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Research Project Starbucks Assignment

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Case Analysis




The HR Manual of a Company speaks volume about the work environment and human rights policies it follows. The HRM Policy of a company would collaborate with the prevailing laws of the concerned country. The following report aims to highlight and rectify the policies to be followed in the Recruitment, Selection, and Induction of the employees.

Critical Analysis of Strategic and Operational Plan and Policies


As per Albrecht et al. (2015, p.31), the main parameter that the HR department looks for during recruitment is if the candidate is meeting the desired criteria of the job. A company should not discriminate among the candidates on the basis of non-relevant characteristics (Jackson et al. 2014, p.47). The newly recruited persons should go through a proper induction process before joining as an employee so that the chance to know the company beforehand increases. The company should inform all the candidates about the basic rules and regulations that the company abides by during the working hours, in order to avoid any confusion later in the process (Stone et al. 2015, p.221).

Policies and Procedures for Recruitment, Selection, and Induction


According to Deery and Jago (2015, p.465), the policy and procedure of the recruitment, selection, and induction of an organization should exhibit the organization’s objective to provide the employees a friendly working atmosphere. According to Gilson et al. (2015, p.1330), it is very important for the employer to give the candidates a proper Job Description which might include the primary duties they need to execute and also the core necessities they need to follow up. It is better if the Company is sure of the main Selection Criteria even before the job is advertised in the media. The organization keeps in mind the special limitations of the Specially Able Candidates before selecting them on the basis of those key criteria (Paillé et al. 2014, p.456). Considering the merit of such candidates the company can think of relaxing the regulations.

Related Legislation


The recruitment process of VTI Group closely goes by with the following laws and acts:

Employment Act, Americans with Disabilities Act (ADA), Equal Pay Act, Illinois, Human Rights Act, Immigration Reform and Control Act (IRCA), Pregnancy Discrimination Act of 1978 and The Civil Rights Act of the country.

Procedure Related to Recruitment, Selection, and Induction


VTI Group recruits the candidates based on a Three-tier Recruitment System. At the First stage, the candidates get emails from the Company asking them to appear for the interview on the venue of the Office. The provisionally selected candidates have to come again for a final interview with the required personal details at the second stage of the Recruitment Process. After the selection, the Unsuccessful Letter will be sent to the abortive candidates in due time. The successful candidates will be sent the Successful Letter, mentioning the Job Description, Remunerations, and other details. VTI Group strictly follows a set of work ethics, Leave policy and Release Policy which are mandatory for an employee to follow. For the first three months, the employee will go through a training period and hence no increment will be provided to the person for spectacular performances. A new employee is not allowed to take long-leave during the training period.

Need for Recruitment


During the growth of the company and even after the ultimate growth of the company, it hires people as its employee. Quigley and Hambrick (2015, p.826) opine that the company should follow a proper and transparent recruitment process so that the Hiring Process goes along smoothly. A recruitment process also ensures that the HRM Department select the right candidate for the desired position. Such transparency is beneficial for both of the parties so that the employees can be sure of the tasks that are expected from them and the employee can expect the candidate to deliver on those requirements (Wright et al. 2014, p.365). A prosperous company would likely to employ a number of candidates twice a year, depending on its requirement.

Obtaining Support from Senior Manager


Respected Sir/Madam,

It is to let you know that the new revised procedure and Policies for Recruitment, Selection, and Induction of candidates are prepared to be followed in the next Recruitment Process.

Please consider the documents which are attached to this mail for further improvement. Therefore, it is being requested to you to allow a procedure to examine whether these policies and procedures are up to the Mark.

For the convenience of the HRM department, the recruitment process will consist of three stages. All the candidates will know the outcomes of the interview via emails. The candidates will also be given an induction session of two working days for the better understanding of the Job profile. The employees will also be encouraged to keep a clean attendance by a decent incentive of $300.

Always feel free to give instruction for further modifications in the rules and regulation, which will be readily welcomed.

Thanking you,

Yours sincerely,

HRM Department,

VTI Group

Necessary Adjustment on the Trial of the Forms and the Policies


As per the Recommendation provided by the Senior Manager on the backdrop of the trial of the new forms and policies, the successful candidates will be called by the mail sent by VTI Group. This is to make sure that the candidates are informed properly about the final interview.

Positions Descriptions for the Four Posts





a) Administration Manager


The profile of the Administration Manager will require the employee look into the administration of the company. They need to see that there is a considerable flow of information among the employees. They will also look into the support system of the company. The Administrative Officer should have an excellent communication skill as he or she needs to work with a large number of people (Nyberg et al. 2014, p.332). The person finds out the flaws and loopholes of the rules and regulation and will suggest appropriate remedies.

b) Marketing Manager


A Marketing Manager is required to produce, enact and execute the marketing strategies of a Company. The person also requires aligning those strategies with the customized objectives of the Organization. The person should have the capability to attract the probable customers for the organization. According to Baron et al. (2016, p.751), the Marketing Manager needs to apply proper strategies to innovate new ways retaining the existing customers. 

c) Training Manager


The Training Manager composes and executes training programme for the newly recruited employees of the Organization. The person should also identify the persons among the existing employee pool who require special purpose training. The person is responsible for providing them with proper training programmes. As per Al Ariss et al. (2014, p.176), the Training Manager will have to be always updated about the new skills and technologies that are coming into the job market, so that the person can include those updates in the current training programme.

d) Finance Manager


The Finance Manager holds an important position in the operation of an organization. They are expected to maintain the health of the Company's investments in all the sectors. As recently all the process of remuneration financial payment is getting automated, the company depends largely on the Finance Manager for the Smooth Functioning of these processes (Ployhart et al. 2014, p.352).

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