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BSBHRM506 Manage Recruitment Selection and Induction

In this section, you must describe how privacy and confidentiality will be maintained in all aspect of this policy. You must include:

  • WHY are confidentiality and privacy important to maintain regarding recruitment and selections
  • WHO is accountable for privacy and confidentiality issues
  • What legislation applies
  • WHO is entitled to access what type of information
  • WHAT processes will be used to ensure confidentiality and privacy is maintained.

Selection Methodology

In this section, you must describe and explain the issues and the processes that should be considered when selection committees/managers should consider when deciding on appropriate selection methodologies.  You should consider issues such as:

  • Are you going to shortlist applications? – if so how are you going to do it?
  • Are you always going to do interviews?
  • If you are going to do interviews, then what sort of interviews are you proposing – will there be more than one interview?
  • When will it be appropriate to do work/skill tests?
  • Will you use assessment centres
  • Are you going to outsource part or all of the process?

Note: this is not an exhaustive list – but you do need to think about for your organisation what is most appropriate).  

Selection Panel

In this section, you must describe and explain the issues and the processes regarding the use of selection panels in your organisation.  You must consider issues such as:

  • Composition of the selection panel
  • Responsibilities  of the panel and of its members
  • How are the panel members going to be trained to fulfil their responsibilities?

Note: this is not an exhaustive list – but you do need to think about for your organisation what is most appropriate).  

Approval to Recruit

In this section, you must describe a full and detailed procedure for the 1st step of the recruitment process which is obtaining approval to recruit.  

You need to provide detailed and specific step by step procedures.  You will need to consider the following for each part of the procedure:

  • WHAT is the action that will occur
  • WHO is responsible
  • WHO will be participating
  • WHEN will the action/step be occurring
  • WHAT type of information will be collected at each stage of the process
  • HOW will the information from each part of the procedure be stored

Creating the job description

In this section, you must describe a full and detailed procedure which will be implemented each time a vacancy arises and there will either be a need to create a new job description or revise an old one

You need to provide detailed and specific step by step procedures.  You will need to consider the following for each part of the procedure:

  • WHAT is the action that will occur
  • WHO is responsible
  • WHO will be participating
  • WHEN will the action/step be occurring
  • WHAT type of information will be collected at each stage of the process
  • HOW will the information from each part of the procedure be stored

Advertising the vacancy

In this section, you must develop a full and detailed procedure which describes how job vacancies will be advertised.

You will need to consider the following issues:

  • internal advertising,
  • external advertising
  • you should discuss advertising the options available for advertising on the internet, e.g. use of social media, job ad websites, etc.

You need to provide detailed and specific step by step procedures.  You will need to consider the following for each part of the procedure:

  • WHAT is the action that will occur
  • WHO is responsible
  • WHO will be participating
  • WHEN will the action/step be occurring
  • WHAT type of information will be collected at each stage of the process
  • HOW will the information from each part of the procedure be stored

Referee Reports

In this section, you must develop a full and detailed procedure which describes how referee reports will be utilised throughout the selection process.

Your procedure should summarise all steps from:

  • why do you get the reports
  • who you will be getting referee reports for
  • who is responsible for getting the referee reports
  • what sort of referee reports are you going to get (verbal/written)
  • what do you do with them once you have them

You need to provide detailed and specific step by step procedures.  You will need to consider the following for each part of the procedure:

  • WHAT is the action that will occur
  • WHO is responsible
  • WHO will be participating
  • WHEN will the action/step be occurring
  • WHAT type of information will be collected at each stage of the process
  • HOW will the information from each part of the procedure be stored

Approval of Selection Panel Decision

In this section, you must describe a full and detailed procedure for the processes that will be used to confirm the decision of the selection panel officially.

You need to consider the following issues in your procedure:

  • Does a formal report get written?  If so who write the report? – what type of information should be included in this report?
  • What happens if the Selection Panel cannot agree on who should get the job?
  • Who approves the selection panel report?

You need to provide detailed and specific step by step procedures.  You will need to consider the following for each part of the procedure:

  • WHO is responsible
  • WHO will be participating
  • WHEN will the action/step be occurring
  • WHAT type of information will be collected
  • WHERE will the information from each part of the procedure be stored

Police/Medical Checks

In this section, you must describe whether or not your organisation is going to require police checks or medical checks before the successful applicant can be appointed.

You need to consider the following issues in your procedure:

  • Are you going to request a police check?  If so, why is this important for your organisation, e.g. because they are going to be working with children or working with sensitive information etc.
  • If you are going to do a police check – who organises this?  Who pays?  How will you do it?
  • Are you going to request a medical check?  If so, why is this important for your organisation?
  • If you are going to do a medical check – who organises this?  Who pays?  How will you do it?

You need to provide detailed and specific step by step procedures.  You will need to consider the following for each part of the procedure:

  • WHO is responsible
  • WHO will be participating
  • WHEN will the action/step be occurring
  • WHAT type of information will be collected
  • WHERE will the information from each part of the procedure be store

Notification to the Successful Applicant and the appointment process

In this section, you must describe a full and detailed procedure for the HOW and WHEN the successful applicant will be notified and provided with feedback.  You also need to cover how the official appointment to the position is made.

You need to consider the following issues in your procedure:

  • Who is going to notify the successful applicants?
  • When will this happen?
  • How will this happen?
  • Are you going to offer them feedback?
  • After you have notified them – who, how and when will the ‘official’ appointment be made – NOTE  you should refer the Advice to Successful Applicant letter you develop in Appendix 2

You need to provide detailed and specific step by step procedures.  You will need to consider the following for each part of the procedure:

  • WHO is responsible
  • WHO will be participating
  • WHEN will the action/step be occurring
  • WHAT type of information will be collected
  • WHERE will the information from each part of the procedure be stored

Notification to Unsuccessful Applicants

In this section, you must describe a full and detailed procedure for the HOW and WHEN unsuccessful applicants will be notified and provided with feedback

You need to consider the following issues in your procedure:

  • Are there various points in the process when notification occurs, e.g. after shortlisting, after, interviews, at the end?
  • Who is going to notify the unsuccessful applicants?
  • Are you going to offer them feedback

You need to provide detailed and specific step by step procedures.  You will need to consider the following for each part of the procedure:

  • WHO is responsible
  • WHO will be participating
  • WHEN will the action/step be occurring
  • WHAT type of information will be collected
  • WHERE will the information from each part of the procedure be stored

Grievance or Complaints Process

In this section, you must describe a full and detailed procedure for the management of grievances or complaints for employees who are not happy with how the recruitment and selection process has been implemented, e.g. they may be unhappy with the performance rating they have been given or how any of the procedures have been applied to them.  Please note, this is NOT a general grievance procedure – it must be SPECIFIC for recruitment and selections

You need to provide detailed and specific step by step procedures.  You will need to consider the following for each part of the procedure:

  • WHO is responsible
  • WHO will be participating
  • WHEN will the action/step be occurring
  • WHAT type of information will be collected
  • WHERE will the information from each part of the procedure be stored

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