Assessment Task One - Develop recruitment and selection processes
3. Analyse the 2000 Healthcare United Recruitment and Selection policy and procedures comparing key areas for each procedure against the current 2016 Healthcare United Recruitment and Selection Policy and relevant legislation.
4. Identify key areas for each procedure that need revising because they are:
Answer 3 & 4
No |
2000 Healthcare United Recruitment and Selection policy and procedures |
2016 Healthcare United Recruitment and Selection policy |
1 |
They were looking for the best possible employees. |
They aim for the best employees in the industry. It means they have raised its quality of employee's standard. |
2 |
They did not mention about internal recruitment in vacant position analysis step. |
Special exemptions to internal recruitment must be approved by the general manager. |
3 |
HR department is require for the development of position description and may consult with manager about position description. |
Manager will take the responsibility for the recruitment and selection of staff and HR will play the supporting role. |
4 |
It is mentioned all advertise of vacant position have the timeframe of 20-25 days which consists of 10 days for both internal and external advertised. |
All vacant and new positions will be advertised internally and externally for 10 working days. |
5 |
Healthcare United was only considering print media for external advertisement. |
Special exemptions apply and be advertised online and in leading national newspaper |
5. Research recruitment and selection processes best practice.
Innovative Recruiting Strategies
Strong HR practices begin with the recruitment process. When recruiters take the time to find the job candidate who is the best fit for the company culture, job description and management structure, the new hire is more likely to stay at their job for longer and be more productive on the job.
Healthy and Happy Workplace
Creating a safe workplace where workers can actually enjoy their work day is an important component of employee retention, reduced turnover and increased efficiency. HR professionals should strive to make the workplace safe and healthy, where workers know that all OSHA regulations are in place and they don’t have to worry about injuries on the job. The workplace should also be a place where employees’ needs are met, and the HR department can make that happen.
Performance Rewards
Employees like feeling valued, and employees that feel like an important member of the organization are less likely to leave. Incentives and performance-based bonuses are a great way to show employees that their work is valued by management. Human resources professionals should strive to implement rewards plans for employees as part of benefits packages.
7. When using or disclosing Protected Health Information (PHI), or when requesting PHI from our client, each employee of MBA Medical Billing must make reasonable efforts to limit the disclosure to the minimum necessary to accomplish the intended purpose of the request. This requirement does not apply to disclosures to a healthcare provider for treatment, uses or disclosures made to the individual, uses or disclosures made pursuant to a signed authorization for release, disclosures made to the Secretary of Health and Human Services, disclosures required by law and uses or disclosures that are required for compliance with the Privacy Rule.
Disclosure for Treatment, Payment or Healthcare Operations The rules establish that routine and recurring disclosures of PHI can be made for treatment, payment or healthcare operations without specific authorization. For all routine and recurring disclosures minimum necessary determinations should be made. The level of disclosure is restricted based on the determined category.
CATEGORY 1- Full health information will be provided to routine and recurring requests from these Category 1 sources:
CATEGORY 2- Minimal necessary information will be provided in the following situation: Requests for medical information to determine necessity
CATEGORY 3- Summary data with treatment and/or diagnostic codes will be provided to routine and recurring requests from:
CATEGORY 4- Demographic data with only minimal reference to treatment or diagnostic information will be provided to routine and recurring requests from:
9. In a role-play arranged by your assessor, facilitate and evaluate some training on at least two of the procedures developed using a Training evaluation form.
Training Evaluation Form
Date:
Presenter’s name:
Criteria |
Strongly Agree |
Agree |
Disagree |
8. Answer the following questions and record your answers on a document for submission to your assessor
Part A: Plan staffing
1. Survey key stakeholders (relevant positions in the organisation) and identify the HR needs of the business for the next 12 months. Collect evidence of consultation including meeting agendas and emails.
Position |
Number of Staff Required |
Senior Manager |
1 |
Departmental Manager |
4 |
Team Leaders/Supervisors |
5 |
Healthcare Professionals |
60 |
Administrative Staff |
20 |
Sales and Marketing Staff |
10 |
Evidence of Consultation
Location |
HealthCare united floor 21, 101 collin St. 3000 |
Date |
27 Aug 2018 |
Time |
1400-1500 |
Facilitator |
Smith Mark |
Agenda items |
|
Time |
|
2:00 - 2:30pm |
Staffing needs |
2:30pm -3pm |
Recruitment and selection process |
Emails
To: Senior manager, Marketing manager, human resources manager
Subject: meeting invitiation on human resource
Dear All,
I would like to invite you all foa a meeting HR needs identification
Venue: floor 21 101 collin st, 3000
Date:
Time: 14######
Kind Regards,
Director human resources
2. Develop or review the organisation’s human resources (HR) capability or staffing plan to address the HR needs of the organisation and have the plan approved by the relevant senior manager or as per organisational processes.
Note: HR staffing plan must include: identification of needs or gaps, identification of key stakeholders and specialists, current status of human resources, recruitment and selection processes, and recommendations for improvements.
Staffing objectives |
||||
Ø Recruitment and sourcing the best industry talent Ø Retain the highly skilled staff Ø Promote diversity Ø Succession Planning Ø Become an employer of choice |
||||
Position |
Number of Staff |
Skills/Competency |
Qualification |
Demographics |
Senior Manager |
1 |
Strategic planning |
MBA |
55yo M |
Departmental Managers |
4 |
Strategic planning |
MBA/BBA |
35-50yo 2M2F |
Team Leaders |
5 |
Operational planning |
Diploma in Healthcare |
22-35yo 2M 3F |
Healthcare Professionals |
60 |
Current professional |
Degree in nursing |
25-50yo 40M 20F |
Administration Staff |
20 |
Administrative skills |
Certified inthe position |
25-50 10M 10F |
Marketing and Sales |
10 |
Communication and problem solving skills |
Diploma in business |
25-50yo 10M 10F |
4. Supervisor - specialist who may be assist in the recruitment and selection`.
Unsuccessful Candidate — letter template
26 August 2018 Maria Lim Unit 20 Lansdowne Road, Saint Kilda East Victoria, 3183
Dear Maria, Thank you for your application for the position of Healthcare Administrator.
We regret to advice that after careful consideration, your application has not been successful. We received many applications, with a few other applicants better matching the selection criteria for the position on this occasion. We would like to thank you for your time and effort you made with your application and for considering Healthcare United as a prospective employer. We wish you every success with your future career. Yours sincerely,
James ( Human Resources )
Andrea Styles Unit 20 Lansdowne Road, Saint Kilda East Victoria, 3183
Dear Andrea,
Following your recent interview for the position of Healthcare Administrator. I am pleased to inform you that the company would like to make you an offer of employment. Your title will be Healthcare Administrator. A copy of job description is enclosed for ease of reference.
This appointment is permanent. The salary for this position is $55,000 plus annual CPI (Consumer Price Index) increase. You will be entitled to 15 days annual leave and public holidays. Standard working hour is 8 hours a day from Monday to Friday.
Your employment with the company would be on the terms set out in the enclosed contract of employment and company handbook.
I
This offer is conditional on satisfactory references (and a medical check if applicable) This offer is also subject to: • Receipt of original certificates as a proof of relevant qualifications (if applicable and if not already received, checked and copied. • Receipt of original documents as proof of your right to work in Australia, as specified by t he Australia Borders Agency (if not ready or received and copied)
Please contact me at the number below as soon as possible to confirm your acceptance of this offer.
Yours sincerely,
James, Human Resources
Please Google Contract of Employment and attach with your assignment
Assessment Task Three – Manage staff induction
[Procedure] 1) introduce them to their colleagues, managers and supervisors 2) provide them with general information on your business, which may include: • a copy of your business's code of conduct • annual reports business plan • organizational charts 3) record essential details includes: o TFN o Superannuation account o Bank account o Emergency contact 4) explain their duties and have some work for them to do 5) provide necessary equipment, uniforms, email addresses and computer access details 6) ask if they have any questions.
Induction Guidelines Introduction Healthcare United is the company that expanding their business in Hobart and planning to recruit 500 workers. According to the demographics, this company has developed better quality service and performance in lastl6 years. Induction of new staff has to be executed smoothly, and has to follow the objectives above.
[Induction Checklist] Job offer made and accepted
Start date and time confirmed to employee, manager and colleagues providing induction support Identify who will greet new employee on first day and who will support the induction program Identify and order technology needed for the role e.g. computer, laptop and associated software, mobile Identify and order equipment needed for the role e.g. desk, safety gear
Notify payroll of new starter contract employment details Assign company car where needed Create induction information pack Arrange first day Update internal records e.g. telephone directory, organization chart
Finalize Job Induction Program and communicate to key support areas
Send welcome message to new employee e.g. email, telephone, text
Appendix Sample documentation
1) HR or DM issues induction checklist (above) and probation information to line manager. 2) If checklist has not completed and returned within 4 weeks from start date, HR send reminder to the lone Manager or employee. 3) HR and facilitator, department manager will support employee to finish the checklist. 4) Evaluate
Dear Mr. Mansfield. Thank you for your cooperation in induction process of HU Healthcare consultant. We admire you as the person that who is suitable to make a smooth induction for new employee at your line. It was great effort in the process and we hope you will be doing well in the next process as well. If you have any suggestion us, please feel free to tell us. Kind Regards
I suggest that DM should also involve to this process from next time.
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