Sample BSBHRM525 Manage Recruitment and Onboarding Assignment

BSBHRM525 Manage Recruitment and Onboarding Assignment Sample

You must answer every question for assignment help and provide enough information to demonstrate sufficient understanding of what has been asked to achieve competency.

1 - Prepare definitions for the following recruitment, selection and induction terminology.

Applicant
Behavioural interviewing
Bias
Contract of employment
HRIS
HR specialist
Induction
Job offer
Legal requirements (in HR)
Organisational policies
Organisational procedures
Person specification
Position description
Probationary
Recruitment
Selection

1 Answer

a. An applicant is an individual who has requested for an employment position in a company or business while going through numerous hiring processes that have been demarcated by the employer.

b. It is a technique of job interview where the applicant or candidate is questioned about their experiences, performances, and behaviour in previous employment or service so that their merit for the given position could be determined. This method of interview is based on an objective set of facts on which the employment decisions are paralleled when compared to other interview techniques.

c. An interviewer can be termed biased when the opinions or the expectations of the interviewer directly intervene with the judgment of the interviewee. A bias can result in an interviewer liking or disliking an interviewee unconsciously or consciously due to some preconceived or interim notions.

d. Contract of employment is defined as a signed formal agreement between the employer and employee regarding the wage, responsibilities, obligations, and rights of the employee within the workplace.

e. Human Resource Information System (HRIS) is a software application that helps in managing, maintaining, and processing various information and data regarding Human resources like employee data, organizational policies, and goals or procedures.

f. An HR (Human Resource) specialist is an employee responsible for the supervision and control of all HR-related functions and tasks in an organization like setting up organizational policies, formulating benefits and compensation packages for employees, maintaining employee data, and a healthy workplace setting.

g. It is the practice of welcoming recently recruited employees so that they can settle into their given job positions while adjusting to the new role offered in a new organization.

h. It is the official document of employment offer provided by the employer to a selected interviewee including all terms and conditions of the organization they need to agree to include wages before they are hired.

i. The legal requirements are a form of compliance with the national or international legal framework regarding employment that the employee and employer need to abide by.

j. Organisational policies are the values, laws, and strategic objectives which guide the development of organizational procedures.

k. The organizational procedures help to develop guidelines for decision-making processes within the organization to create a roadmap for everyday operations to be carried out.

l. Person specifications are a set of benchmarks of desirable traits and skills that the interviewee or the candidate applying for a specific job position needs to fulfill.

m. It is the depiction of the various skills, abilities, knowledge, traits, or characteristics essential for an employee to execute the crucial job functions for a specific position within the organization.

n. It is the period for which new employee is allowed to prove fit for the position they have been offered before they are made permanent.

o. It is the course of recognizing, luring, interviewing, choosing, appointment, and on boarding employees in an organization.

p. It is the process of isolating the perfect candidate from a pool of job applicants with the same qualifications but having better competencies and skills than the other candidates suitable for the job position.

2 - What are the key elements of our workplace relations framework covered in the Fair Work Act 2009? List a minimum of FIVE (5) elements from the Act.
The Fair Work Act 2009 was introduced for the fortification of a person’s workplace rights, their right to participate in business undertakings, and the right to be free from illegitimate discrimination. The five key elements of workplace relations are:

• To create a system of enterprise-level collective bargaining fortified through bargaining guidelines and duties prevailing business action.
• Acts as Safety net for conditions and positions of employment.
• Security from illegitimate or unfair dissolution of employment
• Security of rights in the workplace to engage in industrial activities
• Security from illicit discrimination at work place

B - Name TWO (2) agencies that help execute the Fair Work Act 2009 and briefly explain each role.

Fair Work Commission – it is the national workplace relations tribunal which is an autonomous body that sets minimum wages, approves agreements or registrations for enterprises and many more.

Fair Work Ombudsman – helps the businesses, employees, contractors and the extensive community to recognize privileges and duties at the place of work and also enforces their amenability with work laws of Australia.

C - List and briefly explain each of TEN (10) minimum entitlements under Australian National Employment Standards.

The 10 minimum entitlements under the Australian National Employment Standards (NES) are:

• All full-time employees must not work more than 38 maximum weekly hours and all hours must include hours of leave or absence.

• An employee working for more than 12 months with an employer can ask for flexible work arrangements.

• Casual employees working for more than 12 months with the same employer should be offered options to convert into permanent full-time or part-time employment.

• All employees should be provided with parental leave and other entitlements.

• All employees other than casual employees should get paid annual leave.

• All employees are entitled to personal, carer's, unpaid family emergency, compassionate or domestic violence leave.

• All workers are eligible to community service or emergency services leave.

• The employee is entitled to long service leave after being employed for the same employer for more than 7 years.

• All employees are eligible to get leave on public holidays depending upon the territory or state they work in.

• All employers are mandated to provide notice before they terminate the employment of any employee and the employee is also entitled to redundancy pay only if the employer cannot show redundancy of the employee's position.

3 - What is the name of the Act that regulates how you should treat the gathering of a candidate’s personal information during the recruitment process?

The Privacy Act 1974 is responsible for regulating and controlling private or government agencies to handle personally identifiable data of employees.

4a - What is the name of the Victorian State Act that addresses discrimination in the workforce?
The Equal Opportunity Act 2010 is the Victorian state Act that protects employees and people in general from discrimination based on their traits, attributes, skills, religion or race.

4 b - Describe in a sentence the key objective of the above Act.

The Equal Opportunity Act 2010 legislation safeguards individuals from discrimination grounded on their traits in certain fields of civic life while providing them with redress if they have been discriminated against. It also aims to eradicate any form of discrimination, victimization, or sexual harassment.

5 a - What are the names of the FIVE (5) Federal Acts addressing discrimination in the workforce?

The five federal Acts which address discrimination in the workplace in Australia are:

• Australian Human Rights Commission Act 1986.
• Age Discrimination Act 2004.
• Disability Discrimination Act 1992.
• Racial Discrimination Act 1975.
• Sex Discrimination Act 1984

5 b - What Federal Government authority has statutory responsibility for the Acts identified in the previous question?

The Australian Human Rights Commission has the statutory responsibility of acting against complaints of discrimination under these Federal Acts.

6 a - Describe in a sentence the purpose of employee contracts.
Employment contract helps to safeguard that both the worker and business have a transparent insight into the responsibilities and duties of both parties during the term of employment.

6 b - List any five elements included in employment contracts. Briefly describe what information you would find in each listed element.

An employment contract should include the following five elements:

• Name and details of business and worker
• Span of probationary period.
• Job title
• Date of initiation of service
• Employment standing (full-time or part-time)

7 - Why are terms and conditions of employment an important aspect of recruitment?

Terms and conditions help to specify the consequences in a given situation within the workplace and the rights, responsibilities, job speculations, and duties that the employee and the employer would hold in the workplace.

8 a - Provide THREE (3) reasons why an organisation may choose to utilise recruitment specialists during the recruitment and induction process.

• It helps to bring about clarity in the hiring process.
• It provides consistency to the recruitment process.
• It helps to improve the credibility of the organization.

8 b - List FOUR (4) examples of different types of recruitment specialists.

• Blended specialists provide employees in temporary, contract or full-time positions.
• Employee leasing helps to handle the administrative functions of recruitment.
• Direct contingency specialists where the specialists provide full services of searching to onboarding.
• Retained search recruitment specialists help in higher high-ranking executives with high compensation positions.

8 c - Outline at least THREE (3) examples of the services recruitment specialists can provide.

• They help to search or source candidates based on qualifications and job roles in the company.
• Synchronise the hiring process with the company end-to-end.
• Serving as a link between hiring managers and candidates.

9 a - What are the common recruitment and selection methods?

Some of the common recruitment methods are:

• Searching talent pool databases of companies.
• Employee referrals
• Direct promotion on career websites, social media or job panels.
• Boomerang employees or hiring past employees of the company.

9 b - What are the THREE (3) main reasons an organisation might outsource?

Three important reasons for outsourcing are:

• Saving costs of operation control.
• Improve the focus of the business on company objectives.
• To release internal resources of the company for other important positions.

9 c - Give THREE (3) examples of functions or services that are often outsourced.

• Accounting is the most outsourced function of any business to increase efficiency.
• Marketing is the second most common area of outsourcing to focus on internal functions.
• IT management is the third most outsourced service by a company.

10 - In relation to recruitment, what is the relevance and purpose of:

Psychometric testing

Skill testing

Psychometric tests help to assess the personality and cognitive ability of any candidate which helps to predict various perceptions around the candidate's competence, performance, and motivations.

Skill tests help to evaluate the abilities and skills of candidates which would be essential to perform the duties that would be allotted to them.

11 - Outline the TWO (2) main advantages of panel interviews.

Panel interview helps the candidates get a cross-functional perspective about the company and its employees.

It would help the candidate to assess whether they might be a good fit with the various team members.

12 a - Identify at least three methods used for selection of candidates.
Employees are selected from the following three methods:

• The resume sorting method uses a set of guidelines that includes attributes preferred by the company in a candidate.
• Preliminary screening is a method used to select candidates from a previously curated list.
• Assignment test methods involve testing candidates based on assignments similar to the work that they would do in the company.

12 b - Briefly describe the information collected in each method.

• Resume sorting – information is collected from job portals or boards.
• Introductory screening – it is carried out from e-mails received from candidate answers.
• Assignment test – the data is sent through e-mails to candidates and shortlisted accordingly.

13 - Explain in your own words how technology can be used effectively during the recruitment and selection process.
Technology can be used for posting job openings, tracking candidates' applications and viewing resumes. The resumes could be directly imported into software to keep them organized according to required skill levels and job positions to sort them out quickly when required.

14 - List THREE (3) ways to obtain support for policies and procedures from senior managers.

To survey the needs of the senior managers involved
• To display the budgetary requirements for the policies and procedures
• To provide the upper management with the upper hand in making choices for the decisions.

15 - Explain how you can check whether or not induction processes are being followed across the organisation.

The speed at which a new employee can become comfortable in their new job positions, the better the induction process of the company. This can be verified by collecting feedback from the new employees.

16 - Explain the reason why it is important to gather feedback and improve induction policies and procedures.

Collection of feedback from new employees regarding the induction policies and procedures would help to uncover if any gaps are found within the process of orientation or if any specific needs of the new employees could be identified. Realising about these induction guidelines and system concerns as early as possible would support improved first impressions and smoothen out any concerns initially that the employees might have to face in the future.

17 - What are the minimum requirements for the provision of documents and induction processes for a new employee?

The minimum necessities for the provision of documents for a new employee are:

• The personal details of the worker's address and emergency contacts
• The Tax file number
• Visa and other work permit requirements
• Police verifications
• Superannuation forms
• Bank account information

18 - What do you need to consider whilst determining future human resource needs?

To determine future HR needs, demand forecasting has been an effective solution that helps to determine the quantity and the quality or caliber of talent required to meet the present and future ambitions of any business.

19 a - Describe how to communicate recruitment policies and procedures to relevant staff?

HR policies can be communicated to staff through:

• Meetings to communicate updates in organizational policies.
• Feedback sessions and incorporating employee opinions when required
• Integrate complex procedural changes through training.

19 b - Describe three (3) processes to provide training in the recruitment process to relevant personal?

The three types of training for the recruitment process are:

• New job training
• Transitional training
• Developmental opportunities training.

20 - Name at least three (3) processes would you use when updating organisational recruitment policies and procedures?

To update recruitment policies and procedures the following three steps are essential:

• To identify the responsibilities of the job role and update as required.
• To identify the rules of the fair practice and update them as required
• Acquire regular feedback from employees regarding their issues with policies and procedures before updating.

21 - In your role as an HR manager explain how should you advise unsuccessful candidates of outcomes and respond to queries?
As an HR manager I can advise unsuccessful candidates in the following ways:

• Could provide them with instant feedback about their mistakes so that they could amend them.
• To show gratitude for applying for the position.
• To encourage them by admiring their strengths and good attributes.
• To answer their queries promptly and courteously.

22 - How do a job description and a job specification help to ensure the most suitable person for the job is recruited?

Job description and job specification are significant portions of job analysis information. A clear job description and specification help the employees and organisations both to cope with numerous challenges:

• The job description helps to collect job-related data for attracting, recruiting, targeting or selecting the right candidate. It helps to fulfil the needs of
candidates for particular positions and also clarifies to whom the candidates would report.

Job specification helps the candidates to analyse their eligibility regarding skills and other attributes for the job. It helps the recruitment team to get a clear idea of the qualifications, characteristics and qualities that the required candidate should possess.