Recruit Select and Induction

Recruitment is the process by which a business seeks to hire the right person for a vacancy. (BBC Bitesize).

1 Understand the Impact of both the law and organisational procedures on the process of recruitment and selection

Human Resource managers, and other key personnel, now have full access to the HRIS system. They will spend a quick week in their own training, acclimating themselves with the quirks of the system and becoming comfortable with common tasks. After this week has passed then a full, company wide training will take place, with the goal of accomplishing two tasks. First, to inform employees of the new HRIS system and some of it’s key features. Second, to set expectations among employees of what their responsibility and interaction with the new system will consist of. A brief mention of some of the high level

It is a function of staffing, making sure that the company has the right number of employees with the right knowledge and skills in the right place in the organization. The recruitment department will seek to fill the vacancies within the organization. It will advertise vacancies, screen applicants, perform initial interviews, undertake necessary background checks, extend offers of employment and assist in the onboarding of new employees.

In 1992 Riordan Manufacturing opened its doors to the Human Resources Department. At that time the system, HRIS, was integrated to be cohesive with the financial system. Now, 20 years later, the system has seen better days as it continues to utilize both outdated hardware to run the system and processing methods for the current data associated with the system. Riordan

Where the HR function is large, there would typically be a HR Director within the structure that works with the other top level executives to analyse the organisation in order to determine and plan its staffing needs to achieve the long term goal and strategic aims. It is at this level where other options should be explored to determine the actual need to recruit as there may be other options for the organisation such as job redesign. The area of staffing falls within the HR function where the recruitment and selection of human resources for the organisation is carried out. On selection, Recruitment advisors are involved in developing and administering methods that enable managers to decide lawfully which candidates to select and which to reject for the given jobs.

Provide a detailed description of the HRIS application(s) chosen for the business. What type of HRIS might create a more efficient process for the HR function chosen? This is not a copy/paste of information from a vendor website, but an analysis and business plan to share with your customer. As the owner of your own HR consulting firm, write a 2-4 page paper that includes the following paper headings, which are denoted in all caps.

Criteria - Suitability criteria should be relevant to the job. This ensures that rational decisions based on evidence are made about a candidate’s suitability for the job. Therefore, the approach should be professional, organised and decisions recorded in accordance with legal aspects and equal opportunities as described above.

The main purpose of the GenRays’ HRIS project is to replace the primitive legacy system by centralizing and streamlining Human Resource’s (HR) functions, and improving the current HR processes while facilitating growth and saving money across the organization.

Individual differences- attracting a wide choice of applicants will be of little use unless there is a measuring how people differ, i.e. intelligence, attitudes, social skills, psychological and physical characteristics, experience

On the 12th of September a review was conducted on the Optus home page. The purpose of this website is to provide mobile Phone, broadband internet, home phone & TV entertainment packages to customers. The base or home page URL for this website is www.optus.com.au, this is the page the review has been conducted on. The main language of the website is English

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

Apart from that, HR of Tesco are having recruitment and selection process to avoid the mismatching between person and the job. Tesco attract individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization. HR will select the best candidate from applicant pool that best suit for the job.

Started from 1997, SingTel lost its monopoly and compensated $1.5 billion by Singaporean Government (Borsuk, 2002). In order to increase its market shares, SingTel involved actively in expanding its market in Singapore and also in another country. Thus, SingTel acquired Optus which was one of the leaders of Australia telecommunication industry from Cable & Wireless in 2001. In 2012, it also acquired mobile advertising technology company, Amobee for $ 321 million (Chua,

According to Hussain, Wallace and Cornelius (2006), “recruitment and selection is the process of finding, attracting and hiring or choosing the best-qualified individual from the available applicants to the right job”. The recruitment can be either internal or external, i.e., to either fill a job vacancy from within the existing employees in the company or to hire someone from outside the company. As Microsoft aims at reorganizing the sales team, certain positions are being considered for elimination. Therefore, the HR department of Microsoft would perform job analysis and evaluation in order to see what skills are required for that particular job and then recruit and select the employees. This could also be done by repositioning the existing employees after evaluating their skills and efficiency. Furthermore, the HRM of Microsoft would help the employees to adapt to the changes made to their positions or face elimination in order to “align the workforce with that of the company and to be an excellent contributor to the company” (Edward L. Gubman,