Manage Recruitment Selection and Induction Process

This report offers analysis, evaluation, and recommendation on human resource policies, practices, and procedures. It provides insights on recruitment and selection methods, HR gaps, and the use of technology in operations.

Running head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 1
Manage Recruitment Selection and Induction Process
Name
Institution

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 2
Manage Recruitment Selection and Induction Process
Assessment 2: Human Resource Needs Project
Human Resources Requirements Briefing Report
This report offers analysis, evaluation, and recommendation on human resource policies,
practices, and procedures. A review of the company’s strategic plan and other human resource
documents will be conducted. Also, several reviews will be conducted to find out the recruitment
and selection methods used or should be implemented by the company for HR efficiency,
identification of missing HR policies and procedures, and the use of technology in the
company’s operations. The report will be used by the HR department to make appropriate
changes as per the request by the management.
Grow Management Consultants is a seasoned strategic planning consultant who delivers
a highly experienced strategic plan. The company aims to be a global consultant in management.
Since it started in 2010, the company has been on the growth trajectory. Grow Management
Consultant want to establish offices in all the major cities in Australia by 2025. According to the
strategic plan, it has achieved its seven years’ strategy of increasing the client base and number
of employees. Its three-year strategic plan starting from 2017 to 2019 involves building a strong
management and organizational structure to take off to the next level of being an international
brand.
The main human resource objectives include employee motivations and satisfaction,
defining the structure of the organization and employee productivity, coordinating between
departments, and keeping up with the societal and ethical issues (Van Scheers, & Botha, 2014;
Hecklau, Galeitzke, Flachs, & Kohl, 2016). The company only has an employment contract
template, which facilitates engagement between the company and its employees. The contract

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 3
specifies the terms of engagement where every employee gets one-year contract, which is
renewable upon review by the management (Mihălăchioiu, 2017). In the contract agreement
template also is the remuneration, code of conduct, terms of termination, and more. The review
of the HR needs shows that the company needs to add employees to cover the increasing
workload. As such, there was a need for accountants, front office clerks, marketers, and office
cleaners. Generally, the review of the available documents reveals gaps in policies, procedures,
and practices in human resource management. Some of the identified gaps include a lack of
employee development manual, compensation, and benefits template, and staffing practices,
including work arrangement, diversity, and inclusion program. Also lacking was employee
relations and communication and technology and outsourcing documentation.
Therefore, the company can use any of the three recruitment and selection methods which
include direct and indirect methods and use of third party in recruitment and general mental
ability, structured interviews and situational judgement tests in employee selection (Ekwoaba,
Ikeije, & Ufoma, 2015; Nikolaou, Bauer, & Truxillo, 2015). The company also needed
assessment centers for recruitment and selection (Iii, 2016). The company opted for this option to
outsource the hiring function so that it can concentrate on the core business functions
(Ballantyne, & Povah, 2017). The use of center enhances selection criteria by changing the
environment where problem-solving and communication skills are different in a group situation
than they are in an individual setting. The group setting in a center is also useful in predicting the
success of a worker at work. As such, the employment pool for those needed is higher than the
one that includes those who have the right attitude. Skills can be taught; attitude to a much lesser
extent. Hence getting the right person in both at first is better. Also, the center enables the
management to make a comparison between the candidate with reasonable objectivity. Thus,

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 4
there is no selection as it is based on a judgment about a person though there is blind evaluation.
The use of right ways and activities, tools, and observers’ assessment center are the most reliable
way recruitment and selection of the right job candidate.
Additionally, there are legislation, regulations, standards, and codes of practice that may
affect recruitment, selection, and induction that the company needs to address within its policy
and procedures. The company HR operations are affected by the Employment and Labor Law
2019 and Fair Work Act 2009 (ICLG.com, 2019). The Australian laws and regulations governing
employment at the state level, territory, and federal levels covers minimum terms and conditions,
work health and safety, privacy, discrimination, superannuation, long service leave, and other
matters. Also, the company should be guided by the codes of practices which include equal
employment opportunities, no discriminations, as well as occupational safety and health.
Besides, the company is bound by National Employment Standards (NES) which include ten
minimum employment entitlement namely maximum weekly hours, requests for flexible
working arrangements, parental leave, and related benefits, and annual leave (Fair Work
Ombudsman, n.d). Also include personal leaves, community services leave, long service leave,
public holidays, a notice of termination and redundancy pay, and fair work information
statement. The various laws and regulations affect how the HR department delivery for improved
performance.
Moreover, for effective human resource policies and practices and procedures, the
company has to evaluate and include some missing links. There are missing HR policies which
included regulatory policies, business and travel reimbursement, acceptable use policies, and
paid time policies (Albrecht, Bakker, Gruman, Macey, & Saks, 2015; Ma Prieto & Pilar Pérez-
Santana, 2014). The missing HR practices included compelling interviews and process, pre-

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 5
employment background checks, and compensation planning and approach. The areas need to be
addressed for effective HR performance.
However, the company lacks the effective use of technology in its operations. The
company utilizes technology in document creation, printing services, internet, and premises
surveillance to enhance human resource performance (Stone, Deadrick, Lukaszewski, &
Johnson, 2015). Some of the critical activities that needed implementation of technology
included e-recruitment, automated performance monitoring, online transactions, and more. The
use of technology is the foundation of the company to achieve its strategic plan.
Recruitment, Selection and Induction Policy and Procedures
1.0 Purpose
The purpose of this section is to provide a framework that defines the Goal Management
Consultant’s recruitment, selection, and induction procedures for effective human resource
management (Wilton, 2016).
2.0 Scope
The section applies to the selection, recruitment, and induction as if they should apply in
human resource management. It will also cover the policies and procedures as per the state,
territories, and federal laws and regulations. As such, they will be based on Employment and
Labor Law 2019, Fair Work Act 2009, minimum wage, occupation safety and health, and other
regulations.
3.0 Regulations, Standards, and Codes of Practice that Affect Recruitment
This procedure is based on the recruitment and employment law, minimum terms and
conditions, work health and safety, privacy, discrimination, equal employment opportunities, no

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 6
discriminations, as well as occupational safety and health and National Employment Standards
(NES).
4.0 Objectives of the Policy and Procedures
The objective of this procedure is to:
i. Guide the relationships between Goal Management Consultant and its employees.
It will define the acceptable behavior norms, work schedules, health and safety at
workplace, conflict resolution, and disciplinary actions.
ii. Ensure compliance with human resource policies and procedures by relevant laws
and regulations.
iii. The recruitment and selection practices will ensure the company observes equal
and diversity in employment.
iv. Provide reference material for managers and supervisors about employment
matters in the company.
v. Provide a consistent and transparent process for the recruitment requirements
relating to essential employees’ qualifications.
5.0 Roles and Responsibilities
Below are general roles and responsibilities that apply to the company employees.
i. Duty of care when serving the clients
ii. Obey the company rules and regulations by being reasonable in terms of the contract
employment
iii. Serve faithfully
iv. Cooperate with other employees
v. Carry out day-to-day operations with proper care and diligence

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 7
vi. Be accountable in all their work undertakings
vii. Make indemnity for the employer where and when appropriate
viii. Maintain the privacy of the business and that of clients
6.0 Relevant Procedures Relating to Recruitment, Selection, and Induction
6.1 Initiation of Employment Process
Before the end of 24 hours after resignation or occurrence of the vacancy, the HR
manager will be required to declare the position vacant and define it in any of the three
categories:
i. The vacancy is due to a worker leaving Goal Management Consultant with the
evidence of the written resignation letter and that the position is covered it the current
budget.
ii. A new position is created in the company upon the approval of the board of
management.
iii. A new title of a particular job is created or existing one changes upon approval by the
board of management.
6.2 Initiation of Recruitment Process
Before any position is filled, the human resource manager should have a detailed
description of the post for the approval by the executive management. Among other things, the
position description will constitute a definition of the position, the reason for initiation of
employment search, advertisement proposal for the vacancy, the type of vacancy, remuneration
range, and the job commencement date. The manager under which the position falls will assist in
human resource manager in defining the above elements.
Nevertheless, the two critical elements in recruitment are further discussed below.

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 8
6.2.1 Salaries and Staff
The salary for any position will be determined by company remuneration scale at any
time a vacancy occurs. The industry wage rate and government minimum wages will be used as
the reference to set the salary.
Notably, the position will be declared vacant and advertised as well as filled at the
starting salary for that position as per the remuneration scale. Regardless, the job can be
advertised at higher pay than usual but within the range of the budgeted amount with the
approval of the executive management. The parameter for payment will be the candidate’s
experience and qualifications. However, for classified positions, the starting salary can be higher
than the starting pays.
6.2.2 Qualification for a Business Consultant
The minimum standards for levels of consultant employee as described by the Australian
Qualification Framework (AQF):
i. A consultant has a relevant academic qualification, that at least a bachelor degree from a
recognized university.
ii. A consultant must have relevant and proficient industry experience.
iii. Demonstrate a high level of performance and work integrity.
6.2.3 Advertisement of Position
Below are the requirements for the job advertisement:
i. Job title
ii. Starting salary
iii. Job summary including work to be performed and essential functions

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 9
iv. Note on the interpersonal skills required with other employees in Goal Management
Consultant
v. Note of any critical attributes of the position
vi. Qualifications including education, certifications, and other requisite skills
vii. Required experience in the industry
viii. Date of closing the application
6.3 Selection Process
6.3.1 The Applicant and Screening Process
The only available and open position will receive applications. Any application that is ad hoc
will receive a courtesy response from the HR manager with a clear indication that Goal
Management Consultant does not have and has not advertised any vacancy and that their
application will be considered in the future job vacancies.
The applications will then be screened by the HR manager fulfillment of the position
criteria. Those that do not fulfill the position criteria will be rejected by either a response by the
HR manager or expiration of a specified duration. In essence, the HR manager will have a matrix
to categorize and screen applicants in terms of qualifications, experience, and other skills. The
first three applicants will then be selected for an interview. Otherwise, the position will be re-
advertised.
6.3.2 Selection of Appropriate Candidate
Qualified candidates will be invited for interviews using an appropriate method. The HR
manager will use appropriate assessment center to get the most suitable candidate for the
position. A successful candidate will then be notified and scheduled for executive approval,
signing of the employment contract, and commencement of work.

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 10
6.4 Induction
A new employee will undergo an induction process relating to consulting services. Some of the
areas of induction include:
i. Company policies, practices, and regulations
ii. The company management structure
iii. Roles and responsibilities
iv. Any relevant training and development such technologies used, procedures, etc.
Position Description Template
Job Title
Company accountant
Location
New Zealand
Reporting Responsibilities
You will be reporting to the general manager and board of directors on the position of the
company.
Main Duties/Responsibilities
i. Examine the bank statements and reconcile them with the general journal entries
ii. Examine expenses as incurred in the company
iii. Checking the account receivables and account payables
iv. Prepare the company financial reports as per the generally accepted accounting
standards and according to Australian law
v. Examine financial data and determine the status of the company financially
vi. Analyze financial data to establish the source of revenues and losses

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 11
vii. Examine accounting software for proficiency
viii. Prepare a financial report that reflects the company’s profits, equity, and cash flow
Skills and Experience
i. Must hold a Bachelor degree in accounting or any other related courses
ii. A professional accountant certification from Australia; either Certified Practicing
Accountants (CPA Australia), Institute of Chartered Accountants in Australia (CA
Australia), Institute of Public Accountants, or any other internationally recognized
certification
Performance Goals
i. The accountant should ensure that the management and other stakeholders that use
the financial statements have access to comprehensive information to facilitate their
decision making regarding the company
ii. Timely preparation of financial statements
iii. Ensure cost saving in the company operations
iv. The information in the financial statements is free from bias
Guideline for Conducting Effective Interview
The interview has to follow the following guideline to make the most out of the interview
with a potential candidate (Knight, 2015):
i. Understand the job requirements
ii. Come up with job-related interview questions
iii. Establish a system evaluate the candidates
iv. The interview should be in a comfortable environment for the interviewees
v. Help the candidate relax

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 12
vi. Avoid unlawful or discriminatory questions
vii. Document the interview
viii. The candidates should be allowed time to ask questions
ix. Provide information on the way forward after the interview
x. Make notifications to the candidates about the decision made
Update to the Procedure Document
One of the students identified that a section about the appointment is missing in the
procedure document. As such, below are the changes made regarding the same:
Appointment
The human resource manager will give notification to the successful candidate of the
decision. The successful candidate should be notified in writing, or any other accessible methods
note the remuneration and terms of engagement. The candidate will be given a three-month
probation period. Within the given time frame, the candidate can request a modification of the
conditions which have to be approved. If the candidate is not satisfied with the terms and
changes available do not suit him/her preferences, the job will be re-advertised.
The results of the interview will be made available to all applicants with the seven days.
At the same period, the HR manager will arrange for induction of the successful candidate. The
HR manager will closely monitor the performance of new employees.
Assessment 3: Recruitment and Selection Project
Job Advertisement
Deadline for application: 20th August 2019
Location: Brisbane
Duration: Full Time

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Position: Accounts Officer
Pay: $4,695
An exciting opportunity has to arise for a qualified and experienced account officer to
join Goal Management Consultants. Our company strives to provide quality services to clients
using modern technologies and industry trends. The position is ideal for an accountant that is
ready to accelerate their career progression. As such, the position is for a proactive accountant
who prefers working with a small team, is agile in their technical skills, and is professionally
adaptive to organizational changes.
Key Responsibilities
i. Preparation of bank reconciliation document about journal entries using QuickBooks
ii. Prepare annual financial statements, tax returns, and balance sheet for the company
iii. Liaise with various department financial matters
iv. Take part in monthly meetings and be responsible for questions regarding company
financial performance and position
v. Prepare the company budget and ensure all operations are within the budget
vi. Report on the company’s key performance indicators
Job Requirement
i. A bachelor degree in accounting or commerce or any equivalent qualification from a
recognized institution
ii. Relevant certification preferably CA or CPA from Australia
iii. Must have a minimum of 1 to 2 years’ experience in account practice
iv. Proficient in technical skills as well as taxation in large companies
v. Proved knowledge and expertise in accounting software

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 14
Goal Management Consultants is a medium enterprise that was founded in 2010 and
hence, experience in offering various consulting services to both large and small companies. An
accountant in our company is committed to providing a financial statement that has sufficient
information for use by stakeholders and other interested parties to make an informed decision
about the company.
Rationale for Terms and Conditions in Recruitment Process
Terms and conditions in the recruitment process are essential in recruitment. They are
used to match the job applicants with the job description and ensure that the its consistent
practice of the company. Besides, they ensure that the recruitment process follow the law and
hence offer the confidence of genuine offer to the candidates.
Research About Recruitment Consultants
1.0 Robert Half
Robert Half is one of the largest recruitment agency in Australia. The company connects
highly skilled candidates with employers for various positions both temporary and permanent
(Robert Half, n.d). The company offers recruitment services for a variety of fields, including
engineering, biology, technology, and other clerical jobs. Whenever anyone is looking for the
next career opportunity or looking to hire new talents in the market, Robert Half recruitment is
the solution.
1.2 Morgan Consulting
More than just a recruiter, Morgan give its clients a professional, first-class experience at
all times. The company is privately owned located in Australia and has provided recruitment
service for over 20 years (Morgan Consulting, n.d). The company has extensive experience in a

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 15
variety of industry sectors and about ten years in the recruitment industry. As such, it offers a
one-stop-shop for quality customer experience program.
1.3 Hudson Australia
The company prides itself by the ability to bring people together by matching people to
the right roles to create a perfect fit that propels the business to success and transforms lives.
Thus, it has created for years created a credible job for its clients and candidates as well as
creating a fulfilling workplace where every stakeholder is successful. The company uses data-
based decision making in its recruitment process through use and partnering with predictive
analytics PredictiveHire (Hudson Australia, n.d). Together they have developed and scale new
predictive tools for business recruitment processes that enable locating people quickly and
subjectively.
Assessment 4: Manage Selection Process
Brief Overview of the Selection Procedures
Goal Management Consultants will advertise for the vacant position from where it will
receive applications from interested candidates. The copies of the applications will be presented
to the line manager by the human resource department assess the applicants and brief the line
manager on the selection procedure used by the company for consistency in selection. Following
the guideline provided by the HR department, the line manager will work on shortlisting
qualified pending candidate discussion for confirmation by with the HR manager. The shortlisted
candidates will then be contacted by the HR manager, informing them of the decision and
schedule of the interview. The interviews will be conducted by the respective line managers and
only involve the HR department in the selection of senior managers. After selection by the line
manager, the HR department will be responsible for assessing the report on selection to either

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 16
confirm or offer recommendations. After which selected candidates will be sent a written
notification for the offer and ensure the same is done to unsuccessful applicants.
Script for Contacting Shortlisted Candidates
Hello Jane, I am Christopher, the human resource manager with Goal Management
Consultants. I want to take this opportunity to thank you for forwarding your resume in response
to job advert at Seek for the position of account officer. We are impressed to thus far too with the
accomplishments on your resume. I want to learn more about you, your career interests, and job-
searching timing. If you are not able to speak freely now, we can set up a time to do a telephone
or live interview during the next week. Also, you are invited for an interview to be held on 6th
October at the company premises. Your interview is scheduled at 10 am that same day. I look
forward to seeing you there. Thank you.
Reviewed Selection Report
Following the assessment by the selection, the panel summarizes the capacity of all
candidates in meeting the selection criteria. Written applications, information acquired during the
interview, and referee reports were all considered in reaching the below conclusions.
Both Maggie and Mary are proficient and have knowledge and skills in accounting
practice. It is believed that Fred’s knowledge and skills regarding the recruitment strategy makes
puts him higher than other candidates. In saying this, it is believed that Mary has requisite skills
in accounting practices and the ability to be a quick learner in various skills needed in accounting
including software and trends in the industry and hence makes her the second preferred candidate
for the position.
Simon the other hand, was able to meet most of the selection criteria to a significant
level, but the panel did not select him as suitable for the position. However, he demonstrated a

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 17
basic comprehension of the accounting standards but not able to demonstrate experience and in-
depth knowledge required for the post. Similarly, Sharon was not able to express her ability in
most of the selection criteria to the level of satisfaction, and hence, she was not selected. She has
a basic knowledge of accounting practices but no required experience in the field.
Upon the review of all information obtained through a written application, interviews,
work samples test, and referees reports, the panel ranking, I at this moment endorse Maggie to be
appointed to the role, and Mary Janes be appointed to the position of should Maggie decline the
Job offer.
Letter of New Appointment
Dear Maggie
Goal Management Consultants is pleased to inform you and bring on board as Account
Officer.
However, we a few formalities away from getting started. This letter is out a formal letter
and requires you to review offer. The letter contains, among other essential terms and conditions
as well as regulations, your compensation, benefits, and rights as per the company policies and
National Employment Standards.
Goal Management Consultants is offering you fulltime position for account officer
reporting to the human resource manager starting 1st September at Brisbane. You are expected to
work five days a week and 8 hours per day.
In this position, the company is offering you a starting salary of $4,000 per month. You
will be paid every month starting your reporting date.

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 18
As part of your compensation, the company will offer you a bonus, profit sharing, and
stock options for extemporary performance. You are also entitled to leaves, including parental,
annual, compassionate, long service, and community as per the National Employment Standards.
As part of Goal Management Consultants, you are also eligible for health cover, risk
insurance, and dental insurance.
If you accept this offer and agree to the terms and conditions of engagement, please do so
by signing and dating this agreement on or before 15th August.
Sincerely,
Human Resource Manager
Goal Management Consultants
Letter to Unsuccessful Candidates
Dear Simon
OUTCOME OF APPLICATION FOR EMPLOYMENT AS ACCOUNT OFFICER
Thank you for applying for the position of account officer with Goal Management
Consultants. We regret to inform you that your application was not considered this time since
there were other candidates with stronger qualifications, and hence your application was
unsuccessful.
Should you be interested in inquiring about the results of the application and interview,
feel free to contact the human resource department at the company premises or via website
contact.
I wish you well in your future employment endeavors.
Sincerely,
Human Resource Manager

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 19
Goal Management Consultants
Assessment 5: Induction Project
Induction Checklist
1.0 Purpose of the Induction Checklist
The purpose of this induction checklist is for use by both the new employee and line
manager. It will be used to check the areas that the employee has covered at the period between
1st September and 30th November. It will act as a reminder to the line manager and the employee
of the areas that need careful attention.
1.2 Overview of the Induction Checklist
The induction checklist should be updated every time an activity is covered to have a
follow up of what has been covered at each given time. It will cover the business structure,
introduce the employee to key people and their various roles as well as the environment for the
employee employment. The employee will also be oriented to the payment criterions used by the
company, health and safety measures, and explanation of employee security. Besides, the
induction checklist will cover working environment, training program undertaken, and follow-up
reviews by the line manager. The employee will tick against each of the areas covered.
1.3 Outline of the Induction Checklist
Employee name:
Employment start date:
Designation:
Line manager’s name:
Department:
About the Organization Structure

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 20
Work Type
Key people and their roles
Managers
Supervisors
Co-workers
Safety officer
Security officers
Work conditions
Agreements made
Roles and responsibilities
Minimum employment entitlements
Procedure for emergency and inquiries
Job schedules
Working hours and other breaks
Hours worked and recording procedures
Payments orientation
Arrangements for payments
Allowances and rates of payment
Superannuation
Monthly deductions made
Membership in unions and other welfare
groups
Work health and safety measures
Communication and consultation
processes
Work hazards, help and distress call
Reporting procedure for the occurrence
of incidents
OSH policies and procedures
Roles and responsibilities in OSH
Worker help programs
Compensations for accidents at work
Work and safety environment
Safe work practices list
i. ……
ii. …….
iii. …….
iv. …….
v. …….
Assembly points, fire extinguishers and
usage
Response to emergencies
First aid procedures and first aid kits and
room
Hazards and work safety guidelines
Personal security

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 21
Money
Personal belongings and safe
Working Environment
Car park and regulation
Workers cafeteria
Change rooms and rockers
Technologies used in the company
Washrooms facilities
Work station, offices, tools and
equipment, and their use
Orientation to the business premises
Training and development
First aid, distress response, emergency
practices
Hazard-specific training (manual for
handling machines and equipment)
Workplace safety practices
Other job-specific training
Follow-up and reviews
Additional training or repeated training
Review of the induction process
Seek answers to unclear areas
Comments and other required actions
……………………………………..
Acknowledgment for the induction process
Induction conducted by ……………………………………. Date: …………………
Sign: ………………………………………………………. Date: …………………
Position: …………………………………………. Employee’s sign: ………………
Comments: ………………………………………………………………………….
Review date: ……………………………………. Comments: …………………….
By: ………………………………………………. Date: ………………………….
Sign: ……………………………………………. Date: ………………………….
Position: ………………………………………… Employee’s Sign: …………….
Comments: ………………………………………………………………………….
Guidance for Completing the Induction Checklist

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 22
The induction checklist should be completed in the supervision of the line manager. The
manager should make sure the employee understands each part before marking completed. The
induction process should not be a one-day practice but should be covered within the stipulated
time frame.
Probationary Employee Script
Hello, Maggie, the reason for this meeting to inquire and probe about your probation
progress. We had noticed that you are not as productive and motivated as it was anticipated when
we signed the employee engagement with you. I hope you are aware of the probation terms
where you were supposed to be up to the task the shortest time possible. Also, you have had
three-month induction period in which you were expected to have learned enough about what is
expected of you. I want to get your opinion regarding the induction process and how it has been
of help or not to you. Which areas do you think need more time to grasp? How do we help you
be productive enough to the company and be efficient to at work?
Email to the Employee’s Managers Regarding the Induction Process
After conducting an inquiry with the new employee, it was noted that some elements in
the induction checklist were not understood. One of the employees gave a concern that they have
not been able to use the various equipment and tools in their department. She also cited the issue
of safety measures, which made her go-slow on their tasks. I am writing an email to seek your
honest feedback on the implementation of the induction process and whether in your opinion is
serving the intended purpose. Please give the overview of on your opinion regarding this
concern.
Thank you
HRM

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 23
Recommendation for Improving the Induction Process
Below are suggestions for the improvement of the Induction process regarding the
managers’ feedback and employees’ opinion.
i. The training on first aid, equipment use, and other areas that require practical aspects
should be implemented in an actual circumstance to enhance employee
understanding.
ii. Each induction task should have a stipulated duration for orientation to increase
comprehension by employees.
iii. The line manager should be responsible for making sure their employees undertake
each task as outlined in the induction checklist.
iv. The human resource manager will personally supervise the implementation of the
induction process.
v. The induction process will also include other tasks related to the employee work,
particularly on work procedures and best practices.

MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS 24
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