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BSBHRM506 Manage Recruitment Sample Assignment

BSBHRM506

Manager Recruitment Selection & Induction process

Assessment Task 1

Karnravee Nopphalai

Table of Contents

Healthcare United Recruitment and Selection Policy

• Process/ policy Research

• Vacant position analysis

• Position description

• Advertisement

• Shortlist

• Interview preparation

• Interview applicant

Healthcare United 2000-2016 Recruitment and Selection Guideline

ANALYSIS OF 2000 & 2016 HEALTHCARE UNITED RECRUITMENT ANDSELECTION GUIDLINES

Key Areas

United Healthcare 2000

United Healthcare 2016

Timeframes

Timeframe of selection

Timeframe of selection

&recruitment 2-3 weeks

&recruitment 2-3 weeks

Timeframe of advertisement

Timeframe of advertisement

20to 25 working days

10 working days

Personnel

HR had the major responsibility

Manager will have major

of selection, recruitment

responsibility of selection and

recruitment and HR will support them

Documentation

HR was responsible for all

Manager will response for all

documentation

documentation with the support

of HR department

Training &support

HR had the major responsibility

Manager will have major responsibility

of training & support

of training & support and HR department

will help managers in their roles

Monitoring &evaluation

Monitoring and evaluation were ,

Monitoring and evaluation will be

There possibilities of HR. Chairperson and

There possibilities of General Manager,

staff member of job related department

trained selection panel and manages

respectively

INTRODUCTION:

This report comprises the information regarding the analysis of the policy and procedures of existing recruitment and selection processes for Healthcare United which’s one of the best healthcare professionals in Australia.

This organization currently employs 1500 healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan that involves opening another office in Hobart.

Report consists of the comparison between the year 2000 Healthcare United recruitment and selection guidelines against the newly developed 2016 Healthcare United recruitment and selection policy and relevant legislation.

Following key areas are going to be considered while comparing, time frames, personnel involved, documentation, training, monitoring and evaluation.

Policy statement :

Our Policy Statement maintaining an environment for all staff and also create an environment where staff are able to work effectively, without fear of discrimination or harassment, We has formulated the goal of "attracting and supporting staff of the highest quality and being an exemplary employer".

We are also accepts that it has a responsibility to act in conformity with the spirit and intent of Equal Employment opportunity and affirmative action 1987, The Racial Discrimination Act 1975, The Sex Discrimination Act 1975, The Equal Opportunity for in the Workplace Relation Act 1996 – 2005, The Disability Discrimination Act 1992, The Occupational Health and Safety Act 1991 and the Privacy Amendment Act 1998.

Healthcare United is an organization that currently employs 1500 Healthcare professional with two sites, in Victoria and NSW and seeks to expand its operations and open another office in Hobart.

Purpose: The purpose of the recruitment and selection process is to ensure that Healthcare United has further1, 500 of the best possible healthcare professionals available, in three stages, over the next five years.

Healthcare United aims to be the number one provider of Healthcare professionals in Australia.

Research recruitment processes best practice

In an organization the post may be vacant due to several reasons like retirement, resignation, promotion or restructuring organization. Whatever will be the reasons the organization should analysis the position and it can be done by the following ways:

  • Ascertain whether position is still required.
  • Identify the ‘gaps’ e.g. knowledge, skills, attributes missing.
  • Changes needed to accommodate new directions, technology etc.

Recruitment and Selection Process

The recruitment and selection process involves the following procedures:

  1. Vacant position analysis
  2. Position description
  3. Advertisement
  4. Short-list
  5. Interview preparation
  6. Interview applicant
  7. Reference check
  8. Job offer
  1. Vacant position analysis

When a position become vacant it is important to analyses the position to determine whether it is still required.

Manager

Estimated timeframe: 2-3 days

When a position becomes vacant the following procedure must be completed.

Procedure:

· Position needs analysis conducted by managers and approved by senior management.

· Managers explore implications options, legislative and award requirements.

2. Position description:

A position description is an important prerequisite to successful recruitment and selection. Estimated timeframe: 3-5 days

Procedure:

· Position descriptions are developed by managers using a position description template and include:

a. Position title

b. Key objective

c .Qualifications required

d .OHS component

e. Terms.

· Senior management to sign off on position description.

3. Advertisement

Healthcare United’s advertising policy: Position must be advertised internally and externally for a minimum of 10 working days in HU newsletter unless there is special authorization from senior management for the advertised online and in leading national newspapers.

Timeframe: 20-25 working days.

Procedure:

· Managers create advertisement with the support of HR for HU newsletter on intranet.

· Managers send advertisement with the support of HR advertisement to publications department to post on the intranet.

· Managers with the support of HR create advertisement for authorized external print media.

4. Short-listing Applicants

Short-listing is a process of elimination. However, Healthcare United requires that all internal applicants be interviewed.

When short listing applicants, consideration of all criteria is recommended. Each selection panel member should read the applications and rate applicants according to the selection criteria. These must be consistent with the advertised requirements.

Timeframe: 5 days minimum.

Procedure

  • HR should look for information which gives evidence of the presence of these critical skills;
  • Not all selection criteria will be able to be identified as part of the short listing process, HR will only be able to gather limited information about a match on selection criteria from the CV, and there will be many gaps in the information;
  • This is a superficial assessment of how well a candidate meets the selection criteria and how well they would perform in the position;
  • The need for structure to guard against unfair discrimination and personal bias must be stressed;
  • Check general impressions, and intuitive responses against formal criteria as they might be influenced by prejudices;
  • A structured approach saves members’ valuable time;

5. Interview preparation

Timeframe: interview preparation 1~2 days

Procedure

  • HR management staff at head office to organize:
  1. Comfortable and quiet location
  2. Food and drink for interview panel
  3. Interview schedule
  • HR to organize interview documentation which includes:
    1. Location description
    2. Resumes for each shortlisted contender
    3. Approval to check and release police record form
    4. Set interview questions for human resorts members of interview panel
    5. Position description
    6. Interview assessment forms for interviews
    7. Use checklist for documentation

    · HR organizes interview panel: 2 members of HR department and 1 staff member from the job-related department with one of the HR member being the chairperson.

    · Chairperson chooses and advises the staff member of their role as “expert” and request that they think of three job-related interview questions.

    6. Interview applicants

    Interviews are to be conducted only at Head office. Interviews are to be 30 minutes in duration with a 5 minute break in between. No more than 12 interviews should be conducted in a day.

    Timeframe: schedule interviews 1-2 days depending on number of applicants

    Procedure

    • Chairperson greets applicant and ensure that they are comfortable and if possible relaxed and makes introduction.
    • Chairperson opens interviews to introduce the panel members and Explain the overall process to be used in the interview
    • HR member of panel ask applicant a series of standard interview questions for example:
    1. Why have you applied for the position? What attracted you to this position?
    2. What skills do you think you can bring to this position?
    3. What experience do u have?
    • Chairperson asks applicant if they are familiar with the position description and whether they have any questions about the position.
    • Chairperson informs the applicant of the process and Check information then ask them to bring along e.g. Certificates
    • Panel thank candidate for attending.
    • Panel Explain what will happen after the interview including how they will be notified of the outcome and the expected timeframe involved with decision making and complete interview assessment.
    • Panel has decision and select applicant.
    • Check context and availability of referees from senior management.

    7. Reference checks

    Reference check are an important part of the selection process but in Healthcare United 2000 it is not systematic and time consuming and it doesn’t cover the important of reference check i.e. about the information of the applicant .so, while checking references managers must be careful to the following:

    • Obtain applicant’s permission
    • Introduce themselves and organization
    • Only ask questions about job-related skills, competencies, knowledge and attributes Timeframe:

    1~2 days after interview.

    Procedure

    · Phone workplace of applicant and speak to referee. Use the prepared reference check form to ensure that you obtain all the information required and ask the same questions of all contacts.

    · Introduce yourself by stating your name, agency, and the purpose of your call. Explain the nature of the position you are filling.

    · Ask about applicant’s knowledge, skills and personality. Listen for voice signals and patterns between references on the same applicant.

    · If an employer hesitates to provide information and if you have a signed release from the applicant, state that you have obtained a signed release from the applicant authorizing that information to be released and offer to fax or send them a copy.

    · Try to check at least two former employers, including the applicant’s direct supervisor - that’s who can be most helpful. A personnel department or higher-level manager can only speak to generalities about work, verify dates and salaries, etc., while a direct supervisor can attest to job performance and qualifications.

    · Discuss reference with other HR person on interview panel.

    8.Job offer

    In Healthcare united 2016 and 2000 the job offered in this period is not clear and not simple which the applicant may fell difficult to understand and may create confusion to them. So, while making the contract it should be simple clear this may be like this:

    • Classification, salary and status
    • Salary package details
    • Commencement date
    • Relocation budget/costs if applicable
    • Clarified/restated position including title and responsibilities
    • Clarified terms and conditions of appointment including probation period
    • Other relevant negotiated terms and conditions
    • Terms and conditions specific to an organization

    Timeframe: 1~3 days.

    New policy Procedure

    1. After the interviews have been completed and a decision has been made to offer the position to one of your Applicants. Requisition should be moved to Final HR Review after:
    • Applicant statuses are changed indicating which applicants were interviewed and the reason the applicant was not interviewed.
    • At least two telephone reference checks are performed on the selected candidate (one from last employer).
    • The completed, signed hiring proposal, original signed application, and official transcripts (if applicable) are forwarded to Recruitment.
    1. The hiring packet will be reviewed and approved by Recruitment. If there is a problem with the packet, the certified interview or the hiring manager will be contacted immediately by a member of the Recruitment staff.
    1. The Hiring Department must contact the selected candidate to formally offer the position after Recruitment has approved the hiring packet.
    1. If applicant accepts the job offer, ask them to report to their workstation at 8:00 a.m. on their first day of employment. If new employee needs a temporary parking decal, please contact your HR representative in your department for more information.
    1. Advise new Staff employees that they will be on probation for six months and evaluated in their fifth or sixth month of employment. (The Law Enforcement Officers require a one-year probation period).

    9. Feedback to unsuccessful applicants

    Healthcare United requires all unsuccessful internal applicants to be provided feedback in individual meeting with a member of the HR department and give a feedback letter.

    Timeframe: 1~3days after interview.

    Procedure

    1. HR department ask administration to schedule 30 minutes meeting with each unsuccessful internal applicant.
    2. HR department representative to phone unsuccessful external applicants and offer feedback.
    3. Try to give positive feedback to unsuccessful applicant on any aspects they could reasonably improve for future success.
    4. If an applicant has performed badly on the day and not been able to demonstrate why they are the best person for the job, then it is appropriate to explain that when asked about specific aspects of the interview. For instance it may have been that they did not show the panel why they were the best person for the job, and another applicant was more able to do so. Invariably, most people who perform badly at interview tend to be aware of this.

    Conclusion:

    Recruitment and selection process are important aspects in staffing and the decisions regarding them have to be taken keeping in view the fit between the employee and the organization. The organization has to decide whether to hire temporary or permanent employees or Recruit from the internal workforce or select through external sources. Interview is one of the most important selection methods. In the modern day selection methods, situational and behavior description interviewing are gaining importance. The core concepts in staffing include matching individual needs with organizational needs, the importance of staffing as a process, the importance of organizational and job analysis, the person- job fit for an organization and the growing emphasis on person- organization fit.

    Draft Communication plan

    A communication plan defines the approach that a program will use to communicate with communities

    Personnel

    Tasks

    General manager, CEO, Executive manager, Key stakeholders

    • Develop the policy
    • Consult with managers and supervisors
    • Authorize position procedure

    Managers

    • Oversee selection process
    • Establish selection panel
    • Work with external specialists
    • Respond to unsuccessful applicants

    Selection committee/panel

    • Write job descriptions
    • Shortlist
    • Interview
    • Select successful applicant
    • Conduct reference checks

    Training evaluations for procedures

    Training evaluation form 1

    Task description

    Competent

    Not Yet competent

    1. Assisting clients with personal care activities

    P

    • Providing companionship and support during daily activities.

    2.

    P

    1. Maintaining a safe living environment by minimizing or removing safety risks or hazards.

    4.

    P

    1. monitoring patients' conditions by taking temperatures, pulse, respirations and weight

    P

    1. monitoring patients' conditions by taking temperatures, pulse, respirations and weight

    2.

    P

    Answer the following questions and record your answers on a document for submission to your assessor:

    1. Describe recruitment and selection methods, including assessment centres

    Interview preparation

    For the preparation of the interview the organization should organize the elements that should be needed while interviewing the applicant and fulfill the requirements which may be the following:

    Week commencing

    Recruitment activity

    Week 1

    Consult on job description for position requirements

    Review job description

    Advertise internally and externally

    Develop interview guides and materials

    Week 2

    Arrange interview dates with appropriate personnel

    Arrange location for interviews

    Conduct 1st and 2nd interview

    Conduct reference checks

    Week 3

    Make selection decisions

    Make an offer to applicant

    Complete all required administrative paperwork

    Conduct induction and commence in role

    Interview elements

    Requirements

    Selection panel

    • Roles of panel established
    • Members have read job description and applications

    Interview schedule

    • Interview timed
    • Adequate time between interviews to: record notes, re-read application and discuss applicants

    Physical setting

    • Room booked and applicant knows where to go
    • Round table and chairs
    • Adequate lightening and heating/cooking
    • Free from interruption and excessive noise

    Documentation

    • Position description
    • Standard interview questions
    • Applications forms, resumes etc.
    • Required legal/consent forms if necessary
    • Reference check template

    Special needs

    • Interpreter
    • Accommodation for physical/intellectual disability e.g. access, time

    2. Explain the concept/idea of outsourcing/getting the job done outside the company

    What does it mean for a job to be outsourced?

    It's the practice of sending certain job functions outside a company instead of handling them in house. More and more companies, large and small, are turning to outsourcing as a way to grow while restraining payroll and overhead costs.

    3. Describe the purpose of employee contracts/job agreements and industrial relations (the relationship between management and employees in a company)

    Contract of employment. Oral or written, express or implied, agreement specifying terms and conditions under which a person consents to perform certain duties as directed and controlled by an employer in return for an agreed upon wage or salary.

    The Work health and safety roadmap for NSW 2022 (roadmap) is aimed at everyone to enable the continued decline in fatalities and serious injuries and illnesses in NSW. It sets out agreed priorities to keep safety simple while focusing on the important risks that will reduce harm.

    4. Summarise/list relevant legislation, regulations, standards and codes of practice (all government and industrial rules and laws) that may affect recruitment, selection and induction

    EQUAL EMPLOYMENT OPPORTUNITY (COMMONWEALTH AUTHORITIES) ACT 1987
    - SECT 3


    Interpretation

    (1) In this Act, unless the contrary intention appears:

    Australia includes the Territories to which this Act extends.

    Authority means:

    (a) An incorporated or unincorporated body or authority established for a public purpose:

    (If) by an Act or by regulations made under an Act; or
    (ii) by or under a law of a Territory (other than a law of the Australian Capital Territory or the Northern Territory);

    Being a body whose staff consists of, or includes, persons who are not APS employees; or

    (b) A company or other body corporate incorporated under a law of the Commonwealth, of a State or of a Territory, being a company or body corporate in which the Commonwealth has a controlling interest;

    But does not include a relevant employer as defined in section 3 of the Equal Opportunity for Women in the Workplace Act 1999.

    Designated group means any of the following classes of persons:

    (a) Members of the Aboriginal race of Australia or persons who are descendants of indigenous inhabitants of the Torres Strait Islands;

    (b) Persons who have migrated to Australia and whose first language is not English, and the children of such persons;

    (c) Persons with a physical or mental disability;

    (d) Any other class of persons prescribed by the regulations for the purposes of this definition.


    Discrimination means:

    (a) Discrimination that is unlawful under theRacial Discrimination Act 1975 or the Sex Discrimination Act 1984; or

    (b) Discrimination by which a person with a physical or mental disability is, because of the disability, treated less favorably than a person without the disability.

    Employee means a natural person appointed or engaged:

    (a) Under a contract of service, whether on a full-time, part-time, casual or temporary basis; or

    (b) Under a contract for services.

    Employment matters include:

    (a) Recruitment procedure, and selection criteria, for appointment or engagement of persons as employees;

    (b) Promotion and transfer of employees;

    (c) Training and staff development for employees; and

    (d) Conditions of service of employees.

    Operative day , in relation to an authority, means the day specified in relation to that authority in subsection 5(2).

    Overseas means outside Australia.

    Program , in relation to a relevant authority, means an equal employment opportunity program designed to ensure that appropriate action is taken by the authority:

    (a) To eliminate discrimination by it against; and

    (b) To promote equal opportunity for;

    Women and persons in designated groups in relation to employment matters.

    Relevant authority means an authority that employs 40 or more employees in Australia.

    Responsible Minister , for a relevant authority, means:

    (a) If the regulations prescribe a Minister as responsible for the authority—that Minister; or

    (b) Otherwise—the Minister responsible for the authority.

    Trade union means:

    (a) An organization of employees registered pursuant to the Conciliation and Arbitration Act 1904; or

    (b) A trade union within the meaning of a State Act or law of a Territory.

    Woman means a member of the female sex irrespective of age.

    (2) A reference to discrimination in relation to employment matters does not include a reference to discrimination that:

    (A) is essential for the effective performance of the duties to which the employment matters relate; and

    (B) is not unlawful under the Racial Discrimination Act 1975 or the Sex Discrimination Act 1984.

    (3)For the purposes of this Act, an authority employs an employee in Australia if the contract, by which the employee is appointed or engaged, is made in Australia, notwithstanding that the employee may perform duties overseas.

    (4) Nothing in this Act shall be taken to require any action incompatible with the principle that employment matters should be dealt with on the basis of merit.

    5. Explain why terms and conditions of employment are an important aspect/part of recruitment

    When employing an employee, they have the right to workplace terms and conditions that are fair and non-discriminatory. You should have equal opportunity to apply for part of recruitment available jobs, higher duties, job rotation schemes and flexible working arrangements.

    By explaining these terms we can have a better understanding to client what we want

    · employment as a permanent, casual, full-time or part-time worker

    • hours of work

    · wages, salary levels or remuneration packages

    · Any other terms and conditions offered to you at the start of employment.

    6. Explain the relevance/connection of psychometric and skills testing programs

    Verbal and numerical testing. This method is used to give an indication of a candidate's ability to process both verbal and numerical information while working to a time limit.

    These tests are conducted either prior to or on the assessment day, on or offline.

    http://www.psychometricinstitute.com.au/

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