Assignment of Recuritment

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• A practical means of achieving any code, standard, rule, provision or specification relating to occupational safety and health in Western Australia. A code of practice may contain explanatory information. The preventive strategies outlined do not represent the only acceptable means of achieving a certain standard. A code of practice does not have the same legal force as a regulation and is not sufficient reason, of itself, for prosecution under the OSH Act.

- Citistores is responsible for:

- providing and maintaining safe workplaces, plant and systems of work,

- providing information, instruction, training and supervision to ensure safe systems of work,

- ensuring that nominated safety personnel are adequately trained and supported,

- consulting and cooperating with safety and health representatives, employees and others,

- providing and maintaining personal protective equipment as required, and

- Continuously reviewing and improving its safety performance.

- Managers are responsible for:

- implementing this policy in their area of responsibility,

- ensuring employees follow healthy and safe practices, and

- promoting OSH in their workplaces,

- The Director, Human Resources is responsible for:

- the effective operation and management of the Occupational Health and Safety Committee, and

- Ensuring that all employees have an understanding and commitment to the principles of health and safety.

- Employees are responsible for:

- taking reasonable care of their own safety and health and that of others – including co-workers and customers,

- following all safety and health policies and procedures,

- Reporting all known or observed hazards, incidents and injuries.

https://www.commerce.wa.gov.au/

- Identify and describe at least three examples of business objectives highlighted Citistores’ Strategic Plan that may impact on recruitment, selection and induction activities to be undertaken by the HR department in the near future. Include brief details on at least three relevant policies that will support these HR recruitment activities.

Examples of business objectives are:

- Citistores will become a nationally known “Employer of Choice”, where staff enjoy a nurturing and fulfilling work environment based upon a healthy work / life balance principle.

- Develop a nationally known brand through an increase in department genre and expansion of its core product range.

- Citistores will become the Australian public’s number one choice.

- a strategic activity → senior management must be supportive

- managers have ultimate responsibility for their people

- HR is responsible for ensuring RSI is undertaken in line with policies, procedures and relevant legislation

- Policies and procedures should be trialed, feedback collected, reviewed, then implemented → the process MUST be responsive to business needs

Moreover,

- It is the responsibility of the Director, Human Resources to ensure the recruitment and selection process is fair an equitable for all candidates and that a number of potential selection methods and tools are employed to ensure that the organisation selects the most suitable applicant for the vacancy using the most thorough and robust process available.

- It is the responsibility of Hiring Managers to ensure that the recruitment process is fair and reasonable and free of all forms of discrimination and bias.

- Describe the following recruitment processes, using your own words, and briefly explain how you might go about each of them when filling a vacancy at Citistores:

Internal recruitment methods – include at least 3 examples

External recruitment methods – include at least 5 examples – one example must address Assessment Centres.

External recruitment methods or sources are:

- Employment agencies- both private and public; private employment agencies are frequently but not exclusively used by medium and large organisations to recruit professional and managerial staff.

- Internet recruiting: some organisations rely exclusively on this method while others use it to complement traditional methods such as press advertisements.

- Nepotism: hiring of relatives does not necessarily mean hiring on the basis of merit. However, some organisations may see interest and loyalty as offsetting this.

- Advertising: Promoting is a standout amongst the most well-known and prevalent strategies for outside enrolment under which the occupation opening is reported through various print and electronic media. At the point when the qualified and experienced workers are not acquired from different sources, notice strategy is utilized to draw in the best qualified and experienced faculty.

- Labour contracts: Work temporary workers are a vital wellspring of enrolment under which labourers are selected through contractual workers. Be that as it may, this technique for enlistment is not utilized by numerous business firms and associations.

Internal recruitment methods or sources are:

- Promotions: promotions means that promoting or upgrading still existing employee in the organisation who is still contributing to the success of the organisation. Promotion is done by shifting an employee to any higher position with more responsibilities, facilities status and pay.

- Transfers: It is an option strategy to promotions. Under it, representatives are inside enlisted through exchange starting with one work put then onto the next. That is to say, exchange alludes to the way toward trading the occupation obligations and duties of representatives starting with one place then onto the next or starting