Human resource management: RMIT UniversityIntroductionRoyal Melbourne Institute of Technology (RMIT) is one of the original and leading educational institutions in Australia. It is an innovative university of technology with a global outlook. It is located in the heart of Melbourne City. The university provides quality research, work-relevant education, thereby maintaining engagement with the needs of both the community and industry. The university has more than 70,000 students who are studying at different RMIT campuses in Melbourne, online, in Vietnam and in many partner institutions across the world. RMIT University has a stable and effective governance structure that is headed by the University’s Council.
According to the university’s website, the council is charged with the responsibility of formulating the University’s policy and monitoring the University’s performance. One of the issues of policy that the Senate oversees is recruitment/selection. The council is always responsible for appointing the Vice-Chancellor and other senior executives. Recruitment/Selection process Recruitment guidelinesRMIT University has an elaborate recruitment and selection procedure whose intent is to ensure that the values of fairness and transparency are safeguarded. The process also ensures that roles and responsibilities are perfectly integrated with workforce planning in order to ensure cost-effectiveness in the way the university’s capabilities are utilized.
The recruitment procedure applies for recruitment and selection of all continuing and fixed-term staff members. The procedure excludes only the Vice-Chancellor and casual staff. First, the need for workforce has to be identified in order for the recruitment process to begin. This responsibility for identifying this need falls with the Human Resources Manager, Hiring Manager or Delegated Authority. This person has to establish that a position has become vacant, or that there is need for a new position.
A discussion has to be carried out within the human resources department regarding budget, workforce establishment and workforce plan with regard to the new position. Approval from the delegated authority is needed before the recruitment process can begin. The second step entails a review of the position’s description and classification the hiring manager undertakes this task with the assistance of the human resources manager. The types of the position, and the proposed job salary and classification have to be clarified.
The required skills, behaviors, and knowledge also have to be specified. The position has to be in line with all official position guidelines. The position description needs to be up to date, whereby issues of position accountabilities, qualifications, key selection criteria, knowledge and skills are clearly spelt out. Priority should be on matters of safety, health and mandatory web publishing issues such as police checks, and experience in working in academic environments (Martin 1999, p. 145). Likewise, decisions on methods of attraction, recruitment and selection have to be made. Targeted search activities should be determined in order for equity to be maintained with regard to specialized groups as well as people with skill sets that are difficult to source.
Decision on the members of the panel of selection also forms part of the review process. The extent of their activities is also precisely determined. In this regard, a specification is made on the extent to which they will be participating in initial applicant screening. Similarly, deliberations are made in order for the projected advertising budget to be confirmed.