Human Resource Training and Development

This assignment focuses on evaluating the effectiveness of human resource training programs. It includes a detailed evaluation form with specific task descriptions such as 'Human resource training' and 'Employee training.' The form uses a rating scale to assess competency levels for each task. Additionally, the assignment evaluates the training itself by assessing factors like sufficient time allocation, resource adequacy, engaging delivery methods, clear instruction, and useful supporting documents.

Manage recruitment selection
and induction processes

Table of Contents
A RECRUITMENT AND SELECTION POLICY..............................................................................3
DESCRIBE QUESTIONS....................................................................................................................3
Recruitment and selection methods including assessment centres .................................................3
Concept of Outsourcing - ................................................................................................................4
Purpose of employee contracts and industrial relation....................................................................4
Legislation, regulations which influence the selection, recruitment and induction process............4
Importance of terms and condition of employment-.......................................................................5
Relevance of psychometric test and skill testing in the recruitment process...................................5
A communication plan for Healthcare United......................................................................................5
A training evaluation form....................................................................................................................6
REFERENCES.....................................................................................................................................7

A RECRUITMENT AND SELECTION POLICY
Healthcare United which is situated in Australia. Recruitment and selection policy of
healthcare united is different, which include following points-
Their vision is to provide a good human resource team which will help the clients. Use of new
technology in services which considered in healthcare united, both for clients and staff. Follow the
best procedure inside and outside of the organisation. Plan to provide their best in the environment
which is already in tough competition(Oaya, Ogbu and Remilekun,2017).
Component of recruitment and selection policy
 Main role of management in recruitment and selection process is documentation
 Human resource helps the management in this work
 Time schedule for recruitment process is half month maximum.
 Analysis of potions is based on new and vacant post.
 New or vacant post will be informed in internal organisation and if needed then it also
informed to outside people.
 Trained human resource will take interview of the candidates.

DESCRIBE QUESTIONS
Recruitment and selection methods including assessment centres
External recruitment- In the external recruitment process an organisation informs people through
mail or any other advertisement and after it interested candidates' comes with their resume and they
have to submit their resume through qa portal or directly in HR department. After this human
resource department conduct an online test which is given y the candidates and after that selected
candidates faces the face to face interview round in many shifts and selected candidates in
interview round will get an offer later for the job(Oaya, Ogbu and Remilekun,2017).
Internal recruitment- It happens when there are limited vacancies in the organisation and the
candidates who are in the organisation with the best experience and skills they got selected directly
or on the interview bases. and it is a simple process.

Concept of Outsourcing -
It is a process in which one company hire another company for their work and the another
company is responsible for that work. It includes both foreign and own country. It is a contact with
a vendor for any specific work. From outsourcing the load of company decrease and it is not
possible for every company to make all the product by itself so they use the outsourcing technique
for complete a part of their work.
Purpose of employee contracts and industrial relation
Employee contract is an agreement between employee and employer and it gives a safety
and protection to the employee. Agreement says that an employee who has this contract is in the
organisation. Employee protect themselves in the organisation for this legal agreement with the
labour law.
Industrial relations is important for the welfare of the employees as well as organisation. It provides
the best thing to the employees it promotes healthy labour, development of industry and labour. It
also maintains the piece of an industry and decrease in dispute.
Legislation, regulations which influence the selection, recruitment and induction process
Recruitment, selection and induction process affected by employment law in term of age of the
employers like a company can not hire the person who is below eighteen and the person who hires
the other will not cross the age of 40.
Equal pay act which refers to that it is right of the employees both men and women for gain equal
pay for same kind of work.
Human right act in which it is understood to the hirer that they will not hire any person on the bases
of cast, religion, colour, marital status, sex etc.
Health and safety law in which an organisation have to sign agreement for the safety and protection
of workers.
Pregnancy related law in which a recruiter can not recruit and select the women who is pregnant
otherwise it will be harmful for organisation because it considers also health and safety law.

Importance of terms and condition of employment-
Terms and conditions play a big role in the employment because it is normal to have a
dispute between the workers in the organisation, terms and conditions reduce this kind of dispute
because of fear of unemployment(Nickson, Warhurs and Witz, 2017). It also makes good relations
between employee and employer, inside and outside relations of the industry. These terms and
conditions covers safety of employee, job opportunities and benefits in terms of incentives. It is
profitable for the overall organisation include their employee and labour because piece gives an
opportunity to build goodwill to an organisation so restrictions are also good on behalf of these
things.
Relevance of psychometric test and skill testing in the recruitment process
Psychometric test - It is used by the recruiters to know about the quality of the candidates.
It measures strength and weakness of the candidates. It includes aptitude test and personality test.
This test includes verbal ability, numerical ability, inductive reasoning, logical problem solving etc.
The candidate are selected on the bases of it(Nickson, Warhurs and Witz, 2017).
Skill test- Skills are generally grown up with the education level and through experience.
In it recruiters measure the skill test which make different the candidate among all. They required
extend knowledge with the candidate.
A communication plan for Healthcare United
Communicatio
n topics
Recipient (S)
(Who)
Communication
Delivery
Methods/Media
(How)
Schedule
(When)
Responsible
(Who)
salary HR email early morning at 10
AM
HR
recruitment HR email or face to face
communication
in office time HR
Vision management direct
communication
work time management
team
Training Team leader Direct
communication
work time Team leader

A training evaluation form
Task description Competent Not Yet Competent
1 Human resource training √
2 employee training √
Rating the training
Was sufficient time allowed for session? 1 2 3 4 5
Were there adequate resources? 1 2 3 4 5
Was method of delivery engaging? 1 2 3 4 5
Was instruction clear? 1 2 3 4 5
Was sufficient time allowed for discussion? 1 2 3 4 5
Were supporting documents useful? 1 2 3 4 5

REFERENCES
Books and journals
Nickson, D., Warhurst, C. and Witz, A., 2017. The labour of aesthetics and the aesthetics
of organization. In The Aesthetic Turn in Management (pp. 89-110). Routledge.
Shailashree, V.T. and Shenoy, S., 2016. Study to Identify the Relationship between
Recruitment, Selection Towards Employee Engagement.
Nikolaou, I. and Oostrom, J.K. eds., 2015. Employee recruitment, selection, and
assessment: Contemporary issues for theory and practice. Psychology Press.
Oaya, Z.C.T., Ogbu, J. and Remilekun, G., 2017. Impact of Recruitment and Selection
Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in
Nigeria. International Journal of Innovation and Economic Development.3(3). pp.32-42.
Murage Sarah, N., Sang, A. and Ngure, S., 2018. Ethical Issues in Recruitment, Selection
and Employee Performance in Public Universities in Nyeri County, Kenya.