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Grow Management Consultants Human Resources Briefing Report
1. Introduction
The purpose of this report is to provide a general summary of the Human Resources requirements that the organization, Grow Management Consultants, must meet. The purpose of this briefing report is to investigate the goals of the firm as well as the present situation regarding the management of its human resources in its entirety in order to determine the recruitment policies that will be most effective. Research will be conducted into applicable regulations, current trends such as employing technology to make employment decisions, and also research regarding outsourcing in order to accomplish this goal.
2. Strategic goals and priorities for human resource management
Grow Management Consultants assists businesses in the development of staff leadership, assists clients with leadership performance by guiding them through leadership strategies that are considered to be best practises, and promotes leadership excellence.
Operational priorities
• Beginning in 2022, a broader array of services, including change management and diversity, is to be provided.
• Development of the company's human resources is to be ensured by creating a comprehensive human resources framework by September 2022.
• Regular monthly professional development workshop is to be contucted.
• E-book Business Growth Leadership Technique will be implemented.
• Research on the use of social media in human resource recruitment will be conducted and incorporated into human resource practices.
3. Existing human resources policies and practices.
The company's human resources policies were developed in accordance with the Fair Work Act of 2009. Because of their plans to expand in the next years, the consultants are looking to recruit additional employees. As a result, it has been unable to expand for the last five years. However, things are looking up today, and the firm is seeking to employ two new senior consultants and an Accounts Manager. The policies are listed below:
• Recruitment policy: The recruitment policy specifies candidate selection criteria and the onboarding procedure for new hires.
• Termination policy: The termination policy specifies the manner in which an employee can resign and the notice period required.
• Working hours and overtime policy: This policy specify how flexible work hours are, when and for how long breaks may be taken, and how to check in and out.
• Attendance and remote work policy: If an employee is expected to work from home, this policy lays out the rules for such.
• Performance evaluation and promotion policy: For the benefit of the employees, the performance assessment policies are designed to make clear to them how their work is evaluated and how their success is rewarded.
• Health and safety policy: The health and safety policy explain the procedures and duties of all employees in maintaining a safe workplace for everybody.
• Benefits and compensation policy: Payroll frequency and payment methods, as well as extra benefits like medical benefits, wellness programmes, incentives, and allowances, are included in the policy.
4. Recruitment Methods
• Direct advertising: The Company locate a lot of potential candidates by posting jobs on the company's employment site, job boards, social media, and industry periodicals. Additionally, it raises the profile of the company's employment branding.
• Employee referrals: Referrals from inside and outside the organisation are both used in employee recruiting. Existing employees are urged to recommend potential candidates for open positions.
• Internships and apprenticeships: Offering internships and apprenticeships is a great method to learn about people's skills and a working interview. Managers will identify interns and apprentices who can be upskilled and nurtured for future opportunities throughout the contact term.
• Recruitment events : Company contemplating will be hiring people from recruiting events. Events include open days, career fairs, hackathons, and campus graduate recruiting campaigns.
5. Selection Methods
• Job application: As a result, it is possible to gather the same data on all candidates using this selection procedure, regardless of how they found out about the job openings. Job applications might also reveal whether your job descriptions are misleading. Using wording that discourages diverse applicants may be the cause of a low number of job applications.
• Resume screening : Human resources (HR) technology (or people) may be used to scan resumes in order to find individuals who may be suited for a position. Although resume screening might assist identify spam or radically inappropriate candidates, it should not be the only approach utilised to make a hiring choice. In a high-volume recruiting event, resume screening serves a role..
• Skill testing: Candidate performance on the job is evaluated using skill testing as an objective, proven method. During a skills exam, applicants are put through their paces by a series of questions that are presented in a number of ways.
• In-person and online interviews : A virtual or in-person interview is usually required to get a better sense of a potential employee's qualifications. Use a variety of interview teams and a set of interview questions to ensure that the selection process is as fair and consistent as possible during this phase.
• Assessment centers: Each candidate's social, communicative, and analytical abilities are tested in an assessment center. In order to replicate how they would perform in real-life work situations, candidates undergo a number of exams all at once.
6. Review of relevant legislation, regulations, standards and codes of practice
• Employment legislations
When developing its policies for human resources, the organisation ensured compliance with the Fair Work Act of 2009. Despite this, the consultants are making efforts to expand their workforce in order to achieve their growth targets over the next several years. Due to the lack of demand, it had been unable to expand during the course of the previous five years. Nevertheless, things have turned around, and the firm is actively seeking to bring on board two more senior consultants in addition to an accounts manager.
• Codes of practice
Codes of practise may be established to assist make it simpler for companies to comprehend what they are required to do. These do not take the place of WHS rules, however; they are only meant to facilitate better understanding. These practises include of things like managing the risks of electrical hazards in the workplace, managing the work environment and facilities, managing the risk of falls at workplaces, providing first aid in the workplace, and using limited spaces, among other things.
7. Technology as an option
The way managers and workers obtain access to human resource data has been fundamentally altered as a result of technological advancements in every aspect of human resources management, from recruitment through retirement. It might be difficult to employ technology as a human resource tool because of its complexity, but if it is properly implemented, the business will save time and money.
Recruitment: Since AI, robotic process automation, and machine learning are rapidly becoming more prevalent, finding and retaining the best employees will be critical for businesses looking to gain an edge over their rivals. New tools and techniques for recruiting are being developed in the digital era that were previously inconceivable. The HR manager can take advantage of technology to hire best candidate.
Training & development: After they have been hired, new workers may be trained with the use of technology by HR managers. Through the use of technology, the team will be able to obtain essential information on every individual job through a decentralised computer Database. They will look through these materials to get an understanding of all aspects. In the event that visuals are required, the human resource manager may make use of a visual representation to clarify certain aspects in more depth; this not only saves time but also makes the process simpler.
Performance management:
Technology allows the manager of human resources to keep an eye on the work performance of workers. The management is able to determine how much work has been completed by each employee over the course of a certain time period with the use of technologies such as Trello, Clickup. Additionally, the same software may assist in the dissemination of information on the performance of employees across the whole firm.