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Job Design, Recruitment, Induction and Training Plan - HR Business Decisions

Question one  Job analysis and design

1. Apply the principles of job design to organisational effectiveness, and complete a job analysis.

2. Compile a recruitment and selection strategy that effectively applies best practice and relevant legislation for a specific position.

3. Develop a formal induction programme, and a training needs analysis and plan for a learning event from pre-determined organisational variables.

4. Discuss the application of metrics used to inform HR business decisions

In designing the new position, a job analysis will need to be completed to collect useful information regarding the role. This process will need to be adequate to allow for the writing of the Job Description, Person Specification and other documents needed for recruitment for the new position.

The answer should include:

Who will be involved in the process 

The types of information that will be needed 

Appropriate methods for collecting relevant information 

Design a short questionnaire that could be given to the media teams to canvas their ideas regarding the new position.

For the position, write a formal Job Description and Person Specification 

The document should include:



Reporting and relationships 

Key results areas and performance standards 

Person Specification, including essential and desirable characteristics. 

Supply a plan for recruitment and selection of a candidate to fill the position, describing why it is best suited to the position and company. 

The answer should include:

Recruitment policy (e.g. insourcing for jobs) 

Recruitment avenues (e.g. agencies) 

Advertising channels 

The process to be used (e.g. flow chart)

Who will form the selection group 

How relevant legislation is adhered to (e.g. Human Rights Act, Employment Relations Act, Privacy Act). 

Develop the selection criteria to use for shortlisting for the position and the instrument that will be used (e.g. weighted criteria matrix). You will need to ensure that they meet the requirements of legislation and integrity. Provide reasons for your choices.

The answer should include:

Appropriate selection criteria 

The completed instrument e.g. weighted criteria matrix or decision grid. 

Describe how the interview and other assessments for the position will be carried out.  Explain your reasons for your choices.

Your answer should include:

The type of interview e.g. unstructured, structured 

Who will conduct the interview e.g. one-on-one, panel 

Two examples of appropriate probing questions that could be asked that will help to identify the ‘right person’ e.g. behavioural and/or situational questions

Two appropriate tests that might be used that would be relevant for the position

Two pre-employment checks that would be relevant for the position. 

Design an induction programme aimed at socialising the selected candidate, and familiarising him/her with the systems and skills needed to succeed in the position. The programme would run from before the first day, up to two months on the job. 

Your answer should include:

Step by step programme

Include logistics, introduction to culture and networks, etc.

Assume that it is you that has applied for the position at Mulholland Promotions, and have been given the job.  Describe a training plan that might be appropriate to provide you with the skills you need to succeed in this position.

Your answer should include:

A training needs analysis to determine specific areas where training might be required. 

Realistic goals or targets 

Suitable training methods. In choosing the methods, discuss how you will consider the principles of adult learning and your preferred learning style(s)

An evaluation or appraisal process. 

Discuss how Apex could use metrics to help inform HR business decisions at MHB. Choose either recruitment and selection, or training, and discuss how metrics could be applied to determine the effectiveness of the process, including relevant examples.

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