Key accepts of human resource function
Recruitment and training. This part of the job often entails to put in advertising open positions, interviewing and understanding which candidates are suitable for particular position than hiring them and setting aside hours devoted to training the new recruits.
Record Keeping. The HR office is in charge of record keeping for the business. ANZ your company should keep records regarding income, expenses, purchases and a summary of business transactions. The human resources department should also maintain employees’ records including their individual tax forms. The company’s business license, inventory statistics, insurance records and all other pertinent business information should also be on file.
Employee Relations. Another important function of the HR department is the managing of employee relations. When there is a dispute or misunderstanding between employees, it is the human resource officers who have to mediate the situation. Also, it is important when employees have good relationships with their managers. That’s why ANZ fosters a workplace environment where staffs are encouraged to express their ideas, opinions and concerns provided they align with our core business values and our Employee Code of Conduct and Ethics. Moreover all, ANZ approaches to health, safety and wellbeing aims to support the physical, emotional and financial wellbeing of our people, so Human Recourse manager has to be sure that relations are health and safe in their workplace.
Payroll and Benefits. The dispensation of payroll comes under the responsibilities of the human resource office such as health care, maternity benefits and others.
ANZ in New Zealand offers the following benefits to eligible staff:
-concessions on banking products and services
-subsidies on the cost of Corporate Wardrobe garments to staff
-special discounts offered by some of our customers/suppliers such as computers, clothing and gym membership
-subsidies on The Healthcare Base Plan for all permanent staff with a $250 per claim excess
-a unique employee benefit package (Marram) of discounted accommodation and healthcare assistance to affiliated organisations.
Employee Performance Improvement Plans. Human Resource Department is responsible for motivating their workers so they can perform better and provide quality work. That’s why they should plan their actions in order to motivate the employees.
Outline of recruitment and selection practices
Recruitment sources and methods
ANZ’s human capital strategy focuses on helping employees to grow in their roles and advance within the organisation, so the company tries to promote existing workers within the organisation.
Also, they are working with universities to promote their Graduate Program, Summer Vacation and Industry Based learning Programs to students. These programs aim to attract, develop and retain talented individuals who wish to embark on a challenging career within the banking and finance industry. That is another way how they recruit people.
Moreover, there is their personal website where is special inset with open valances, all offers are properly described.
Recruitment selection and framework
At firs Human Recourse Department is looking for workers which will match their criteria after they found a certain amount of people available for this opportunity, they invite them for the interview, check their references and backgrounds. Moreover all, those people should do some tests which illustrate their intelligence. After all this procedure they select a person who matches the position better than others.
It is perfectly natural that they provide proper induction and training for this person.
Selection criteria and methods
ANZ recruits and develops leaders who have well-rounded experiences and balanced capabilities, make decisions in line with our values and ethics, and lead with a ‘wide-angle lens’.
Leading with a wide angle lens is:
-challenging conventional thinking and seeking diverse perspectives
-taking an 'outside-in' view, with our customers, stakeholders and community
-having an international mindset
-managing trade-offs and ambiguity
-collaborating across boundaries.
In addition, Susie Babani said that “We want the best talent working in ANZ – no matter who they are or where they are from”. It means that for that bank ethnicity or nationality doesn’t make sense that’s why when customers comes to ANZ they can see people from different countries working there. It is really good thing as New Zealand is multinational country so it will help them if customer who isn’t good in English come to the bank and meet people who are form same country. Therefore, ANZ is a culturally diverse organisation with employees born in more than 130 countries who speak over 90 languages, and we promote flexibility as the way we work.
Critical analysis of recruitment and selection practices
The importance of recruitment and selection practices to the organisation
Recruitment and selection process held an important role for building a strong company performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.