BSBHRM506 Project: Managing Staff Induction Process at AHIC

This project report focuses on managing staff induction processes within Healthcare United, an Australian health organization expanding to Hobart. It details the importance of induction programs in familiarizing new hires with organizational culture, policies, and job responsibilities. The report includes sample evaluation forms for induction programs and training sessions, designed to gather feedback and improve the onboarding experience. Furthermore, it addresses the oversight of probationary employees, highlighting the significance of monitoring performance during the initial months and provides a sample probation evaluation form. The overall aim is to ensure effective integration of new employees, promoting efficient resource utilization and alignment with organizational goals. The document emphasizes the critical role of well-structured induction and evaluation processes in identifying and retaining suitable candidates.

Running Head: Manage Staff Induction 1
Manage Recruitment & Induction
Process
Task 3- Manage staff induction

Manage Staff Induction 2
Contents
Introduction.................................................................................................................................................3
Induction Program.......................................................................................................................................3
Evaluation form:......................................................................................................................................4
Induction Training and Support...................................................................................................................4
Training Evaluation Form.........................................................................................................................5
Overseeing of probationary employees......................................................................................................6
Probation Evaluation Form......................................................................................................................7
Conclusion...................................................................................................................................................8
Appendix.....................................................................................................................................................9
Bibliography:............................................................................................................................................9

Manage Staff Induction 3
Introduction
The healthcare United, stated as one of the best health professionals of Australia, plans to come
up with another in Hobart, with the target of employing 500 more employees in that branch.
1500 employees are already employed in the same organisation located at Victoria and NSW.
Induction plays an important role once the candidates are hired. It is the process of making the
hired candidates familiar with the organisational surroundings. The terms and conditions,
policies, rules and regulations, methods and techniques of performing the different tasks, and
basic facilities available for the employees are informed to them (Armstrong, and Taylor, 2014).
Induction Program
The induction program is mostly held on the day of joining of the new candidates, once after the
legal formalities are done. The induction program in the organisation, will be held in the
conference room by the team - leader of the on the job training team (Carbery, and Cross, 2015).
The orientation is delivered through power point presentation and oral presentation, detailing out
the basic working environment of the organisation and the roles and responsibilities of the
candidates. This is an important as well as crucial element for the organisation so as to make the
new joiners to feel comfortable and adapted to the surroundings and get a clear picture about the
organisations.

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Evaluation form:
Please fill the evaluation form and submit the feedback to your team leader.
1. Was the induction program helpful to convey the policies, vision, mission and target of
the organisation?
Comment:
2. Was the leader capable enough to convey the information in understandable way?
Comment:
3. Did the induction program help you in understanding the job role effectively?
Comment:
4. Rate the quality of the program conducted and highlight the area which according to you
(in any) need improvement.
Comment:
Induction Training and Support
Training through induction is an essential part for the organisation’s investment. The new joiners
are introduced and are given tasks which they would be asked to perform during the tenure of the
job. The training before performing the real tasks helps the employees to know and understand

Manage Staff Induction 5
the methods accurately and work in an efficient way so that resources are used in a prescribed
way without any wastage (Bratton, and Gold, 2017).
The training includes regular sessions about the techniques that have to be in practise. Further,
the joiners are appointed their leaders to work under to learn and practise under expertise people.
Regular tests are conducted to check the knowledge and enhance with the advancement of the
equipments.
Training Evaluation Form
Following is the training evaluation form:
Trainee Name: Trainer’s Name: Date:
Guidelines: Tick the
correct option according
to your experience.
AGREE DISAGREE PARTIALLY AGREE
1. Was the training
useful in practical
terms?
2. Did the sessions

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have relevant
knowledge?
3. Should there be
more of practical
sessions like
practising under
expert more?
4. Should the
duration of the
training extend or
shortened?
Recommendation:
Enrolment NO.:
Signature of the trainee:
Overseeing of probationary employees
Probationary period refers to that time span of the employees which are the initial few months of
their working in the organisation. The organisation has the right to terminate the employee if
noticed that the performance of the employee is not improving. Those employees who perform
well during the probation period are then hired as the permanent employee.
With change in organisation nature and type, the probation period of the employees differ
(Greszer, York, and Moffit, 2017). In this organisation the probation period is for minimum 6
months to maximum 8 months. Where performances of every new employee is mentored and

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kept in records for making an analysis. It turns out to be the vital step for the organisation to
identify the employee who can adopt and adapt to the current situation.
Probation Evaluation Form
Probationary employee’s Name: Supervisor’s name :
Probationary period starting from : till:
1. Was the employee able to follow the instructions given to them?
Comment:
2. Was he/she capable enough to complete the task allotted to them?
Comment:
3. Did their performance increase with task?
Comment:

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4. Were they able to take corrective decision in an uncertain situation?
Comment:
5. Is the candidate fit for the position?
Comment:
6. Recommendations for the candidate.
Comment:
Signature of the Supervisor
Conclusion
The above report, displays the role evidence plays in an organisation. Maintaining them requires
a little effort and management but they are proved to be the helping hand to the top management.
Complete information about the candidate performance is available at any point of time,
whenever in need it could be used. In the above content importance of induction program and
evaluation form of induction, induction training and training evaluation form, and introduction
about probationary employees and probation process evaluation form is presented. All the
sample of the evaluation forms has been given which details out the basis of checking the
potential of the candidates. Even after getting hired if the candidate is not able to match up to the
requirements, they can still be terminated.

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Appendix
Bibliography:
Armstrong, M. and Taylor, S., (2014) Armstrong's handbook of human resource management practice.
United kingdom: Kogan Page Publishers.
Bratton, J. and Gold, J., (2017) Human resource management: theory and practice. United States:
Palgrave.
Carbery, R. and Cross, C. eds., (2015) Human Resource Development: A Concise Introduction. United
States: Palgrave.
Greszler, R., York, J.W. and Moffit, R.E., (2017) Blueprint for Reorganization: Pathways to Reform and
Cross-Cutting Issues. [online] Available from:
https://www.heritage.org/sites/default/files/2017-06/SR193_web_0.pdf#page=64 [Accessed 03/06/18]