Assignment Cover Sheet

Student Name: Mr. Asibul Hasan

Student Number: 743374
Course: Diploma in HR management
Assignment No: 02

Induction Programme:
An induction programme is the process used within many businesses to welcome new employees to
the company and prepare them for their new role. It helps in the integration of employees into the
organization. An Induction Programme can also include the safety training delivered to contractors
before they are permitted to enter a site or begin their work. It is usually focused on the particular
safety issues of an organization but will often include much of the general company information
delivered to employees.

The advantages and disadvantages of promoting employees from within the

company:

Advantage:
1. More money: When you get promoted, you get a fat paycheck, and that means living the high life.
2. Status and power: When you climb that corporate ladder, you become a boss, a superior, a
decision-maker.
3. Career growth: Promotions open doors to bigger and better opportunities.

Disadvantage:
1. Increased workload and responsibility: Stop your incessant whining because with great power
comes great responsibility.
2. More stress and pressure: Listen up, sissies - stress is for the weak, the fragile, the quitters.
Winners thrive under pressure; it's what fuels their fire.
3. Work-life balance: Oh, poor you, crying about not having enough time for your Netflix marathons or
weekend bar-hopping. Newsflash, my friends, successful people know how to prioritize.

Reasons why companies transfer employees:

Employee transfers often help fill a vacancy, provide the employee with new opportunities and
experiences, or meet the changing needs of the business. Some common reasons why companies
transfer employees include the following: Help employees relocate for personal reasons.

Outline the main objectives of recruitment process in an organization:

1. To attract people with a broad range of skills and experiences that will suit the present and future
organizational plans.
2. To bring in new people with a new perspective to lead the company.
3. To position new people with fresh ideas within all levels of the organization.
4. To develop a culture that attracts competent people to the company.
5. To search for people whose skills fit company values.
6. To think about ways of assessing psychological traits.
7. To seek out unique and unconventional talent.
8. To search for talent globally and not just within the company (more so for large organizations).
9. To design entry salaries that compete on quality but not on importance.
10. To anticipate what new positions might become available and find people for these positions that
do not yet exist.

The recruitment process step–by-step:

1. Pre-recruitment Planning
There is nothing more important than identifying the need before starting the process.

So, the first stage of the recruitment life cycle involves gathering the requirements from your client or

hiring manager. You can also conduct an examination. Which helps you to determine the best way to

meet job position-related expectations and needs.

Getting this step of the recruitment process right is essential because it will determine the rest of your

full recruitment life cycle process.

Be well-prepared and define what the next hire should fulfil and what type of person is the best for that

role.

If you want to ensure you are on the right path, consider what kind of experience, qualifications, and

education that employee should have.

2. Craft Job Description

After identifying these requirements, it's time to create an engaging and accurate job description that

will attract the candidate you need.

Preparing for the job description is another stage of the recruitment process; once you discover all the
requirements of an ideal employee, such as qualifications, experience, skills, and others, forming a

good job description for potential candidates will no longer remain difficult.

The Checklist of the Perfect Job Description:

 Company name and detail

 Type of jobs and job titles
 Number of open positions
 Salary structure
 Location
 Roles and responsibilities
 Specific skills, knowledge, and experience
 Additional skills and certifications
 Benefit offers

Job description from which candidates try to match themselves for the position.

Thus, the job description should be written carefully and include accurate information.

3. Talent Sourcing
So, once you created a compelling and all-encompassing job description, it's time to start sharing and

advertising the position—another recruitment step of the full recruitment life cycle process.
There are various ways and places to attract suitable candidates.

 Searching the Web

 Social Media Recruiting

 Job Boards

 Referrals.

 In-house Recruiting

4. Applicant Screening
One of the most time-consuming and demanding stages, screening, involves reviewing and evaluating

all job applications. While challenging, this step is also critical to identifying the best talent.

You need to analyses each resume and cover letter carefully, paying attention to detail. However, you

can also consider using resume management software to speed up recruitment.

You can use a brief phone interview as a tool to screen potential candidates further. This can help you

gain a better understanding of the individuals beyond their resumes, allowing you to assess their

suitability for the job more accurately.

5. Interview and Selection

Once the target crowd has been identified through screening. Now, it is time for Interview and

selection.

It’s another critical stage of the recruitment process.

For an interview, you have to create a set of relevant questions to assess the candidate’s technical

skills and cultural fit.

Also, checking how candidates handle real-world situations is crucial. You can check that by

conducting behavioral interviews.

Now, it is candidate selection time. By now, you should be sure of what you are looking for to fill the
position and what kind of candidate will feel the most comfortable in your company.

Ensure that you are ready for this stage of the full recruitment life cycle.

So, when you select a candidate, always look for candidates who demonstrate enthusiasm,

adaptability, and a willingness to learn.

6. Hiring an Ideal Employee

Now, you have found your ideal candidate.

Now, it’s time to hire them.

The final decision is made after reviewing all the insights and data again. It is recommended that you

discuss the decision with other team members and departments.

Once you decide, it's time to invite the candidate and make an official job offer.

Include all the terms of hiring, including the salary, schedule, working hours, and potential deal-

breakers.

Be aware that you might have to negotiate these terms beforehand, so you must determine what is

non-negotiable.

7. Smooth Onboarding
Make sure you have a good onboarding strategy because this is a crucial stage that might affect

whether the employee wants to continue working in the company.

Create an engaging and detailed onboarding with a welcome pack and team introduction. For that,

you will need an effective change management process to integrate a more structured onboarding

process.

The outcome of your full recruitment life cycle process should be an employee who feels ready to start

working because they have all the necessary information about their job position and the company.

After onboarding, creating a 30-60-90 day plan helps managers strategies the employee work

performance. There are several benefits and uses of 30 60 90 day plan for managers.

So, this is the 7-step recruitment cycle to make your hiring better.

Case Study:

Fun & Learn should focus on hiring individuals who have the necessary qualities to excel in the
children's market, such as patience, knowledge about children, toys, and learning, as well as
sociability, enthusiasm, and engagement. Additionally, since the establishment of work teams has
been successful in improving service quality and identifying and fixing problems, the company could
also consider hiring individuals who are team players and can collaborate effectively with others.
To select the best candidates for these positions, Fun & Learn could use various measures such as
behavioral interviewing, reference checks, and skills tests. Behavioral interviewing can help evaluate
candidates' past behavior and experiences, which could be strong indications of their future
performance. Reference checks can verify candidates' employment history and personal
characteristics, and skills tests can assess candidates' proficiency in areas such as customer service,
communication, and problem-solving.
Furthermore, to address the issue of high turnover rates, Fun & Learn could consider implementing
employee retention strategies. These could include offering competitive salaries and benefits,
providing meaningful opportunities for career growth and development, and creating a positive work
culture that encourages teamwork, learning, and innovation.

Student Statement:

By submitting this assignment, I confirm that this is my own work.

 Student Signature: Asibul Hasan Date: 20-05-24

For Tutor / Assessor Use Only

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