Question 1: Describe the purpose of employee contracts and industrial relations (80-120 words)
Employee contracts serve to highlight the job description of new recruits in a company. The contract encompasses the expected working relationship between the employer and the employee during their interaction in the company. Further, the employee contracts highlight the company policies while governing the conduct of the employee in line with the company's expectations (National Training Pty Ltd. 2014). Elsewhere, industrial relations endeavor to foster a healthy working relationship between employees and employers by upholding their interests and welfare. The industrial relations also reduce the occurrence of strikes among employees thereby improving the process of working in harmony among both parties. Thus, the industrial relations gear to promote the conflict resolution process through a well outlined negotiation mechanisms for the employers and the employees in the company.
Question 2: Summarize relevant legislations that may affect recruitment, selection and induction (80-120 words)
The process of recruitment, selection and induction are governed by the antidiscrimination legislation that necessitates all individuals to have an equal chance. The antidiscrimination policy calls for equity in employment for the selected applicants. Besides, the minimum employment contract law also affects the recruitment process as individuals need to be accorded equitable wages for the services they offer. Again, the selection process should be conducted on merit thereby providing individuals with an equal opportunity for the opportunity. The recruitment and selection process should also be confidential while maintaining the integrity of the applicants. Further, the induction process should be undertaken in line with the company policies.
Question 3: Explain why terms and conditions of employment are an important aspect of recruitment (80-120 words)
The terms and conditions of employment provide an insight into the provisions of the service for the employees. It includes the related work pay, working hours and leaves for employees. In addition, the conditions of employment provide and specify the rights and obligations of both employers and employees. The terms and conditions also highlight grounds on which an employee can challenge the employer and means of highlighting their claims during a dispute. The conditions thus provide the working relationship by providing the new employee with conditions for their service provision across the company while providing assistance on how to undertake various conflicts within the workplace (National Training Pty Ltd. 2014).
Question 4: Explain the relevance of psychometric and skills testing programs to recruitment (60-100 words)
The psychometric and skills testing programs attempt to evaluate the potential of a candidate in line with the job specifications. The testing programs assess the candidate's suitability for position as it provides objective data thereby improving the hiring decisions for employers in the company. As such, the tests acknowledge the need discover the critical strengths of a candidate for the management of succession in the organization.
Question 5: List below three (3) technologies could you use and how they could improve efficiency and effectiveness of the recruitment and selection process.
The technologies include:
1. Applicant tracking system
2. Internet-based or video interviewing
3. Career Websites
Question 6: Describe how you would communicate policies and procedure to relevant staff and what training you could provide if required (80-120 words)
In communicating to employees on the relevant policies and procedures, it would be essential to incorporate the aspect during the induction stage. Thus, while employees join the company, they would get to understand the policies and procedures upfront. Also, it would be essential to solicit for employee feedback regarding their perception of the policies and procedures. The communication would provide ideas for areas of improvements and develop a positive employee attitude towards the policies. Conducting scheduled training sessions and meetings with employees would provide a platform to highlight the requirements of the policies within the company's manual and handbook. Moreover, encouraging employees to internalize the policies through sign-offs enhances an effective communication channel for the company's policies.
Question 7: List below what training and other forms of support you could provide all persons involved in the recruitment and selection process (80-120 words)
First, there is need for training of the selection committee on the understanding of the requirements for the recruitment and selection process while increasing their understanding of the job description. The selection team should abide by the recruitment policy by providing a copy and guiding them on the best approach for the selection process. Second, it is essential to ensure that the selection team avoids any conflict of interest by advocating for fairness and compliance with the interview and selection criteria without advancing any form of discrimination (National Training Pty Ltd. 2014). Again, it is essential to avail a copy of the selection criteria to the recruitment team and ensure that they abide by the procedural selection process for the candidates to avoid discrimination.
Question 8: In the recruitment, selection and induction process, identify below in what circumstances you would utilize a specialist (80-120 words)
In situations where the job description is complex and requires the assessment of skilled individuals in the selection and interview process, utilizing the skills of a specialist would assist in gauging the potential of a candidate in the selection process. Again, certain jobs necessitate a practical approach to orientation. Thus, bringing on board a specialist improves the chances of initiating an employee in the best way within the company. Further, if the position is relatively new within the company, exploiting a specialist's skills would improve the chances of an effective approach towards increasing the new employee's integration and understanding of the expectations in their new position.
Question 9: How could you ensure selection procedures are in accordance with organizational policy and legal requirements? (80-120 words)
First, it is important to put in place a selection policy that would guide the recruitment process in line with the expectations of the organization. The selection policy would inform the selection committee of the prerequisite standards they are required to follow while undertaking the recruitment process. Besides, training the selection procedure on the best recruitment approach would increase their awareness in line with the legal requirements (Kamran, Dawood & Hilal, 2015, p.1359). Thus, ensuring that the selection panel understands their responsibility in accordance with the organization's policy would improve the company's image. Further, aligning the selection process and developing policies in line with the legal requirements would ensure that the selection criteria abide by all the prerequisite requirements.
Question 10: When offering the position to the successful applicant, apart from the employment contract, which of the following, should the applicant receive?
a. Information on the corporate culture and where the facilities are.
b. Salary information and Terms and conditions
c. A tour of the facilities and a copy of the organization's Policies and Procedures.
Indeed, it is essential to offer the successful applicant information regarding the corporate culture and location of the facilities. However, the salary information terms and conditions and the organizational policies and procedures are often outlined in the employment contract.
Question 11: Describe how you would oversee management of probationary employees and provide them with feedback until their employment is confirmed or terminated. (80-120 words)
During the probationary period, it would be essential to set clear goals and objectives while highlighting to the new employees their expectations. Again, assigning the new employee a mentor would go along in improving their performance while sharing ideas regarding their areas of improvement. Employees should be aware of a performance review at the end of their probationary period. Elsewhere, providing additional training and skills to the new employee during the probationary period would enhance their aptitude for performance during the period. Further, after the confirmation or termination of their employment, it is critical to provide a closure session of the probation period. The closure meeting would communicate the company's intention for either of their decisions concerning the employee's feedback during the closeout meeting.
Question 12: Describe how you would obtain feedback from participants and relevant managers on extent induction are meeting its objectives (80-120 words)
During the induction meetings, it would be essential to engage the participants in providing feedback regarding the sessions through periodic reviews of tests and evaluations. Again, encouraging the participants to write their comments regarding the induction anonymously and dropping them in the suggestion box would provide an opportunity to determine whether the process is objective and in line with the expected outcomes (Kamran, Dawood & Hilal, 2015, p.1363). Additionally, determining the level of output from the employee performance in the previous sessions would provide a rationale for either continuing with the process of advancing new approaches for future induction processes.
References
Kamran, A., Dawood, J. and Hilal, S.B., 2015. Analysis of the recruitment and selection process. In Proceedings of the Ninth International Conference on Management Science and Engineering Management (pp. 1357-1375). Springer, Berlin, Heidelberg.
National Training Pty Ltd. 2014. Learner Guide: BSBHRM506 Manage recruitment selection and induction processes. Section 1 Develop recruitment, selection and induction policies and procedures.
