human resource management

QUESTION 1: DEVELOPING EQUITABLE PLANS AND PROCESSES (Topic 1: Developing Equitable Plans and Processes)

1.1 Participate in the development of one of the following equity related policies/plans for your organisation:
? Recruitment process
? Selection process
? Employment equity process
? Skills development/training process
? Performance appraisal process

Attach the following evidence to prove that you have consulted widely and communicated with the relevant stakeholders in developing the policy. Submit evidence of :

a. The copies of the sources of information that you consulted when you were developing the policy, i.e. legislation, sector specific codes, organisational documents/processes etc.
b. The draft policy that you developed
c. Evidence of having communicated your first draft of your policy to the relevant stakeholders requesting their input into this document, i.e. this could be in the form of an email, letter, memo etc
d. Having received feedback regarding the draft policy from your stakeholders and their suggested inputs, i.e. this could be in the form of an email, letter, memo etc.

1.2) Develop a plan to communicate, implement and monitor the newly developed policy within your organisation. You may use the template provided below to assist you in submitting the evidence.
Implementation Plan (template):
Policy When created Steps for implementation When to be reviewed Stakeholders to be involved in review
Who will make necessary adjustments

? Your plan includes activities on how you intend to monitor the implementation of the policy in the organisation.
? Your plan includes activities that will allow for effective two way communication and feedback from your stakeholders on the effectiveness of the new policy and

1.3) Evaluate the process that you followed to develop, communicate, implement and monitor the policy. What were the strengths and weaknesses in your process?
? How would you do things differently next time?

QUESTION 2: MANAGING INDIVIDUAL AND TEAM PERFORMANCE (Topic 2: Managing Individual and Team Performance)

2.1) Identify an entry-level position in your organisation (e.g. receptionist/ administrator) for which you have to set performance goals. Draft four (4) performance goals for this position. Ensure that the goals are measurable, clear, achievable and specific.
a) Explain how you will measure each performance goal in a quantifiable manner. You may consider discussing time, quantity, quality, cost and/or risk for each goal.
2.2) Share these goals with the person in that position and his/her manager. Obtain written proof that both parties agree with the performance goals drafted, i.e. a signed document or formal contract.
a) In your own words, explain the link between these performance goals and the performance contract, and how it serves as a source document for performance.
2.3) Assess the performance of this staff member against the performance goals developed in 2.1. Submit the completed performance evaluation document as evidence.
a) In your own words, explain the performance evaluation technique you used to assess your staff members performance and why this technique is appropriate.
2.4) Write a feedback report that will be used during your feedback session with this person. Submit a copy of the feedback report focusing on the staff member’s strengths and weaknesses in terms of their performance goals. Check that the manner in which you give feedback to the employee in your report is honest, tactful and respectful towards the employee.

2.5) Based on your evaluation of the employee in Q2.3, you need to identify areas for development to address the employees skills gaps. Formulate a development plan for that person using the following template.
Development Plan
Performance Goal
Competency to be developed to achieve performance goals
Progress since last session
Date by when this competency must be developed
Resources and support mechanisms needed to achieve the competency and performance goal
2.6) Explain how you will get the employee’s agreement on the above development plan?
2.7) Explain how the performance goals you set in 2.1 are in line with organisational/ industry practices and values.

Human Resource Management

Order Description

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 children’s 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 university’s plagiarism checking software, Turnitin. Title your document with your surname and student number, e.g., Smith20062007. Turnitin can be found on the subject’s 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? Also,the document uploaded in the additional files must be included in the report.

Suggestions:

– The report talks about 5 locations in America in one part but then talks about the roles being located in London which confused me.
– In one part the report refers to the need for a diploma in customer service or something and then it later says an IT degree is required. This also confused me.
– There is no attachment for a job description and the reference check details and job description have been inserted in the text rather than attached as suggested. No decision matrix has been attached. This is inconsistent with the suggestions in the assessment guidelines.
– There seems to be quite a bit of difference between the areas on Education and experience and selection criteria and I would have thought these would have been similar if not the same or at least in two groups essential selection criteria and desireable selection criteria. I wasn’t sure how this all worked and might have misunderstood how you had prepared this. You may want to make it clearer or more standardised.
– There are 5 interview questions but only two are answered and these are answered by a retail assistant which doesn’t fit with the call centre job. It wasn’t clear to me if the call centre was for sales or for technical support or if it was a retail assistant role or something else.
– You need to specify at least one psychometric assessment test for the roles as per the assessment guidelines.
– There are quite a few spelling and grammar errors and I’d suggest including a couple of further useful references and not general internet site ones.

Human Resource Management

Order Description

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 children’s 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 university’s plagiarism checking software, Turnitin. Title your document with your surname and student number, e.g., Smith20062007. Turnitin can be found on the subject’s 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? Also,the document uploaded in the additional files must be included in the report.

Suggestions:

– The report talks about 5 locations in America in one part but then talks about the roles being located in London which confused me.
– In one part the report refers to the need for a diploma in customer service or something and then it later says an IT degree is required. This also confused me.
– There is no attachment for a job description and the reference check details and job description have been inserted in the text rather than attached as suggested. No decision matrix has been attached. This is inconsistent with the suggestions in the assessment guidelines.
– There seems to be quite a bit of difference between the areas on Education and experience and selection criteria and I would have thought these would have been similar if not the same or at least in two groups essential selection criteria and desireable selection criteria. I wasn’t sure how this all worked and might have misunderstood how you had prepared this. You may want to make it clearer or more standardised.
– There are 5 interview questions but only two are answered and these are answered by a retail assistant which doesn’t fit with the call centre job. It wasn’t clear to me if the call centre was for sales or for technical support or if it was a retail assistant role or something else.
– You need to specify at least one psychometric assessment test for the roles as per the assessment guidelines.
– There are quite a few spelling and grammar errors and I’d suggest including a couple of further useful references and not general internet site ones.