BSBHRM506 Manage Recruitment Selection and Induction Processes

BSBHRM506 Manage recruitment, selection and induction processes

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:

1. contrary to 2016 policy
2. outdated compared to current research and practice
3. do not comply with current legislation.

Answer 3 & 4

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:

• Healthcare Providers
• Insurers/Health Plans
• Patients Family Members Involved In Care Workers' Compensation Providers
• Transcription Services

CATEGORY 2- Minimal necessary information will be provided in the following situation: Requests for medical information to determine necessity

• Sample records for accreditation or audits.
• Records review for protocol adherence. Patient information for participation in clinical trials.
• Referral requests and certification.

CATEGORY 3- Summary data with treatment and/or diagnostic codes will be provided to routine and recurring requests from:

• Practice Management Support Staff
• Clearinghouses

CATEGORY 4- Demographic data with only minimal reference to treatment or diagnostic information will be provided to routine and recurring requests from:

• Technical Support Staff

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:

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

• Describe recruitment and selection methods, including assessment centres Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an ' organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. The purpose of the recruitment process is to find the widest pool of applicants to provide the greatest opportunity to select the best people for the required roles in an organisation. Selection is once a pool of candidates has been identified through the recruitment process the most appropriate candidate, or candidates are identified through a selection process including but not limited to interviewing, reference checking and testing. The purpose of the selection process is to ensure that the best person or people are appointed to the role or roles using effective, fair and equitable assessment activities. An assessment centre is a process where candidates are assessed to determine their suitability for specific types of employment, especially management or military command. The candidates' personality and aptitudes are determined by a variety of techniques including interviews, group exercises, presentations, examinations and psychometric testing.
• Explain the concept of outsourcing Outsourcing has become a major trend in human resources over the past decade. Outsourcing is the practice of having certain job functions done outside a company instead of having an in-house department or employee handle them; functions can be outsourced to either a company or an individual. First of all, you have to make sure the company you are hiring can really do the job. You can find out what industries and what type of workload the firm or individual is accustomed to handling. Also at the same time, make sure you feel comfortable with who will be doing the work and that you can discuss your concerns and needs openly. Another outsourcing options is to hire independent contractors instead of hiring an in-house bookkeeper.
• Describe the purpose of employee contracts and industrial relations The purpose of the employee contract is to ensure that both you and your employer have a clear understanding of what is expected during the term of employment. This document can also serve to eliminate any disputes which may arise at a later date. It also helps you to understand what your rights are under the law. Industrial relations is the management of work related obligations and entitlements between employers and their employees. It also to provide a safety net of minimum wages and conditions of employment and a framework of rights and responsibilities for employers and employees. Summaries relevant legislation, regulations, standards and codes of practice that y may affect recruitment, selection and induction. t There is a range of employment legislation that effects workplaces across Australia. Firstly, the Fair Work Act 2009 creates a national workplace relation system that is fair to working people, flexible for business and promotes productivity and economic growth. However, Legislation in the Employment and Workplace relations Portfolio links to the previous Workplace Relations Act 1996, Act and Bills amending it. Whereas, Sex Discrimination Act and the Racial Discrimination Act are the purpose to protect people from discrimination. Finally, Equal Opportunity for Women in the workplace Act 1999 is an act to require certain employers to promote equal opportunity for women in employment. Explain why terms and conditions of employment are important aspect of recruitment For both employees and employers, the needs and legalities vary enormously from country to county. For the employee a contract gives them the security that they are working for a professional business that has clearly defined its obligations and agreement on all terms of employment. For the employer they have the security that the employee is fully aware of their obligations and has agreed to comply with the stated terms. Explain the relevance of psychometric and skills testing programs to recruitment. Psychometric testing refers to the process of measuring a candidate's relevant strengths and weaknesses. This form of suitability, including company-candidate fit. The aim of psychometric test is to gain an accurate bearing of the candidate's cognitive abilities and personality's style. It is a bimodal process to increase the validity of the psychometric testing process, both cognitive and personality test are used in order accurately predict role suitability.

Assessment Task Two – Recruit and select staff

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.

Evidence of Consultation

1. Meeting agenda

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.

4. Supervisor - specialist who may be assist in the recruitment and selection`.

Part B: Conduct recruitment and selection process

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 )

• Sample letter — Offer of Employment

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

• Contract of employment

Please Google Contract of Employment and attach with your assignment

Assessment Task Three – Manage staff induction

1. Induction Procedures and program content in HU Staff Induction is important to provide well-prepared and comprehensive induction in order to help new staff to understand the responsibilities and responsibilities on their roll.

[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.

2. Documents on Induction Process

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 Program This induction program is for the new employee who will work in healthcare professional department. Facilitator is Takeki Tanemura (HR staff) it will be held at the current office for them, and methods are procedure 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

• Objectives and HU policy Healthcare United is an organization that seeks to be the number one provider of Health care professionals (the best qualified and trained) in Australia. Purpose: The purpose of recruitment and selection process is to ensure that the HU has the best employees available to provide the best service.

Appendix Sample documentation

3. Monitoring Sheet and probation • Staffs who access to the induction process HR Manager Senior Manager Department Manager

• Overseeing of probationary employees ( 3. ) Probation is usually defined in a company's employee handbook, which is given to workers when they first begin a job. The probationary period also allows an employer to terminate an employee who is not doing well at their job or is otherwise deemed not suitable for a particular position or any position.
• Monitor

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

• Feedback LINE MANAGER Date: Applicant's Name: James Mansfield Street Address Postal code:

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

4. Adjustments According to the response on the feedback on Line Manager who took part of induction process, he said it is much better for Department manager also taking part of induction process in order to make specific skilled perspective on the process.

I suggest that DM should also involve to this process from next time.