Question:
Assessment Brief
Group Activity and Supporting Documentation
Using organisations with which you are familiar, assess the way in which they
are able to resource talent to enhance their organisational success.
The word count for the individual tasks should be a total of approximately
1500 words.
The word count for group tasks should be equivalent to approximately 1000
words.
Individual Activity 1:
Group Activity 1:
a. In an organisation, the receptionist has recently been promoted to
an administration manager’s position. There is now a vacancy for a
receptionist in that organisation. Develop a job description and
person specification the role of receptionist.
b. Select the most appropriate recruitment channel, and draft material
to attract talented individuals to that role.
c. Develop selection criteria for the role, and (using applications
provided by your tutor) shortlist candidates for an interview for the
a. Using examples from the organisations you are considering, explain
at least four organisational benefits of having a diverse workforce.
b. Identify and explain at least four factors that can affect an
organisation’s approach to talent planning.
c. Describe the key factors that can affect an organisation’s
recruitment and selection policy
d. Describe at least three methods of recruitment, and three methods
of selection that can be used in organisations, and when it is
appropriate to use each of them.
role.
Group Activity 2:
a. Conduct at least one interview for the vacancy, and determine if a
candidate is or is not suitable for the job. Each member of your
group must ask the candidate(s) at least three questions and each
must participate in making the selection decision.
b. Discuss in the group the records that should be kept following the
interview, including issues relating to the legal requirements for
retaining and storing all recruitment and selection documentation.
c. Provide two letters: one that could be used to appoint to the
position and the other a non-appointment letter
Solution:
Assessment- Task 1
- Organisational Benefits of having a Diverse Workforce
A diverse workforce can be identified as a practice of an organisation engagement with human resources originating from diverse backgrounds. According to Mazur (2010), the primary aim of a diverse workforce is aimed at ensuring that the recruited individuals offer tangible and intangible benefits. A diverse workforce is evident in ADNOC.
- Increased Innovativeness and Creativity
ADNOC work collaboratively as one integrated team with the aim of achieving their 2030 strategy which includes ensuring a more profitable upstream, a more valuable downstream and a more sustainable economic gas supply (ADNOC, 2018).
- Increased Productivity
A diverse workforce has a direct influence on the quality of thinking and reasoning in areas of organisation operations. For instance, in ADNOC, the company has been able to product approximately 3 million barrels daily and over 9.8 billion cubic feet of raw gas daily.
- Growing an Organisation Talent Pool and Employee Performance
A successful embrace of diversity has a consequence of attracting a broad range of candidates to the available vacancies which are seen as a more progressive undertaking and more appealing to the diverse walks of life.
- Enhancing Employer Branding
Different brands are identified as being favourable by different individuals hence a critical factor of organisation operations. In ADNOC, this has a direct influence on creativity, innovativeness, productivity and progressive representing positive employee branding.
- HR Planning
Human Resource (HR) planning is identified as a process………………………………………………………………………………………………………………………………………………Please contact our team to receive guidance and support on this assessment in full detail
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