As a Human Resource consultant for Optus I have been approached by my Managing Director to examine and analyse the company’s existing recruitment, selection and induction system including the RSI policies, procedures and find how these link in with the organisations strategic plans. Throughout this report I will analyse exactly how our RSI system compares to bets practice and give recommendations and to how we can improve on areas which need improvements and identify areas of strength.
Optus is an Australian leader in integrated telecommunications, delivering cutting-edge communications, information technology and entertainment services. In 2001 SingTel became the parent company of Optus, paving the way to become a strong and strategic telecommunications player within the Asia-Pacific region. Optus is proud to be a part of a premier Optus partner and our aim is to set the standard for retail telecommunications sales and customer service in Australia. (See Appendix 1)
In order to become familiar with the recruit, select and induct process it is important to gain understanding on the reasons as to why we conduct these processes and why do they benefit us as an organisation. I will focus firstly on job analysis, which is the basic HR activity because it focuses attention on the job content, the job requirements and the job context. By analysing job content this describes the duties and responsibilities of the job in a manner that can range from global statements to very detailed descriptions of tasks and procedural steps. Job requirements identify the formal qualifications, knowledge, skills, abilities and personal characteristics that employees need to perform the job in a particular situation. Job context refers to situational and supporting information regarding the particular job. We also use job analysis to design and implement training and development programs. (Stone, R page 154)
As I look on a broad scale of job analysis I feel that Optus are using this method to the best of their ability. Optus is committed to ensuring a thorough and fair approach to the recruitment, selection and induction of staff. This also applies to existing staff as well as external applicants. Optus’ commitment I founded on the principles:
Optus recognises that to meet its strategic objectives it must recruit the most appropriate staff.
Optus believes in the importance of, and actively seeks to ensure, equality of opportunity in employment practices, including recruitment and selection.
As an organisation responsible for overseeing quality, Optus aspires to demonstrate a high standard of professionalism in the recruitment, selection and induction of staff.
Optus is committed to providing a systematic and effective induction for all new staff and those moving to another job internally. (Optus handbook V1, pages 2 and 3)
1.1 OPTUS POLICY
Optus is committed to ensuring that:
The most suitable person is appointed to each vacancy
Objective selection criteria are defined for all vacancies
A Human Resource representative will be fully involved at all stages of the process and provide advice on good practice and legislation as necessary.
Colleagues involved in making appointments are appropriately skilled and trained.
Equal opportunities monitoring of recruitment will be carried out and the results analysed with regard to future recruitment exercises.
New colleagues feel motivated, identify themselves with Optus branding and take responsibility and ownership of their own work. (Optus handbook V1, pages 2 and 3)
2. RECRUITMENT PROCESS
2.1 ESTABLISHING REQUIRMENTS
The job analysis information aids the recruitment process by identifying the job requirements and enabling HR managers to target their recruiting efforts and attract superior candidates. Job analysis identifies irrelevant and/or...
Please join StudyMode to read the full document