30 Apr HOW LONG WOULD AN APPOINTED PERSON BE GENERALLY EXPECTED TO STAY?
Human Resuorce Management
Report Ass Guide: Recruitment and Selection Report and Participation
Report on Recruitment and Selection plan
Imagine you are an HR consultant working with a client, OR you could be a line manager who is frustrated by past recruitment and selection failures in your organisation. Your task is to develop a recruitment plan that demonstrates your understanding of strategic recruitment and selection issues within a business context. This task is not to recruit for a particular vacancy that currently exists, but rather you are to develop a start-to-finish plan for the recruitment and selection process that you recommend be implemented. You may choose a role that is either:
1.A high volume role or position with large numbers of applicants and large numbers of people in that role within the one organisation. Examples include supermarket checkout operators, call centre workers or retail assistants. Your assignment on one of these roles would be likely to emphasise the assessment process, OR
2.A low volume, rare or specialised role or position, high value to the organisation, with few qualified potential applicants. Examples include the Vice Chancellor for a metropolitan university, Chief Information Officer for the NDIS (National Disability Insurance Scheme), CEO of a major childrens hospital charity, producer for a new reality TV show, or perhaps a master chef with international reputation for a five star city hotel. Your assignment on one of these roles would be likely to emphasise the recruitment process.
You are to invent a fictitious organisation and invent the role. You may base your creation on something you have experienced, read or heard about. Your recruitment plan is to include:
1.Context: Description of your fictitious organisation and the business unit in which your role resides. Who is the manager and what level of insight does the manager have in the role? What is the frequency of vacancies for these roles? How long would an appointed person be generally expected to stay? What is the likely turnover for this role? (Approx. 100 words, not assessed)
2.Job description: A job description that results from your job analysis. This needs to be tailored to your organisation, not simply copied from the internet. (Provide as Attachment #1. Word count as required.)
3.Selection Criteria: Analyse your job description and select six to eight key or essential criteria that you will use to make your selection decisions for the role. Then add another two to four desirable criteria in case you have more applicants than anticipated and need to make further discrimination between good applicants.
4.Recruitment strategy and advertising/recruitment plan and budget: The recruitment strategy for the organisation. What is the overall recruitment strategy for this organisation? How many applicants do you expect to have for each vacancy for this role? Where will you advertise or otherwise promote the role? For how long? What other forms of recruitment might you use? Include an estimate of itemised costs (Up to 300 words.)
5.Draft Recruitment Advertisement: Write a draft of the advertisement that will be used to attract applicants. (Approx. 150 words)
6.A decision-making selection matrix: Insert the essential and desired selection criteria into the selection matrix then determine the assessment method/s you will use for each. Write the assessment method in the selection matrix. Briefly describe each assessment. (Use Selection Decision Making Template provided as Attachment #2.)
7.Decision making strategy and criteria: What selection process will you use? Multiple regression, multiple cutoffs, multiple hurdles or some combination? Why? (Up to 100 words.) Describe the decision making criteria and your method of deciding who will be first offered this role, who and how a second offer will be made if the first offer is declined, and so on. What is your plan if no candidates meet your criteria? (Up to 100 words.)
8.Psychometric assessment: Include at least one psychometric assessment in your selection matrix. Provide the following detail on the psychometric assessment/s you have chosen: Price/cost, timing, administration method you recommend, source and (if appropriate for your role) the minimum acceptable (cutoff) level. Include a justification for this recommendation. (Up to 200 words)
9.Interview plan: Who will conduct what interview/s? Provide three to five interview questions for the interviewers that will help them to discriminate between candidates. Provide sample responses with scoring key for two of those interview questions. (Word count as required.)
10.Reference check plan: What is your plan for reference checking? Who will conduct the reference check? At what stage in the selection process will a reference check be conducted? How will the check be conducted? What aspects will be checked? What will be asked and/or recorded? Please supply a template for the reference checker. (Provide as Attachment #3. Word count as required.)
Note that you are not required to consider the remuneration, compensation or potential industrial relations implications of this role. Many students will not have studied these issues yet.
Length and presentation: The maximum report length is 1500 words, excluding references. All parts of your project should be included in the one document, clearly labelled by section number. Include the word count at the end of report. Presentation style should be as a professional report that could be provided to a client.
Due: The review is to be submitted electronically through Turnitin by midnight on the Friday of Week 10 but may be submitted earlier. Because all the information you require is available from the first day of this unit, it is highly unlikely that an extension will be granted to any student for this assignment. Students are strongly advised to commence work on this assignment early in the semester
Turnitin: Essays will be marked electronically. Students must submit an electronic copy of the essay to the universitys plagiarism checking software, Turnitin. Title your document with your surname and student number, e.g., Smith20062007. Turnitin can be found on the subjects iLearn website under “Assignments”. Note: In the submitted copy to Turnitin, please DO include your references. Turnitin currently accepts MS Word(xxx.doc) format. (i.e. not PDF, PowerPoint, etc). For more information see: http://www.turnitin.com/static/training.html and Student Quickstart Guide and http://www.turnitin.com/resources/documentation/turnitin/training/tii_student_qs.pdf. Turnitin will check your assignment against over a billion internet articles, academic articles and previously submitted assignments in order to identify cases which should be checked for plagiarism. Note that the penalties for plagiarism can be severe and a case of plagiarism which is detected by other means will still be brought, even if the Turnitin program fails to detect it. You must ensure that you submit only your own work, with all sources properly acknowledged.
Writing style: The report should be written in business narrative style, as though to an HR or line manager. The report will be evaluated for discriminatory language, clarity of expression and overall presentation including grammar, spelling and punctuation. Do not use casual language (or bracketed comments).
Feedback, marking criteria: Marks and feedback will be given online on the marking criteria:
1. Relevance of your responses as they relate to the particular job you have selected
2. Coherence of the plan, i.e, the degree to which you have recommended consistent standards of recruitment and selection.
3. Discrimination and distinction. The degree to which your plan has made recommendations for THIS job as distinct from ANOTHER job.
3. Writing clarity and grammar
4. Tertiary standard: Is there a high standard of research, analysis and writing?
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