Bsbhrm506 | Leadership And Management Assessment Answer

Training manager 

Finance manager

Listing consultant specialists

Hunter et al. (2014) stated that in order to survive it is necessary to consult specialists so that the effective professional development can take place. The consultant service that VTI Group needs to obtain is of the HR department. The matters related to the HR process can be consulted with the HR Department so that effective guidance can be obtained. For example, to ensure that VTI Group recruit talented employees in the organisation, the HR department can set up proper questions that can be asked in the interview. This is important as the skills of the employees can be analysed based on the questions.

Advertising jobs

Two other colleagues can be provided with the job opportunities that are provided by VTI Group. To do so it is necessary that the job advertisements focus on the position and the talent required for conducting the job. The advertisements need to focus on the time and resource needed along with the vacancies that are to be fulfilled.

Job position: Marketing manager

Job description: Analyse the market and report possible demand and supply

Talk with the customers

Maintain track of the shifting changes in the market

Qualification needed: Graduate or diploma degree in marketing from a reputed university

Preferred candidates: Candidates residing in Australia and having an experience of 1 year in the marketing managing department

Fresher candidates are also preferred

Identifying form of training to be provided

To develop a candidate in an effective and efficient manner it is necessary that training is provided to them so that they can learn about the policies of the company. As observed by Rudolph, Toomey and Baltes (2017) training provided to the employees can be either on-the job training or off-the job training. In the case of the VTI Group, the new candidates can be provided with an off-the job, classroom training so that they can develop itself in the company. This training process requires minimum cost and candidates can be provided with a fixed agenda that they need to complete every day. Therefore, VMI Group can ensure that an effective development of the candidates is done so that they can add value to the organisation in a positive manner.

Developing 10 questions for each candidate

Question 1: What is the reason behind applying for the job?

Question 2: Do you have any prior job experience?

Question 3: What is the reason for leaving the last job?

Question 4: During marketing survey, what steps do you want to follow?

Question 5: How will you ensue that daily monitoring of the movements and performance of the employees are conducted?

Question 6: Do you think you can provide training to employees that always maintain a negative attitude? How can you do so?

Question 7: How will you keep a record of all the financial transactions that take place in the organisation?

Question 8: In the case of financial crisis, what steps you will follow to ensure that VTI Group does not spend more amount than required?

Question 9: How will you monitor the training process and ensure that the employees are provided with the appropriate guidance?

Question 10: How will you handle customer grievances?

Developing 5 questions for reference check

Question 1: How well do you know the candidate? (Name to be provided)

Question 2: Can you tell me about some of his/her habits?

Question 3: How will he/she react to situations that demand quick thinking and emergency handling?

Question 4: How will he/she take up a responsible position if provided?

Question 5: Can you provide me with instances that highlight some of his/her good and bad behaviours?

Developing template for an unsuccessful letter

Dear (name of the candidate),

Subject: Rejection letter

Thank you for taking time for appearing to provide the interview for the position (mention position name)

We regret to inform you that VIT Group is not interested to pursue your candidacy in the matter of the respected position. Despite the fact that your talents are impressive, the selection process in the organisation was competitive and candidates more talented than you have been give the opportunity to move forward in the next round. The qualifications and requirement of the other candidates are required presently. We thank you for your interest in the organisation and hope that you attain success in the future in your respective field.

Regards

(Name)

(Title)

Developing template for a successful letter

Dear (name of the candidate),

Subject: Contract of employment

We are pleased to inform you that you have been appointed in the role of (mention position name) in UTI Group. We have that you will enjoy your time at the company and help the company to achieve its goals and objectives. Your employment will commence from (provide date). You will be reporting at our (name of branch) and your immediate supervisor will be (name).

Your job role and responsibility will be provided to you in a separately while the induction process will take place. You are expected to follow the rules and policies of the company and enrich the success of the company by your talents. For the job position, you will be paid a remuneration of (insert sum). The sum of money will be directly deposited in your bank on the (date) of every month.

We would like to take this opportunity to welcome you in UTI Group and wish you a long and successful career with us.

Regards

(Name)

(Title)

Developing staff induction policy

The staff induction policy needs to be clear and consist of rules and instruction that the induction officer need to follow (Dandaro, Silva and Carvalho 2017). The staff induction policy of VTI Group needs to be systematic so that the newly appointed candidates are not provided with excess information on one day. Relevant paperwork need to be provided to the candidates such as bank details, employee details and other relevant qualifications. A brief history about the organisation needs to be provided along with the policies. Introduction with the senior members of the organisations need to be done so that the junior candidates can get required guidance from them. Other relevant details such as details about emergency equipments and the manner in which it can be used can be provided to the candidates.

Developing staff induction orientation check list

Task YES No

Desk phone arranged and set up

Computer arranged and set up

Login and email account set up

Building access keys cut and registered with new employee

Greeted by supervisor

Tour of premises and keys provided

Instruction on entry and exit, including lights, alarm system and parking

Use of equipment

Location of policies, procedures, and explanation of organisational structure

Emergency contact numbers supplied

Occupational Health and Safety (OH&S) Induction

Employment Contract

Position Description

Code of Conduct

Employee Contact Details Form

Employee Bank Account Details Form

Performance and development review process explained

Attendance, leave and holidays explained

Benefits explained

Pay periods explained

Payroll deductions and salary sacrifice options explained

Legal obligations discussed

Meeting with CEO

Meeting with staff to discuss current projects/programs

Clarify position role and responsibilities

Table 1: Checklist

(Source: Created by author)

Obtaining feedback about induction

Feedback obtained from the candidates mainly focus on the induction process that has been provided to them. The feedback need to consist of questions that are related to the checklist and the manner in which it can be used for properly conducting the induction process. In the feedback process, two candidates were asked to provide their opinion about the induction process and the manner in which they have been aided by the process. The feedback were both positive meaning that the induction process of UTI Group is effective for ensuring that new candidates are treated properly in the organisation.

Refining induction policies

After the analysis of the induction policy that has been provide to the staffs by UTI Group, it can be said that despite its high praise, certain processes can be improved so that the staffs can be dealt with a proper manner. The process need to consist of a questionnaire session wherein the junior candidates can ask questions to the senior candidates about the processes in the organisation. This can help in increasing the interaction between the two parties and provide with an opportunity to understand the policies in a more detailed manner. An ice breaker session can be conducted each day so that the new employees get to communicate with one another by knowing about each person in modes that involve games. At the same time, the duration of the induction process can be shortened so that the talented employees can be allowed to use their skills for the development of UTI Group.

Task-2

Developing report on HR related technologies

According to Jasanoff (2016), technology plays a crucial role in the modern world particularly in organisations. The use of social media can help in improving the recruitment, selection and induction methods in VTI Group as the company can get detailed and authentic information about a person through social media. Thereby, three-advanced software available for recruitment and selection includes AI & automation, Applicant tracking system and Recruitment CRMs.

Software	Advantage	Limitation
AI & automation	Uses artificial intelligence to hire people	Cannot be relied to hire suitable talents
Applicant tracking system	Covers a wide range of candidates all over the world	Cannot filter the exact requirement of the organisations
Recruitment CRMs	Helps in attracting and nurturing candidates	Does not provide time for the candidates to remain loyal

Table 2: Advantage and limitation of the software

(Source: Created by author)

Bibliography

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Chaneta, I., 2014. Recruitment and selection. International Journal of Management, IT and Engineering, 4(2), p.289.

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Rudolph, C.W., Toomey, E.C. and Baltes, B.B., 2017. Considering age diversity in recruitment and selection: An expanded work lifespan view of age management. In The Palgrave Handbook of Age Diversity and Work (pp. 607-638). Palgrave Macmillan, London.

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