What is the name of the organisation?

What does the organisation do?

What are the objectives of the organisation?

Describe your role and responsibilities

The objectives of Grow Management Consultant are given below:

1. To be accountable and profitable, high-performing and well-led

2. To establish services for meeting the aspirations and needs of consumers

3. To continue developing deeper relationships with consumers

4. To develop, engage and attract the best and most effective staff

The roles and responsibilities are given below:

1. Taking the main role in the implementation and development of general solutions and strategies for HR

2. Implementing, designing and identifying general strategies of HR

3. Providing training and support for new procedures and policies (Elbe & Peters, 2016).

This policy mainly describes the procedures and policy of onboarding and recruitment that are utilized at Grow Management Consultants. This policy mainly applies to entire staff members at Grow Management Consultants.

This policy makes sure that the given requirements of the legislation are met:

1. Sex Discrimination Act 1984

2. Disability Discrimination Act 1992

3. Racial Discrimination Act 1975

4. Age Discrimination Act 2004

5. Work Safety and Health Act 2011

6. Fair Work Act 2009

The objective of this policy is to make sure that processes of onboarding and recruitment are reflective of the values, and objectives of the company (Elbe & Peters, 2016).

Summarise the research done for each technology and include three different technologies in your answer

Attach proof of your research to this section of the portfolio.

1. Developing an open request – This is the initial step in the process of recruitment that involves mainly identifying the vacancy as per compensation, type and responsibilities. This also includes the description of the job based on the skills, experience and knowledge for the job. Software that mainly conducts a particular analysis of sentiments on descriptions of jobs could recognise potentially prejudiced language and recommend alternatives.

2. Sourcing and attracting candidates – It includes sourcing and attracting candidates utilizing strategies like referrals, communities of talent etc. Software of recruitment that utilizes algorithms for scraping online portfolios and profiles of candidates could help in sourcing inactive candidates.

3. Shortlisting and screening candidates – In this step, whether applicants are qualified for the role is based on their experience or education. Intelligent screening mainly evaluates the present database of resumes for learning which applicants moved on for becoming unsuccessful and successful employees as per the rates of turnover, tenure and performance (Llewellyn, 2017).

Identify who needs to support the new policy and procedures?

Describe how you will consult with each stakeholder and gather their support.

The consultation with stakeholders aims to mainly develop relationships based on benefits and mutual trust. Understanding and listening to feedback and views from relevant stakeholders could assist in improving and shaping the entire operations of the business.

So, stakeholders will be consulted and their support will be gathered by the following points:

1. Firstly the stakeholders will be identified and communications will be planned according to that

2. Then an email will be written to stakeholders

3. Presentation will be made that will be presented to the stakeholders

4. Summary reports will be tailored to the key stakeholders (Davila & Pina-Ramirez, 2018).

Provide an outline of a recommended human resources policy and procedures (include all steps of the recruitment process) and supporting forms/documents required based on your research and the organisational needs.

1. Identifying the needs of hiring – The process of recruitment must begin with recognizing the vacancies that are presently followed by evaluating the specifications of the job including the experience, skills and knowledge for the particular role.

2. Preparing the description of the job – It is the tool for ensuring that HR gets all applications from potential candidates. The description of the job should include job title, responsibilities & job, skills & qualifications, location and benefits, perks and compensation.

3. Search for talent – Identifying the potential and correct talent, and motivating and attracting them for applying are the most essential factors in the process of recruitment.

4. Shortlisting & Screening – For moving ahead with the process of recruitment, HR needs to shortlist and screen applicants accurately and effectively.

5. Interviewing – The shortlisted candidates will move ahead through the process of the interview before getting the offer or rejection letter.

6. Induction and introduction of the new worker – In this process, once the candidate is selected for the job, they are introduced to the organization and start getting to know the working procedures of the organization.

The supporting documents are given below:

1. Rules and regulations of the organization

2. Policies and procedures of the organization (Davila & Pina-Ramirez, 2018).

Summarise relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction and that need to be addressed within the policy and procedure.

1. Sex Discrimination Act 1984

2. Disability Discrimination Act 1992

3. Racial Discrimination Act 1975

4. Age Discrimination Act 2004

5. Work Safety and Health Act 2011

6. Fair Work Act 2009 (Llewellyn, 2017).

1 candidates should have a degree of accounting or minimum diploma.

2 Excel of software packages and ad

3 Advance in MS office.

4 Excellent verbal and written communication

The skills which present in case study is quite good. These qualifications and skills are appropriate to the Job.

1 Drake Melbourne Recruitment Agency

2 A.I.R Recruitment agency stands for Attract, Integrate and Retain.

These two agency have potential to recruit talented and skilful employee. For recruiting the accounting officer company provides the qualifications to the recruitment agency which the company is looking for.  The company is provide the following details-

1 The candidate should have accounting degree of minimum 3 years with certificate.

2 Has a knowledge of M S Excel, word, PowerPoint,

3 Has excellent communication skill as well as written skills

3 Has able to meet the deadlines.

While the HRM is looking for the best recruitment agency they keep in mind the following things-

1 The team members of the agency have knowledge and skills in finding appropriate candidates.

2 The charges of the agency is within the budget.

1.     Get ready for the job discussion: To take a successful job discussion they prepare a rough plan and make themselves ready for the discussion or meeting.

2.     Prepare a fixed plan, program, or timetable for the job discussion: This is the second phase of the telephone screening where they fix all the schedules and timetables for the meeting.

3.     Initiate and Instigate themselves: During this meeting, they first introduced themselves with this all the information which includes name, schooling, degree or diploma, interest, and skills.

4.     Questions during the telephone screening: Ask different-different types of questions that are relevant to this position the job.

5.     Do they have any questions: This stage includes that after the job meeting every individual should be asked do, they have any questions about the job, organization, or anything.

6.     Conclusion of the job meeting: This is the last stage of the telephone screening where the recruiter concludes all the important information related to the job profile and ends the telephone screening.

The script should include:

●          Introducing yourself, company, and role

●          Advising candidates they have been successful in obtaining an interview

●          Details about the interview process

●          Interview date and time

●          Location of interview

You can make up the details about dates and times as relevant.

When you have developed your script, practice it for use during the roleplay with your assessor.

Human resource manager : Hi

Interviewer: Hello

Human resource manager : before we started meeting regarding job , Can you please introduce yourself

Interviewer: Let’s start this job meeting by introducing myself.

Human resource manager: So, I am the Human Resource Manager of the Grow management Consultancy which was established in 2010 as a single proprietor for many years.

Human resource Manager: So, what are your suggestions for making this company at a higher level .

Interviewer: The first thing I would like to do is to advise and tell you about the advantages of joining Grow Management Consultancy.

Human resource Manager : As We are following ways of taking interviews through telephone screening and face-to-face.

Human resource manager :I know you are using various methods of interview as he interview process is started after the pinning of jobs then the timetable of the interview and then after taking the personal interview we will end the overall operation of hiring.

Interviewer : I accept you offer and terms and conditions . I Understand the timetable which are schedule on daily basis.

Human resource Manager : So , when you are joining The date starts on the 1^st of September 2020 and the application summation date is the 6^th of October 2020 at the head office.

Interviewer : Okay Thank You

(Offer Letter)

Feb 2th

Title: Offer letter

Dear: Ms. Maggie

As a Human Resource Manager of Grow Management Constancy would like to inform you that you have been selected for Accounts Officer on the basis of the kills and qualifications you have. Your interview session was also very impressive. So overall you have appropriate skills and talent as the job require. Your date of joining will be of 3^rd Feb. You work location will be Grow Management Consultants head office, Melbourne, Australia. Your employment will be on Part time basis. The salary you will get 5000$ per month. leaves which you will be entitle to take is

Annual leave- 12 per annum

Personal leave- 6 per annum

Long service leave- 5 per annum

Parental leave- 60 per annum

You will have duty to not disclose the confidential documents of the company. In case you want to leave the company then you must serve the 30 days’ notice period.

If you want to accept this offer you can sign and return its copy with your signature.

Sincerely

Human Resource Manager

Feb 30st June

Dear Mr. Ben James

As a Human Resource Manager of Grow Management Constancy would like to inform you that you have been selected for Accounts Officer on the basis of the kills and qualifications you have. Your communication skills and practical knowledge are very good. So overall you have appropriate skills and talent as the job require.

Joining will be of 3^rd July. You work location will be Grow Management Consultants head office, Melbourne, Australia. Your employment will be on full time basis. The salary you will get 8500$ per month. leaves which you will be entitle to take is

Annual leave- 12 per annum

Personal leave- 6 per annum

Long service leave- 5 per annum

Parental leave- 60 per annum

You will have duty to not disclose the confidential documents of the company. In case you want to leave the company then you must serve the 30 days’ notice period If you want to accept this offer you can sign and return its copy with your

Sincerely

(Human Resource Manager)

Use this to practice for your meeting with them.

tell you about the future policies.

Assume that you have received feedback from staff as documented in Induction Processes Feedback. Use the outcomes of the meeting with Maggie, as well as the Induction Process Feedback in the simulation pack to develop recommendations for improving the induction process.

In addition, conduct research on best practice induction processes.

Recommend changes to the induction section of the Recruitment, Selection, and Induction policy and procedure you developed earlier based on the feedback and research on best practice induction processes.

–       As from the point of view of hirers both Mr. James and Ms. Maggie are the correct workers for the organization. As they are well qualified as per the requirement.

–       Qualification diplomas and degrees are important and they should also focus on checking the criminal history.

–       The other person Mr. Ben is also performing well and he is also VET qualified but lacks some of the skills.

if one look at the changes which needs to be done in the induction process then these are as follows

1 the selection panel, who have responsibility to choose best, needs to be chose the candidate in according with the merit principal.

2 The panel should verify these qualification by their certificates and through their experience letter.

In the Maggie case, she wants a part time job, but the job of accounting officer is not that easy. Their responsivity is very high and they need to present in the company for at least the complete officer hours.

Although Maggie has appropriate experience and talent but her preference of part time job needs to be considered by the selection panel.

The text of the email should be in grammatically correct English and written in a professional, business-like style.

The text should outline the issues, restate timelines and offer further training and ongoing support as required.

Dear Staff member,

I am very happy to let you know about the new workers of our organization Mr. John and Mr. Maggie who is joining us as Accounts Officer.

Mr. John and Ms. Maggie work in the accounts department and both of them are responsible for the issues related to accounts. Mr. Maggie has done his bachelors in accounts where as Mr. John has a diploma in accounts.

All of the staff members should meet both Mr. John and Ms. Maggie and welcome them as the new part of our organization.

Best Regard’s

Human Resource Manager

1 Making plan make proper Program

As in this process the complete information of that vacant places is collected. In this process appropriate meeting with all the department will also conduct in a weekly basis. Appropriate data of potential recruitment will be collected. For this appropriate program is created that guide the HRM on how to plan the overall process.

2 Collecting of information of new resources of advertising

In this process the HRM will collect the information of existing resources as well as the new source of advertisements. Proper help or assistance of consultancy will be taken by the company.

3 Outline the process

After decide the overall channels of advertisements the advertisement will be given. The qualifications and the skills which is require in the account officer is decide after conducting meeting with senior team members. After that the HRM team members will outline the process of the recruitment. In this process they decide how the interview will be conduct after shortlisting of resume.

4 Shortlisting of Resume

In this process the shortlisting of resume is done. For shortlisting the resume appropriate person or team will be appointed who will revalue the resume carefully.

5 Conducting of interview

In this process the interview will be conducted. The interviewer should have appropriate qualifications and skills so that they can appoint the right person on the right place. Appropriate training will be provided to the interviewer, so that he or she will choose the right person on the right place.