PART I. Developing a Process Portfolio $(10$ Marks$)$Business Case:At AutoWorks Inc., there are six core processes in relation to product development and manufacturing. An evaluation of strategic importance, health, and feasibility using a survey among the department heads has resulted in the following assessment: Concept$-$to$-$design: Importance $70\%,$ Health $80\%,$ Feasibility $60\%.$ Design$-$to$-$prototype: Importance $85\%,$ Health $45\%,$ Feasibility $70\%.$ Prototype$-$to$-$testing: Importance $90\%,$ Health $55\%,$ Feasibility $75\%.$ Testing$-$to$-$refinement: Importance $80\%,$ Health $70\%,$ Feasibility $65\%.$ Refinement$-$to$-$production: Importance $95\%,$ Health $75\%,$ Feasibility $80\%.$ Production$-$to$-$market: Importance $90\%,$ Health $60\%,$ Feasibility $70\%.$Requirement:a$.$ Using Draw.io software, create a process portfoliob. Recommend one process to be selected for process improvement.c$.$ Justify your choice.PART II$.$ Process Modeling $(15$ Marks$)$Prepare a process model for Recruitment and Hiring Process using the process steps below: Steps:$1.$ Identify Job Opening:o HR department receives a request to fill a vacant position or a new role$\mathrm{.}2.$ Job Description Creation:o HR collaborates with the hiring manager to create a detailed job description outlining responsibilities, qualifications, and other essential criteria for the role$\mathrm{.}3.$ Job Posting:o HR posts the job opening internally and$/$or externally through various channels such as company website, job boards, social media, and recruitment agencies$\mathrm{.}4.$ Resume Screening:o HR conducts an initial screening of resumes based on predefined criteria such as qualifications, experience, and skills.o Resumes meeting the initial screening criteria are shortlisted for further evaluation$\mathrm{.}5.$ Initial Screening:o HR conducts initial screening interviews or phone calls with shortlisted candidates to assess their interest, availability, and basic qualifications$\mathrm{.}6.$ Interview Scheduling:o HR schedules interviews with shortlisted candidates and notifies both the candidates and interview panel members $($hiring managers, team members, etc.$)$ about the interview details$\mathrm{.}7.$ Interviews:o Candidates participate in one or more rounds of interviews, which may include behavioral interviews, technical assessments, and$/$or panel interviews$\mathrm{.}8.$ Candidate Evaluation:o Interviewers assess candidates based on predefined criteria, which may include qualifications, skills, experience, cultural fit, and alignment with company values.o Candidates who meet the required benchmarks proceed to the next stage of the selection process.o Condition: Depending on the complexity of the role or the number of candidates, multiple rounds of interviews may be conducted.o Condition: Interviewers provide feedback and evaluations on each candidate's performance during the interviews.o HR evaluates the results of the hiring process based on feedback from the hiring team, candidate assessments, and other relevant factors$\mathrm{.}9.$ Reference and Background Checks:o HR conducts reference checks and background verification for the final candidates to verify their employment history, qualifications, and other relevant details$\mathrm{.}10.$ Offer Preparation:o HR prepares job offers for selected candidates, including details such as compensation, benefits, start date, and any other relevant terms$\mathrm{.}11.$ Offer Presentation:o HR presents the job offer to the selected candidate and negotiates terms if necessary$\mathrm{.}12.$ Offer Acceptance:o Once the candidate accepts the offer, HR coordinates the onboarding process, including paperwork, orientation, and integration into the organization$\mathrm{.}13.$ Onboarding:o HR facilitates the onboarding process to ensure the new employee has all the necessary resources, training, and support to transition smoothly into their new role.