Assessment #3 – Assignment 3-New hire campaign
Design a campaign for the entire recruitment and selection of a new hire.
Final assignment – New Hire Campaign – 2500 words (+/- 10+)
Use Aldi SA recruitment as an example for Assessment 3. Design a campaign for the entire recruitment and selection of a new hire. This campaign should provide clear guidance for the organisation’s recruitment team from the very beginning – job analysis through to the appointment and organisational socialisation stage. Prepare the relevant documents for each stage of the recruitment and selection campaign. Explain your decisions.
Develop appropriate materials for this campaign. Provide a clear, logical document that can be easily read and understood by a manager who does not have any familiarity with HR.
Good start is if you provide a clear coverage of those steps, mentioned in Aldi SA recruitment.
Example Question that the writer may ask.
Hi Gerry,
To be able to gather further knowledge I have interviewed the recruitment officer and HR manager for the organisation I work for. I am not going to quote this interview but there may be parts of the report which derive from their advice. Should I mention or reference this in my report somewhere?
Thank you,
AnonyStudent
Answer
Hi Anony,
Yes, make sure you acknowledge the interviews, if you rely upon these interviews in your paper. Cite the interviews in the text (if there is a specific point you refer to) and list in the bibliography.
Just a broad point that some missed in Assignment 2. In these assignments, the aim is to identify the best possible/ feasible approach, not to restate the current approach for recruiting within that organisation.
gerry
ALDI begins SA recruitment
NEWS | 1 JUNE 2015
ALDI is hiring in South Australia.
RETAIL | Supermarket chain ALDI has started a recruitment drive for 400 South Australian staff.
ALDI, which has plans to open up to 50 supermarkets in SA, says it is recruiting store managers, assistant store managers, trainee store managers and store assistants.
The positions will begin this year in preparation for ALDI’s expanded local operations in 2016.
The chain is spruiking conditions for employees that include five weeks annual leave for full-time employees and “salaries that are well above industry standards”.
In statement this morning, ALDI said its SA store managers would receive in-store training at one of the chain’s existing stores in the eastern states.
The budget grocery giant is building a distribution centre in Regency Park.
It says “confirmed locations of interest” for SA supermarkets include Hawthorn, Mount Barker, Hallett Cove, Seaford Heights, Gawler, Woodcroft, Victor Harbor, Parafield Gardens, Blakeview, St Agnes, Kilburn, Gilles Plains, Golden Grove, Berri, Aldinga, Noarlunga, Modbury, Mount Gambier and the Barossa.
Jobs are being advertised here.
– InDaily
https://indaily.com.au/business/2015/06/01/aldi-begins-sa-recruitment/
Assignment 3 –Aldi as an example BUSS 3082 Staffing Organisations2016 SP2
Key steps in designing a new hire campaign
BUSS 3082 Staffing Organisations SP2 2016
Assignment 3 –Aldi as an example
HR Planning, See Week 2 Lectures
Job analysis, See Weeks 3-4 Lectures
Recruitment, See Weeks 5-7 Lectures
Selection, See Weeks 8-11
Appointment & onboarding, See Week 12
Law of recruitment and selection –Week 9
All the above lectures information are uploaded for the writer more information.
Follow this Feedback guideline Criteria in doing this assignment.
BUSS 3082 Staffing Organisations
Assignment 3 – New hire campaign
Weighting 50% Due: 19 June 2016 by 11 pm
Student name:
The Graduate qualities being assessed by this assignment are:
Operates effectively with and upon a body of knowledge of sufficient depth to begin professional practice in understanding and analysing existing business practice (QC1); is prepared for life-long learning in pursuit of personal development and excellence in professional practice by applying existing knowledge and skills to understand organisational business practice to identify better methods for undertaking student pre-employment preparation (QC2); is an effective problem solver, capable of applying logical, critical, and creative thinking to a range of problems, by analysing interview data and proposing business practices that meet social, legal, ethical and business needs (QC3); can work both autonomously and collaboratively as a professional, by undertaking a limited research task that requires a combination of individual effort and group work (QC4); communicates effectively in professional practice and as a member of the community, demonstrated through interviewing and report writing (QC6)
Assessment Criteria Needs work Satisfactory Excellent
HR Planning
Demonstrates an appropriate application of HR planning given the job and organisation
Legal context
Steps taken to avoid direct discrimination
Steps taken to avoid indirect discrimination
Strategy acknowledges relevant law
Job analysis
Clear explanation of the job analysis process
Clear rationale for specific KSAOs/competencies
Appropriate position description
Appropriate selection criteria
Recruitment
Realistic target group(s) of potential candidates
Identifies feasible means of promoting the position to potential applicants
Identifies appropriate recruitment source(s)
Utilises appropriate recruitment source(s)
Recruitment material recognises the appeal (or lack of) of the position and organisation?
Is the recruitment material as appealing as it could be (given the limitations of the job and organisation?)
Appropriate approach to developing a recruitment pool
Acknowledges potential applicant reactions
Appropriate use of realistic job preview (if applicable)
Appropriate use of employee referral
Appropriate use of employee value proposition
Selection
Clear strategy for selecting candidates
Clear rationale for the selection approach
Selection approach clearly focusses on the KSAOs/competencies/selection criteria
Appreciates range of possible selection techniques
Proposes use of appropriate selection techniques
Onboarding
Clear onboarding strategy
Appropriate onboarding strategy
Overall
Could the document be easily understood by a manager with limited understanding of HR?
Is the approach realistic and practical?
Coherent (good) or piecemeal strategy (bad)
Appropriate punctuation, syntax and grammar Poor Strong
Does the student have a limited or extensive understanding of the course material? Limited Extensive