Activity 1,2,3 BSBHRM506

Activity 1

Q1. What sources of information could you use when analysing recruiting plans and identifying relevant policies and objectives at your organisation?The human resources management plan is to meet each gap so that requirements can be formulated. As well as human resource activities you should plan to incorporate organisational budgetary and logistical activities. Breaking the plan into the areas of human resources, staff development, finance/budgets and logistics will assist in ensuring that your strategies are viable and within the organisation’s restraints. Q2. When developing your recruitment, selection and induction policies and procedures what are some of the legislative requirements you need to consider?You need to be aware of legislative requirements such as the anti-discrimination act, privacy act, diversity policies and the equity act. Measures will need to be put in place to ensure that state and federal laws are complied with.Q3. Describe the advantages and disadvantages of outsourcing recruitment and selection.Advantages – Saves timeDon’t have to worry about sorting any paperworkDisadvantages – Cost a lot of moneyDon’t really get a say in the way they advertiseYou don’t get to choose who your new employee/s is/are.Q4. List and explain some of the technology options you might utilise to improve the recruitment and selection process.Internet-based recruitment – using your website, job searches on websites, social networking and blogs posting constantly reminding people of the job and recruitment agencies websites.Radio ads – people are constantly driving to and from things, this way it’s being drummed into a possible employee about it.Television ads – people love watching television, so what better way to advertise. You have the audience’s attention.Q5. When amending or developing processes it is necessary to ensure that senior managers are aware of changes. What methods are available to you to engage senior managers in the recruiting process? What approach could you use to obtain their support?Regardless of the type of brief there are some common rules that you will need to follow.Keep it simple and succinct. Stick to the facts. Irrelevant information clouds the issues.Keep it non-technical. Use terms that most people understand. Don’t use jargon or quote equipment specifications unless it’s necessary.Q6. When trialling forms and documents what steps would you employ to ensure the documentation created meets organisational needs?It is wise to trial the forms, have relevant people review the forms and suggest any adjustments. When developing the forms, use your experience, logic, and common sense. Seek advice from of managers and colleagues. Use your networks and find out how other HR people organise recruitment, selection and induction information.Q7. What methods would you use to ensure that policies and procedures were effectively communicated to staff? What methods would you employ to make certain the staff is provided with the required training?Communicating the information might be undertaken in a whole staff meeting, in departmental meetings, through the organisations intranet or in the organisations newsletter. Any print-based method should be supplemented with

Activity 2

1.

The first step in the staffing process involves human resource planning. Human resource planning begins with a job analysis in which descriptions of all jobs (tasks) and the qualifications needed for each position are developed. The forecast is then compared to the inventory to determine whether the organization’s staffing needs will be met with existing personnel or whether managers will have to recruit new employees or terminate existing ones.

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taffing process involves human resource planning. Human resource planning begins with a job analysis in which descriptions of all jobs (tasks) and the qualifications needed for each position are developed. The forecast is then compared to the inventory to determine whether the organization’s staffing needs will be met with existing personnel or whether managers will have to recruit new employees or terminate existing ones.

2.

Job descriptions should be reviewed with the performance appraisal. This is a great time to ensure that the job description is up-to-date and an appropriate time to review with your employee the requirements and expectations for the position. Job descriptions can also be used during the progressive discipline process. Managers are able to reference the job duties that are not being met.

3.

4.

Operation Manager Position Available at Makro

There is a great position available as the Operations Manager at Makro. This position is highly sought after and the position requires a high level of competency and experience.

Role and Responsibilities

prepare program budgets

facilitate several programs around the company

control inventory

handle logistics

interview

supervise employees

provides a work environment that engenders positive energy, creativity and teamwork among employees.

handles a company’s operating budget

A person interested in operations management needs to have a strong leadership background and must know how to handle problems quickly and efficiently. In addition, they must have great communication skills.

Specific Requirements

five years experience in operations management

a university degree

three years experience at management level

a thorough understanding of the principles of logistics

5.

6.

This is to make sure that the employee that you have chosen does not accept another job offer before you are able to send the job. Candidates generally have to give a decision to the job offer within a few days so sending prompt job offers and contracts will ensure that they will consider you job offer and will most likely accept it.

Activity 3

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2.

A Staff Induction Feedback questionnaire offers an opportunity to increase employee satisfaction and retention and improve staffing processes. Staff Induction Feedback questionnaires can help gather information from each new employee regarding their satisfaction with the hiring and orientation process. 

3.

Recommendations

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