Bsbhrm506 | Leadership And Management Assessment Answers

1. Critically analays the strategic and operational plan.

Answer:

Task-1

Critically analysing strategic and operational plan

Developing policies and procedures

Developing a systematic recruitment, selection and induction process

A systematic recruitment, selection and induction process that VTI Group may follow includes:

• Providing an advertisement in social media or job sites specifying the required position and the job description
• Conducting an initial interview of the candidates based on general profile and theoretical knowledge
• Conducting a second round interview that focuses on the practical application of the problems and situation analysis
• Conducting a final round interview of the sorted candidates and performing a screening process
• Conducting a background check of all candidates before providing them with the job
• During the induction process, it is necessary that the managers talk about the objectives and policies of the company
• The new employees also need to be guided by the experienced employees so that they can feel welcomed in the organisation

Identifying need for recruitment

According to Taylor (2014), recruitment is needed to feel a vacancy in an organisation and to rope in new talents in the organisation. Recruitment is done so that the continuity of the work is maintained and the transparency of an organisation is maintained. In the case of VTI Group, recruitment is necessary in the company so that it can continue to develop its operational as well as strategic management. At the same time, the credibility of the organisation can be maintained by providing opportunities for talented individuals to show case their talents in the company. At the same time, an effective job description can also be provided for recruiting talents.

Performing trails of the forms and making adjustments

Developing Position Description

Finance manager: The position description of the finance manager is to review and monitor the financial reports, prepare activity reports and financial forecasts. The manner in which profitability can be improved is also analysed by the financial manager.

Developing advertisements

Administration manager

Listing consultant specialists

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

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

Fresher candidates are also preferred

Question 2: Do you have any prior job experience?

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

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 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?

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.

Dear (name of the candidate),

Subject: Contract of employment

(Name)

(Title)

Developing staff induction policy

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

Bibliography

Al-Fuqaha, A., Guizani, M., Mohammadi, M., Aledhari, M. and Ayyash, M., 2015. Internet of things: A survey on enabling technologies, protocols, and applications. IEEE Communications Surveys & Tutorials, 17(4), pp.2347-2376.

Brynjolfsson, E. and McAfee, A., 2014. The second machine age: Work, progress, and prosperity in a time of brilliant technologies. WW Norton & Company.

Hunter, S.T., Shortland, N.D., Crayne, M.P. and Ligon, G.S., 2017. Recruitment and selection in violent extremist organizations: Exploring what industrial and organizational psychology might contribute. American Psychologist, 72(3), p.242.

Jasanoff, S., 2016. Technologies of humility: Citizen participation in governing science. In Communicating Biological Sciences (pp. 45-64). Routledge.