...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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...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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...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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...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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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- 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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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...Contents Page List of Tables 2 Acknowledgement 3 1. INTODUCTION 1.1 Background of the Organization 4 1.2 Objectives of the Organization 4 1.3 Services and Customers or Market Segments 5 1.4 Organization Structure I 2. OBJECTIVES OF THE STUDY 7 3. REVIEW OF LITERATURE 7 4. ANALYSIS 25 4.1 Methodology 25 4.2 Analysis on 25 Planning Recruitment, Standard Recruitment Procedure and 25 Recruitment Procedure I. Confirming a Vacancy and Creating the JD’s 26 II. Placing Advertisements 27 III. Applying For a Position 28 IV. Short listing Candidates for Interview 28 V. Interviewing Candidates 30 VI. Using Tests and Presentations 32 VII. Making a Selection Decision 34 5. FINDINGS (Key issues) 35 6. RECOMMENDATIONS 36 List of Tables Page Table 1 (table which includes the guidelines to be used when 31 Interviewing candidates. For example: Time) Table 2 (The record sheet used when doing the presentations 33 and tests) ACKNOWLEDGMENT I sincerely acknowledge with thanks the time and expertise shared with me by everyone who contributed towards completing this project report. Special thanks to the HR manager, staff members at the British Council, Colombo who supported me to gather data on this particular area and for the valuable information provided by them in their respective fields. I am...
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...introduction to resourcing 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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...introduction to resourcing 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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...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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...Talent RTO assessment Activity 1 – People Management magazine article Name: || Group: | 2016 Spring Level 3 HRP CIPD Member No: | | Date: | 2 May 2016 | Word count: | | Introduction Talent planning is a part of Human Resources processes that “ensures the organisation is able to identify and attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resource to meet changing needs, fulfilling the short and long-term ambitions of the organisations strategy”. This article aims to explore, identity and explain factors that can affect an organisation’s approach to attracting talent, retaining a diverse workforce, recruitment, selection policies, the purpose, benefits of an effective induction for both individuals and organisations. 1. Identifies and assesses four factors (things) that affect an organisation’s approach to attracting talent: Demand and Supply: The demand and supply of talent in an organisation depends on the activities and nature of the business. If the activities of the business are in decline, such as the current situation in British steel manufacturing sector it will make the skills and jobs redundant. Less resources means low demand and supply of the talent within the organisation. HR needs to understand the business and relevant it is within their labour markets Skills Shortage: Skill shortage is the situation where “particular skills exceed the numbers of...
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... | | |Student name: | | | | | | |CRITERIA |PASS/REFER |COMMENTS | |LO1: Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy | |Explain the organisational benefits of a diverse workforce. | | | |Explain the factors that affect an organisation’s approach to |...
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...Training Package | BSB07 - Business Services Training Package | Course Name: | BSB40507 Certificate IV in Business Administration | Unit Name: | BSBHRM405A Support the recruitment, selection and induction of staff (2015) | Student Number | | Student Name | Johanna Maria Gil Beleno | Current Address | 105 Crown St, Darlinghurst, Sydney, NSW, 2010 | Email | johana_gb@hotmail.es | Assessor Name: | | Result | Individual Assessments result | Assessment 1 | S NS | Final Result | C | | | Assessment 2 | S NS | | | | | Assessment 3 | S NS | | NC | Assessor Signature | | Date | | Feedback to Student | | I have received the Assessment Feedback on _________________________(Date) | Students Signature | | Assessor Signature | | Date | | Result to Wisenet by: | | Date | | Assessment Task 1: Human resources lifecycle test Submission details Student’s Name | | Assessor’s Name | | Performance objective Students will be able to identify the key phases of the ‘human resources lifecycle’, and the place of recruitment and selection in that process. Assessment description For this Assessment Task, you are required to complete the questions below that have been provided by the assessor. Procedure 1. Complete the written test. Specifications Assessors will be looking for a minimum of three HR activities for each of the five stages of the lifecycle. You are required to complete a written questionnaire, demonstrating...
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...| Cornerstone Investment Aust. Pty Ltd ACN 082 383 640Australian Institute of Commerce & LanguageLevel 9, 815-825 George Street, Sydney NSW 2000 AustraliaTelephone: + 61 2 8917-6800 Facsimile: + 61 2 9212-0069Web: www.aicl.nsw.edu.au E-mail: info@aicl.nsw.edu.auRTO ID: 5500 CRICOS Provider number: 02048A | Assessment Details | Qualification | Diploma of Business | Term | 4/2013 | AICL Subject Code | DBB05 | AICL Subject Name | Manage recruitment selection and induction process | Assessment Type | Assessment 4Group Assignment Marks: 25% | Time allowed | Due Date : 11/11/2013 | Date | 28/10/2013 | Location | Room# 803/806 | Units of competency | National Code | BSBHRM605506A | Name | Manage recruitment selection and induction process | Student Details | Student Name | | Student ID | | Student Declaration: I declare that the work submitted is my own, and has not been copied or plagiarised from any person or source. | Signature: ____________________________Date: ____/_____/_____ | Assessor’s Details | Assessor’s Name | Tashfiq Rahman | Results (Please Circle) | Satisfactory | Not Satisfactory | Feedback to student: _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________...
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...Internal factors can include o Staff turnover – promotions, retirement or even redundancy will impact on turnover and therefore create or remove positions o Business objectives/company strategy – if the business is planning on expanding it will need to factor in any recruitment needs at all levels o Wastage rates will decrease when unemployment is high, this will mean that there will be less need to recruit as staff tend to stay in their existing role due to the fear of joining those unemployed Organisational Benefits to a Diverse Workforce There are many benefits to a diverse workforce aside from the legal compliance: ➢ Enhances the organisation’s reputation and image with external stakeholders making them an employer of choice ➢ Assists in the development of new products, services and marketing strategies due the input of ideas. ➢ Builds employee commitment and morale. Employees feel valued and fairly treated ➢ Recruiting and retaining people from a wide "talent" base as the organisation has a good reputation ➢ Reduces the costs of turnover and absenteeism, due to high employee engagement. Different Recruitment Methods and when to use them Hook and Foot (2002) define recruitment as ➢ All activities directed towards locating potential employees ➢ Attracting applications from suitable candidates They go on to...
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