Task 1:

1. The operational plans that consists of the objectives, goals, procedures, and timeline should
be consulted before the start of any recruitments. Besides that, departmental policies that
explains the day-to-day operation should also be consulted. These policies are able to
develop a detailed job description that allows the Human Resources Department to fill the
vacancy with the suitable candidate.
2. The legislation that I will need to consult first will be the Employment Acts. Besides that, I will
also need to consult on the company policies. These will ensure that what the company is
offering will meet at least the minimum benefits that outlined in these policies. The other code
of practise that I will need to look into will the transparency throughout the whole process.
This will ensure that all the candidate is treated fairly and there will be no bias.
3. Yes. I will consult with the Hiring Manager, Department Heads and the company top
management. Meeting with hiring manager will enable me to understand the need to create or
fill the vacancy. Other factors like the priority or the impact of this position towards the
company will also need to determine while meeting with the hiring manager. I will also need to
get the consents from department head as department head will able to determine the
necessary to have this position or there might be option such as job rotation or transfer with
department. Lastly, top management consents will also be needed as top management will
determine if this position is in-line with company policy or growth.
4. I would consider employee referrals. Employees are more likely to know the culture and
requirement of the company. Due to their understanding towards the organization and the job,
they will be able to recommend the right person to fill the vacancy. Other than that, internet
recruitment will be another option. Vacancy can be listed on job searching websites or social
media as internet is no longer foreign nowadays. Recruiter will also be able to view the
resume or qualification of the applicants before shortlisting the qualified candidates.
Several types of interview can be conducted after the candidate being shortlisted. A phone
interview can first be conducted to understand the background of the candidate before an
interview session is being carried out.
5. I will choose internet recruitment and interview. The reason being internet recruitment will
able to reach a larger pool of applicants. As there are more explosure, we will have a
diversified applicants.
Interview sessions can allows recruiters to have a closer discussion and have a better
understanding on the jobs and applicants’ competency. Both parties will have better
interaction and interviewer will able to observe the gesture and the confidence level of the
applicants.
6. I will develop the policies and procedures based on the following 7 steps.
Firstly, the requirements need to be study. I will need to look into the existing policies or
corporate standards. Some of the company are adopting ISO standards, thus the policies
created will be to be compliance with these standards.
Secondly, I will need to identify who will take lead responsibility for developing the policies.
Responsibility should be delegate to an individual, committee or staff based on the expertise
required.
Next, I will start the gathering of information. Information from various aspects will be gather.
For example, legal responsibilities or other past information of how other companies or
individual tackle the same scenario.
After gathering of information, I will then start to draft the policy. When drafting, I will need to
ensure the wording used, length of the policy and the complexity will be addressed. The
 policy must be appropriate and understandable by the people who are expected to implement
it.
At the fifth step, I will need to consults the appropriate stakeholders. Policy will be more
effective is we were to get the support from stakeholders. In order to have their supports,
other than consulting those that are affected, the potential implications of the policy should
also be discussed sot that opportunity to improve can be determine.
After that, I will then finalise the policy and obtain approval from the management committee
before the policy is being shared to the stakeholders. This is to ensure that the newly
approved policy had obtained the supports from management and it is aligned with the
company direction.
Lastly, once a policy is being published, there will be certain procedures need to be setup to
provide support the policy. These procedures will then be the guidance on how the policy is
being implement and whom should be the person to implement the policy.
7. Yes. In order for employees to accept a policy, we must be able to prove that policy is working
and the benefits from it. Solid references from various sources need to be use as a prove that
the policies are working.
8. The use company emails will be the fastest way for employees to receive the new policy.
Other than that, all of the policy should be stored in a share location, for example, company
server. This will allows employees to search and review any policy that already in place.
9. A meeting with management will be conducted so that the outcome and finding that explains
the need of this policy will be presented to the management to obtain their approval.
10. Trial and error method will be used to test the realistic of the policy. Enhancement will be
needed if the policy is unable to achieve. However, this should first start with a few
departments and not the whole organization.
11. A briefing will need to be done for all of the related stakeholders and staff. During the briefing,
staff are able to voice out their uncertainty and questions. All of the doubt regarding the policy
need to be address so that they will have confident with the new policy.
12. Yes. Relevant will need to be given training to assist them in adapting to the new policy.
Task 2:
1. I am able to determine that new employees are needed when there are people resigned or
the position is vacant. Request will be put up by hiring managers and approval will need to
given by management before recruitment process is being initiated.
2. Yes. The current position descriptor is appropriate. The job descriptor is important as they will
list out the job scope and expectation toward ones when ones took up the job. Job descriptor
will also outline the skills and knowledge in order to perform the job.
3. As a recruiter and interviewer, one need to be trained first. It will be an added point if the
recruiter has knowledge on psychology whereby one will be able to study on the gesture or
the personality of a candidate.
The standard operating procedures will also need to setup as this will outline the steps that
the recruiter need to do during the recruitment and selection process.
4. The position advertisement was published on digital platforms. The platforms include job
seeking websites and certain social media. The terms that spelled out in the advertisement
are compliance with the employment law in the country. Other than that, the advertisement
published is a non-bias and non-discrimination advertisement. The position is fairly open to all
of the candidates that have the required knowledge and skills.
5. No. We will only laisse recruitment specialists for senior position in the company. For non-
senior position, the recruitment will be handled by in-house recruiter.
6. The selection procedures are handled by jointly hiring managers and the human resource
department. Both parties had check and balance. A standard selection procedure is prepared
and used during selection process.
7. During job posting, the minimum criteria required by the job is clearly stated. The criteria
includes minimum education qualification, specialised knowledge or skill or professional
certificates is needed. The job posting was posted in LinkedIn and other job seeking websites.
I will view the profile of each applicant on the website to search for suitable candidates.
8. I first make a phone call to congratulate the successful candidate on their success to secure
the position and follow by an official email. During the conversation, I informed the candidate
on their employment details. The details includes the day for them to start work, what are the
remuneration and benefits package and their expected job scope.
9. I emailed the unsuccessful candidates and thank them for their time and effort to attend the
interview. Even though they might not be selected from this round, we will still hope that we
might be able to work together in the furture.
10. The terms and conditions of the employments acts as contract or mutual understanding
between the company and the employees. The terms and condition will outline the rules that
the employees the to abide when they are working. It is also act as a expectation from
company towards the employees and vice versa.
11. An employment contracts act as a legal protection towards both company and the employees.
Whichever party that break the terms stated in the contract will need to be bound by legal
action. For example, if the company is unable to provide the package or benefits stated in the
contract, the employee can take legal action towards the company. Of course, whenever an
employee misconducted, for example, leak of company confidentiality, one will also be bound
to legal action.
12. The department leaders, direct superior and Human Resource Department are involved in the
induction process. HR Department explained and briefed on the organization general rules
and regulation while employees superior briefed on the job-related information. The
 employees will require further training as one need to learn some new skills or knowledge in
order to perform the task.
13. The direct superior monitored the employee during induction and probationary period. During
induction period, training given to the employees are documented and is submitted to Human
Resource Department once the training is completed. During the probationary period, the
performance of employee is being monitored closely by the direct superior. Before the
probationary period, an assessment is done by the direct superior and it is being reviewed
also by the department head before it is being submitted to Human Resource Department.
14. During recruitment and induction process, both new and existing are able to exchange of
experience. New staff will learn and adapt into the company culture during the induction
process. One will also learn about the skills and knowledge required for the job.
15. Yes. There are still some adjustments need to be made on the procedures. For example, a
competency test can be setup on line so that all of the applicants can under a short test to
test on their competence and their knowledge. Through competency test, we are able to filter
qualified candidates only. This will enable us to save up time screen through every candidates
one by one.
Part 1: Question 1 – 3,

After review on the current workplace recruitment, selection and induction policies and procedures
framework, I have proposed the new policy as per above diagram.

Firstly, department managers had put in a request to fill a vacancy. After receiving the request, the
need of hiring new staff is then being evaluated. The position description is then being draft and listed
out. The position description must be able to meet the requirement from management and the
department heads.

After the position description is being approved, we started off with the recruitment planning. We have
map out a thorough recruitment plan and identified the means to attract a diverse and qualified
applicant pool.

Next, the vacancy is then being posted on University employment opportunity, job search website and
local newspapers. Other than just advertising, we have also look through profiles in the pool of
potential candidate in job search portal such as Linked In. We had also joined the recruiter network,
for examples, recruitment groups in social medias.

In the later stage, the portfolios or resumes of all applicants is being sorted out and evaluated by
Hiring Manager and Human Resource Department. Those shortlisted candidates first under a phone
interview whereby we used to understand the basic background of the candidates and their capability
to take up the jobs. Once we have understood their basic backgrounds and capabilities, the list of
candidates is then being further shortlisted. The final list of shortlisted candidates is then being call for
a first interview with the human resource department and the hiring manager. A second interview with
the head of department is conducted for the qualified candidate.

After receiving the assessment reports from the hiring managers and the head of department, the
most suitable candidate is being selected. Before the candidate was being informed of the success,
we had done a round of reference check with the reference provided. Offer letter is being prepared
after all of the reference check is completed.

Lastly, induction is done on the first day when the employee come on board. Human resource
department had briefed the newly on-board on the company rules and regulation. The department
head or manager will bring the newly on-board through the work requirement or the skills that need to
brush up.
Part 2: Question 4.

Marketing had put in request to hire Marketing Executive to cope up with the rapid growth of the
company that based in Melbourne.

The basic salary proposed for the two permanent positions is Aud 3,200 with an fixed allowance of
Aud 700. The candidate needs to be a person with Passion, Collaboration and Openness.

The candidate that possess experience in sales & marketing will be given priority.

The job vacancy was advertised digital platforms and social media. Recruitment agency we also being
engaged so that they could get us suitable candidates from their pool of talents.
Question 5

Below is the Advertisement post:

(In the Linked In, Sent to Recruitment Agency and also Print Media)

Organic Foods Ptd Ltd.

Hiring
Marketing Executive
* Expanding Business in Melbourne

* Year End Bonus

* Work in Melbourne.

* Medical Benefits.

* 5 Days working / week

Job Description:

 Organic Foods Ptd Ltd. has a fantastic opportunity for a Marketing Executive to drive the
planning, development and execution of the integrated marketing and communications
campaigns across the SEAPAC region
 Organic Foods Ptd Ltd. actively promotes from within where ever possible and through our
Academy we are driving the development of our staff to achieve their personal development
goals and in so doing the Organic Foods Ptd Ltd long-term strategic objectives.
 Person with marketing and sales experience would be advantages.
 Business administration Degree or equivalent degree holder
 Salary: Basic Salary > Aud 3,200 ++
 Allowance: Fixed Allowance > Aud 700

Interested Candidate please email to following:

recruitment@organicfoods.com.au
 Position Description:

Organic Foods Ptd Ltd.

We are a growing organic foods distributor based in Melbourne with 8 outlets. The main business for
our outlets is to sell organic foods and other goods and now we are expanding our business.
Therefore, we would like to recruit Marketing Executive to cope up with our business expansion in
Melbourne.

Marketing Executive

Responsibilities

1. Work closely with the sales and product management teams to develop and implement new
general marketing initiatives and campaigns.
2. Manage and support the development all social and digital media channels
3. Evaluate event, partnership, sponsorship and advertising opportunities with internal
stakeholders that support our local intensive ROI strategic plans.
4. Develop a crisis management strategy, deal with any emergency which could happen, and
maintain the brand reputation of enterprise.
5. Develop strategies involving traditional and digital marketing, media relations and PR, seeking
high-level placements in print, broadcast and online media.
6. Support general day to day local activities.
7. Ensuring effective and timely campaign and marketing initiatives reports by working with the
relevant stakeholders and communicating the key findings.
8. Support the sales and product management teams in the development of go to market plans
for new and legacy products.
9. Continuously improve through feedback from Customer independently.

Requirements

1. Background/Education in marketing or communications

2. Excellent communication skills and an exceptional attention to detail - in written and spoken
English
3. Excellent outlook, power point, excel and word skills
4. Knowledge and experience of digital marketing concepts and best practices
5. Punctual, self-motivated and problem-solving skills desired
6. Ability to multi-task, priorities and manage time efficiently
7. Passion for consumer relations and marketing
 Letter of Employment

Organic Foods Ptd Ltd.

Cnr Geelong Rd &, Geelong St, West Footscray VIC 3012, Australia

February 15, 2019

Name of Candidate

Address

Dear xxxxxx,

Following our recent discussions, we are delighted to offer you the position of Marketing Executive
with Organic Foods Ptd Ltd.. If you join Organic Foods Ptd Ltd., you will become part of a fast-paced
and dedicated team that works together to provide our clients with the highest possible level of service
and advice.

As a member of Organic Foods Ptd Ltd. team, we would ask for your commitment to deliver
outstanding quality and results that exceed client expectations. In addition, we expect your personal
accountability in all the products, actions, advice and results that you provide as a representative of
Organic Foods Ptd Ltd.. In return, we are committed to providing you with every opportunity to learn,
grow and stretch to the highest level of your ability and potential.

We are confident you will find this new opportunity both challenging and rewarding. The following
points outline the terms and conditions we are proposing.

Title: Marketing Executive

Job description: See attached

Start date: Start date

Salary: Aud 46,800

Probation: 3 Months

Hours of work: 9am – 5pm, Monday to Friday.

Reporting relationship: Reporting to Marketing Director

Following the initial probationary period, a progression and performance review will be conducted on a
quarterly basis to assess performance to-date, and to clarify or modify this arrangement, as the need
may arise.
This arrangement may be terminated by either party upon notice in writing to either party with notice
that complies with Employment Standards (or Labour Standards) for Melbourne.

We look forward to the opportunity to work with you in an atmosphere that is successful and mutually
challenging and rewarding.

Sincerely,

Your name

Your title

Organic Foods Ptd Ltd.

With the signature below, I accept this offer for employment.

___________________________ ______________________

Name Date
 Employment Contract

This contract, dated on the 1st day of March in the year 2019, is made between Organic Foods Ptd
Ltd. and [employee name] of Melbourne. This document constitutes an employment agreement
between these two parties and is governed by the laws of Melbourne.

WHEREAS the Employer desires to retain the services of the Employee, and the Employee desires to
render such services, these terms and conditions are set forth.

IN CONSIDERATION of this mutual understanding, the parties agree to the following terms and
conditions:

1. Employment
The Employee agrees that he or she will faithfully and to the best of their ability carry out the duties
and responsibilities communicated to them by the Employer. The Employee shall comply with all
company policies, rules and procedures at all times.

2. Position
As a Marketing Executive, it is the duty of the Employee to perform all essential job functions and
duties. From time to time, the Employer may also add other duties within the reasonable scope of the
Employee’s work.

3. Compensation
As compensation for the services provided, the Employee shall be paid a monthly wage of Aud 3200
and a fixed allowance of Aud 700 and will be subject to an annual performance review. All payments
shall be subject to mandatory employment deductions.

4. Benefits
The Employee has the right to participate in any benefits plans offered by the Employer. The
employer currently offers [list benefits, if any]. Access to these benefits will only be possible after the
probationary period has passed.

5. Probationary Period
It is understood that the first three months of employment constitutes a probationary period. During
this time, the Employee is not eligible for paid time off or other benefits. During this time, the Employer
also exercises the right to terminate employment at any time without advanced notice.

6. Paid Time Off

Following the probationary period, the Employee shall be eligible for the following paid time off:

 Three days of vacation leave

 Five days of sick leave
 Bereavement leave may be granted if necessary.
The employer reserves the right to modify any paid time off policies.

7. Termination
It is the intention of both parties to form a long and mutually profitable relationship. However, this
relationship may be terminated by either party at any time provided [length of time] written notice is
delivered to the other party.

The Employee agrees to return any Employer property upon termination.

8. Non-Competition and Confidentiality

As an Employee, you will have access to confidential information that is the property of the Employer.
You are not permitted to disclose this information outside of the Company.

During your time of Employment with the Employer, you may not engage in any work for another
Employer that is related to or in competition with the Company. You will fully disclose to your
Employer any other Employment relationships that you have and you will be permitted to seek other
employment provided that (a.) it does not detract from your ability to fulfill your duties, and (b.) you are
not assisting another organization in competing with the employer.

It is further acknowledged that upon termination of your employment, you will not solicit business from
any of the Employer’s clients for a period of at least 6 months.

9. Entirety
This contract represents the entire agreement between the two parties and supersedes any previous
written or oral agreement. This agreement may be modified at any time, provided the written consent
of both the Employer and the Employee.

10. Legal Authorization

The Employee agree that he or she is fully authorized to work in Melbourne and can provide proof of
this with legal documentation. This documentation will be obtained by the Employer for legal records.

11. Severability
The parties agree that if any portion of this contract is found to be void or unenforceable, it shall be
struck from the record and the remaining provisions will retain their full force and effect.

12. Jurisdiction
This contract shall be governed, interpreted, and construed in accordance with the laws of
Melbourne.

In witness and agreement whereof, the Employer has executed this contract with due process
through the authorization of official company agents and with the consent of the Employee, given
here in writing.
___________________________________ ___________________________

Employee Signature Date

___________________________________ ___________________________

Company Official Signature Date

Question 6

Email 1:

From: recruitment@organicfoods.com.au

To: maryll_pott@gmail.com

Subject:

Dear Maryll Potts,

As a result of your application for the position of Marketing Executive, I would like to invite you to
attend an interview on Mar 3, at 9 AM at our office in Melbourne.

You will have an interview with the department manager, Edie Wilson. The interview will last about 45
minutes. Please bring three references as well as a copy of certificates to the interview.

If the date or time of the interview is inconvenient, please contact me by phone (518-555-5555) or

email (recruitment@organicfoods.com.au) to arrange another appointment. We look forward to seeing
you.

Best regards,

_______

Thomas
Email 2:

From: recruitment@organicfoods.com.au

To: james@gmail.com

Subject:

Dear James Mathew,

As a result of your application for the position of Marketing Executive, I would like to invite you to
attend an interview on Mar 3, at 11 AM at our office in Melbourne.

You will have an interview with the department manager, Edie Wilson. The interview will last about 45
minutes. Please bring three references as well as a copy of certificates to the interview.

If the date or time of the interview is inconvenient, please contact me by phone (518-555-5555) or

email (recruitment@organicfoods.com.au) to arrange another appointment. We look forward to seeing
you.

Best regards,

_______

Thomas
JOB INTERVIEW SUMMARY FORM
Name of Candidate: Maryll Potts Position Title: Marketing Executive
Department: Marketing By: _______
Interviewer(s): Edie Wilson Date of Interview: Mar 3, 2019

Purpose - This evaluation is to standardize the recording of information collected during an interview and assist in evaluating and comparing different
applicants when interviews are completed. Interviewers are encouraged to use the "comments" section to support each applicant's rating. This form is to be
completed during and/or immediately following the interview. Please attach additional sheets if needed.

Rating Key - NS: NOT SATISFACTORY; S: SATISFACTORY; VS: VERY SATISFACTORY; NA: NOT APPLICABLE

Criteria Comments: (Be very specific; support your rating) NS S VS NA

Experience  Have been working in marketing department for more

√
(as it relates to the position) than 3 years.

Education/Training
 Graduated as a first class honor in Marketing Degree. √
(relevant to position)

Communication Skills
 Better in written communication than verbal. √
(written and verbal)

Interest in and knowledge of

 Show high interest on the position. √
the position applied for

Presentation
 Documents / Resume presented in a neatly and a very
(promptness, neatness of √
detail manner.
resume/application, appearance)

Problem Solving Skills Have less impromptu problem solving skills √

Computer Skills
(consistent with those required to  Expert in powerpoint, excel and a computer literate. √
perform the duties of the position)

Job Stability  Changed 2 jobs in 3 years. √

Other Job Related Criteria

Does not possess experience in sales. √
(specify)
JOB INTERVIEW SUMMARY FORM
Name of Candidate: James Mathew Position Title: Marketing Executive
Department: Marketing By: _______
Interviewer(s): Edie Wilson Date of Interview: Mar 3, 2019

Purpose - This evaluation is to standardize the recording of information collected during an interview and assist in evaluating and comparing different
applicants when interviews are completed. Interviewers are encouraged to use the "comments" section to support each applicant's rating. This form is to be
completed during and/or immediately following the interview. Please attach additional sheets if needed.

Rating Key - NS: NOT SATISFACTORY; S: SATISFACTORY; VS: VERY SATISFACTORY; NA: NOT APPLICABLE

Criteria Comments: (Be very specific; support your rating) NS S VS NA

Experience
 Been in sales for 2 years and marketing for 2 years. √
(as it relates to the position)

Education/Training
 Possess a business administration degree. √
(relevant to position)

Communication Skills
 Can speak better, but weak in written skills √
(written and verbal)

Interest in and knowledge of  Show high benthusiasm, asked a lot of question for the
√
the position applied for position and have the knowledge for the job.

Presentation
 Normal presentation skills but overall have a neat
(promptness, neatness of √
presentation.
resume/application, appearance)

 Can solve impromptu problem well. Have good track

Problem Solving Skills √
records with problem solving.

Computer Skills
 Basic knowledge on computer. Basic powerpoint and
(consistent with those required to basic excel knowledge. √
perform the duties of the position)

Job Stability  Been with previous company since graduated. √

Other Job Related Criteria

(specify)
Question 8 and 9:

Hiring manager and human resources department have a discussion after both interviews being
carried out. We have selected James Mathew for the marketing executive position. We have issued
the letter of employment and have explained the employment contracts to him. The details of each
section in the contract had been briefed and all of his doubt derived from the contract had been
answered.

The other candidate, Maryll Potts had been informed officially through email that her interview was
unsuccessful. In the email, we had also encouraged her that her by saying that her profile will be
saved into our company database. Should we have any suitable opening in the future, we will then
inform her.

Question 10 and 11:

James Mathew had undergo induction at the first few days of his work. During his first day, he was
being briefed on the company rules, regulation and company structure. Other than that, he is then
bring around the office and is being introduced to all of the employees.

After introduction, he is then being brief by his superior on job related task. He had also been given
training to brush up the skills that he will be needing when he is performing his job. He is undergoing a
3 months probation period. An assessment will be carried out to examine his performance at the end
of the probation period. He will be confirmed if his performance had met the expectation.

After the employee had gone through the induction, a meeting will be set with the employee to gather
feedback on his recruitment process. Through his feedback, we will able to find out the scope of
improvement,
1. Policies and procedures will able to provide employees with knowledge about the expectation
from them. Expectation can be referring to the employee behaviour and their performance
standards. Policies is also being used as the rules and guideline when making decision.
Whenever there is a situation, policy is able to provide anyone in the company with a consistent
and clear response. With policy in place, employees will have good faiths as they are confident
that they will be treated fairly and equally.

2. The first area is the determine the job vacancy. The vacancy will need to be examine and the
rationale of having the vacancy must be determined. The vacancy need to be in line with the
company expansion or in line with company future direction.

Next, job analysis needs to be done on the job vacancy. Discussion with hiring manager and
department head is needed to draft the job description for the position. The skills and knowledge
needed for the job is also able to being determine during the discussion.

The third area is advertising and attracting talents. HR Department will need to analyse and
decide which channels are suitable for them to use to attract talents. The job opening is
advertised on social media or job search website.

After having numbers of applicants, the next time will be sorting of candidates. The resume of
each candidate is reviewed and it is compared against the job description. The experience,
qualification, skills and knowledge are the criteria that will be examined.

The fifth step is the interview session. The shortlisted candidates are called to attend interview
session with the hiring managers and HR Department. The most suitable candidate is then being
selected.

The last area of the recruitment process is the induction stage. All employees will need to be brief
on the company rules and regulation. They are also being brief on the job that they need to
perform and the skills that they might need to use when performing a task.

3. The benefit of HR software is to enable managers or HR personnel to monitor the employees’

leave and holidays. HR software will able to proper document and calculate the entitlement and is
able to cut short the process time.

Other than that, HR Software is also able to secure employees privacy and confidential data. HR
Software usually are protected by layers of security. The saving of data in the system will be safer
than saving hardcopies of employees’ details in company.

4. The skills and knowledge needed to perform a job must first be identified. Once these had been
listed out, the current skills of employee will be measured. The gap will be the skills and
knowledge missing that restrain the employees from performing their job effectively. The gap can
also be determined by when appraisal is done with the employees,
5. The first stage is the strategic planning. To do this planning, the annual plan and the business
plan must first being understand from the management team. This will able to explain the goal
that need to be achieve and the number of employees of need for that achievement.

Secondly, the workplace is being analyse. There is definitely an issue when certain department is
facing high turnover or always understaff. The reason behind need to be determine.

After determining the problem, an action plan need to be determined. The gaps that happens
need to address effectively and to ensure that this problem will not happen again in the future.

Next the planned action plan needs to be implemented. The plans will need to be communicate to
every department. The implementation will need to be coordinated in order for things to be run
smoothly.

Lastly, after the implementation, there is a need to monitor, evaluate and review the current
model, the effectiveness and the impact after implementation of the model need to determined. If
the implementation is not as per expectation, then the model need to review and improvement
need to be done to it.

6. All of the task functions and responsibilities need to be clearly define as this will be the Key
performance index for the employees during appraisal.

The performance standards will also need to be indicated. This is because the level of productivity
and the quality of employees is measured by these standards. The success of an employees will
be relying on this.

The list of job-related skills must also be listed in the job description. This should also include the
level of knowledge, experience and capability that one need to possess to handle the jobs.

The level of authority or the limits of the power will need to be outlined when stating the
responsibility of the employees. This will include the level of authority the person has over other
people, the function or the product.

Next, management expectations will also need to be included in the job description. The
expectation of the management needs to be spelled out so that employees clearly understand.
Expectation should include both work related and also behavior.

Lastly structure for each department or division need to be clearly stated. This includes stating to
whom the employee should reports or who will be reporting to the employee. The structure need
to be clear to avoid misunderstanding in the department.

7. The act that need to be compliance when posting a hiring act is firstly the anti-discrimination law.
Everyone regardless of religion, race, martial status, genders and others must be given a fair
chance in every job vacancy. Labor law is also one of the acts that one need to follow when
preparing an advertisement for job vacancy. This will outline the minimum benefits for employees.
 Thirdly, privacy law will also be crucial. Whatever documents and information provided by
candidate cannot be disclosed any other third party. The advertisement should also compliance
with the human right law. Avoiding child labor and minimum wages need to be compliance when
publishing. Lastly, sexual harassment law will also need to be avoided, remarks that will sparks
sexual harassments content must be avoided.

8. First, we will need to engage with specialised recruiter. Specialist recruiters focus on specific
sectors and their industry knowledge can be a huge help in engaging top talent

Next, it is best to get a local recruitment provider. We should for local recruiters who have the
familiarity to provide key insights into the local labour market, and are fully aware of the skills and
reputations of local professionals.

Lastly, being well-resourced is another key quality to look for in a recruiter. This is because by
investing in the right tools and technologies, recruiters can significantly shorten the time it takes to
find the right talent

9. A closed question can be answered with either a single word or a short phrase. While open
questions deliberately seeking on longer answers.

The advantage of closed questioning is these questions are easy and quick to answer. There will
be almost no answers that are difficult to understand while the disadvantage is this question can
make the respondent frustrated as they are unable to adequately express their opinion. It can also
be difficult to determine if someone has misunderstood the question

The advantage of open questioning allows one to more deeply understand the topic under
discussion. The respondent can feel that they are receiving personal attention and that the
proposer is interested in their opinion.

10. The most critical point that need be discussed firstly is to discuss about the benefits and salary.
The benefits that should ask will include the benefits of healthcare, dental or vision. The next point
will be discussing about incentive compensation. Some companies will give bonuses to their
employees as compensation for certain incentives, such as taking on additional responsibilities or
pay raises based on performance.

11. Firstly, there is a briefing or seminar that will be conducted to brief new employees on the
operation of the company, rules, regulation and other policies in line. Other than that, new
employees will be introduced to colleagues from different function and department. Lastly, the
task and work of the employee will need to brief by the superior or peers in the same department.

12. The induction program will first cover the rules and regulation of the company. Other than that, the
legal requirement will also need to be covered in the program. The benefits that employees can
enjoy will also need to be listed out during the program. These include healthcare, holidays or
leaves that one will be entitle in one tenure.
13. The test that we could use is the job knowledge tests that measure a candidate’s technical or
theoretical expertise in a particular field. These kinds of tests are most useful for jobs that require
specialized knowledge or high levels of expertise.

Emotional Intelligence can also be used. This test will show how well someone builds
relationships and understands emotions. These abilities are an important factor in professions
that involve frequent interpersonal relationships and leadership.

14. Outsourcing is a business practice in which a company hires another company or an individual to
perform tasks, handle operations or provide services that are either usually executed or had
previously been done by the company's own employees.