Assessment1-3_Recruitment and selection

$10.00

Category:

Description

Assessment1-3_Recruitment and selection

BSBHRM405

A Support the recruitment, selection & induction of staff

Assessment: 1 – 3

BSBHRM405A Support the recruitment, selection & induction of staff

Assessment: 1

Question 1

In the case of a vacant position, the first Question for an organization is to determine whether

the vacant position really needs to be filled. If the organization is large, such a process will

usually be carried out by a human resources manager in consultation with the managing

director. If small, the Question will usually be done by the managing director or their

nominee.

a. Describe how a human resources manager will assess and determine whether a vacant

position needs to be filled.

Recruitments offer opportunities to business units to hire skilled staff that matches to its initiatives and goals but a proper planning and evaluation of the need for vacant position will lead to a maximum benefit and things that HR manager should access and determine if a vacant position requires or not to be filled should be as following;

  • Is a vacancy necessary? For example, can the job functions or duties be reallocated, modified or eliminated entirely and is this an appropriate action?
  • Are funds available to fill the position? For example, can the company afford this position at the time?
  • Does filling this vacancy impact the duties or classifications of other positions? For example, a job duplication, duties overlapping.
  • Has the necessary approval to fill the position been obtained? For example, Does Managing Director agree with the recruitment?
  • b. Why is it important to clarify recruitment timelines?

    Once HR manager has addressed that the vacant position is required to be filled, clarifying the staffing timelines is very significant because sometime the vacant position requires to be filed immediately, in this case setting a staffing timeframe is very vital. Yet in case that the time is not an overriding factor and HR manager has a significant number of qualified applicants, he or she might want to consider using a multiple-stage comparative analysis process.

    ......

    Assessment1-3_Recruitment and selection
    Last updated: Feb 2024

    Page 1

    ometime the vacant position requires to be filed immediately, in this case setting a staffing timeframe is very vital. Yet in case that the time is not an overriding factor and HR manager has a significant number of qualified applicants, he or she might want to consider using a multiple-stage comparative analysis process.

    Question 2:

    a. Explain what a job analysis is.

    Job analysis is a process to develop the understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection between the tasks and competencies, in order to recruit the right person for the job. It is the foundation for an assessment and selection decisions.

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

  • Duties and Responsibilities require to perform for a job. For example, description of work, function of work, duration of work, frequency of work, etc.
  • Environment of a job which normally refers to Physical Requirements for a job. For example, the job in the chemical factory may contain unpleasant environment condition such as heat, dangerous odor. Physical Requirements such as no heath condition is strongly required to address.
  • Competencies required for a job. For example Knowledge, Skills and Abilities (KSAs).
  • Minimum qualifications required for a ob. For example, experiences, level of education, level of special training, etc.
  • Salary Consideration. For example, what would be the desired hiring range for this job.
  • 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 organization that a human resources

    manager may consult in developing either a job analysis or a job description.

  • Supervisor because supervisor has a specific knowledge for a job and be able to access the applicant competencies and moreover supervisor can examine the compatibility of the applicant with the team.
  • Financial manager because they are the best person who knows about the budget that should be set for the position.
  • Managing Director or Senior Management. The more important of the position, the more managing director or senior executive should participate.
  • Question 4

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

    Both recruitment ad selection process must not breach the legislative established by the federal or state governments. Especially in 3 aspects as following;

  • Equal Opportunity and Anti-Discrimination legislation, In Australia, this legislation continues to be used in a labour market. It indicates that discrimination…
  • ...

    Assessment1-3_Recruitment and selection
    Last updated: Feb 2024

    Page 2

    You've reached the end of your free preview.

    Want to read all pages?