You are on page 1of 7

BSBHRM405

Support

the

recruitment,

selection and induction of


staff

DUNQI WANG

Assessment Task 1
Activity 1
1. An organization can identify the needs to make new appoints
by using simplest method i.e the staff table which shows:
(1) Jobs in an organization
(2) Their occupants
(3) Reporting relationship
(4) Lines of authority

2. Organisational needs are not statice. They change over tie.


Different types of staff are needed as the nature of work
changes. It is important to analyse each staff vacancy as it
arises to see whether the needs of the jobe have change,
whether different skills are needed for the job, whether the job
is better split, combined with others, or part time rather than
full time.
Never assume that because last time the job wa filled it demanded
a particular type of person with specific knowledge, skills and
experience that the same type of person will be needed this time.
The industrial or occupational award for your particular industry, or

your particular job will also contain valuable information on the


types of tasks that any employee in that job could be expected to
undertake

3. Usually the time line for the recruitment for temporary


employees is 6-8 months and this will be convey to them on the
very fast stage of recruitment i.e. While making an advertisement

Activity 2
1.
Job description : Manager
Manager : HR
Competencies
1.leadership skills
2.Personal effectiveness
3.Human relations handing skills
4.Professional knowledge of HR
5.Strategic thinking capability
6.Influencing and negotiating skills
7.Interpersonal skills
8.Business/culture awareness
9.Service delivery
10.Communication(oral/written) and presentation
skills
1. Sales ability
2. Persuasion skills
3. Persentation skills
4. Negotiation skills
5. Interpersonal relations skills
Knowledge

1.strategic management
2.Workforce planning and Employment
3.Compensation and Benefits
4.Employee and labour relations
Performance standards
1. HR management policy framework and employment
legislation
2. Getting the Right People
3. Managing people and their work
4. Workplace that work
5. Training, Learning and Development
6. HR planning

2.
Item
Job title :
Reports to :
Remuneration:

Description
HR manager
Vice president
80K p.a

* Job purpose
Maintains and enhances the organizations human resources
by planning, implementing, and evaluating employee
relations and human resources policies, program, and
pratices.
* Accountabilities
* Analyses wage and salary reports and data to determine
competitive compensation plan
* Writes directives advising department managers of
Company policy regarding equal employment opportunities
compensation, and employee benefits
* consult leagal counsel that policies comply with fedral and
state law.
* Develops and maintain a human resources system that
meets top management information needs

* Oversees the analysis, maintenance, and communication of


records required by law or local governing bodies, or other
departments in the orgasnization.
* Identifies legal requirements and government reporting
regulations affecting human resources functions and
ensures policies, procedures, and reporting are in
compliance. Studies legislation, arbitration decisions, and
collective bargaining contracts to assess industry trends
* Writes and delivers presentations to corporate officers or
govenment officials regarding human resources policies and
pratices.
* Recruits, interviews, tests, and selects employees to fill
vacant positions.

Qualifications
To perfom this job successfully, an individual must be able to
perform each essential duty satisfactorily. The requirements
listed below are representative of the knowledge, skill,
and/or ability required. Reasonable accommodations maybe
made to enable individuals with disabilities to perform the
essential functions
Experience skills renquires
Bachelors degree from four-year College or university; or
one to two years related experience and/or training; or
equivalent combination of education and experience.
Skill required:
*Language skills
*Mathematical skills
*Reasoning skills
*Anlytical skills
Key working relationships
The work enviroment characteristics decribed here are
representative of those an employee encounters while
performing the essential functions of this job. Reasonable

accommodations may be made to enable individuals with


disabilities to perform the essential functions

3. It is becoming increasingly common in organisations to


find that group performance is more critical than the
sum of the individuals performance. Management as
well as team members need to know what the team
should be achieving, and how they are to relate to one
another. These aspects are especially relevant where
the use of semi-autonomous work teams is a feature of
the work process

Activity 3
1.
There are a number of federal and state laws which
influence what you can lawfully do or say when recruiting
employees.
(1)Discrimination and equal employment opportunity
(2)Applicants residency status and rights to work

2. People in a diverse workforce are marked with having


good communication with clients/customers, based on
deep understanding of the needs of various groups
3. The approval process makes the event of the job
description cycles.
4. No, they are not contravening the legislative
requirement because where gender is a genuine
occpational requirement of the employment, so if they
specify the gender in the advertisement then that is
fine

Activity 4