BSBHRM506 Report: Recruitment, Selection, Induction Processes

This project provides a detailed analysis of recruitment, selection, and induction processes within the context of the University of Great Australia, aligning with the BSBHRM506 unit. It includes the development of a new staff induction policy and procedures (NSIPP), a local WHS induction checklist, and recommendations for technology to improve recruitment efficiency. The project also covers job analysis, advertising, interview processes, and offer/appointment procedures. Furthermore, it discusses the roles and responsibilities of individuals involved in recruitment, supplementary selection methods, management of probationary employees, and the purpose of employee contracts and industrial relations, all while adhering to relevant legislation and policies. The document also emphasizes the importance of workplace health and safety, providing a checklist for emergency and evacuation procedures, injury and first aid protocols, and ergonomics.

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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