For Assessment 2, you will develop an entire recruitment and selection campaign, starting from workforce planning considerations and job analysis, t

For Assessment 2, you will develop an entire recruitment and selection campaign, starting from workforce planning considerations and job analysis, through to recruitment, selection, appointment, and organisational socialisation of the successful applicant.

You will submit a 2500-word report describing your strategy, and explaining why your strategy would be the most effective and appropriate to the selected context.

You will also need to submit other relevant documents, including a revised position description and specification (dependant on the marker's feedback from the first assessment). These supporting documents are excluded from the word count.

For further information and detailed instructions, see the section below on Assessment instructions (How to complete this assessment).

Assessment Aims

This assessment task extends the work you did in Assessment 1, as it includes all relevant steps in a recruitment and selection process. The campaign you design should provide clear guidance for the organisations recruitment team from the very beginning (job analysis), workforce planning through to recruitment, selection then appointment and organisational socialisation of the successful applicant.

The focus of Assessment 2 is on workforce planning, recruitment, selection, appointment, and organisational socialisation stages.

Assessment Instructions (How to complete this assessment)

Your task is to design an entire campaign to fill a vacancy, starting from defining the role (which you have done in Assessment 1), through to designing the onboarding of the successful candidate. The decisions you make throughout your campaign will be informed by your recruitment and selection strategy. You will outline and discuss your strategy in a 2500-word report. Your report should provide a logical and convincing explanation of why your approach is the most effective and appropriate for the job you have selected, and for the company. You should write your report in a style that can be understood by someone who is not an HR specialist (for example, a company manager).

Your Assessment 2 submission should consist of:

The recruitment and selection campaign. This is a discussion and justification of your strategy and approach in developing your recruitment and selection strategy. Your discussion should address issues and strategies related to: workforce planning; job analysis (refer to your assessment one); recruitment; selection; appointment; and organisational socialisation of the successful applicant. Don't forget to address legal issues too.

Although this assignment simulates a real task, this is an academic assignment. Consequently, you should acknowledge any sources of information you have used in producing the report, by following standard academic referencing practices. For example, you should have in-text references whenever you are referring to knowledge sources in your report. You should also include a list of references at the end of the report (NOT included in the word count).

Workforce planning

Write a short summary on the organisation and aspects of workforce planning related to this position.

Job Analysis

Briefly summarise your (revised) assessment one job analysis. Make clear whether you will now use the task or competency based approach. See the necessary attachments in the next section.

Recruitment

For the recruitment aspect of the assignment, your aim is to design an effective recruitment approach, and produce all relevant documents (and include them as appendices). You should also describe, explain, and justify your approach in @950 word recruitment strategy report. Your report should offer a clear, logical, and convincing case for your strategy, and be written in a style that can be easily understood by non-HR specialists (for example, a company manager).

Please note: the purpose of this exercise is to develop and explain a suitable recruitment strategy for a position, using your understanding of the job and organisation, and your knowledge of the various techniques available to HR practitioners. It is NOT an invitation to describe or propose the organisation's existing approach, unless you explain why the organisation's approach is the best and most suitable approach available.

(1) a summary of the job analysis, (which job analysis approach is most suitable- choose the most suitable)

(2) a position description; (based on chosen approach to JA)

(3) a job specification; and (based on chosen approach to JA)

(4) draft texts for any advertisements, emails, webpages or other forms of recruitment material/guides.

These supporting documents are excluded from the word count.

Use the results of your Assessment 1 analysis as a starting point.

Decide whether you want to use the job description and job specification from either the job requirements, or the competency-based job analysis.

You may want to revise these materials based on assessment feedback you received, or because your understanding has developed in the meantime.

Attach your revised Assessment 1a summary, job description, and job specification to your Assessment 1b report, as supporting documents (excluded from word count).

Using information from point 1, and relevant course materials as a guide, identify the best strategy to attract the most suitable applicants for this position. Questions to consider include:

The various places to locate potential candidates

The different ways you might organise for the recruitment process

The potential groups of a potential applicants

The best ways of communicating with potential applicants

The best form and content of any messages potential applicants

Proposing the most effective and appropriate way for the organisation to manage the recruitment process

6. Prepare drafts of the materials for your recruitment campaign. Because of the many different forms these materials could take depending on the medium of communication (e.g. email, website, newspaper, LinkedIn ad), you will only need to provide the basic text. For example, when working on a job advertisement, you do not need to produce an actual advertisement with graphics and appropriate layout, but only submit the text that will appear in the final advertisement. Selection StrategyDescribe (include referenced academic support) what selection tools would work best for this specific role. Justify your selection tools with academic sources. Consider aspects of time, budget, in-house skills, outsourcing of selection and other factors specific to the role and the organisation etc. (Note that if you choose outsourcing your report must include the selection strategy of the outsourced provider). Don't forget legal issues.Onboarding StrategyDescribe (include referenced academic support) what strategy you would recommend to integrate and socialise the specific successful candidate into the specific organisation.Note the more specific information that can be provided about the organisation the likely more comprehensive your strategy, this is likely to lead to higher grades. Don't forget to address legal issues.Offer a logical and convincing case for your approach (i.e. explaining why your approach would be the most effective in the selected context). Use suitable headings, e.g an introduction to introduce the context.

Reference list (This section is NOT included in the word count)

Appendix: (This section is NOT included in the word count)

Appendix 1. A summary of the job analysis. This is a one- or two-paragraph summary of the process you undertook to produce the job analysis, and to generate the job description or job specification. Make sure you also clarify whether you have used the Job requirements or Competency-based job analysis as a basis for your job description or specification.

Appendix 2. A position description and job specification. This is the document you produced based on your job analysis.

Appendix 3. Draft text for any advertisements, emails, webpages or another form of recruitment material.

Appendix 4:.. any material related to selection ...onboarding etc

Assessment Advice and Resources

The report and related documents you produce should be clear, and easy to understand for someone who is not an HR specialist (for example, a company manager).

Here is the guide to APA referencing.

Assessment 1: Job Analysis and Description

Assessment AimsJob analysis is the cornerstone of good recruitment practice. In order to successfully complete a recruitment and selection process, a recruiter must first understand the job. This task requires you to analyse a job in two ways (job requirements analysis-tasks, and competency-based analysis), and use the results of your analysis to produce a job description and job specification for each method. You will use these documents to inform the recruitment and selection approach in 2.

The assessment tasks in this course are linked to one another, and reflect actual work practices that HR practitioners engage in. By completing Assessment 1, you will demonstrate that you are able to:

CO2 plan and conduct a job analysis to develop a job description and specification.

CO6 demonstrate business enterprise skills in the context of the human resource management discipline: i) Self-Management (intermediate level); ii) Problem Solving (intermediate level); iii) Written Communication (intermediate level).

Assessment Instructions (How to complete this assessment)

For Assessment 1, you will undertake a job analysis using two methods: a) job requirements job analysis: 'tasks'; and b) competency-based job analysis 'competencies'.

You will need to produce both (1) a job description, and (2) a job specification based on the job requirements analysis 'tasks'; and (3) a job description, and (4) a job specification based on your competency-based analysis. (We provide templates to support you here).

Your documents should be written clearly, and in a style that can be understood by someone who is not an HR specialist (for example, a company manager).

The job analyses you produce should also be persuasive and offer a logical and convincing case.

First you must find a suitable job. One where you have sufficient information to complete your both a job requirements and competency analysis. For example, it could be a job you have held previously, or one you have some knowledge of and access to information.

You should include a short summary statement explaining how you addressed the information gathering task e.g. what methods did you use the find the information (interviews. documentation, observation, personal experience).

Please note that some resources refer to the job requirements job analysis (tasks) as job-oriented job analysis. The two terms are equivalent.

Complete a job requirements analysis by:Develop a position description and job specification based on your job requirements analysis (see also learning task 2.8 for model example, and student examples below)Complete a competency-based analysis (see also model example)Develop a position description and job specification based on your competency-based analysis (see also learning task 2.9 for model example and student example below)Write a summary statement (student example below) (approximately 2-3 paragraphs) which includes:

a) a brief, non-technical description of the job; andb) an account of how you collected information about the job, including any people you interviewed or otherwise contacted to obtain information.We have included the templates you require to complete these tasks. You should use these templates.Recommended Assignment 1 paper structure/format.

Summary

paragraph summary here explain the job and how it supports the organisation and the job relative to other working roles in the organisationoutline your data collection methods Job requirements job analysiscompleted job analysis information sheet(s) e.g. incumbent, supervisor etcjob requirements task statements position description and job specification based on job requirements Competency-based job analysiscompleted job analysis information sheet(s) e.g. incumbent, supervisor etcposition description and job specification based on competencies

Word Count

Please note that the word count for this assessment is indicative, and should not be taken literally, as much of the text is already included in the templates. The word count suggests that completing this assessment should take approximately the same time as writing a 2000-word assignment. If you complete the assignment using the various templates you will be deemed to have met the word count.

Feedback

Feedback will be in the form of a marking rubric and comments, where appropriate.

Please note that all assessment tasks in this course are linked to one another. After you submit Assessment 1, you will receive feedback that you should use to revise the documents you have produced. When you submit Assessment 2 you should also submit a revised summary of your job description and specification.

References

There are no formal reference minima for this assessment but you must use academic references whenever you draw on the argument or evidence of someone else. It is anticipated that very limited references will be required in undertaking Assessment 1 (due to the nature of the assessment), we would anticipate references in the assessments that follow it.

Here is the APA Referencing GuideAssessment Advice and Resources

In completing this assessment task, you should use the templates provided below. Your aim is to combine all parts of this assessment into a clear, logical document that can be easily understood by someone who is not an HR specialist (for example, a company manager).

Note that you are given samples and opportunities to practice in week 2.

There is a course forum for assessment 1 where you can ask questions at any time and there will be two specific recorded zooms scheduled to address any queries too.

Job Requirements job analysis templates 'tasks'

Please use the following templates and information sheets when completing assessment 1a

Job requirements job analysis process.

Step 1. Read the relevant readings as outlined in the course reading list and the weekly learning tasks.

Step 2. Select the job to be analysed.

Step 3. Check: will your analysis cause any problem to the job incumbent or the organisation that employs the person whose data you are collecting? If necessary, get permission from the relevant person/people.

Step 4. Collect your data. You may need to use multiple sources of information. You should use the job requirements job analysis information sheet to structure your data collection.

If you do use the job requirements job analysis information sheet be aware that the form covers almost all sorts of jobs, potentially ranging from filing in an office to deep-sea diving. Not all aspects of the form will be immediately relevant because of the nature of the job: some jobs will be more detailed and complicated than others.

Step 5. Take the task activities and convert into task statements. You are expanding the points you made earlier.

Step 6. Collate the KSAOs into a list.

Step 7. Draw on your accumulated information and complete the job description and job specification.

Job requirements job analysis information sheetFileJob requirements job analysis task statementsFilejob analysis job description and job specification templateFileCompetency-Based job analysis information sheet (template)

Please use the following information sheet as a template when completing assessment 1a

The competency-based job analysis process

Step 1. Read the relevant readings as outlined in the course reading list.

Step 2. Select the job to be analysed. Get an understanding of the role and the organisation.

Step 3. Check: will your analysis cause any problem to the jobincumbent or the organisation that employs the person whose data you are collecting? If necessary, get permission from the relevant person/people.

Step 4. What does the organisation want from the position? What outcomes?

Step 5. Complete the Competency-based information sheet. It is a word document, so you can edit it into the format that you prefer.

Step 6. Draw on your accumulated information and complete the job description and job specification. You can present this information in any way that you feel conveys the relevant data.