Information Technology Report Singapore As A World Leader

The [Singaporean] government has frequently referred to Singapore s population as its only natural resource and described education in the vocabulary of resource development† (Lepoer, 1989). The Global Information Technology Report has Singapore as a world leader in the quality of their education as well as Internet access provided to their schools (Dutta, Geiger, Lanvin, 2015). Singapore has accomplished this by having meticulous outlines on what the public school system looks to accomplish as well as having an eye toward the future. While strict government laws and policies work to enhance the quality of education, they also limit many rights associated with freedoms of speech and expression. Quality of Education System Desired Outcomes of Education The Ministry of Education developed an outline for the purpose of public education. They termed it the Desired Outcomes of Education or DOE (Ministry of Education, 2015 April). This outline defines four attributes that every student should have upon graduation, they should be: â€Å"A confident person, a self-directed learner, an active contributor, and a concerned citizen† (MOE, 2015 April). If the key stages of the DOE are followed a student should graduate with a good sense of self-awareness, a sound moral compass, and the necessary skills and knowledge to take on the challenges of the future† (MOE, 2015 April). Compulsory Education Act The Compulsory Education Act was brought into law October 9th, 2000 (MOE, 2015 July). 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Professional Practice for Scope and Limitations -MyAssignmenthelp.com

Question: Discuss about theProfessional Practice for Scope and Limitations. Answer: Introduction Purpose, Scope and Limitations The report is formulated in order to describe the different types of recruitment strategies of the Australian employers to the students. The employers are using different methods of competitive recruitment and selection strategies in order to select appropriate students from the campus so that they can perform their work more in their field of work. Sources and Methods The sourcing and methods used in selection of the strategies of recruitment and selection of the employers in the country of Australia. The multinational companies select candidates from the universities that are having different types of the department and are well reputed (DePoy and Gitlin 2015). Analysis of the Current Condition Recruitment in Australia Australia is the country where there are many reputed universities that provides higher education to numerous branches of subjects. Both the government and private universities of Australia have well developed system of education that they provide to the students. They use updated curriculum and technologies in order to make the students industry ready. The students not only include the domestic students of the country itself but also to the different international students who comes to study in the Australian universities for their well settled career. Recruitment in the country is widely depended on the economy of the country as well as government regulations (Frasca and Edwards 2017). Recruitment Strategies of the Employees The techniques that are used by most of the employers of reputed companies are psychological testing, behavioural interviewing, internships, Skype interview, usage of LinkedIn profile, networking, video interviewing, group interviewing, etc. They choose among these modes of recruitment as per the type of job they are recruiting. The old techniques of recruitment through letter or resume have been changed into online or digital platforms. New technologies are used in terms of the selection process of the different candidates for respective job positions (Leekha Chhabra and Sharma 2014). Among the other methods of recruitment that are mentioned above the two strategies will be described below. Discussion of the Recruitment Strategies The recruitment strategies that will be discussed in this section are psychological testing and internships. It can be said that employers in Australia frequently used these methods of recruitment in order to check the nature of the candidates. The psychological tests are important in order to check the compatibility of the candidates in the proper field of work. In the tests, there are no right or wrong, there are different types of answers that will help the employers in judging the nature of the candidates (Robinson 2014). It helps in dealing with people and the ability to cope up with the pressure of the particular job. Interviewer through psychometric tests determine the skills and abilities of the interviewees in order to lead the work in a single handed or the power to understand the organizational as well as goals of the field of work they will be doing (Salman et al. 2014). Another mode of recruitment is internships. Many graduate students along with the management students are recruited by the companies as an intern for 2 to 3 months. At that point of time, they will get to learn about the organizational culture as well as the work culture, duties and responsibilities in that particular designation of work. During the time of internships, the performances of the interns are important in terms of their future recruitment. Most of the employers are hoping to recruit the interns who are doing internships for the company if they are performing well because it will help the employers in saving the cost of conducting recruitment for the designation along with the training procedures to the newly recruited candidates (Taylor 2014). Conclusion It can be concluded that the companies of Australia along with the university students both are in competition for their best fit. Employers are in terms of the best fit in the perspective of recruitment whether the university students are in the field of achieving a secured and well established position in a good company for their starting in the career. The above two methods are internships and psychological testing are described in details that have their importance in selecting candidates that are appropriate for the designation of work. Recommendations Recommendations are provided to the university students of Adelaide in order to prepare themselves for different types of recruitment strategies for the employers that will be coming to the campus for the placements. The recommended strategies are: The students must know about the various types of recruitment strategies of the different companies that are present in Australia. Students must have a clear idea about the current knowledge about the affairs happening in Australia and rest of the world regarding their field of education or in that particular field of work (Bryson, James and Keep 2013). Students must have a proper idea about the company and regarding the job description they are going to sit for the interview. Students must be aware of the different processes of the interviews that will be conducted by the particular employee. They must have the particular knowledge regarding their goals and objectives of their life in terms of career improvement (Chaneta 2014). Students should discuss all the process of recruitment selection and other theoretical knowledge with their teachers and other faculties who are responsible for improving their knowledge in the career plans. Bibliographies Bryson, J., James, S. and Keep, E., 2013. Recruitment and selection.Managing human resources. Human Resource Management in transition, pp.125-149. Chaneta, I., 2014. Recruitment and Selection.International Journal of Management, IT and Engineering,4(2), p.289. DePoy, E. and Gitlin, L.N., 2015.Introduction to research: Understanding and applying multiple strategies. Elsevier Health Sciences. Frasca, K.J. and Edwards, M.R., 2017. Web?based corporate, social and video recruitment media: Effects of media richness and source credibility on organizational attraction.International Journal of Selection and Assessment,25(2), pp.125-137. Leekha Chhabra, N. and Sharma, S., 2014. Employer branding: strategy for improving employer attractiveness.International Journal of Organizational Analysis,22(1), pp.48-60. Robinson, O.C., 2014. Sampling in interview-based qualitative research: A theoretical and practical guide.Qualitative Research in Psychology,11(1), pp.25-41. Salman, R.A.S., Beller, E., Kagan, J., Hemminki, E., Phillips, R.S., Savulescu, J., Macleod, M., Wisely, J. and Chalmers, I., 2014. Increasing value and reducing waste in biomedical research regulation and management.The Lancet,383(9912), pp.176-185. Taylor, S., 2014. Recruitment and selection.Strategic Human Resource Management: An International Perspective,10(6), pp.139-14.