Understanding Employee Grievance Systems

The assignment delves into the complexities of employee grievance systems and their impact on organizational effectiveness. It examines various approaches to conflict resolution, including mediation and disciplinary procedures. The importance of human resource management (HRM) in addressing grievances and fostering a positive work environment is also highlighted. The document analyzes relevant research and case studies to provide a comprehensive understanding of this crucial aspect of workplace relations.

Running head: LEADERSHIP IN BUSINESS
Leadership in Business
Name of the Student:
Name of the University:
Author note:

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Table of Contents
Task 1: Development, recruitment and selection process..........................................................3
Activity 1................................................................................................................................3
Activity 2................................................................................................................................3
Activity 3................................................................................................................................5
Activity 4................................................................................................................................6
Activity 5................................................................................................................................7
Activity 6................................................................................................................................8
Activity 7................................................................................................................................8
Activity 8..............................................................................................................................10
Task 1: Recruit and select staff................................................................................................11
Part A.......................................................................................................................................11
Step 1....................................................................................................................................11
Step 2....................................................................................................................................12
Step 3....................................................................................................................................13
Step 4....................................................................................................................................14
Part B........................................................................................................................................15
Step 1....................................................................................................................................15
Step 2....................................................................................................................................16
Step 3....................................................................................................................................17
Step 4....................................................................................................................................18

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Step 5....................................................................................................................................18
Task 3: Manage Staff Induction...............................................................................................20
Induction guidelines.............................................................................................................20
Induction program................................................................................................................21
Evidence...............................................................................................................................21
Bibliography.............................................................................................................................23

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Task 1: Development, recruitment and selection process
Activity 1
Healthcare United organization’s mission is to become the leading provider of
Healthcare professionals in Australia. Their vision is to provide the clients with the best
trained and qualified human resources. As per the recruitment and selection policy 2016, the
company’s managerial department has the major role in hiring the staffs, on the basis of the
qualifications and skills. The human resource officials support the managers while selecting
the candidates. The time frame for this procedure is two to three weeks. The recruitment and
selection procedures of Healthcare United involves the analysis and description of vacant
position, advertisement of the position, short listing the candidates, preparation of the
interviews, checking references and others.
Moreover, the policy includes the advertisement of the positions through selected
channels, internally or externally, within ten working days. The special exemptions to the
internal recruitment need the approval of general manager. The interviews are conducted by
trained experts and selection panel. Other methods include the reference checking procedure
which is also conducted by the managerial department. Healthcare United believes in hiring
the right candidates for the company’s betterment. It provides the employees with equal
opportunities, irrespective of their gender, sex, class, caste and others. The organization aims
in recruiting the deserving candidates in order to serve their clients with the best of services.
Activity 2
Contrary to the 2016 Policy As per the recruitment and selection procedures 2000
guidelines, the policies involve the analysis and description of
vacant position, advertisement of the position, short listing the
candidates, preparation of the interviews, checking references

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and others. At the times, when a position is vacant and requires
new candidates, the job of the manager is to inform the human
resource official regarding this. The manager then, needs to
state some reason why that particular position needs to be filled
with a new candidate. The human resource official should also
raise a question regarding this. This needs to be approved by the
senior department officials. After getting the permission, the
human resource department must now start exploring options of
the recruitment, implications, award and legislative
requirements.
Outdated compared to current
research and practice
The 2000 recruitment and selection procedures, involved
numerous procedures, which is time taking. On the contrary, the
2016 policies are much handy and fast. However, the 2016
policies did not mention anything about giving feedbacks to the
unsuccessful applicants, which must be taken into
consideration.
Do not comply with current
legislation
In addition to this, the manager must give the position
description in a specific manner, as it plays in important role in
the recruitment. If the candidates are not at all clear with the
position, they may end up not applying for the post. After
analyzing the position, proper selection of media is done for
advertising the job position. Once the candidates get to know
about the vacancy through the advertisement, they will start
applying for it. Now the human resource manager’s job is to
shortlist the candidates based on their qualifications.
Furthermore, interview procedure is carried on with the selected
candidates and the job is offered to the deserving ones.
However, the human resource manager’s job does not end here;

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he/she needs to give feedbacks to the unsuccessful candidates as
well.
Activity 3
Stage 1  Analysis of the vacant position.
 Selection of the job description for the vacant position.
 Recruitment and selection criteria.
 Preparation of the advertisement and selecting the media channels.
 Getting approval from the senior management.
Stage 2  Preparing the advertisement in an attractive manner.
 Selection of the effective media channels.
 Posting advertisements on the company’s websites and social
networking sites in an attractive manner.
 This can be done with the help of professional graphic designers.
Stage 3  Short listing the applicants on the basis of their qualifications and
experiences.
 Arranging interviews for the ones who got shortlisted.
 Checking the references.
 Offering job to the deserving candidates.
 Giving feedback to the unsuccessful applicants.
Stage 4  The last step involves the processes after the selection procedure is
over.
 The new candidates must be provided with proper training and
mentoring sessions.

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 Induction and orientation programs must be organized, where the
certified trainers and professional experts need to give their
valuable insights.
Activity 4
Vacant Job Analysis The manager must check whether the vacant position needs to be
filled with an employee or not. It is important to analyze the
position within the time frame of three to four days. With the help
of the human resource official, the manager must prepare the job
description and get it approved by the senior management.
Position Descriptions The manager must give the position description in a specific
manner, as it plays in important role in the recruitment. If the
candidates are not at all clear with the position, they may end up not
applying for the post.
Advertisements and
Promotions
In addition to this, selecting a proper advertisement mode is also
important. It is to be taken care that the advertisement reaches to a
large number of people, therefore, necessary actions are to be taken.
Short listing Short listing the applicants must be done on the basis of their
qualifications and skills. It is to be kept in mind that only deserving
candidates are short listed.
Interview Preparations Preparations of the interview involve selecting the personnel who is
going to conduct the whole process. This needs to be done by
professional experts, who have huge experience in this field.
Interviewing
Applicants
The interview of the applicants is to be done in a fair and justified
manner. Only deserving candidates should get the chance of

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personal interview.
Reference Checking Reference checking is a method of checking the applicants’
previous working position. This helps in gaining an understanding
of their capabilities and in competencies.
Job Offer The deserving candidates get the job offer, however, feedbacks
must be given to the unsuccessful applicants.
Activity 5
Position Method of Communication Key discussion of message to be
communicated
Employees Through house journals. Current Policies and Procedures of
the company, leaves, dress code
policies, zero tolerance policies and
others.
Managers Press conferences Hiring and recruitment policies,
selection procedures, job analysis
and others.
Senior managers Face to face Interview methods selection,
supervising the managers and
others.
Human resource
managers
Face to face Training and induction, conducting
orientation programs, guiding the
new applicants, short listing the
candidates and others

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Activity 6
The manager needs to decide first, whether the vacant position needs to be filled or
not. After making a decision, he/she must convey this message to the senior management for
the approval. The manager must present the policies and procedures of selection, after a
discussion with the human resource manager. He/she needs to impress the senior manager
with good communication skills. Moreover, he/she must present the ideas of the selection
procedures, which involves the interview methods also. After consulting with the senior
manager, discussion on salaries and employee benefits must be done. This is followed by the
training procedures, which must be done professionally. Induction and orientation programs
must be conducted with the help of professional experts.
Activity 7
Training Evaluation Form
Task description Competent Not Yet Competent
1 Orientation programs 
2 Regular training sessions 
3 Seminars 
4 Webinars 
5 Interactive sessions 
Method of delivery (please circle):
1. presentation e.g. lecture
2. workshop e.g. classroom
3. one-to-one instruction
4. online interactive
5. Other (please specify).
Rate the training:

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unsatisfactory 
satisfactory
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
We’re supporting documents useful? 1 2 3 4 5
Training Evaluation Form
Task description Competent Not Yet Competent
1 Behavioral measures of the employees 
2 Process evaluation 
3 Gaining feedback 
4 Surveys 
5 Reaction of the employees 
Method of delivery (please circle):
1. presentation e.g. lecture
2. workshop e.g. classroom
3. one-to-one instruction
4. online interactive
5. other (please specify).
Rate the training:
unsatisfactory 
satisfactory
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

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Activity 8
The recruitment and selection procedures involves the analysis and description of
vacant position, advertisement of the position, short listing the candidates, preparation of the
interviews, checking references and others. In addition to this, it includes giving
advertisement of the positions through selected channels, internally or externally, within ten
working days.
Outsourcing is a kind of business practice or process which is used by several
companies in order to reduce the costs and improve efficiencies as well by shifting the tasks,
jobs, processes and operations to some external source or third party for a particular time
period. This strategy can benefit a company to a huge extent.
The industrial relations or employee contract refer to the agreements made between
the employers with their employees. Small business owners must also develop an employee
contract for the safety and security of the employees. Signing such contracts benefits the
employees and helps them get through wrongful terminations and unjustified behaviors.
The relevant regulations and legislations include; equal pay, sex discrimination, race
relations, disability discrimination, equality act and others. It is to be taken care that while
recruiting any employee, the employer must not discriminate them on the basis of their caste,
class, sex, gender or others. Moreover, the employees must be paid equally and in a fair
manner.
Terms and conditions are important while recruiting any employee as it gives a brief
explanation of the company’s policies and procedures. It helps the employees understand on
what basis they can be terminated. Moreover, it also helps the employees gain an
understanding of their roles and responsibilities at the workplace

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. Psychometric and skill tests are often used while selecting and hiring candidates.
Psychometric methods are used as it helps in gaining an understanding of the individual
differences, personal characteristics of the employees, cognitive ability and others. The skill
tests help in understanding whether an individual can perform a particular task or not.
Task 1: Recruit and select staff
Part A
Step 1
To the (Stakeholders),
Subject: Identification of the human resource needs in a business
Respected sir/ma’am,
It is to inform you that the agenda of the meeting is to identify the needs and
requirements of human resource managers for the business. The human resource managers of
a company help in the selection and recruitment procedures. The analysis and description of
vacant position, advertisement of the position, short listing the candidates, preparation of the
interviews, checking references and others are all done by the managers. Therefore, the need
for human resource managers would benefit the organization on the long run.
Regards,
XYZ
ABC Company
Step 2
Position Name of the Person Start Date End Date Hours

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Programmer Sam Smith June 4 Dec 31 1000
Trainer Rachel Green July 2 September 30 900
Interviewer Christine Geller May 3 June 3 700
Training Needs Good communication skills, attitude learning, physiological stresses,
performance training.
Gap Identification Involves an understanding of the actual performances with desired or
potential performances.
Key Stakeholders Creditors, employees, directors, shareholders, suppliers, community
and the unions.
Current State of Human
Resources
New and innovative measures can be implemented for the betterment
of the company.
Current Recruitment and
Selection process
Fair and justified; managers require the approval of their senior
department before conducting any process.
Recommendation for
Innovation
Innovation can be done with the usage of digital media. New and
innovative measures can be used for training the new employees and
candidates. Moreover, the company needs to adopt a strategy of
giving feedback to the unsuccessful employees, which misses in the
new recruitment policy.
Step 3
Position Description Template
Position title: Product Development Officer
Position reports to: Human Resource Manager

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Qualifications – Graduate in the related field with three years of experience and one year of
supervisory experience.
Key objectives
1. Coordinates and manages projects.
2. Cordially works with different teams.
3. Innovative and creative mind.
4. Sound knowledge in the related field.
5. Good communication and networking skills.
Key position functions
1. Need to meet the organizational goals.
2. Sound knowledge of the departmental processes.
3. Must implement new and innovative ideas and thoughts.
4. Manages subordinates and report day to day performances to the top management.
5. Prepares financial reports and manages project related budgets for the top management.
Key selection criteria
On the basis of the employees’ qualifications and skills.
OHS requirement

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Must be physically and mentally stable.
Terms and conditions of employment
Deduction of various benefits on termination of the employee, dismissal of the employee
without any prior notice, if he/she commits any serious crime or goes against the company’s
rules and policies. Employees must maintain the company’s secrecy and confidentiality. Causing
harm to any official property would be seen as a serious issue and necessary steps will be taken.
Employees are required to wear decent and formal outfit in the office premises. Any kind of
abusive words or languages will not be entertained.
Step 4
Identification of at least one specialist who
may be able to assist in the recruitment and
selection process.
The senior management department may help
in assisting in the recruitment and selection
procedures by identifying the competencies and
in competencies of the employees and new
applicants.
Part B
Step 1
Job analysis The analysis of the job must be done in an effective manage. The
manager must check whether the vacant position needs to be filled or
not. On the basis of that the message needs to be conveyed to the senior
manager for his/her approval.
Advertisement Must be creative in order to grab the attention of the applicants.

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Attraction Attractive advertisements always grab the attention of the candidates. A
professional and creative graphic designer can help in such situations.
Short-listing Short listing the candidates must be done in a fair and justified manner,
based on their skills and qualifications.
Interview Preparations of the interview involve selecting the personnel who is
going to conduct the whole process. This needs to be done by
professional experts, who have huge experience in this field. The
interview of the applicants is to be done in a fair and justified manner.
Only deserving candidates should get the chance of personal interview.
Reference checking Reference checking is a method of checking the applicants’ previous
working position. This helps in gaining an understanding of their
capabilities and in competencies.
Induction/orientation Professional experts and certified trainers can help in conducting
seminars and orientation programs, which will help the employees in
gaining an understanding of the company’s requirements.
Evaluation Evaluation of the candidates must be done based on their qualifications
and skills, with the help of senior officials.
Training Certified trainers must train the employees. This will be followed by an
interactive session, which will help in gaining the feedback of the new
applicants.
Step 2
Identify the Training Need

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The training must be done in order to understand the skills and abilities of the employees. This will also
help in giving them a clear picture of the organization, the terms and conditions, working environment,
policies, norms and others. This will be followed by an interactive session, which will help in gaining
the feedback of the new applicants.
Identify the Methods Of training
Staff/ Position Activity Resources Required Cost
Human Resource
Manager
Induction Laptop, presentations,
projector and others
$500
Certified trainers Orientation Projector, laptops and
others
$500
Professional experts Gaining feedback Feedback machines
and others
$200
Senior managers Interactive sessions Laptops, projectors
and others
$100
Step 3
Source: Newspaper
Name of the Company: Assure Finance Limited
Position Human Resource Manager
Responsibilities and Requirements Coordinates and manages employee
recruitment and selection.
Cordially works with other departments to
develop employee benefits procedures,

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appraisal, employee retention and others.
Prepares employee training and development
policies.
Minimum criteria – Graduate in the related
field with minimum one year of experience in
management and field work.
Manages the subordinates and keeps a track
of the day to day performances of the
employees to the senior management.
Ensures that the organizational goals are
adequately met and adhered.
Should have a sound knowledge of the
departmental policies.
Dedicated, hard working with good
networking as well as communication skills.
Commencement Date: Monday, December 1, 2017.
Type of Employment: Full Time.
Probation Period: Four months from the commencement date.
Salary: Remuneration based on the employees’ experiences and
qualifications.
Gross base salary $30 per hour.
Working Hours: 9:30-5 pm (includes 1 hr lunch break), Five working days.

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Step 4
Conduct or oversee interviews Checking the documents, short listing the
candidates, reference checking, documentation,
and questions based on the job position.
Advise candidates of outcomes Contacting the successful candidates, building the
reputation of the organization and giving
feedback to the unsuccessful ones.
Step 5
Sample Email
Dear XYZ,
Subject: Job Offer
Respected Sir/Ma’am,
We are pleased to inform you that you are being placed at ABC Company, where you
will be operating from December 1, 2017. However, you are required to bring your
documents for authentication. We hereby, attach the sample contract of our company. Please
have a look.
Regards,
N. Gellar
Senior manager
Sample Contract

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Commencement Date: Monday, December 1, 2017.
Type of Employment: Full Time.
Probation Period: Four months from the commencement date.
Salary: Remuneration based on the employees’ experiences and
qualifications.
Gross base salary $30 per hour.
Working Hours: 9:30-5 pm (includes 1 hr lunch break), Five working days.
Health and Safety Policies: The Company provides the employees with a safe and secured
working environment. Our organization has government
verified certificates in the aspect of environmental impact and
positive health.
Leaves: Five weeks paid annual leave every year (Terms and
Conditions Applied), Long service leave, personal leave (sick
leave and others), incapacity to work and others.
Training and
Development Policy: One month of training for the new employees. This includes
orientation programs, trainings and developments by
professional and certified trainers. They will be trained on
management, disciplinary skills, workplace rules and others.

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Other policies: Employees are expected to maintain the company’s
confidentiality. Causing damage to official property would be
taken as a serious matter and necessary steps will be taken.
Employees are required to wear formal and decent outfits in the
premises. Any kind of abusive words or ill behavior will not be
entertained.
Termination: After the employees’ probation period is over, the company can
terminate him/her based on the performances, attitudes and
conduct, with a four weeks’ notice period.
Task 3: Manage Staff Induction
Induction guidelines
Induction guideline of United Health Care 2016
 The induction guidelines ensure each applicant receive a well structured welcome.
 This is followed by an introductory session.
 The company’s responsibilities and values are outlined.
 The guidelines ensure that the role of the employees is clarified.
 To promote a safe and secured working environment.
Induction program
Prior to Commencement
 Assigning the employees with an office space or work station.
 Allocation of required and necessary stationery supplies.
 Organizing the necessities like computers, laptops, required software, internet access