Assessment 1 BSBHRM405A

BSBHRM405A

Support the Recruitment, Selection and Induction of Staff

Question 1

a. Describe how a human resources manager will assess and determine whether a vacant position needs to be filled.

The human resources manager will assess and determine whether a vacant position is necessary by identifying the needs of the organisation or business. This will help identify whether the position is suitable for the needs of the organisation. The manager will then have to identify if there are any other positions that are more necessary or consider the consequence if the position is no longer filled.

b. Why is it important to clarify recruitment timelines?

Manageable Phases

Break a project into manageable stages and give each stage a mini-deadline. Look at the major steps to complete the project, such as research, writing reports, creating audio/visual materials for a presentation and practicing speeches. The major benefit of breaking a large project into smaller phases is that employees will feel less overwhelmed and be able to focus on more manageable goals.

Sense of Accomplishment

An employee who completes a phase of the project successfully and on time will have a sense of accomplishment. Praise employees who turn in their parts of the project by deadline to increase feelings of self-worth. Consider offering bonuses such as gift cards or a casual dress day when workers come together to meet deadlines.

Question 2:

a. Explain what a job analysis is.

The process of job analysis results in two sets of data:

i) Job description and

ii) Job specification.

These data are recorded separately for references.

Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. The immediate products of this analysis are job descriptions and job specifications. Job analysis is a systematic exploration of the activities within a job. It is a basic technical procedure, one that is used to define the duties, responsibilities and accountabilities of a job.

b. Describe five key factors that need to be considered when conducting a job analysis.

Duties and Responsibilities require to perform for a job.

Environment of a job which normally refers to Physical Requirements for a job.

Competencies required for a job

Minimum qualifications required for a ob.

Salary Consideration.

Question 3

Consultation is required to develop and prepare both a job analysis and a job description. Identify & explain at least three office holders within an organisation that a human resources manager may consult in developing either a job analysis or a job description.

Supervisor – has a lot of knowledge about who the company needs and the specific duties and skills required for the job.

......

Supervisor – has a lot of knowledge about who the company needs and the specific duties and skills required for the job.

Staff – has experience and they have knowledge of the operations of the business. They will know what the company is lacking and who can make the organisation run more smoothly.

Accountant – understands the budget and can provide guide for the salary expenses and possible increases in salaries.

Question 4

List and describe three Australian laws or codes that play a part in the recruitment and selection process.

Work Health and Safety Act 2011 (NSW) – A NSW Act to secure the health, safety and welfare of persons at work; to repeal the Occupational Health and Safety Act 1983; and for other purposes.

Fair Work Act 2009 – This act creates a national workplace relations system that is fair to working people, flexible for business and promotes productivity and economic growth.

Sex Discrimination Act and the Racial Discrimination Act – These acts and others protect people from discrimination

Question 5

a. Explain how the short listing process of job applicants works.

A reduced list of candidates for some situation that has been cut down from a larger list. When a business is interviewing qualified candidates for an important position, its personnel department will often engage in short listing to obtain a selected group of the most qualified candidates for the approval of higher management.

b. Describe two documents that can be used to shortlist applicants.

Resume and Cover Letter

your resume should provide the reader with a better understanding of who you are. Your cover letter should connect the dots for the reader and show how your previous experiences apply to the job for which you are applying.

Question 6

a. Explain the importance of reference checking in the recruitment process.

Checking candidate’s references is the only way you have of verifying their skills and experience they put in their resume and interview. By doing reference checks on candidates it can avoid finding out that the candidate has lied in order to obtain a position.

b. Who should conduct reference checks on job applicants?

The Human Resource Manager is the one that should conduct the reference checks on the job applicants.

Question 7

Explain what an industrial award is and why a human resources manager should be aware of this document.

The Fair Work Ombudsman helps employees, employers, contractors and the community to understand and comply with the new system. We provide education, information and advice, help to resolve workplace complaints, conduct investigations, and enforce relevant Commonwealth workplace laws.

One of the key changes under the new Fair Work system is the modernisation of awards operating in the Commonwealth workplace relations system. The Australian Industrial Relations Commission (AIRC) consolidated most of the existing awards into industry or occupation-based categories to reduce the confusion surrounding proper minimum employment entitlements.

…

...