Manage Recruitment Selection and Induction Processes - Desklib

This article discusses the recruitment and selection process, including vacancy analysis, position description, advertisement and promotion, shortlisting, interview preparation, interviewing applicants, reference checks, and job offers. It also covers the communication plan, meeting with senior managers, and training and support for new managers. The subject is recruitment, selection, and induction, and the course code and college/university are not mentioned.

Running Head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Name of the Student:
Name of University:
Author Note:

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Table of Contents
Task 1 Develop recruitment and selection processes......................................................................5
1.1 Recruitment and selection procedure.....................................................................................5
a. Vacant position analysis......................................................................................................5
Role of the manager.................................................................................................................5
b. Position description.............................................................................................................5
c. Advertisement and promotion..............................................................................................7
d. Shortlisting...........................................................................................................................8
e. Interview Preparation...........................................................................................................8
f. Interview Applicants............................................................................................................8
g. Reference checks.................................................................................................................9
h. Job Offer..............................................................................................................................9
1.2 Communication Plan.............................................................................................................9
1.3 Meeting with the Senior Manager.......................................................................................10
1.4 Training session for the new manager.................................................................................13
Vacant position analysis........................................................................................................13
Position descriptions..............................................................................................................13
Advertisements and promotion..............................................................................................13
Shortlisting.............................................................................................................................13
Interview preparation.............................................................................................................13

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Interviewing applicants..........................................................................................................13
Reference checks...................................................................................................................13
Job offers...............................................................................................................................14
Offers of employment (including advice about salary, terms and conditions, probation)....14
1.5 Question and Answer...........................................................................................................14
Describe recruitment and selection methods, including assessment centres.........................14
Explain the concept of outsourcing.......................................................................................14
Describe the purpose of employee contracts and industrial relations....................................14
Summarise relevant legislation, regulations, standards and codes of practice that may affect
recruitment, selection and induction......................................................................................15
Explain why terms and conditions of employment are an important aspect of recruitment. 15
Explain the relevance of psychometric and skills testing programs to recruitment..............15
Training evaluation form...........................................................................................................16
Task description.....................................................................................................................16
Task 2 Recruit and select staff.......................................................................................................17
2.1. Part A: Plan Staffing...........................................................................................................17
2.1.1 HR needs of business....................................................................................................17
2.1.2 Staffing plan..................................................................................................................17
2.1.2.1 Identification of the need gaps...................................................................................17
2.1.2.2 Identification of the key stakeholders........................................................................18

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
2.1.2.3 Specialist....................................................................................................................18
2.1.2.4 Current status.............................................................................................................18
2.1.2.5 Recruitment and selection..........................................................................................19
2.1.3 Specific job description................................................................................................19
2.1.4 Specialist requirements.................................................................................................21
2.1.5 Meeting with senior manager.......................................................................................21
2.1.6Review of the policies and procedure............................................................................22
2.2 Part B: Conduct recruitment and selection process.............................................................22
2.2.1 Action plan....................................................................................................................22
2.2.2 Job Advertisement........................................................................................................23
2.2.3 Potential employee interview.......................................................................................24
Task 3 (Manage staff induction)....................................................................................................26
3.1 Induction guidelines.............................................................................................................26
3.1.1 Policy statement............................................................................................................26
3.1.2 Objective.......................................................................................................................26
3.1.3 Program outline............................................................................................................26
3.1.4 Documentation..............................................................................................................27
3.1.5 Review of the guidelines..............................................................................................27
3.1.6 Final draft of the guidelines..........................................................................................27
3.2 Training and support for another manager..........................................................................30

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
3.3 Induct new staff members....................................................................................................30
3.4 Feedback..........................................................................................................................30
Reference.......................................................................................................................................31

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Task 1 Develop recruitment and selection processes
1.1 Recruitment and selection procedure
a. Vacant position analysis
It is important for a Company to measure the important of the vacancy. If the Company
need human resources then it must be fulfilled. Therefore, in case of the Healthcare United, the
Company is going to open new office in Hobart. In that case, Healthcare United requires 500
employees in total.
Role of the manager
The managers play a significant role in the context by checking out the possible need of
the employees and specifications of what kind of qualifications they are looking for. It requires 2
to 3 days to identify the different specifications of the employees that the Company need.
b. Position description
The Healthcare United is going to recruit both fresh and experienced workers in their new
branch in Hobart. There are 140 employees and 10 managerial posts has been offered. The
minimum qualification for the normal employees is having a diploma in healthcare management.
For the managerial posts, degree in health care management is needed as the minimum academic
qualification. Moreover, aspirants having at least 1 year experience will get preferences.
Moreover, candidates can aspire for part time and full time posts only in the normal employee
ranks. For the managerial designation we offer AU$850 per month and for the permanent
employees AU$300 per month whereas the part time employees will earn AU$200 per month.

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Position title Key Objective Qualification
required
WHS
component
Terms
Operation
Manager
Supervising in
different
departments of
the Company
 Degree in
healthcare
management
 Minimum 2
years’
experience in
the similar
industry.
 Flexible
timing
 38 hours of
working per
week.
 Related
healthcare
measures
The terms of
employment will
be valid up to 2
years. After that
the Company
will decide
whether the
contract is going
to be extended or
be terminated.
Permanent
employees
Working in
different
departments
based on their
skills and
knowledge.
 Minimum 1
year diploma
in healthcare
management
 Minimum
experience
of 1 year In
the related
industry
 Minimum
working hour
of 38 hours
as per the
Australian
regulation.
 Incorporating
workplace
health and
safety
measures as
per the
requirements.
 Provision of
yearly free
health
checkup
facility.
The tenure of the
permanent
employees are
limited to 1 year.
However, if the
Company wants
to continue the
association of the
employee then
the contract will
be extended.

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Temporary
employees
Mainly working
as trainee in
different
departments of
the Company as
per their
knowledge and
skill.
 Minimum
certified
courses in
healthcare
management.
 Minimum
working
hours of 38
hours per
week.
 Workplace
health and
safety
measures as
per the
government
regulation.
A three months
tenure will be
provided. After
that based on
their
performance the
Company will
decide to sign a
contract of 1 year
maximum or
terminate them.
c. Advertisement and promotion
The advertising policy of the HealthCare United is associated with both internal and
external tools. In this regard, the Company has a unique system of special authorisation from the
senior management for initiating advertisement and promotion policy. However, there is sharp
change from the advertisement policy of 2000 to the policy taken in 2016. As the Company
wants to recruit for the new branch in Hobart, it puts emphasis on the robust external
advertisement. This external policy is comprised of the newspaper advertisement and the intense
promotion in the social media. Both the external advertisements are valid for a period of 10
working days. The social media mechanism is associated with the social media like Facebook or
Twitter. The Company also maintains a LinkedIn profile in order to maximise their recruitment.

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d. Shortlisting
The shortlisting process is related to the first elimination round in the recruitment
process. It will requires a week or seven working days for the Company to shortlist the
applicants. Based on this shortlist the HealthCare United Company will further initiate the
interview round.
e. Interview Preparation
Venue and time are the most important part before conducting an interview. Therefore,
the HealthCare United senior management decides to organise the interview in the head office
only. Moreover, it requires a selection panel in order to conduct and recruit the employees.
Therefore, the Company is going to set the panel with two HR personnel, one senior
management executive and the supervisors of the respective departments. It will take three days
to complete the interview session. In fact, one of the HR personnel will be the chairperson of the
interview session.
f. Interview Applicants
The interview session is accounted of thirty to forty minutes maximum with no breaks.
The session will be divided into two parts. One party is related to the general information and
interests of the applicants whereas the other part is related to the skills and knowledge of the
applicants. There will be 15 interviews maximum in a day and the process would be completed
within three to four working days. The beginning of the interview will be 10 am sharp in the
morning and continued up to 4pm in the afternoon. As a matter of fact, the applicants will be
called in an alphabetic order.

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g. Reference checks
There is a provision for the existing employees of HealthCare United to refer applicants.
Moreover, the experienced employees who have references from the previous office are going
through some checks through telephonic conversation and emailing system. In fact, the purpose
of the reference check system is to figure out the authenticity of the references provided by the
applicants.
h. Job Offer
It is important to maintain a professional approach while offering jobs to the selected
candidates. The Job offer procedure comes after the reference check and it requires two days to
complement the job offer procedure. As a matter of fact, the HealthCare United can utilise
mailing system as a communication tool in order to inform the selected candidates and their
joining details.
1.2 Communication Plan
Element Responsible
person
Recipient Activity Timeframe Output
Recruitment
of new
employees
The HR
department
Senior
authority
The
employees
Departmental
supervisors
Interview and
training
Two to three
weeks
Yet to be
achieved.
Equal
opportunity
in
HR
department
The
employees
and
Session with
the employees
and managers
2 days The new
policy is
clearly

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
recruitment
and
workplace
supervisors informed.
Skill
enhancing
practice
Operation
manager
Newly
recruited
employees
Training
session
3 weeks Yet to be
achieved.
Upgrading
technology
The IT
department
The
employees
and managers
Induction and
meeting
3 days The new
technology is
transparent
and easy to
access.
1.3 Meeting with the Senior Manager
Activity Responsible
person
Recipient Time-place Output
Briefing policy
and procedure
Department
manager
Senior Manager Conference
room/ 2.30pm –
2.45pm
The senior
manager accept
the proposal
Identifying the
importance of
the new policies
and procedure
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The senior
manager is
agreed to
implement the
policies in this

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regard.
Sustainability in
business
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The Senior
Manager
confirmed to set
some provisions
for the equal
recruitment
process.
Technological
adaptation
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The Senior
manager is also
looking for the
right technology
to create more
transparency in
the
organisational
communication
Process for
salary
calculation and
benefits
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The senior
manager
confirms that
those
recommendations
will be

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implemented but
must have a cost
effective feature.
Communication Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The Senior
manager wants to
meet with the
management in a
monthly basis.
Trialling of
process
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The Senior
Manager wants
to make the
process effective
and efficient
Training of
others
Department
manager
Senior manager Conference
room/ 2.30pm-
2.45pm
The Senior
manager put
concern about
enhancing the
skills and
knowledge of the
employees.

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1.4 Training session for the new manager
Vacant position analysis
As per the new policy of the Healthcare United Company, We are going to stress more on
recruiting 500 new employees for the new branch in Hobart.
Position descriptions
The position is opened for both managers and other employees in three consecutive
phases. As a matter of fact, for the first phase we are going to appoint 140 employees both
part time and permanent and 10 managers for different departments.
Advertisements and promotion
The new advertising strategy is essentially based on the external advertising tools with
the incorporation of social media. As a matter of fact, the entire promotional process will be
completed within ten to fifteen working days.
Shortlisting
The shortlisting process will be maintained through a two to three days period for
proceed towards the interview round.
Interview preparation
The interview preparation will be conducted within a short span with interviewing 20
participants each day. Moreover, the senior management also appoint an interview panel in
this regard.
Interviewing applicants
The interview will be based on the equal opportunity as mentioned in the 2016 policy of
the Company. As a matter of fact, it will deliver a better organisational employment for the
company.
Reference checks
It is important to check the references provided by the employees regarding the
references of the previous organisations and other kind of references as well.

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Job offers
After the selection process, the process will be facilitated by mailing the selected
candidates. In fact, the Healthcare United also maintains a professional approach in this
regard.
Offers of employment (including advice about salary, terms and conditions, probation)
The offer of employment letter is coupled with the details related to the salary, terms and
conditions and the probationary roles of the designation.
1.5 Question and Answer
Describe recruitment and selection methods, including assessment centres
For the recruitment and selection method we are going to follow a direct approach where
the interview panel will directly communicate with the aspirants about the general information
and job related skills and knowledge. In this regard, all the interviews will be held in the head
office with a time from 10am to 3.30pm.
Explain the concept of outsourcing
In this regard, the concept of outsourcing is resembled with the idea of hiring some new
professionals in course of the interview session (Claus Wehner, Giardini and Kabst 2015). In
fact, the Healthcare United also feels to hire some experts to evaluate the psychological analysis
of the new applicants. However, the thinking is still in process.
Describe the purpose of employee contracts and industrial relations
Employee contract is a key element in the industrial sector. In this regard, it can be
argued that the role of the employee contracts deliver a transparent approach in the

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understanding of the details of the job description (Abernethy, Dekker and Schulz 2015). As a
matter of fact, it also creates a legitimate and authentic employment record of the employees.
Summarise relevant legislation, regulations, standards and codes of practice that may
affect recruitment, selection and induction
As per the regulation of the Australian Government, every organisation irrespective of
public or private must maintain transparency in their employment and recruitment progress
(Davis, Frolova and Callahan 2016). It means there should be no discrimination on the basis of
class, gender, sex, race, colour or religion and equality must be installed in return. Moreover, it is
also important to abide the regulation of the health and safety measures in workplace.
Explain why terms and conditions of employment are an important aspect of recruitment
It can be argued that the relationship between the employee and the company
management should be maintained in order to increase the profit for the company by generating
skills and creativity (Abernethy, Dekker and Schulz 2015). In this regard, the first step is creating
trust from both ends. From the perspective of the organisations, providing terms and conditions
will help the employee to get a clear picture of the job and job related other factors.
Explain the relevance of psychometric and skills testing programs to recruitment.
The psychometric tests and the skill testing programs are used to identify the ability,
competency, psychological balance and adaptability of an employee. These factors are very
important for an organisation to use the employee based on this tests (Rust and Golombok 2014).
As a matter of fact, the Company also wants to analyse the psychology of the applicants and
compare it with the company mission and vision in such a manner so that the recruitment will be
a success.

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Training evaluation form
Training title: Training of the new employees
Date: 16 September
Trainer: Supervisor
Position being trained: Managing diverse team
Task description Satisfactory Not Yet
Satisfactory
1 Was sufficient time allowed for session? 4
2 Were there adequate resources? 3
3 Was method of delivery engaging? 2
4 Was instruction clear? 4
5 Were supporting documents useful? 1

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Task 2 Recruit and select staff
2.1. Part A: Plan Staffing
2.1.1 HR needs of business
The Healthcare United is going to expand its business by opening a new branch in
Hobart. In this regard, the company needs employees to run the business effectively in the new
branch. It requires 500 staffs to run the new branch. Therefore, the HR department of the
Healthcare United proposed to initiate a recruitment process to employ 500 staffs in three
consecutive stages.
2.1.2 Staffing plan
Staffs Number
Managers 50
Employees (Permanent) 1200
Employees (Part time) 400
Total 1650
2.1.2.1 Identification of the need gaps
From this understanding it can be argued that the organisation has enough number of
employees but lack of managers to supervise a large number of human resource. As a result of
that it creates great problem for the managers to control and monitor such big workforce.
Therefore, recruiting more managers will be a beneficial factor to help the company in order to
operate more efficiently. As a matter of fact, it will deliver a better framework for the new
branch where both employees and managers are needed intensely. In this context, it can be

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
argued that the company need more staff and managers and should initiate an effective
recruitment and training process.
2.1.2.2 Identification of the key stakeholders
It can be argued that the key stakeholders of the company are primarily the employees,
supplier and the customers. Moreover, shareholders are also considered to be an essential part of
the key stakeholders.
2.1.2.3 Specialist
The specialists are identified as the persons responsible for the research and development
of new products and the people who are associated with the recruitment process. The specialists
in the operations are related to the experts who enriches the product diversity of the company in
order to maximize the profits. In addition to this, the recruitment process is also resembled with
experts. The psychometric tests and skill developing process are referred as an integral part of
the company’s recruitment program. As a result of that the Healthcare Untied is willing to hire
an expert who can analyse the psychometric test that is implied upon the newly recruited
employees. It is a pertinent process to make sure that the newly recruited employees possess the
same mentality with the mission and vision of the Healthcare Untied Company. Besides this, the
company also need professional trainers in order to enhance the production ability of the
company. In fact, it will facilitate the Company to incorporate more creativity in the operation.
2.1.2.4 Current status
As per the current status of the Healthcare Untied Company is concerned, it can be
argued that the Company is comprised of 1600 staffs and 50 managers presently. However, with

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the expansion of business and inauguration of the new branch in Hobart, it is necessary to recruit
more employees.
2.1.2.5 Recruitment and selection
Based on the recruitment process with the help of the interview panel the Healthcare
Untied Company is going to recruit 500 employees within a short span. As a matter of fact, the
company is not only putting emphasis on the skill and experience rather the role of psychometric
tests is also identified as a key factor in the process and selection. Moreover, the importance of
the previous experience of the applicants is also identified imperative.
2.1.3 Specific job description
Position title: Operation Manager
Position reports to:
Senior business manager
Qualifications – essential
1. Degree in healthcare management
2. Having more than 2 years experiences in the same industry.
Key objectives
1.The run the business operations in the specific department.
2. To help the organisation in order to increase production and profit.

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3. To create more revenue turnover for the Healthcare United Company.
4.To create a better operation environment in order to generate more creativity and
efficiency.
5.To maintain a better workplace environment with the help of the HR management.
Key position functions
1.To suggest the senior management about the increase of production.
2.To check the quality of the product and services.
3.To introduce new strategies and technologies in the operation.
4.To facilitate more creativity in the operation.
5.To emphasis on the organisational mission and vision.
Key selection criteria
 Having degree in healthcare management.
 A minimum two years’ experience in the similar trend.
 Preferred certificate or diploma course in organizational management.
OHS requirement
 Need proper Operational Healthcare system.
 Provision of healthcare facilities
 Healthcare insurance.
Terms and conditions of employment
The appointment is based on a two years contract with the newly appointed
manager. After the completion of the contract the Company will decide whether
reassign the contract or terminate it. In fact, the re-subscription of the contract is

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
based on the performance of the employee.
2.1.4 Specialist requirements
The need of a specialist who has enough knowledge in psychometric tests can be hired in
terms of contributing to the process of recruitment. In this regard, it can be argued that the
psychometric test helps to figure out the ability, competency, adaptability and decision making
skill of a person. It is pertinent for a manager to possess such characteristics. In addition to this,
the leadership quality is also considered to be an important aspect that the psychometric test can
analyse.
2.1.5 Meeting with senior manager
The staffing plan is very clear and transparent. The Healthcare Untied Company requires
employees for their new branch in the Hobart region. Therefore, it requires a huge number of
workforce to be recruited. The HR department assessed that minimum 500 employees will be
needed for the new branch with a three stages process. In the first phase the company is willing
to recruit 140 aspirants among them 10 people will be selected as managers. The rests will be
designated for the post of employees. In addition to this, it is important to appoint a specialist in
order to judge the aspirants on the basis of their interview and questionnaire round. The positions
are indeed highly essential for running the new branch because the company is already suffers
from shortage of employees. There are only 50 managers to monitor 1600 employees. It becomes
very stressful for them to handle such a big human resource at a time. In this regard, my role is to
give adequate assistance and information related to the employment.

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2.1.6Review of the policies and procedure
There are some amendments and recommendations regarding the recruitment and
procedure. The senior management ventilates its concern regarding the budget of the company.
The reason behind their concern was primarily due to the new establishment expenses in Hobart.
However, it is also important to recruit some people in order to make the new establishment a
success and increasing the market capitalisation of the Healthcare Untied Company. Therefore,
the management follows some guidelines. As per the guidelines enacted in 2016, the company
puts emphasis on the excellence and skill of the employees. Moreover, ensuring equality in the
recruitment process is also considered to be an essential factor on behalf of the policy of the
Healthcare Untied Company. Hence, the HR team and the Operational managers are going to
look into those policies and willing to follow the provisions strictly. As a result of that the
interview process is intensely lingered with the company objective and aims and it can be
expected that the process will generate benefits for the expansion of the company.
2.2 Part B: Conduct recruitment and selection process
2.2.1 Action plan
Activity Timeline
Day 1 Day 4 Day 7 Day 10 Day 14 Day 18 Day
21
Informed the senior
management about the need
of recruitment
HR initiatives

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Advertisement
Short list applicants
Interview preparation
Reference check
Job offer
Training and induction
2.2.2 Job Advertisement
Jobtitle: Recruiting managers and office executives for Healthcare Untied Company
Job requirements
This is hereby notifying you that the Healthcare Untied Company is looking for Operation
managers and office executives for their new branch in Hobart. Applicants who are in pursuit of
lucrative career growth with extensive opportunities, fun loving workplace culture and handsome
salary benefit packages can mail their resume into the Company website.
In this regard, for the managerial post a degree in healthcare management with intense
experience of two years minimum in the related field are desired. Besides this, for the posts of
office executive a diploma or certified course in the healthcare management with an experience
of 5 months to 1 year are preferable. Aspirants with a dream of glowing future must uploaded
their CV in the below description as soon as possible. The advertisement is valid up to 10
working days.
For uploading your resume click to this link

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
hr. [e-mail]
2.2.3 Potential employee interview
This interview session is conducted for the post of office executive designation.
Question
categories
Questions Outcome Weight
(1-2)
Score
(0-5)
Total
Work history 1. Why do you opt for this
company?
Satisfactory
2 2 4
2. What do you think is the
most challenging part in this
position?
Moderate
1 3 3
3. Do you have any
previous experience in this
sector?
Satisfactory
2 3 6
Education
and training
1. Where did you complete
your diploma?
Excellent
1 4 4
2. Do you have any other
certificate?
Moderate
1 3 3

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Question
categories
Questions Outcome Weight
(1-2)
Score
(0-5)
Total
Personality,
motivation
and character
3. What is your opinion
about a workplace
environment?
Moderate
2 3 6
4. Do you familiar with the
activities related to the
designation?
Excellent
2 5 10
Terms and
conditions
1. Do you have any idea
about the terms and
conditions for this job?
Moderate
1 2 2
2. Are the terms and
conditions seemed ok for
you?
Moderate
2 3 6
Total score (skills and knowledge) 44

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Task 3 (Manage staff induction)
3.1 Induction guidelines
3.1.1 Policy statement
As per the revised policy of the Healthcare United in 2016 it can be stated that the Company is
focusing on recruiting more healthcare professionals in order to expand their business. In this
regard, emphasis is casted upon the quality and skill of the healthcare professionals. It is further
coupled with the inclusion of advanced technology in all services for all the staffs and members.
Therefore, the managers have to take huge responsibilities for recruiting the staff members and
the HR department will help them to make the process successful.
3.1.2 Objective
The objective of this policy is to provide best healthcare professionals across Australia coupled
with innovation and skill.
3.1.3 Program outline
Induction program will be conducted on the basis of individual needs. Therefore, it is essential to
plan the induction process with consideration to specific areas appropriate for individuals. As a
matter of fact, the induction process follows the existing legislature of Australia regarding
workplace health and safety, manual handling, workplace equality and diversity and right to
information. Moreover, the Healthcare United 2016 revised policy for recruitment will also be
taking into consideration for the benefit of the organisation. In this regard, the recruited
employees must have previous experience in the related field. Therefore, it will be easy to brief
the Company policy and procedure including the government legislation. The nature of the role
of the new employees will be relied on the working relationship between the colleagues in own

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and other departments. As a matter of fact, for the disabled employees adjustments are also come
into play. Therefore, it is the responsibility of the HR to brief the specific needs and culture of
the company during and after the completion of the recruitment process and prepared the new
employees for joining the organisation. The role of the HR manager, Senior Manager and the
supervisors are highly essential in this context.
3.1.4 Documentation
The documentation part deals with the documents provided by the new employees and a draft of
the government legislation and company policy and regulations.
3.1.5 Review of the guidelines
The guidelines are effective in the sense that not only it encompasses all the necessary objectives
of the company but it also resembles the willingness to provide better workplace environment for
the newly recruited employees.
3.1.6 Final draft of the guidelines
Title page: Induction program
● Introduction:
○ Brief organisation profile: The Healthcare Untied is considered to be one of the
leading healthcare facility providers across Australia. The Company is going to
expand its business by opening a new branch in Hobart. Therefore, they requires
skilled and innovative employees to run the new branch effectively.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
○ Induction policy statement and objectives: The objective of the Healthcare United
Company is to provide best healthcare professionals around Australia and protecting
the rights and interests of the employees as far as possible.
● Induction program:
○ program outline with session titles, facilitators, location, times, methods of
delivery
Session title Facilitator Location Delivery methods
Workplace
culture
HR management Head Office Power point
presentation
Operational
objectives
Supervisor or the
Operation manager
Head Office Power point
presentation
Company mission
and vision
Senior management
executive
Head Office Precise but to the
point speech
Training Line manager Respective branch Precise but to the
point speech
Employee benefits
and payments
HR manager Head Office Power point
presentation
○ Induction toolkit contents checklist
The induction toolkits are as follows
 employee details

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
 tax declaration forms
 payroll details
 job description forms
 OSH policies
 Code of Conduct
 Organisational chart
 Policies and procedure manual
○ Induction process checklist
Process Status (Completed/initials)
Introduction to colleagues Completed
Working details Completed
Employee details Completed
Benefits and payments Completed
Conduct Completed
Facilities Initial
Training and skill Initial
○ Evaluation form.
Activity Weight (0-5) Rating (0-
5)
HR Department 3 2
Senior Management 4 3
Operation Manager 3 3

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Facility 2 2
Benefits and Payments 2 2
3.2 Training and support for another manager
The Company revised guidelines of 2016 will be briefed to the other managers so that they can
get the importance of the recruitment and their individual objectives in order to facilitate success
for the Company. It is important to cooperate and maintain a flexible communication among all
the departments and the Senior Management as well. As a result of that everyone will be able to
get a clear picture of the achievements and issues and resolve it as soon as possible.
3.3 Induct new staff members
For the probation period of three months the employees will get half of their salary. In fact, it is
important to inform that any violation of the company policy will cater immediate termination of
that individual. Besides this, the employees can share their workplace related problems with the
HR department in case they are facing troubles and issues during their probationary period. The
new employees will also give their valuable feedback in a checklist format provided by the HR
department through employee email.
3.4 Feedback
The senior manager and the associated managers are seemed to be pleased with this framework
and shared their opinion through a feedback form as well.

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MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Reference
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contracts complements or substitutes?. Journal of Accounting Research, 53(4), pp.633-668.
Claus Wehner, M., Giardini, A. and Kabst, R., 2015. Recruitment Process Outsourcing and
Applicant Reactions: When Does Image Make a Difference?. Human Resource
Management, 54(6), pp.851-875.
Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia:
what do managers think and what are organisations doing?. Equality, Diversity and Inclusion: An
International Journal, 35(2), pp.81-98.
Rust, J. and Golombok, S., 2014. Modern psychometrics: The science of psychological
assessment. Routledge.