PART A
Q1. What sources of information could you use when analysing recruiting plans and identifying relevant policies and objectives at your organisation? The human resources management plan is to meet each gap so that requirements can be formulated. As well as human resource activities you should plan to incorporate organisational budgetary and logistical activities.
Breaking the plan into the areas of human resources, staff development, finance/budgets and logistics will assist in ensuring that your strategies are viable and within the organisation’s restraints.

Q2. When developing your recruitment, selection and induction policies and procedures what are some of the legislative requirements you need to consider?
You need to be aware of legislative requirements such as the anti-discrimination act, privacy act, diversity policies and the equity act. Measures will need to be put in place to ensure that state and federal laws are complied with.

Q3. Describe the advantages and disadvantages of outsourcing recruitment and selection.
Advantages – Saves time­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­­ Don’t have to worry about sorting any paperwork

Disadvantages – Cost a lot of money Don’t really get a say in the way they advertise You don’t get to choose who your new employee/s is/are.

Q4. List and explain some of the technology options you might utilise to improve the recruitment and selection process.
Internet-based recruitment – using your website, job searches on websites, social networking and blogs posting constantly reminding people of the job and recruitment agencies websites.

Radio ads – people are constantly driving to and from things, this way it’s being drummed into a possible employee about it.

Television ads – people love watching television, so what better way to advertise. You have the audience’s attention.

Q5. When amending or developing processes it is necessary to ensure that senior managers are aware of changes. What methods are available to you to engage senior managers in the recruiting process? What approach could you use to obtain their support?
Regardless of the type of brief there are some common rules that you will need to follow.
Keep it simple and succinct. Stick to the facts. Irrelevant information clouds the issues.
Keep it non-technical. Use terms that most people understand. Don’t use jargon or quote equipment specifications unless it’s necessary.

Q6. When trialling forms and documents what steps would you employ to ensure the documentation created meets organisational needs? It is wise to trial the forms, have relevant people review the forms and suggest any adjustments. When developing the forms, use your experience, logic, and common sense. Seek advice from of managers and colleagues. Use your networks and find out how other HR people organise recruitment, selection and induction information.

Q7. What methods would you use to ensure that policies and procedures were effectively communicated to staff? What methods would you employ to make certain the staff is provided with the required training? Communicating the information might be undertaken in a whole staff meeting, in departmental meetings, through the organisations intranet or in the organisations newsletter. Any print-based method should be supplemented with