Transit Officer Recruitment and Training

This assignment delves into the recruitment and training procedures for Transit Officers within a specific organization. It details the multi-stage selection process involving physical tests, aptitude assessments, interviews, and medical checkups. The document further elaborates on the comprehensive training program, spanning 12 weeks for transit officers and 2 weeks for train drivers, culminating in the award of a Certificate IV in Transport and Logistics (Rail Operations). The report emphasizes the significance of human resource management in ensuring a structured and efficient recruitment and training process.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE DEVELOPMENT
Name of the Student
Name of the University
Author note

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Executive Summary
This report discusses the Recruitment process, Selection procedures and Induction of an
Australian transport organization. The organization at present has 700 employees working in
it under five main departments. The chief management of the organization has demanded for
a printed manual to incorporate policies and conditions for recruitment, selection and
induction for all the appointed employees. The report concludes with the objectives and
training process that the organization will carry out in order to emphasize the norms and
regulations of the organization.

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Table of Contents
Task 1.........................................................................................................................................3
Introduction............................................................................................................................3
Introduction to Recruitment, Selection and Induction Activities.......................................3
Definition of Policies and Procedures................................................................................4
The Importance of Effective Policy and Procedures..........................................................4
Discussion..............................................................................................................................5
Communication Methods...................................................................................................6
Task 2.........................................................................................................................................7
Recruitment and Staff- Selection Scheme..............................................................................7
Task 3.........................................................................................................................................9
Induction Program..................................................................................................................9
Conclusion..................................................................................................................................9
References................................................................................................................................10

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Task 1
Introduction
Human Resource Management is the method of recruitment and choosing employee,
arranging course and induction, guidance and improvement, evaluation of employee
(performance of appraisal), offering reimbursement and remuneration, encouraging,
preserving apt relations with workers and with trade unions, sustaining employees’
protection, wellbeing and healthy measures in compliance with industry laws of the land
(Armstrong and Taylor 2014).
Human resource management is the development of suitable resources and utilization
of accessible restricted trained labor force (Berman et al 2012). This report outlines the
human resource management of one of the western Australian transport organization named
Public Transport Authority. The report highlights the employment and training processes
conducted by the organization (De Bruin and Doebeli 2015)
The report concludes by stating the aim and necessities of the induction program for
the new employees arranged by the company in order to accomplish its official targets.
Introduction to Recruitment, Selection and Induction Activities
The first method, the recruitment method is a significant element of human resource
management. Recruitment is termed as a process that supplies the organization with a team of
skilled professionals from which the company choose. The recruitment process includes
testing and interviewing the candidates who have applied for the posts (Bolón-Canedo,
Sánchez-Maroño, and Alonso-Betanzos 2013).
The second step is the selection procedure. After the completion of the interview, the
candidates are chosen based on the results of the tests and the interview conducted by the

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company. Selecting a candidate is completed by evaluating the candidate's education to an
encoded list of credentials or eligibility essential to execute the job.
The third and the final step is the induction program. An induction program is the
procedure in business organizations to greet fresh employees to the business and train them
for their new responsibility.
Definition of Policies and Procedures
Human resource policies are prescribed set of laws and measures that state how certain
issues should be dealt with in the place of work, as well as worker rights and duties. HR
policies are attached to service regulation. To evade non-compliance and punishments from
the administration, employers must stick to HR policies. An HR policy includes recruitment
and selection systems. This consists of interviewing; appointing, presentation valuations,
reference and background checks, migration, physical and health check-ups, joining and
induction program (Bratton and Gold 2012).
A procedure is a series of steps to be followed as a constant and rhythmic approach to
bring about an ultimate effect. An HR procedure will have a set of customary methods and
policies for performing the business in an organization. Both the HR Policies and Procedures
are utilized to authorize the people liable for a development of an organization with the
direction and reliability they require for flourishing advancement of the business.
The Importance of Effective Policy and Procedures
Human resource policies and procedures are essential features of the workplace. They
recommend security to employees; provide assistance to management, and assured that
organizations meet the terms of government rules and regulations. They give fortification to
the employees by guaranteeing regularity and eradicating subjectivity. Human resources

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policies and procedures are vital as they present guidance to every employee in all difficult
circumstances that may crop up (Hendry 2012).
Discussion
Here we will discuss the recruitment process of an organization starting from the
identification of vacant situation to the arrangement of the induction program.
 Identification of a vacant situation: When a vacancy arises, it is the duty of the
resource supervisor to find out whether the situation is still necessary and whether the
responsibilities are compatible for the prospect of the organization.
 Preparation of position statement and promotion: A position explanation focuses on a
thriving employment process. It offers a candidate the foremost idea of the job role
and gives a vivid view of the departments and general information about the
organization.
 Determination of recruitment strategy: Every situation involves a standard
Recruitment chart that is accepted by the managerial unit. It includes posting phase,
assignment goals, supplementary publicity resources, assortment groups and resume
banks.
 Establishment of selection procedure: Once the situation report is finished, the
situation can then be uploaded to the career site followed by the evaluation of the
applications once the minimum number of posting days is achieved where candidates
can apply through regular application process.
 Short listing of the candidates: After the completion of the applying period, all the
applications are examined and reviewed by the recruitment board who prepares a list
of candidates that are eligible for the mentioned position. This is called short listing of
the candidates (Shomer 2014).

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 Selection methods: The selection methodology consists of several rounds of
interviews consisting of panel interviews, virtual interviews, face-to-face interviews
and other testing and selection methods conducted by the recruitment board.
 Reference check: The objective of a reference check is to gain information about an
applicant’s conduct and work presentation from former employers that could be
serious to one’s judgment, regardless of their talents, knowledge, and skills. Failure
to check references can have critical lawful penalties.
 Selection decision: On completion of the recruitment procedure, the offer to the
chosen applicant is made based on the selection criteria confirmed by the recruitment
board.
 Introduction of the offer: As soon as final check of the selection process is completed
and the ultimate candidate is determined, the recruitment notifies the Departmental
HR the name of the final candidate, salary and joining date and other information.
Once approved by the HR, the managing board offers the contractual official joining
letter to the chosen candidate.
 Induction program: Induction is the procedure for greeting fresh employees and
supporting them to cope up to their latest roles and working environments. The
induction program is generally conducted to make fresh employees aware of the
company’s terms and regulations.
Communication Methods
 Informing the employees up-front: It is the duty of the company to inform the
employees about the company’s policies and procedures. Explanation of the
importance and impact of policies and procedures is relevant.
 Asking for feedback: To promote employee participation all the employees must be
asked for their ideas about what they think should be included in the company’s

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policy. Incorporate as much opinion as possible from the employees for improvement
of a product.
 Arrangement of training: Various policies and procedures may need more wide and
thorough training to make certain that employees recognize how the course of action
applies to them, so provision of employee training is required.
Hence, these are some of the effective strategies to be implemented by the companies
for a useful communicative approach from the employees.
Task 2
Recruitment and Staff- Selection Scheme
Public Transport Authority is Western Australian transport organization that provides
a safe, customer-focused incorporated and efficient public transport services and solutions.
The organization has different departments as such as Customer Services, Accessible Travel,
Safety and Security, Emergency management, Freight Network and Environment and
Sustainability (Merkert and O’Fee 2013).
Work-force strategy of the company involves two major activities- first is studying
and developing data that identifies HR needs. The second is evaluating reactions to the
acknowledged requirements. The two vacant situations in which the company is at presenting
hiring are Transit officer and Train driver recruitment.
Transit officer requires the physical capabilities along with the ability to handle
pressure to resolve problems in difficult situation as the role has powers similar to western
Australian police. Train driver requires mechanical or technical skill with literacy and
numeracy ability.

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Transit Officers play a significant position in customer service, assisting the
passengers and public by making them utilize this transport facility. In this competitive role, a
transit officer will be part of a huge and vibrant team functioning in a variety of localities
across the urban rail network. A train driver must have a good communicative skill with
established customer service proficiencies and the capability to work well in a group setting
(White 2016).
The transit officer role requires strong physical ability along with the efficiency to
handle pressure in difficult situations. The train driver role requires a successful completion
of a 25-week paid training phase, as well as on-the-job training as a learner railcar driver.
The PTA was created under the Public Transport Authority Act 2003 and the Public
Transport Authority Regulations 2003. Public Transport Authority of Western Australia is
dedicated to protecting the privacy of the employees and development of technology that
gives the most influential and protected working experience (Thompson and Maginn 2012).
The managerial board of the organization will do all the recruitment and short listing
process. The short listing process includes physical tests, online aptitude tests, integrity
check, interviews, online psychometric assessment and medical check-ups.
Once the departmental interviews are completed, the interviewees will be send for the
final round of interview to the two main recruitment specialists Richard Sellers, the chief
executive officer (transport) and Pat Italiano, general manager (transperth train operations).
There are numerous significant steps that one must meet to develop into a Transit
Officer. It is strongly suggested that one must focus on one of the information and ask any
questions one may have. The recruitment of the train driver takes place on the need basis that

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occurs after every two years. The information sessions provides a brilliant insight into the
daily duties of the role.
Task 3
Induction Program
The main aim of the induction program is to make acquaintances for the new
employees about the office environment. The organization conducts an induction program for
the newly recruited applicants. A transit officer training requires a 12-week course, which
include both course work and field training and on-job training experience. The train driver
recruitment contains a 2-week paid training and on-the-job training sessions. After the
completion of the training, phase all the candidates a Certificate IV in Transport and
Logistics (Rail Operations). All the training programs will be arranged by the departmental
HRs.
Conclusion
The above report concludes that the human resource management is a very important
aspect of any organization and therefore every business house must abide by the terms and
policies of the human resource management. It is also essential for every company and
organization to implement these HR policies and procedures for the welfare of the
employees.

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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Bolón-Canedo, V., Sánchez-Maroño, N. and Alonso-Betanzos, A., 2013. A review of feature
selection methods on synthetic data. Knowledge and information systems, 34(3), pp.483-519.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
De Bruin, T. and Doebeli, G., 2015. An organizational approach to BPM: the experience of
an Australian transport provider. In Handbook on Business Process Management 2 (pp. 741-
759). Springer Berlin Heidelberg.
Hendry, C., 2012. Human resource management. Routledge.
Merkert, R. and O’Fee, B., 2013. Efficient procurement of public air services—Lessons
learned from European transport authorities' perspectives. Transport Policy, 29, pp.118-125.
Shomer, Y., 2014. What affects candidate selection processes? A cross-national
examination. Party Politics, 20(4), pp.533-546.
Thompson, S. and Maginn, P., 2012. Planning Australia: An overview of urban and regional
planning. Cambridge University Press.
White, P., 2016. Public transport: its planning, management and operation. Taylor &
Francis.

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