Assessment 1 HR 1




Assessment 1 HR 1

Assessment 1

Task 1

5 Stages of the Life Cycle

Stage 1: Recruitment (From open position to hire): You selected the best candidate for the position and the company.

Stage 2: Expectancy (From hire to start date): You informed and prepared your existing workforce of the new hire’s role, responsibility and background.

Stage 3: Development (From two weeks to six months): You developed your employee’s skills through mentors, training, peer groups and employee feedback.

Stage 4: Work/Life Actualization (18–24 months to disengagement): Your employees have professional development opportunities and work-life balance.

Stage 5: Separation (disengagement through active departure): Your separation practices preserve the knowledge and relationships of the employee so the transition can be navigated seamlessly.



  • Company expansion
  • Lack of staff
  • Need of casual staff for temporary positions
  • 2.

    New employees can fail at an organisation for any number of reasons. Often it will be failures to work well with colleagues or establish good relationships with customers that are the biggest issues, and this tends to be linked to things like a poor attitude or inability to produce the expected standard of work on deadline.

    One of the biggest direct implications of hiring such an unsuitable candidate is the immediate financial one – the costs of the initial hire, added to the costs of severance and hiring a replacement a few months down the line. These costs can easily run into considerable sums of money, and will rise the longer the employee is left to do a bad job in the role.

    On top of the financial costs, there are also the potential for serious internal disruption and unrest amongst other employees in the company. These employees may be forced to pick up extra work and responsibilities because of the inadequacies of their new colleague, meaning that morale will fall and the company may have to expend further resources rewarding previously contented staff and keeping them from jumping ship.

    Finally there is reputational damage. This is something that should not be underestimated, because any employee, even if they only occupy a role for a few months, is a representative of their company, and as such any negative characteristics of theirs will reflect back onto their employers.


    Writing job descriptions is an important step in planning your staffing programs. They form the foundation for many important processes such as job postings, recruitment, selection, setting expectations, compensation, training and performance management. Job descriptions should give a brief overview of the role, how it relates to your company vision, a list of key responsibilities, requirements and qualifications.


    Staff induction activities are designed to provide new-starters with the information they need, as well as getting them up to speed on how the organisation works. Induction processes are vital to ensuring that new staff are productive as quickly as possible, and should play a key role in knowledge management initiatives. Despite this, most organisations have inadequate or ad-hoc staff induction processes, with many relying solely on staff just ‘working it out as they go’.



    Assessment 1 HR 1
    Last updated: Sep 2023

    Page 1


    This is because it is like a circle and always goes back around to the beginning. Just like any cycle or circle, once the process reaches the end, the beginning starts.

    Task 2

    Job Description

    Job Title: Administrative Assistant

    Date: 20 July 2015

    Reports to: Manager

    Dept: HR

    Approved by: Employer

    Supervises: None

    Job Summary:

    Administrative assistants perform a range of administrative tasks in an organisation.

    Conditions of Employment:

  • Administrative Assistants work in an office environment.
  • Administrative Assistants usually work a standard work week.
  • Administrative Assistants may be required to work some overtime hours such as attending Board meetings.
  • Duties and Essential/Job Functions:

  • sort and distribute incoming mail to areas and staff within the organisation and dispatch outgoing mail
  • write business letters, reports or office memos using word processing programmes
  • answer telephone enquiries from customers, attend to visitors and assist other staff in the organisation with their enquiries
  • operate a range of office machines such as photocopiers, computers and faxes
  • file papers and documents
  • undertake other duties such as banking, credit control or payroll functions.
  • With experience, and sometimes further training, it is possible to advance to higher positions, such as office administrator, record keeper, front-line manager or legal administrator.

    Administrative assistants may be required to carry out numerous tasks in a small office, or to concentrate on just one or two specific tasks in a larger office.

    Administrative assistants usually work indoors, and may work alone or in a team with other administrative assistants, professional and technical staff, and tradespeople. Experienced administrative assistants may undertake more complex tasks and responsibilities.

    Qualifications and Experience:

  • bachelor degree required
  • 2+ years of hands on administrative support experience
  • proficiency in MS Word, MS Excel and MS Outlook a must
  • knowledge of operating standard office equipment
  • ...

    Assessment 1 HR 1
    Last updated: Sep 2023

    Page 2

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