Recruitment, Selection and Induction Framework for Desklib

This document outlines the recruitment, selection and induction framework for Desklib, including the development of a new staff induction policy and procedures, a local WHS induction checklist, job analysis and advertising, interview and panel decision, offer and appointment, and training and induction. The document also covers the roles and responsibilities of all persons involved in the process, relevant legislation, and the purpose of employee contracts and industrial relations.

Manage Recruitment Selection and Assessment Tool
[Induction Process]
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Table of Contents
Assessment Activity 1 – Recruitment, Selection and Induction Framework:....................2
Task 1 – Induction Policy and Procedures:...................................................................2
Critically analysing the University’s policy and procedures framework for
recruitment and selection, and developinga ‘New Staff’ induction policy and
procedures in accordance with:..................................................................................2
The University’s Recruitment and Selection Policy..................................................2
2015 – 2016 Human Resources Strategic Operational Plan Overview:..................2
Task 2 – Local WHS Induction Checklist:......................................................................6
Developing a Local WHS Induction Checklist to be used on the first day of new
employee commencing work covering the policies and procedures related to:-.......6
Emergency and Evacuation:......................................................................................6
Injury and First Aid:.....................................................................................................6
Ergonomics and Workstation:....................................................................................7
Work environment......................................................................................................8
Hazard and Incident Reporting:..................................................................................8
Task 3 – Technology Review:........................................................................................8
Providing recommendations on available technology to improve the efficiency and
effectiveness of the selection and recruitment process:............................................8
Assessment Activity 2 – Recruit and Select Staff:.............................................................9
Task 1 – Job Analysis and Advertising:.........................................................................9
Task 2 – Interview and Panel Decision:.......................................................................11
Task 3 – Offer and Appointment:.................................................................................12
Assessment Activity 3 – Training and Induction:.............................................................14
Workflow diagram explaining the recruitment, selection and the induction process:. .14
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Roles and responsibilities of all persons involved in the University’s recruitment,
selection andinduction process:...................................................................................15
Discussion on the supplementary selection methods as described in the University’s
Recruitmentand Selection Policy and when to use them:...........................................15
The management of probationary employees and how to provide them with feedback
until their employment is confirmed or terminated:......................................................15
Purpose of employee contracts and industrial relations:.............................................16
Induct new members using the WHS Induction Checklist:..........................................16
References.......................................................................................................................17
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Assessment Activity 1 – Recruitment, Selection and
Induction Framework:
Task 1 – Induction Policy and Procedures:
Criticallyanalysing the University’s policy and procedures framework for recruitment and
selection, and developinga ‘New Staff’ induction policy and procedures in accordance
with:
The University’s Recruitment and Selection Policy
2015 – 2016 Human Resources Strategic Operational Plan Overview:
Developing a new staff induction policy and procedures (NSIPP) for new staff
commencing work:
Every new staff at the University should undergo an induction process that will explain
the benefits as well as the roles of joining the organisation. mention about the policy
The induction will generally continue for a period of one week, and it will be
differentiated into different parts like the facilities that are there for the employees, the
leaves and the salary structure, the incentive structure and the organisational structure
(Rashid & Yadav, 2015). In addition to that, the expectation of the organisational
management from the employees are also explained to them in a proper manner. The
new staff will also be informed about the workplace safety and the department where
they can put forward their complaints in regards to any workplace related harassment.
Purpose:-
The purpose of the procedures of recruitment and selection is recruiting the best talents
of the industry to improve the working conditions of the University as well as for
increasing the benefits of the students (Russell & Brannan, 2016). The induction
process in the university would help the staff get acquainted with the workplace culture
on the very first day, and the job roles and responsibilities of the newly recruited
employees at the University would be to learn the new procedures and duties to
perform, which would be explained to them by a compulsory training. During the period
of probation, every new employee is expected to perform their duty in a proper manner.
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On the other hand, the induction program gives a synopsis of the workplace harassment
and the safety issues that the new staff have to follow throughout their job tenure. The
purpose of the induction policy is to make sure about the duties of the new staff in
regards to the workplace safety as well as the number of leaves and holidays that are
assigned to the candidates (Arulrajah & Opatha, 2015). Every individual joining the
University are entitled to receive casual leaves and the national holidays.
Application of Policy:-
The target audience who are required for the joining as a new staff in the University
consists of fresh graduates who can operate the University functions in various posts
(Ségaliny & Mohamadi, 2015). The timeframe of the induction lasts for a day until a
week. Most of the business organisations prefer to do the induction within a single day
because an entire day is always enough to explain the different types of duties and
responsibilities of the new staff (Wilson, 2018). However, the universities always
continue the induction phase for over a week because it needs to explain many rules
and regulations to the employees. The new employees are required to follow certain
rules like undergoing a training to become market ready, which will also be explained
during the process of induction.
For example, the people who are recruited for the peons will not have a similar induction
just like the people who are recruited for administration or accounts.
Roles and Responsibilities:-
This section of the induction program will cover the specific roles and responsibilities of
different staff, and the mandatory duties they require to perform in the University. The
employees who are joining as a faculty member will be trained about the curriculum of
the University, and there should also be a development of the teamwork that is in
regards to the University (Forney, 2015). The employees joining in the accounts
department of the school has the responsibility to do the calculation in a proper way,
and the employees who are joining in the administration department has the
responsibility of reducing conflicts between staff and making it a better place to work.
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The workplace safety regulations based responsibility are in the security department,
and their responsibilities are also explained during the induction process. The roles and
responsibilities of the employees are undergoing the training, and maintain the 70 hours
of duty every fortnight (Ranjan, 2017). In addition to that, the workers should also try to
learn the things that are taught to them during the training period very fast because that
is the method of getting permanent in the University.
Induction Program:-
The induction program is divided into three parts, which consists of the local workplace
induction, university-wide induction and the work health & safety induction (Nickson &
Warhurst, 2017). The local workplace induction is related to the explanation of the
different types of responsibilities, duties, leaves and the facilities that are there for a
particular team. The induction program is done in the University on the basis of dividing
the program into several parts such as the induction for the accounts department, the
administration department or the faculty department (Hurrell, 2016). On the other hand,
the strategic operational plan overview of the 2015-2016 states that the induction
program would explain the total rules and regulations of the University when the
University-wide induction is taking place.
The facilities will be explained to them in the beginning because it is important to start
any meeting on the positive note. The work health and safety induction will be
conducted after that, which will mainly explain the safety measures that the employees
are required to follow.
Non-Attendance:-
The attendance of every employee in the induction program is mandatory, and if an
employee does not come in the induction program, then it is considered that the
employees’ appointment is automatically terminated unless an emergency situation is
thoroughly explained (Oke, 2016). In addition to that, the non-attendance induction
program also explains how the non-informed absence takes a toll on the reputation of a
particular employee. It is informed during this time according to the strategic operational
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plan overview of the 2015-2016 that every employee needs to inform before taking any
leave from the management.
The actions that would be taken if an employee does not attend the induction is making
the employees reappear for the interview to get selected. If the employee could not
attend the induction due to a certain type of emergency, then the employee needs to
provide a written explanation to the management (Collins-Christie, 2016). It should be
declared during the interview that the attendance during induction is compulsory for
joining the University, and no leaves will be tolerated during the period of induction
either from the side of the new employees or from the side of the management who are
going to conduct the interview.
Relevant Legislation related policies, procedures,and documents:-
The induction related policies that should be followed by the University is that it should
not be just for a single day, but it should at least continue for a week (Arulrajah &
Opatha, 2015). The induction should begin with the standard structure of the
organisation and the business objectives along with the functions of every department.
In addition to that, the roles and responsibilities of each employee are explained during
the induction. According to the Australian Industrial Relations Act (1996), it can be said
that no employees can be made to work for a period of more than 8 hours.
In addition to that, the Australian Fair Pay Act (2005) states that every organisation
should pay a minimum amount of at least $10 per day to all the employees (Jayaraman,
et al., 2014). So, the University will make sure during the induction that the labour laws
are strictly followed. Along with that, the workplace health and safety regulations are
also followed by the University so that no individual in this particular university will have
any sort of physical danger of any sort.
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Task 2 – Local WHS Induction Checklist:
Developing a Local WHS Induction Checklist to be used on the first day of new employee
commencing work covering the policies and procedures related to:-
Emergency and Evacuation:
The local WHS induction procedure of University of Great Australia will explain about
the objectives of the procedures that is to ensure participation of each and every
employee. The induction process will also explain about safety, health,and well-being of
staffs, students,and contractors. In the induction process it will be made clear that all the
norms and procedures of emergency and evacuation will be governed by ECO,
Emergency Control Organisation (Gill, et al., 2015). The induction will be explaining
about the safety of building occupants in any situations and emergency cases. Through
the induction process, the employees will be informed about the Does and Don’ts in
emergency and evacuation time. The following emergency guidelines have been
explained to the employees during induction procedures. During the induction process it
will also be told that making checklist is essential as because it provides a proper idea
about managing the resources of the activities that are necessary during and
emergency and evacuation process. Small demo of evacuation will be demonstrated via
video session so that every employees of university can understand and follow the
same instruction during the emergency and evacuation process.
Does
 Employees should react proactively when hearing the evacuation alarm from
buildings, inductor also explained that employees should secure their personal
materials and valuables, collect belongingness and shut down electrical
appliances.
 Assisting any person with a disability to help them to leave the premises.
 Following the instruction of warden in emergency situations.
Don’ts
 Do not use lift during evacuating in emergencies
 Do not re-enter the building until they are instructed to do so.
Check list
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Activities Yes No
Evacuation alarm 
Instruction diagram 
Special arrangement for
disable people

Injury and First Aid:
During the induction period in University of Great Australia, it becomes necessary to
inform the workers about the injury and first aids which provides safe working
environment and adequate facilities for welfare of their workers. The inductor needs to
make the employees realize potential work-related injuries and illness that requires first
aid. The induction process will make the employees familiar with the regulatory body
that is work health and safety regulations 2011 who regulates norms and policies in this
department (Jayaraman, et al., 2014). The induction process will lay down norms and
policies that will make the employees familiar with safety regulations, which are as
follows. Induction process will also briefly describe about the process and stages that
are needed to carry during injury such as arranging first aid process and making
emergency call so that during such cases medical help can be arranged at earliest
possible way.
 Providing first aid equipment and making sure that every worker has access to
the equipment
 Access to facilities to administer first aid
 Providing training to an adequate number of employees in regards to using first
aid
 Ensuring workers are aware of information and know how to carry out first aid.
Further, the induction process will discuss the code of practices on first aid in the
workplace. Which are as follows.
 Low risks workplaces- One first aid box for every 50 workers
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 High risks workplaces- One first aid box for every 25 workers
Activities Yes No
Hygiene items 
Flashlight and extra batteries 
Extra keys 
Ergonomics and Workstation:
Describing the ergonomics and workstations in the induction procedure of University of
great Australia includes ACU ergonomics presentations (Konz, 2017). Which are as
follows. The ergonomics and workstations are arranged for employees safeguarding
and keeping them from falling sick in workplace.
Sit-stand desk information
 Encourage team/unit, events and encourage staff to launch breaks away from
the office. Induction process also raises awareness of the risks of sitting and
measures to reduce sitting time throughout the organisations.
 The induction process will also discuss standing-friendly culture is promoted and
supported.
 Informing them about the meeting agenda and encourage the staffs to participate
in meetings.
 Encouraging meeting between workforce and management
 New buildings/refurbishments to include provision of adjustable workstations.
What can you do?
 Taking micro-breaks to conduct appropriate stretches.
 Dispose of waste, collect printing more frequently
 Step outside for fresh air
 Walk laps of the floor at regular intervals to break up the day.
Activities Yes No
Encouraging team members 
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Workstations 
Events 
Work environment
Induction program that has been conducted by University of Great Australia tells about
the working conditions of jobs that are governed by National Employment Standards,
which sets out minimum employment standards. The induction program stated that
before accepting to the job conditions the employees should check the working
conditions. Such as leave and holidays and level of pay (Armstrong, et al., 2015).
Making the work environment, facilities and amenities were being explained to the
employees in the induction process. In the induction process work ethics are also being
introduced so that employees can maintain the work ethics and follow the rules to
maintain high coordination among employees. The following work environment is as
follows.
Nature of work performed
This process depends upon the amenities and facilities and the work being performed
and the equipment that will be used. For example- Persons handling chemicals or
accessing shower and change room facilities.
Size and location of the work area
The work environment also depends upon the place of the area such as in buildings and
remote areas that sets out the size and nature of the business.
Activities Yes No
Audit for newly completed
project

Qualified personnel 
Managing budgets, plans and
financial supports

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Hazard and Incident Reporting:
During the induction period, the inductor will briefly describe the incident, about the
hazards and reporting of the injury, this process will help in reducing hazards in the
workplace. In the induction process employees are instructed to act accordingly that has
been set out below so that evaluation process can be taken up more efficiently.
Do’s
 Move to a safer place
 Call emergency number for help
 Helping others in needs
 Switching off electrical devices
Don’ts
 Do not pain under hazards
 Do not seek shelter under buildings
 Do not pay attention to the rumors
Activities Yes No
Electrical panels 
Fixtures 
Appliances 
Task 3 – Technology Review:
Providing recommendations on available technology to improve the efficiency and
effectiveness of the selection and recruitment process:
Technology options Advantages Disadvantages
KPI KPI was used by the HR
managers to focus on the
performance of the individual
workforce and measures their
outputs in the business firms.
KPI also sets out a
KPI sometimes reflects little
feedback and affects the
widgets of the procedures
which result in lower
management performance in
terms of measuring and
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benchmark for the employees
which drives them towards
achieving highest business
success so that they can
excel their individual
performances and get
appraisals
analysing data.
KRA’s KRA is being used by the
university managers to
identify risks, protect their
assets and manage their
employees resourcefully so
that highest possible results
can be gained for their
business venture.
KRA uses too much complex
data sets which makes the
procedures lengthy to
complete. Therefore with if
the KRA is evaluated for a
longer period then it slows
down the procedures
resulting in the poor
monitoring process.
Heuristic algorithm mic Heuristic algorithm mic which
evolves itself with changing
business as the up gradation
is made in that manner.
Through this technology, the
firm can provide quick and
inexpensive feedback to their
HR team to implement higher
changes. The HR team can
also use it for usability testing
methodologies. The
advanced technology also
provides information about
business dynamics and
productivity level of each
employee.
If the server or networking
systems goes down then the
whole systems can crash and
internal functions can be
halted resulting in business
failures.
Cloud computing Cloud computing aids in Due to constant threats from
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determining the higher sets of
data and interpret it to gain a
higher amount of business
success. Similarly, cloud
stores big data of University
which makes it easier to
make it usefulforfuture
business purpose.
data hackers, it becomes
impossible for the user to
monitor it regularly. Which
fails to give prior signal
before it goes under attack
which can result in data loss
for big time.
Assessment Activity 2 – Recruit and Select Staff:
Task 1 – Job Analysis and Advertising:
Date- 6th of June 2018
From- [e-mail]
To- [e-mail]
CC- [e-mail]
Subject- position description and advertising of HR assistant
Dear applicant
Greetings from University of Great Australia, we are pleased to inform that we have one
vacant post of HR assistant in our university, which invites applicants to submit their C.V
in our university portal of [e-mail]. Applicants are instructed to
follow all the rules and regulations when they submit their C.V’s over there. The job
position of the HR assistant is as follows.
 Answering employee questions
 Processing income mail
 Providing customers service to organisational employees
 Setting appointments and arrange meetings
 Maintaining calendars of HR management team
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 Maintaining payroll and benefit administration
 Record maintenance
Skill sets required
 Must possess strong interpersonal skills
 Must be able to prioritise and plan work activities as to use time efficiently
 Must be organised, accurate, and able to monitor work for quality
Advertisement of position
HR assistant
 Master degree or equivalent from a recognised university with at least 5
years of experience
 Willingness to take up challenging job roles
 Knowledge of computer
Interested Candidates may apply with recent size passport size photograph and CV
mentioning the position they applied for, with 15 days of advertisement in the following
email id- [e-mail].
Thanks and regards
Bruce Banner
Senior HR department manager
University of Great Australia
Task 2 – Interview and Panel Decision:
Interview Questions:-
There are five questions that would be asked to the candidate who is coming for the
position of an HR assistant. The questions will be mainly psychological, and it would
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test how far the candidate is suitable for handling different situations in the workplace as
given below:-
1) What is the worst situation you have faced during your career and how did you
handle the situation?
2) What are the changes that you would possibly bring about after joining the
University as an HR assistant?
3) What is your way of resolving any type of workplace conflict?
4) Where do you see yourself in the next 5 years?
5) Do you clearly know your roles and responsibilities after having this job, and what
are those?
Preparation for the interview:-
There will be five group members in our team, and we would be interviewing the
prospective candidate for the position of an HR assistant. I would prefer to ask the
fourth question because I will be able to judge the seriousness of the candidates’ goal
by the help of that question. In the same way, the other members will ask those
questions and judge the truthfulness of those statements by the help of their body
language. At last, I will keep a track of the answers, and I will also check whether the
candidate knows about the roles and responsibilities of an HR assistant or not.
Interviewing the shortlisted candidate:-
Firstly, the body language and the gesture of the candidate will be considered. If the
candidate comes by wearing a casual dress, then it should be considered that the
person is very casual about the job. Moreover, the spontaneous reply to all the interview
questions will make us think that the candidate is speaking the truth, and sharing about
his or her life experience. Lastly, the question about the roles and responsibilities will
make me understand whether the candidate is fit for the position or not. The goal of the
candidate in 5 years will help me understand the seriousness of the candidate in this
particular job.
Active participation in the interview and direct questions to the shortlisted
candidate:-
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We will actively participate in the interview by getting prepared about the possible
answers to the interview questions. Different answers help in judging the personality of
the candidate differently, and this will be studied by us for taking the interview and
evaluating the personality of the candidate by means of direct questions. On the top of
that, I will also encourage the members of the group to ask more questions, which are
based on the answers of the candidate. This will make the interview process completely
interactive. It will also help in taking the interview of the HR candidate in a proper
manner.
Recording the shortlisted candidate’s responses:-
The shortlisted candidate’s responses to the primary questions asked during the
interview board should be written down by me or any one of our group members. The
responses will be extremely essential for the critical analysis of the personality of the
candidate, which is important to ensure that the candidate is fit for the job.
Documenting the selected outcome:-
After the interview process gets over, we need to make one decision on whether the
candidate is selected or rejected. The selection process of the University is quite lenient
because the HR needs to be improved, and so, unless the candidate’s knowledge falls
below the mark, we would definitely select the candidate.
Task 3 – Offer and Appointment:
University of Great Australia
6/6/2018
Candidate’s Name:
(Position – HR Assistant)
Dear Candidate’s Name,
We are very pleased to inform you that you have been selected for the post of an HR
Assistant in our esteemed University of Great Australia. We feel that your qualification
and skills will be a great asset to our HR team.
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According to our discussion at the interview board, your position will be a full-time HR
assistant in our University, and the ranking according to our University norm would be
Level 6 and Step 1, from where you can be promoted to a position of Level 7 according
to your performance.
After the joining, you will work for a period of 70 hours in a fortnight with 1 hour of lunch
break per day, and you will work only for 5 days a week. As discussed during the
interview, your salary would be $81,900 including the benefits of superannuation, which
will be paid to you every fortnight.
Your superannuation benefits will be under the legal framework of 17% Unisuper, which
can be found from the website [e-mail]. However, your probation period will
be for 6 months, which indicates that you can be terminated without notice if you fail to
provide a standard of performance during the first 6 months of your joining.
As an employee, you will be eligible to get several benefits from the University after the
completion of your probation periods like the Medical Insurance (Medibank), On-Site
Gym, Dental Insurance, and the Retirement Plan. You will also be able to get the facility
of parking as well as the UGA optometrist clinic where the booklet will be provided by all
the HR representative. The University does not operate during the Christmas Eve and
during the time of New Year, and so, the employees will be able to take their annual
leave during this period of time.
In addition to that, you should also know that the University has the legal right to
transfer the employee in any particular place like the relocation, which is consistent with
the scope and contract of your employment. All your employment conditions would be
covered under the UGA Enterprise Agreement 2013-2016. You are required to bring
your Tax File Number, Bank details,and Passport along with the offer letter for the final
confirmation of your employment. This particular offer letter will only be valid for a period
of one week from the date of issue.
You need to bring this offer letter directly to the Human Resource Division, and report to
the person named Mark Webber who is a Human Resource Representatives.
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In case of any type of problem, you can write an email directly to
[e-mail], or you can even call directly at the number of (+612) 9876
1976.
Yours Sincerely,
The HR Team.
Assessment Activity 3 – Training and Induction:
Workflow diagram explaining the recruitment, selection and the induction
process:
(Nickson & Warhurst, 2017)
From the workflow diagram, it can be understood that the overall pattern of recruitment
and selection is considered as a unique type and the induction is a different type. The
recruitment is done with the help of short-listing the CVs that are sent to the University
whereas the interview techniques are used for the process of selection. The induction is
done by the explaining about the policies and legislation to all the employees who are
there in the University. As a whole, it can be observed that the induction process should
19

include the benefits and responsibilities of the employees coupled with the WHS
induction, which explains the safety measures in work.
Roles and responsibilities of all persons involved in the University’s
recruitment, selection andinduction process:
The recruitment and selection are done by the HR department of the University. The HR
department mainly gives a job advertisement, and the candidates apply for the
respective jobs on the basis of qualification (Jepsen, 2018). In other words, the short-
listing is a part of the recruitment where the selected candidates are called for the
interview. The ultimate selection of the candidates is done by the interview board when
the members talk about the previous experiences or the goal of a fresher candidate and
understands the ability of the candidate to work.
The induction process happens after the joining where the new employees are
explained about their job roles and responsibilities along with the rules, which they are
required to be followed.
Discussion on the supplementary selection methods as described in the
University’s Recruitmentand Selection Policy and when to use them:
The supplementary selection methods for the University includes testing those skills and
qualities that cannot be decided from the interview alone (Okewu & Misra, 2016). The
supplementary selection methods include the grades that a person has received in
regards to the qualification along with the schooling of a particular candidate. In addition
to that, the supplementary selection process also considers the ability of a candidate by
the number of years a person has the experience in a particular field along with the
number of years the candidate has particularly worked in a specific company.
The management of probationary employees and how to provide them with
feedback until their employment is confirmed or terminated:
The University management continuously provides feedback to all the employees who
are under the probationary period because their employment is still in a testing phase
(Connor, 2018). So, the employees are continuously provided a feedback in regards to
their performance along with keeping a track on their regular performance. If the
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performance of the candidate is not up to the mark, then the employees within the
probation period are terminated by saying that their performance did not meet a specific
standard of the University. Otherwise, if the performance meets the specific standard,
then the employment is confirmed and a permanent appointment letter is given to the
particular candidate.
Purpose of employee contracts and industrial relations:
The employee contracts are made for the sake of clarifying the lawful communication
with the employees according to the legal provisions of the land. The number of hours
an employee has to work along with the number of leaves and the salary is mentioned
in the employment contract, or the offer letter (Collins-Christie, 2016). After the
completion of 6 months’ probation period, the employee gets a permanent appointment
letter that consists of facilities and the benefits that the employee is going to receive.
So, the purpose of the employment contract is improving the industrial relations
between the employees.
Induct new members using the WHS Induction Checklist:
The induction related to the WHS is not performed during the initial induction, and it is found
that most of the new staff knows nothing about the workplace safety procedures. So, the
induction about WHS induction checklist should be used again for this induction where the
employees will be informed about the workplace safety norms in Australia and the departments
where the employees can complain in regards to any type of harassment made by the employees.
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