Human Resource Management - Recruitment, Selection, and Induction Processes For a New Employee - Resume/CV Example

Human Resource Management: Recruitment, Selection and Induction Processes for a New Employee Name Institution Course Tutor Date Human Resource Management: Recruitment, Selection and Induction Processes for a New Employee Assessment Task 1: Recruiting a New Employee Part A: Job Description Position Summary Position Title: Senior Accountant Reports to: Accounting Manager, Wise Pty Ltd. Wise Pty Ltd is seeking to recruit a qualified and competent candidate to fill the Senior Accountant position. The Senior Accountant will ensure the integrity of accounting information by recording, compiling, analysing, and verifying the transaction entries in the company. Key Duties: Compiles and analyses accounting information of the company, and prepares and records the company’s assets, liabilities, revenues, and expenses entries. Verifies, allocates, posts, and reconciles transactions to maintain and balance subsidiary accounts. Transfers subsidiary accounts, prepares a trial balance, and reconciles entries to maintain the company’s general ledger. Makes financial status summaries. Completes external audits and provides relevant information to auditors. Initiates computer processing, prints checks, verifies finished products, and produces payroll. Secures the company’s financial information by making them confidential, complying and compiling the legal requirements to avoid legal challenges. Qualifications and Skills Bachelor’s Degree in Accounting or Accounting and Finance from recognised institution (Master’s is an added advantage). Certified Public Accountant (CPA) professional qualifications from recognised institution. 4+ years’ experience in general or tax accounting and computerised ledger systems. Advance Excel knowledge or any other accounting application. High Analytical and skills and strong problem solving capabilities. Application The candidates wishing to apply for the position are required to submit five copies of application documents in writing, alongside copies of updated curriculum vitae containing full identity of the candidate, age, and marital status, academic and professional qualifications. The curriculum vitae should also contain details about work experience and the current work position, alongside the current salary, full contacts, name and addresses of four referees as well as copies of relevant certificates and testimonials. Part B: Job Advertisement Senior Accountant Position Company: Wise Pty Ltd Location: Western Sydney, Australia Job Time: Full time permanent Salary: Excellent Job Details Reference: REF WPL/AFP/SAP/15/2/17 This is an opportunity for a senior accountant to join a team of greatness in a large and rapidly growing company. The successful applicant will be academically and professionally qualified with CPA and Bachelor’s degree certificates. The applicant will also be experienced with advance computerised accounting skills and possesses excellent analytical and communication skills. Primary responsibility of the successful applicant will include: Preparation and record of assets, liabilities, revenues, and expenses Preparation of financial statements Maintaining and balancing general ledger Maintaining and balancing subsidiary accounts Providing relevant information to auditors To be successful in this position, an applicant is required to demonstrate high level of competence in achieving the objectives of the company within the time frame allocated, be passionate and skilled in a team set up and create a constructive corporate culture within the environment. The desired skills include: Bachelor’s Degree in Accounting or Accounting and Finance from recognised institution (Master’s is an added advantage). Certified Public Accountant (CPA-K) from recognised institution. 4+ years’ experience in general or tax accounting and computerised ledger systems. Advance Excel knowledge or any other accounting application. High Analytical and skills and strong problem solving capabilities. Excellent communication skills Well-organised, self-driven and ability to appropriately prioritise Compensation and Benefits Competitive salary, dependent on the level of experience and qualifications Benefits package provided by the contract Please submit five copies of application documents in writing, alongside copies of updated curriculum vitae containing full identity of the candidate, age, and marital status, academic and professional qualifications to Quenelle Brainy, Head of Human Resource, queenellebrainy@wiseptdyltd.com, quoting the reference of the position. The curriculum vitae should also contain details about work experience and the current work position, alongside the current salary, full contacts, name and addresses of four referees as well as copies of relevant certificates and testimonials. The shortlisted candidates will be notified for interview. Part C: Interview Questions and Checklist Some of the questions for the interview exercise include; 1. What can you say briefly about yourself? 2. What motivated you about this company or this role towards your application for this position? 3. What accounting software packages are you familiar with, or experienced with? 4. How would you know you were successful in this senior accountant position? 5. What would you say about your experience in this senior accountant position? 6. What can you say you have done, or the steps you have made, to improve your competencies relevant to this position? 7. Briefly summarise the strength, weaknesses, opportunities, and threats you understand about the financial position of a company. 8. Please describe the steps you do take while preparing a budget. 9. How would you quantify or describe the level of success you have had, developed or assisted in developing? Explain. 10. Describe your experience with staying current with accounting and financial forecasting and projections. 11. Explain one incidence when you help improve the strategic decision of a firm supported by the financial data. 12. How will you help to shift the minds of the staff from the common perceptions towards a new process that you implement and you deem necessary for the development of the company? 13. Describe a situation when you helped to facilitate a financial project across all departments of a firm. What are some of the challenges you faced, and how did you manage to overcome them? 14. Explain an occasion that you found yourself with competing priorities. How did you resolve the situation? Were you satisfied with the outcome of your decisions? Explain. 15. What kind of salary would you accept for the roles and responsibilities listed for this position? 16. Do you have any question for me? Part D: Policy Draft Wise Pty Ltd Staff Recruitment Policy Policy No.………….. Version………………… Drafted by…………. Approved by…………. Date of Approval……… Responsible person………. Scheduled review date…………….. Introduction The success of Wise Pty Ltd relies on the ability of the company to attract and acquire the best staff available. Therefore, the recruitment methodology, selection criterion and induction process of the company need to be fair and free form any form of discrimination, efficient and effective. Purpose The Wise Pty Ltd Staff Recruitment Policy has been established to provide the company with the opportunity to attract and acquire the available most competent staff for the vacant positions in the firm. The Staff Recruitment Policy applies to all staffs, subordinates and volunteers. However, the policy does not apply for the Chief Executive (CEO) position. Policy Scope This policy and procedure cover all the activities of the recruitment and selection process. It is a requirement by this policy that the employees involved in the recruitment and selection process become aware and employ all the directions and guidelines outlined by this policy. It is the responsibility of the senior management and head of Human Resources of Wise Pty Ltd to ensure the appropriate application of this policy in the recruitment and selection exercise. Relevant Legislation The company employ open competition in its approach to recruitment of new staffs and volunteers. Fair Work Act guidelines are closed observed in this policy. The recruitment and selection process is also free from any form of discrimination. Therefore, Anti-Discrimination Laws are also closely observed during the entire stages of the exercise. The terms of contract and employment rewards are also in compliance with the Fair Work Act and other relevant legislation. Policy Wise Pty Ltd is committed to providing quality services to the community. With is as one of the main objectives is the company, Wise Pty Ltd recognise the importance and seek to employ the best and most suited candidate to fill the vacant positions. To ensure that the best candidate is attracted, the company conducts its advertisement broadly both internally and externally for all the vacant positions. Therefore, the company addresses all the procedures deemed necessary to ensure that the candidates can be entrusted by the duties and responsibilities of the advertised vacant position. the company encourage career advancement amongst the employees by conducting internal vacant position advertisement to ensure all the employee are given equal chances to seek advancement in their careers with the company. Wise Pty Ltd provides a work environment that is conducive and accommodative to all the staff and volunteers by ensuring that harassment and discrimination of any kind is avoided at all necessary cost possible. The recruitment steps, selection procedures and induction processes will reflect the company’s commitment to provide open competition and equal opportunities to all interested applicants. This is ensured by assessing the potential candidates according to their skills, knowledge, qualifications, and other necessary abilities. The company strongly discourage and disallow regards in terms of age, gender, marital status, religion, ethnicity, political opinions, or any physical impairment. Recruitment and Selection Procedure Preparation Activities If the necessity to recruit for a vacant position, managers, in compliance with the head of human resources and the Chief Executive Officer, should ensure that the requirements for the position is well understood and determined, and the selection criteria are well understood as well. The CEO should only approve the recruitment project for the relevant managers if all the requirements are considered. The managers then forward the approval to the head of human resources of the company to commence the process. Job Description and Specifications The job description and specification of the intended candidate should be produced or update for the vacant position. Also, the description should accurately reflect the elements of the position. The specification s of the intended person to fill the position described should ensure to consider the relevant and specific requirement for the position. It should provide equal chances to all interested applicants regardless of gender, race, religion or any other factor that can be deemed discrimination enabling. However, the description and specifications should consider the skills, qualifications, experiences, and knowledge requirements for the position. Advertising The company will conduct both internal and external advertisement for the vacant position. The exceptions that apply for internal advertisement include if the position requires specialties that are not amongst the current employees and if there is a need to make direct appointment or promotion. The external advertisement becomes necessary where the vacant position cannot be filled internally. For both the internal and external position advertisement, the relevant information should be clearly communicated. The title, outline, skills required, and the timeframe allowed for application are some of the details that the advert should state. Selection of Candidates Shortlisting Involves few direct line managers, a minimum of two persons. Involving more than one person helps to avoid biasness during the exercise. The procedures and notes of decisions during the shortlisting exercise should be recorded by each involved individual in a decision form and returned to the head of human resources. All candidates should be assessed against the criteria, fairly and equally. The shortlisted candidates should be provided by with all the details of selection criteria before the actual selection date. Selection and Interview The selection and interview process will entail all the elements of the position. The exercise will be conducted fairly and incompliance with the company’s recruitment policy as well as the relevant legislation. Any arising conflict of ideas during the process will be forwarded to the panel for clarity and solution. Reference Checking The involved panel and selection team will ensure that a minimum of two referees of candidates are contacted prior to an offer of employment to the successful candidate. Responsibility The company’s recruitment, selection and induction process policy will be the responsibility of the CEO to implement and ensures its close observation. The manager and supervisors will ensure to be familiar with and follow the policies and procedures for recruiting staff and the position description and candidate specifications are clearly communicated. The Human Resource Department of the company will ensure that all the managers are aware of and understand all their responsibilities during the recruitment and selection exercise. Additionally, the department will ensure that the recruiting and the associated managers are provided with the necessary support and guidance throughout the exercise. Part E: Recruitment, Selection and Induction of an Employee: Project. Preparation of Contract The Prepared Employment Contract is available on https://www.legalcontracts.com/contracts/employment-contract-lc/preview.aspx?loc=AUACT& for any amendment and download. Assessment Task 2: Knowledge Test Question 1: Legislation relevant to recruitment and selection of new employees in an organisation Fair work Act 2009 (Cth) provides different rules, guidelines and obligations that protect the intended employee as well and the potential employer. The legislation provided under this act includes; i. National Employment Standards (NES): This legislation protects all people working in Australia through close observation of; a. Hours of work b. Rights to make requests for terms adjustments c. Leaves and vocations d. Notice of termination and redundancy pay ii. Modern Awards: provide necessary additional enforceable minimum employment standards (Employsure n.d.). iii. National Minimum Wage: outlines the rate of payment of the employee enumerated by the hours of work. Additionally to the above act, the Equality Act 2010 also outlines different legislation relevant in recruiting and selecting new employee, as well as enforcing the employment contract. The legislation ensures that age, disability, gender, race, religion of belief, sex, sexual orientation, marital status or civil partnership, and pregnancy and maternity are protected during the recruitment and selection process (The University of Sheffield 2017). The act prohibits any form of discrimination, victimisation and harassment during the recruitment and selection process and during employment as well. Amongst other relevant legislation include; i. Equality and Human Rights Commission (EHRC) ii. Fixed-Term Employment iii. Employment of Ex-Offenders iv. Criminal Records Checks Question 2: The concept of outsourcing Organisational operations are of different stages and require different attentions. These attentions can be provided by the organisation form the inside or by contacting expertise from outside. In some cases, it is relatively inexpensive to provide for these attentions internally, raising the level of operation cost. In such circumstances, the organisation acquires the required resources from outside. The process of acquiring resources from outside the organisation, or transferring responsibilities to other outside suppliers, to reduce cost of operation and increase efficiency is what is referred to as outsourcing. Question 3: Meaning of; Workplace Diversity Workplace diversity refers to the acknowledgement, comprehension, acceptance, and value of the differences that exist between people in a workplace. Green et al. (n.d.) explain that workplace diversity entails recognising and valuing the differences such as age, gender, race, religion, and political opinions amongst others in the workplace. Equal Opportunity Equal opportunity in an organisation implies that all employees are entitled to equality in the organisation. Therefore, every employee can access the facilities available in the organisation regardless of factors such as age, race, gender, and race amongst others. Anti-Discrimination Refers to the entitlement that gives every individual rights to be treated equally, and be offered equal chances and opportunities of participation regardless of the differences existing between individuals. Question 4: Enterprise Agreement An Enterprise Agreement is an arrangement made at the enterprise level between employers and employees and their unions. The arrangements entails the terms and conditions of employment contract. An Enterprise Agreement contains settlements on; Pay rates Conditions of employment, such as number of hours of work, breaks and overtime issues Mechanisms and circumstances of representatives consultations Procedures for solving disputes and conflicts of ideas between the involved parties Disciplinary procedures Question 5: Changes to the Industrial Relations Systems by the New Fair Work System The new fair work system, as outlined in the Fair Work Amendment Act 2015, resulted in the following changes to the industrial relations system. Application of good faith bargaining rules to negotiations Introduction of measures to handles issues of pay rates, such as underpayment Provides that the request for extended leave cannot be declined by the employer unless mutually agreed with the employee after discussion “Application for protected action ballot can only be made once bargaining for proposed enterprise agreement has commenced” (Australian Government, Department of Employment 2016, n.p.) Employers should provide clarity and certainty to the employees about arrangements and changes to the terms. Question 6: The National Workplace Relations Systems According to the Australian Government, Department of Employment (2016), the National Workplace Relation Systems is established by the Fair Work Act 2009 and other relevant laws. The system covers employers and the employees within Australia. Some of the key features of this system include; Safe terms and conditions of employment Enterprise Agreement guidelines supported by industrial actions Accommodative employment arrangement, which is also adjustable Termination of employment contract Freedom of the employers and the employees Therefore, the National Workplace Relations System seeks to provide a safe work environment that is accommodative to the rights and awards of employees as well as employers. List of Reference Australian Government, Department of Employment, 2016. Australian Workplace Relations System. Available from https://www.employment.gov.au/australias-national-workplace-relations-system Employsure, n.d. What is the Fair Work Act 2009? Available from http://employsure.com.au/guides/fair-work-australia/what-is-the-fair-work-act/ Green, K, Lopez, M, Wysocki, A, Kepner, K, Farnsworth, D., & Clark, JL, n.d. Diversity in the Workplace: Benefits, Challenges and the Required Managerial Tools. UFAS Extension, University of Florida, HR022. The University of Sheffield, 2017. Human Resources: Key Legislation regarding Recruitment and Selection. Available from https://www.sheffield.ac.uk/hr/recruitment/guidance Read More