may request reasonable adjustment for assessment tasks by contacting AccessAbility Services. Consideration will then be given by the teacher for the methods by which evidence is collected. However, the evidence criteria for making competent/not yet competent decisions (and/or awarding grades) must be the same irrespective of the group and/or individual being assessed.Reasonable adjustment usually involves varying: * the processes for conducting the assessment (eg: allowing additional time, varying the venue) * the evidence gathering techniques (eg: oral rather than written questioning, use of a scribe, modifications to equipment)Special ConsiderationStudents can apply for special consideration if personal circumstances or illness have adversely affected their result in an assessment, or their ability to undertake an assessment. If they wish to seek special consideration, a special consideration form must be completed no later than 3 days after the due date of the assessment and submitted to the relevant Senior Educator.Re-submission if not satisfactorily completed Assessment tasks that are not satisfactory...
Words: 1692 - Pages: 7
...Human Resource Management Assignment 1 Recruitment process 1. Human resource planning: Why human resource planning? Every organisation need to do human resource planning. Every organisation has to plan for human resource because of the following reasons: Human resource planning need to be done because of the shortage of certain categories of employee and verity of skills despite the problem of unemployment. It is also need to be done because of the changes in technology, marketing, and management. Need for new skills and new categories of employees. Demographic changes like the changing profile of the workforce in term of age, sex and education is a reason to do human resource planning. Human resource planning is necessary to do because of the changes in organisation design, organisational structure, and government policies in respect to reservation, child labour, and working conditions etc. Pressure from trade unions and labour laws are also reason for human resource planning. (Cited at CITEHR website, 25/10/12) How human resource planning can be used? Human resource planning can be used to quantify the jobs for producing product and services. It is duty of human resource planning to determine future staff mix. Human resource planning assesses the level of staff to avoid unnecessary costs. It reduces delays in acquiring staff and prevents shortage/excess...
Words: 1625 - Pages: 7
...Assistance in their organizations. Recruitment selection process is a procedure of engaging individual suitable qualifications with abilities to apply for a position in an organizations. We will look into the KSAOs model as an assessment of recruitment selection process for the position of Administrative Assistance in Johnson Company. KSAOs are the model that consist in Knowledge, Skills, Abilities, and Other characteristics that a basic applicant must possess in order to perform and excel successfully in the position. Moreover, KSAOs typically divided into two major categories which consist of technical and behavioral. From technical perspective, KSAOs measure attributes knowledge and “hard” technical skills, like the basic administrative and management in the warehouse for an administrative assistance position in this instance. Behavioral KSAOs measure “soft” skills which consist of the attitudes and approaches that applicants applied in the work strategy, such as the ability to collaborate and communicate on wide level of range with the warehouse team. There is several methods that will be assessed for the recruitment selection process of the position. It consist of interview, job analysis, psychometric tests, references, bio data, work-sample tests and assessment centers. These methods can develop the KSAO’s model performance in an applicant role to the job functions. Based on the requirement of Johnson Company, the methods that will...
Words: 2045 - Pages: 9
