Assessment 2
Running Head: RECRUITMENT, SELECTION AND INDUCTION OF STAFF 1
RECRUITMENT, SELECTION AND INDUCTION OF STAFF 2
Recruitment, Selection, and Induction of Staff
Name
Institution
Course
Date
Question 1
(a) Stages of involved in the human resource life cycle and the activities in each stage.
Stage 1: Recruitment stage, the human resource activities in these stages are: creating a planned recruitment policy with a detailed understanding of the position that needs to be occupied and the expectation of each employee, creating a competitive and welfares packages reasonable enough to entice the best talent and developing an interviewing procedure suitable for the positions desired to be occupied (Bailey et al. 2018).
Stage 2: Education stage. This stage involves the introduction of the employees to the organization
This stage comprises the following activities: conveying administrative brand and standards, explaining the corporation's ethos, and aligning institutional expectations and performance.
Stage 3: Motivation stage. This stage involves: Keeping new employees engaged, offering appreciation to those who execute their duties appropriately.
Stage 4: Evaluation stage, the human resource activities are: evaluating employee's performance, challenging employees to give constructive feedback during this process, and also offering professional training where applicable.
Stage 5: Celebration stage. This stage allows the HR department to reenergize the employees, appreciate their handwork, and recognize the important milestone they have undertaken. The human resource also deliberates measures to nurture and groom employees so as they can continue to work in the company.
Functions of recruitment, selection, and induction
The primary function of recruitment is to invite the most suitable applicant for the job.
The essence of conducting selection is to pick the best candidate from a pool of applicants who meets the required qualifications.
The main purpose of the induction training new employees on how the company functions and the duties they are supposed to undertake. It further gives the hired employees a sense of belonging.
(b) A company may be required to hire extra employees for the reasons that, the existing employees are overworked when the customer service is suffering, and also when the HR department expects the business to grow in size.
(c) The consequences of failing to undertake a plan for recruitment requirements can result in unproductive recruitment and selection process, and this can lead to the hiring of unsuitable employees. They can upset the confidence and productivity of good employees (Rees, 2017). It can also result in astronomical costs towards the company.
(d) The main significance of developing the job description and recognizing the selection criteria are: to make sure that the organization will employ the most suitable candidate for the job. Through the process, the interviewers can clarify more about the position, that is, the kind of employee they are looking for.
(e) The main importance of integrating and inducting employees is to help the new employee in forming a good rapport with the organization. A good induction training program enables the unified incorporation of the recruit, assisting him in contributing to the organization efficiently; therefore, it assists the corporation as well as the hired employee.
(f) The HR life cycle is a structure of the stages workers go through. Each stage has its encounters and prospects. The first step involves the attraction of potential employees to the company. These are done through employer branding, and it successfully highlights qualities that make the organization a better place to work. The attraction stage is followed by the recruitment step. It involves hiring the right people in the organization, which is very important for the progress and efficiency of any occupational. After the recruitment step, the hired employees are introduced to the organization through learning the job duties and establishing relationships with his or her coworkers, and this represents the third step (Noe et al. 2018). The fourth step is the motivation stage. The organization offers employees an opportunity to reenergize themselves, through recognizing and rewarding the best employees through the evaluation and the celebration stages. Lastly, the cycle ends with the separation stage, where the employees separate themselves from the company. Immediately employees leave the organization, other employees must be recruited, and the cycle begins again.
QUESTION 2
(a)From the scenario, the position of the administrative assistant requires an organized individual to offer assistance in the management and improvement of the corporation's organizational practices
(b) JOB DESCRIPTION
DATE: 27/05/2021
JOB TITLE: Administrative Assistant
DEPT: IT Department
REPORTS TO: Administrative Director
APPROVED BY: Board of Management
JOB SUMMARY: To assist in the management and expansion of the company's overall administrative practices.
REPORTING RELATIONSHIPS: Administrative Director
CONDITIONS OF EMPLOYMENT: At times, the worker will be engaged on weekends or be on call as a regular part of the job. The employee should be ready to travel far and wide.
DUTIES & ESSENTIAL JOB FUNCTIONS: Handle administrative needs and inquiries from high-ranking managers
Establishing and scheduling engagements with administrative software
Scheduling meetings and compelling, comprehensive minutes
OTHER FUNCTIONS AND RESPONSIBILITIES: Sustain communication lists
Book traveling arrangements
Submit and reconcile expense reports
Provide broad support to guests
SELECTION CRITERIA: Capability to work in a group, exceptional time management skills, and the capacity to exhibit a high level of operational group management.
QUALIFICATIONS AND EXPERIENCE:
A bachelor's degree in IT-related field from a recognized institution.
Have a professional certificate in administration
Be familiar with network computer applications.
Must have served in a similar position for at least three (3) years.
A master's degree will be an additional benefit.
REQUIRED: The degree must be from a recognized institution
PREFERRED: Persons drawn from different genders and nationality are encouraged to apply
QUESTION 3
(a) The most suitable channel and equipment to publicize the positions of a company are website, social media and in the dailies
(b) The content of the announcement should be short and precise to attract the most potential applicant and also to help the applicant to be in a position to understand with it ease. It should include the description in the job layout.
(c) The job layout should contain the following: Proper design, Job title, job description, job requirement, Company description and benefits, application procedure, and finally, contact person.
3 (d) JOB ADVERTISEMENT
SOFT-GLOW IT COMPANY
VACANCY ANNOUNCEMENT FOR THE POST OF ADMINISTRATIVE ASSISTANT
JOB SCHEDULE: Full-Time
JOB LOCATION: New York
JOB DESCRIPTION
Soft-glow IT company is looking for a passionate administrative administrator to work in its vibrant and energetic environment.
REPORTING RELATIONSHIP
The assistant administrator will be reporting to the head of the department.
BRIEF DESCRIPTION OF THE ORGANISATION
Soft-glow is an information and technology company established in 1980 to provide superior resolutions to its clients.
QUALIFICATIONS AND EXPERIENCE
A bachelor's degree in IT-related field from a recognized institution.
Have a professional certificate in administration
Be familiar with network computer applications.
Have served in a similar position for at least three (3) years.
A master's degree will be an additional advantage.
OTHER UNUSUAL FEATURES
The employee may be tasked to perform other duties that the management would deem fit and reasonable falling with the department.
HOW TO APPLY
Any person interested in filling the above position should send their application letter together with their resume and all other testimonials to the company's email: softglowhr54@yahoo.com
The application should be addressed to the company's human resource manager and should be received on or before 1st April 2021.
Sea Glow Company is an equal opportunity employer, Minorities/Females/Veterans/Incapacitated persons are encouraged to apply.
References
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource management. Oxford University Press.
Noe, R. A., & Kodwani, A. D. (2018). Employee Training and Development, 7e. McGraw-Hill Education.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An international perspective. Sage.