Employee Feedback and Organizational Changes

This assignment analyzes employee feedback at CoffeeVille. It identifies different perspectives on company policies and practices, highlighting issues faced by some employees regarding coworker behavior. The report then discusses implemented changes in work structure and shifts, leading to improved employee stability, reduced conflicts, and increased motivation and satisfaction. The analysis concludes by emphasizing the complexity of managing recruitment, selection, and induction processes within organizations.

Manage recruitment,
selection and induction
processes

Table of Contents
INTRODUCTION...........................................................................................................................1
PART A LETTER............................................................................................................................1
Analysis of current strategic and operational plan......................................................................1
Policy and procedure for recruitment, selection and induction...................................................1
Providing specific time frame.....................................................................................................4
Communication strategy for sharing information.......................................................................4
Forms and Checklist (Attachments)............................................................................................5
Feedback Form............................................................................................................................7
PART B PORTFOLIO.....................................................................................................................8
Identifying issues raised .............................................................................................................8
Reflect on feedbacks...................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Recruitment, selection and induction process are essential elements of the human
resource management in the organisation. Recruitment means to enlist new members in the
organisation. Selection means to hire enlisted persons on the basis of various tests results and
induction means the action or process of inducting someone to a post or organization (Vickers,
McDonald and Grimes, 2014). In accordance with this context, the following report will
demonstrate the management of recruitment, selection and induction process after analysing the
case of CoffeeVille. The report is classified into two parts, in part A, letter will be prepared that
will shows the current strategies, action plan and identifies the areas related to recruitment,
selection and induction process. In part B, electronic portfolio will be prepared which will
contains the induction policy and procedure, induction check list, probation checklist, new starter
performance review form and trial feedback form.
PART A LETTER
To,
The Rufus and Emma, 29th January 2018
Subject: Developing an appropriate recruitment, selection and induction program for
CoffeeVille
Analysis of current strategic and operational plan
The strategic plan developed by the management of CoffeeVille is to increase the
revenue through targeted market campaign, controlling direct and indirect operational cost,
maintain highly trained and motivated employees within the organisation, maintaining superior
products and service quality standards and establish CoffeeVille brand as ethical and
environmentally responsible company (Holland and Jeske, 2017). As the management desired
to expand its business operations, it is being recommended to the management to hire
competent and skilled workforce within the organisation. In this context, the following letter
will describe the recruitment, selection and induction process that can be utilised by Rufus and
Emma in their organisation.
Policy and procedure for recruitment, selection and induction
The policies and procedures for recruitment, selection and induction process are listed below:
A recruitment policy assists in ensuring that the management are clear about:
 The kind of products and services provided by the organisation - In this step the
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management needs to tell the candidates the type of products and services offered by the
organisation to earn revenue (Rashid and et.al., 2015).
 How management will bring employees into organisation - Here the management will
needs to decide which sources of recruitment will be used by the CoffeeVille. As the
organisation desire to expand its business operations, external source of recruitment will
be precise.
 What kind of employees required – It is essential for the management to know what
kind of employees they required. As CoffeeVille is a small cafe, the management
requires Barista for their organisation.
 Providing equal opportunity to the employees is essential. After examining the policies
and procedures of the organisation, it was identified that the management effectively
provides equal opportunity employment in the organisation.
 The management will use both the digital and traditional way in order to provide
adequate information about the vacant position in the organisation.
 For screening of the applicants, the management needs to allocate the resume
accordingly. This will help the management to target on the candidate whose resume is
efficient.
 The management of CoffeeVille needs to follow the legal requirements such as equal
employment opportunity laws, minimum wages laws, anti-discrimination policies, etc.
in order to avoid legal circumstances (Alonso, 2015).
Selection policy and procedure
After enlisting the candidates, the next step is the process of selection. In this process, the
management choose the right person for the right kind of job after analysing his or her skills
and competencies. In this context, the policy and procedure for selection is described below:
 Application forms: The management will provide the application form which are to
filled by the candidates. In the forms the brief details of candidates will be asked by the
management of CoffeeVille.
 Selection criteria: This procedure will ensure the criteria for selection. In this the
candidate has to gone through with several test such as physical test, psychometric tests,
aptitude test and stress management tests (Aravamudhan and Krishnaveni, 2016).
 Management needs to use adequate technologies in order to assess the competent
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employees in the organisation.
 Interview: If the candidate will qualify in all the test, the interview will be taken by the
manager or by owner i.e. Rufus and Emma. They will decide the selection of the
candidates.
 Checks: Cross check of candidate information will be made by the organisation before
assigning him or her responsibility. Here proof of identity will be given by the
candidate, qualifications, work history and medical history will be given by the
candidate.
 As the organisation wants to expand its operations, the management will require
specialists services in order to provide training to the employees to increase their
effectiveness.
 The details must be provided to monitor performance of employees in order to achieve
success.
 Timelines: The timeline for the selection process will be prepared which shows the
management the exact time in which the whole process will complete. For CoffeeVille
cafe, it will require 5 days for recruitment and selection of candidates.
Induction policy and procedures
Induction is the final process in the recruitment and selection process. Here the management
will introduce the employee to the organisation. The policy and procedure for induction process
is described below:
 Processes for monitoring the implementation of the induction procedures
consistently within the organisation.
 Familiarising the employees with the organisation so that they can acquire information
about the departments of the cafe.
 Providing them support through training so that their existing skills can be improved
effectively.
 Technology opportunities that will improve efficiency and effectiveness.
 The legislative requirements must be provided to the employees which includes code of
conducts and ethics (Ahmed and Din, 2017). This will help the management to prevent
any legal consequences and they can accomplish success in the future.
 The management will give brief introduction with each and every employee working in
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the organisation.
 Management will provide information about the working hours, shifts and
responsibilities of the employees.
Providing specific time frame
The management is provided with 10 days for carefully reviewing the strategies. For prior
approval of the strategies for recruitment and selection, the management is provided with 10
days.
Communication strategy for sharing information
In order to articulate the information to the managers, precise communication strategy is
required. The plans, strategies, policies and procedures can be discussed with the managers by
organising meeting. It is the best way to communicate the strategy and the information can be
shared with the managers efficiently. In the meeting, the strategies formulated for recruitment,
selection and induction will be discussed and articulated with the full management of
CoffeeVille. In this way, the communication will be made and the information can be shared
with the management adequately. Recruitment process outsourcing is the type of business
process outsourcing where the management of organisation transfer some or whole of its
recruitment process to an external service provider. As CoffeeVille has been opened in 2009,
the management has ample of experience in handling and managing employees. For
recruitment, the management can seek help from the agencies. It will help in increasing the
effectiveness in the process of recruitment. As external agencies have experience in hiring
talented and competent candidates, they can help in providing talented employees for the
organisation (Jepsen and Grob, 2015). Recruitment process outsourcing will help the
management of CoffeeVille to reduce their efforts and will provide them effective outcomes
easily and effectively. As new and competent employees will be hired in the organisation, the
management will able to increase their sales and revenues and will able to accomplish their
desired aims and objectives. In this way, the management of CoffeeVille will able to meet their
targets and thus will able to increase the customer base adequately. In order to sustain in the
competitive environment, the management needs to focus on hiring best and competent
employees in the organisation and for doing so, external agencies can be an ace in the hole.
Thanking You
_________
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Forms and Checklist (Attachments)
Induction Checklist
Name of Employee:
Manager:
Job Title:
Date of Employment:
Areas to be
explained by
manager
Initial/date Review 1 Review 2 Review 3
Details of
employment
Details of
organisation
In and Out time
Door codes
Working Hours
Health and safety
routines
Infrastructure of
organisation
Emergency
doorway
Introduction with
other manager
and staff
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Accident and
incident reporting
Policies and
documents read
through with
manager
Initial/date Review 1 Review 2 Review 3
Equal and
diversity
Confidentiality
Probation Checklist
Name of probationary staff member:
Employee ID
Name of Manager
Assessment of skills Yes No Comment
Has the employee demonstrated effective knowledge and
skills which are important to perform a job?
Is the probationer is regular or not?
Is the behaviour of probationer in the organisation is good or
not?
Are you satisfied with the performance of probationer?
Do you recommend confirmation of the probationer’s
employment?
Recommended by: Manager
Date :
Signature:
New Starter Performance review form
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Name of Employee:
Job Title:
Employee ID
Manager:
Skills Meets Expectations Do Not meet Expectations
Work Skills
Communication Skills
Use of Materials/Equipment
Work Ethic
Mission, Vision, Values and
Service Excellence Values
Manager Signature:
Date:
Feedback Form
Feedback form
We are currently undertaking a review of thoughts. Please take five (5) minutes to complete the
following feedback form. By completing this form, you are helping us to providing information
about you.
Name (optional): Emily Jones
How many employees do you have reporting to you?
 More than 5
Please rate each of the statements
below using the scale provided
where 1 means strongly disagree
1 2 3 4 5
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and 5 means strongly agree by
marking with an 'X'
1. Do you like to work with our
organisation?

2. Does our organisation able to
increase your motivation and
satisfaction?

3. Adequate training is provided by
the manager to improve your skills?

4. Is the behaviour of other staff and
manager is appropriate?
5. Is there any improvements
required to increase the performance
level of the CoffeeVille?

6. Do you face any issues regarding
management?

7. Do you face pressure at work
load time?

8. Any staff member misbehave
with you?

9. Management able to fulfil your
basic needs and desires?

10. Do you face any issues
regarding salary?

PART B PORTFOLIO
Identifying issues raised
After comparing the forms of two employees, it was identified that both the employees have
different thoughts and beliefs about the companies policies and practices. It was identified that
one employee has faced no issues while working in the organisation, while other face some
issues in the organisation. It was further identified that one employee has faced issue regarding
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employees behaviour while other did not face any issue. From the above analysis, in order to
reduce the problems and issue faced by the employees, the management will focus on the
problems faced by employees and will make efforts to overcome it as soon as possible.
Reflect on feedbacks
After making changes in the work structure and shifts, I identified that now the employees are
more stable and concentrating on their work. The work related conflicts has been neutralised and
interpersonal relationship within the organisation has been increases efficiently. I have further
identified that the employees are more happy, motivated and satisfied.
CONCLUSION
From the above report, it can be understood that managing recruitment, selection and
induction is a complex process. From this context, the strategies for managing recruitment,
selection and induction process for CoffeeVille has been made in the above report. Further,
various forms and portfolio has been discussed in the above assignment.
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REFERENCES
Books and Journals
Ahmed, Z. and Din, M., 2017. PROBLEMS AND PROSPECTS OF
TEACHERS’RECRUITMENT AND SELECTION IN AZAD JAMMU & KASHMIR
(AJK). The Online Journal of New Horizons in Education-July, 7(3).
Alonso, R., 2015. Recruitment and selection in organizations.
Aravamudhan, N.R. and Krishnaveni, R., 2016. Capacity Building as a New Template for
Diagnosing, Assessing and Improving Recruitment and Selection Activity: An Indian Case
Study. Journal of Contemporary Management Research, 10(2), p.34.
Holland, P. and Jeske, D., 2017. Changing Role of Social Media at Work: Implications for
Recruitment and Selection. In Electronic HRM in the Smart Era (pp. 287-309). Emerald
Publishing Limited.
Jepsen, D.M. and Grob, S., 2015. Sustainability in recruitment and selection: building a
framework of practices. Journal of Education for Sustainable Development, 9(2), pp.160-
178.
Rashid, H.O., and et.al., 2015. ER stress: Autophagy induction, inhibition and
selection. Autophagy, 11(11), pp.1956-1977.
Vickers, G., McDonald, M. and Grimes, J., 2014. A cross country comparison of best practices
in recruitment and selection. Journal of Management and Marketing Research, 15, p.1.
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