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BSBHRM405 - Task 2ppt

The document provides templates created for JMC Spatial Pty Ltd's HR department including a job description, job advertisement, employment contract, induction checklist, sample interview questions, employment form, offer letter, notice to unsuccessful applicants, reference check questions, and evidence of a new appointment. The templates are designed to help streamline the recruiting, selecting, hiring and onboarding processes according to the company's policies.

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Narmeen Sohail
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79 views

BSBHRM405 - Task 2ppt

The document provides templates created for JMC Spatial Pty Ltd's HR department including a job description, job advertisement, employment contract, induction checklist, sample interview questions, employment form, offer letter, notice to unsuccessful applicants, reference check questions, and evidence of a new appointment. The templates are designed to help streamline the recruiting, selecting, hiring and onboarding processes according to the company's policies.

Uploaded by

Narmeen Sohail
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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BSBHRM405- Task 2

PORTFOLIO OF TEMPLATES CREATED FOR JMC SPATIAL PTY


LTD
Why portfolio of templates is important?
 Comprehensive and professionally templates are beneficial for HR department

They are used in case of recruiting, inducting and selecting new staff member

They are designed according to company’s policy which are then helpful for the recruiters or
HR managers in order to follow the terms and conditions of the company.
List of templates prepared
Job Description for a job role
Job Advertisement
Employment Contract for a chosen job role
Induction Check list for a chosen job role
Sample Interview questions for two different jobs
General Employment Form
Letter of Offer to successful applicants
Notice to Unsuccessful applicants
Sample questions to be asked of referees
Evidence of advising of management & work team of new appointment
1. Job description for a job role
A job description is an essential part of the job application process as, with the right
information, it should help applicants to determine whether the role is in line with their skill set
and whether it is a job they want to do.

A job description helps to streamline the selection process.

 A job description for an account's manager is created in assessment.


2. Job advertisement
The main goal of a job advertisement is to inform potential job candidates about a new
opening and attract them to apply.

It is written in an engaging tone and it contains information not only about the job position,
but also about your company and the benefits you offer.
3. Employment contract
An employee agreement is the traditional document used in relationships between
employees and employers

The main purpose is of laying out the rights, responsibilities, and obligations of both parties
during the employment period.
4. Induction checklist
An induction checklist should ensure that both the new employee and their line manager
know what has or has not been covered at any given time.

They both need a copy which should be kept up to date, so they can follow what is happening.
5. Sample Interview questions
The questions are prepared for the HR team so that they can ask those from interviewee.

They help to understand that is an individual prepared for the interview or how he pretend
himself in front of interviewers.

The questions are like:


1. Tell me about yourself

2. How did you hear about the position?

3. What are your strengths and weaknesses?


6. General employment form
 It is necessary to fill the employment application form to apply for a job post.

 Even if resume and cover letter is submitted, you are asked to complete the employment form.

 That way, the employer has a record of your personal and employment history, verified and
signed by you.
7. Offer letter to successful candidate
 Offer letters generally include standard information regarding the position, start date and
compensation.

The position title and responsibilities are among the first items provided in an offer letter.

Specific duties are listed in detail under the job description, so the employee knows exactly
what is expected of him.
8. Notice to unsuccessful candidates
An often-ignored aspect of the recruitment and selection process is the need to
advise unsuccessful job applicants in a tactful, courteous way through email (mostly).

It is a basic courtesy to advise job-seekers of the outcome of their application, and highly
desirable to advise them promptly.

Internal candidates should be informed in person and given actionable items on which to
improve.
9. Sample questions for referees
Reference checks help potential employers confirm that candidates have been honest in their
job application and interview responses.

The questions asked when checking references are factual, centering around job title, salary,
employment dates, etc.
10. Evidence for new appointment
The selection report is the official record of the selection process.

The main purpose of the selection report is to convey the panel's recommendation and
provide enough information for the delegate to make an informed and fair recruitment decision.

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