Assessment 2- Human resources needs
2.1 Research on company information
Objectives of human resources-
- To develop and engage staff
- Implementing a formal HR framework
- Incorporating technology in HR
- Conducting research to understand the role of social media in the recruitment process
Existing HR policies and practices
- Staffs should respect each other
- Work with integrity and diligence
- Comply with company’s policies and procedures
Gaps in existing HR documentation
- Talented staffs should be aligned with long-term company objectives
Review of three selection and recruitment methods
- Preliminary screening
- Face-to-face interviews
- Personality profiling
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Role of assessment centres in selection, recruitment, and outsourcing
- Hiring best candidates
- Ensuring a fair recruitment process
- Implement cost-effective methods
Effective usage of technology in HR based on company strategies
- Using technology such as social media in case of recruitment
- Creation of a blog on the company’s website
- Development of monthly newsletter for clients
Notes for briefing report
- Understand the operational priorities
- Understand the existing HR policies and procedures
- Recommending the relevant policies
2.2 Briefing Report
Introduction
The purpose is to understand HR related insights and improve the performance of the workforce.
HR strategic objectives and priorities
The objectives and priorities involve development of a high performing team, ensuring alignment between performance indicators and strategic policies and lastly achieve a growth of 10% per annum.
Existing HR policies and procedures
The company aims to strengthen the staff and empower them. Develop the formal HR framework, create an HPW culture and engage the best staffs. Policies include compliance with Work and Safety Act, 2011 and Freedom of Information Act 1982, among others.
Methods of recruitment and selection
- Preliminary screening
- Psychometric testing
- Internships and training
Review of legislation, standards, and practice code
The company follows ethical standards such as respect, diligence and integrity. Breach of code is designed to enhance ethics, and it is right to take action in case of any serious misconduct.
Recommended HR procedures and policies
- Focussing on rewards and benefits
- Establishing policies related to anti-harassment
- Implementing Procedural Fairness policy
Technology options
- Using HR tool such as HRMS
- Establishing engagement tools for employees
- Using recruitment software
2.3 Email to Principal Consultant
Dear Sir,
This is to inform you that Grow Management Consultants need to incorporate new policies and procedures to develop the HR functions.
The need of the hour is to incorporate new technological solutions and establishing anti-harassment laws in the workplace. We are looking forward to your view and feedback regarding this new approach.
Kindly, enrich us with your valuable suggestions. The briefing report has been attached along with the email.
Yours Sincerely,
2.4 Policy and Procedure Template
Purpose
The purpose is to ensure fairness during the recruitment procedure.
Scope
The procedural fairness policy is applicable to potential candidates for a job role.
Legislation, regulations, standards and codes of practice
The company has established the Breach of Code to ensure ethical practice among staff and follow diligence, integrity, efficiency and respect for fellow mates. The new procedural fairness policy will ensure alignment with company standards and codes.
Objectives
The procedural fairness policy will also ensure the selection of deserving candidates irrespective of their background. It will ensure diversity and equality in the workplace.
Roles and responsibilities
- Recruitment
- Screening
- Worker placement
- Payroll, benefits
- Coordination and direction
Procedures for:
- Identifying a vacancy or deciding to outsource- Planning, searching, screening and evaluation
- Developing a position description (using a template)
- Recruitment methods- Talent search and internal recruitment
- Information to be provided to candidates- Job duties and responsibilities, code of conduct
- Method of application- Phone interviews and face-to-face meeting
- Shortlisting procedure – Identifying desirable criteria, screening tests, identifying inconsistencies and checking references
- Selection process- Short-listing right candidates and identifying skill-base
- Appointments- Probationary appointment of one year and extension based on performance
- Record-keeping requirements- Name, contact number, address, start date, pay rate and social security number
- Induction- Introducing employees, outlining organisational objectives, formal training
2.5 Position Description template
Job title-
Client Relations Manager
Location-
Melbourne Office
Reporting responsibilities (who is the manager/supervisor)-
- Develop a trustworthy relationship with clients
- Ensure the delivery of best services
Main duties/responsibilities-
- Coordinate with seniors and understand company objectives
- Greet and meet with clients
- Other related tasks
Skills and experience-
- Certificate/Diploma in Human Relations
- Relevant industry exposure
- Excellent communication skills
- Interpersonal skills
Performance goals-
- Ensure customer satisfaction
- Expansion of customer base
- Maintain good relations with support teams
- Guideline for conducting an interview to assist managers
Interview questions
- Questions must be directly related to hiring decision
- Avoid asking irrelevant questions
- Ask competency-based questions only
Note-taking
The practice is encouraged, acceptable and essential during interviews. The employee can certainly have questions for the interviewer. The employee can note down accurate information that can be used later.
Identifying the best candidates
- Measure and evaluate the qualities of potential candidates
- Clearly define the job requirements and test whether the candidate is suitable
- Use social media
2.7 Email to the Principal Consultant
Dear Sir,
I would like to draw your attention towards considering the new recruitment and induction policy. It is now necessary to use HRMS and recruitment software to speed up the recruitment process. The need of the hour is to implement the Procedural Fairness policy.
Kindly consider the need for hiring a new Client Relations Manager who possesses excellent communication and interpersonal skills. The job position demands a competent candidate. Therefore, I have recommended the managers to follow the Position Description Template. They should consider asking relevant questions during interviews. Your valuable insights, approval and suggestions are needed to proceed further.
The Position Description Template, Recruitment, Induction and Selection policy and lastly guidelines to managers for conducting interviews effectively has been attached along with the mail.
Yours Sincerely,
- Information and training session
- The organisation already follows Work and Safety Act, 2011 and Freedom of Information Act 1982 etc. However, it is necessary to consider the implementation of Procedural Fairness policy to ensure diversity and equality in the workplace.
- The new Recruitment, Selection and Induction policy involves focussing on leave benefits, ensuring fairness during recruitment procedure, anti-harassment laws in the workplace, and using HRMS or related recruitment software to speed up the hiring process.
- The position of Client Relations Manager is vacant. The candidate will be posted in Melbourne office. He/she must establish a good rapport with clients and coordinate with seniors. The candidate must possess excellent communication skill. During the interview, note-taking should be encouraged, and competency-based questions must be asked.
- Additional changes are not required in the documents.
- Updating documents
- Recruitment, Selection and Induction policy and procedures- The process of selection will be conducted timely.
- Position Description template – The chosen candidate for the position should also develop and deliver proposals
- Guidelines for conducting effective interviews- The interviewer should also avoid discriminatory questions and allow candidates to resolve queries regarding the position.
2.10 Email to the Principal Consultant
Dear Sir,
The purpose behind sending you this email is to seek your approval regarding the changes made in the documents and forms. It is the ideal time to know your opinion.
I completely understand that due to your busy schedule, you might be unable to come and meet physically in the office. Therefore, I would like to know your opinion via email.
Few changes have been made in the documents. These include timely selection process, the additional responsibility of the selected candidate and recommending managers to avoid unlawful questions. Changes have been made based on the feedback of candidates during the training and induction session.
The Position Description Template, Recruitment, Induction and Selection policy and lastly guidelines to managers for conducting interviews effectively has been attached along with the mail.
Yours sincerely,