Assessment Report: Recruitment and Selection Processes Analysis

This report examines the recruitment and selection processes within Healthcare United, an Australian healthcare provider. The assignment is divided into three tasks: reviewing existing policies, focusing on the 2016 and 2000 policies, identifying areas for improvement, and researching best practices. The second task involves HR needs, including staffing plans, job descriptions, and identifying specialists to assist in the recruitment process. It also covers the action plan for recruitment and selection, advertising, and documentation. The third task involves developing guidelines for an induction program. The report includes an analysis of different training methods, communication plans, and the importance of adhering to fair work legislation. It also analyzes HR needs, and provides the job description for an HR assistant.

Develop Recruitment and
Selection Processes

Table of Contents
INTRODUCTION...........................................................................................................................1
Assessment Task 1...........................................................................................................................1
1. Reviewing case study..............................................................................................................1
2. 2016 Healthcare United Recruitment and Selection policy....................................................1
3. Analysis of 2000 healthcare United Recruitment and selection policy..................................1
4. Areas needs to be revisited......................................................................................................2
5. Researching recruitment and selection best practice...............................................................2
6. Development of new recruitment and selection policy...........................................................2
7. Drafting a communication plan...............................................................................................3
8. Arranging a meeting with the assessor....................................................................................3
9. Development of Procedures using training evaluation form...................................................3
10. Answering the stated questions.............................................................................................4
11 Submitting Documentation....................................................................................................4
Assessment Task 2...........................................................................................................................4
Part A..........................................................................................................................................4
1. HR needs of the business for next 12 months.........................................................................4
2. Human resource capability and Staffing plan.........................................................................5
3. Develop Job description..........................................................................................................5
4. Identification of one specialist who assist in recruitment and selection process ...................6
5. Decision of time and place .....................................................................................................6
6. HR staffing plan, policies of Health Care United...................................................................6
Part B...........................................................................................................................................7
1. Action Plan for recruitment and selection process .................................................................7
2. Need for providing training ....................................................................................................7
3. Advertising Process ................................................................................................................7
4. Recruitment and Selection .....................................................................................................8
5. Documentation Process ..........................................................................................................8
Assessment Task 3.........................................................................................................................10
CONCLUSION..............................................................................................................................11

REFERENCES..............................................................................................................................12

INTRODUCTION
Recruitment and selection are constituted to be one of the most crucial function in an
organisation. It ensures that competent employees are hired and retained in the organisation
which assists in delivering of exceptional services to people (Ash, Hodge and Connell, 2013).
This assignment focuses on the Healthcare United, it an organisation attempting to provide
suitable healthcare services to people in the Australian region particularly Victoria and NSW.
This assignment is categorised into three segments. The first assessment focuses on reviewing
policies and legislation of an organisation. The second assessment focuses on the recruitment and
selection of staff for the institution. The third assessment aims to carry out managerial function
through development of guidelines for induction programme.
Assessment Task 1
1. Reviewing case study
This case study focuses on the Healthcare United which is an institution delivering
healthcare services through a workforce of approximately 1500 people. This institution is
planning to venture into Hobart for which they will require an additional workforce of 500
people for three stages within the coming 2-3 weeks. It is the duty which will be offered to
human resource manager in the organisation to complete this tasks.
2. 2016 Healthcare United Recruitment and Selection policy
The 2016 policy of recruitment and selection of United Healthcare attempts to hire only
qualified and trained staff for the organisation. The employees must make sure that the available
equipments are utilised in the best possible manner and leads to a formation of competitive
environment within the organisation (Wilden, Gudergan and Lings, 2010). Undertaking these
policy will assure that best results are achieved.
3. Analysis of 2000 healthcare United Recruitment and selection policy
Upon comparison of the 2000 healthcare policy, it can be said that is mostly a detailed
process and requires a time frame of approximately a month to fulfil requirement of vacancies in
an organisation. There has been a conformation with the legislation and best practice
requirement. Whereas, policy of recruitment and selection 2016 have been more inclined towards
technology and innovative practices which will be helpful in making sure that vacancies in
institution are fulfilled quickly along with considering to employment legislation.
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4. Areas needs to be revisited
The primary changes are to be in the form of advertisement related to inviting
applications as institution is still relying on the traditional print media. This sector needs revision
by the management of an organisation. The description of the position is to be altered as well and
it should incorporate future aspects along with goal specification so that applicant are more
determined to apply for this job. There should be a utilisation of common elements through
which screening process is made convenient and simple for human resource team (Van den
Brink, 2010).
5. Researching recruitment and selection best practice
The best practice in recruitment and selection focuses on the rational and efficiency so
that requirement are fulfilled with minimal wastage of time and resources. The best practice in
recruitment and selection emphasizes on culture in the institution as it is a major determinant of
performance of a individual. The reliance of technology will be helpful in keeping track of
information provided by the client and might assist in filling vacancies of organisation in a cost
effective manner (Siavelis, 2012).
6. Development of new recruitment and selection policy
1. Vacant position analysis: The analysis of position is crucial as it determines the approach
which is to be filled. The manager of the concerned department will fill up a form and identify
approaches through which it is to be filled.
2. Position description: with inclusion of existing description there can be an inclusion of the
goals which are to be achieved by an individual along with conditions.
3. Advertisement: Along with print media, social media and internet tools are to be applied so
that advertisement is carried out in a cost effective manner.
4. Short-list applicants: the screener could identify grounds on which application will be
screened such as eduction, experience or past job titles.
5. Interview preparation: to conduct interview there should be a presence of a member of HR
department along with two members of concerned department for a better interaction.
6. Interview applicants: Interview should be brief and concise so that all the members shortlisted
are provided with an opportunity to interact with panel members (Celani and Singh, 2011).
7. Reference check: this segment should be kept as it is and there should be an inculcation of
reference letter signed by the concerned.
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8. Job offer: The individual should be informed about the time in which results will be out and
an offer letter is to be sent immediately.
7. Drafting a communication plan
Audience Message Type Delivery Method Schedule Message source
 Employee
s
 Managers
 Letter
Undertaking new
guidelines and
policies related to
recruitment and
selection in
institution.
The message to
audience will be
delivered
through:
 Email
 Company'
s website
The letter will be
delivered at the
beginning of the
next month or as
approved by the
senior executives.
The source of
message will be
human resource
department an
institution.
8. Arranging a meeting with the assessor
A meeting will set up with assessor so that latest formulated policies and procedures can
be presented for further review. The consultation related to policies and procedures is to be
carried out so that alterations can be carried out and it is conformed with the legislation. The
assessor will be helpful in determination of manner through which latest transformation in the
policies are being communicated to the employees and managers.
9. Development of Procedures using training evaluation form
Task description Competent Not Yet
Competent
1) Workshop
It can be considered primary training approach which
has been organised in the institution. It assists employees
in practising approaches through which tasks can be
carried out. The approach to experimentation is more
helpful when compared with passive approaches of
training. The costlier approach assures that development
of employees is being carried out.
✓
2) Online (Presentation)
This approach have been emerged to be more passive as
it neither involved interaction nor experimentation. The
✓
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employees were not able to retain their attention towards
the subject for longer and it mostly failed to achieve its
targets. However due to cost effectiveness, this approach
have been opted by organisation on numerous occasions.
10. Answering the stated questions
 The recruitment and selection methods determine the manner through which tasks are to
be accomplished. Where as assessment centres focuses on opting more than a single
techniques for selection of employees (Holmes, 2013).
 Outsourcing is referred to a practice in which number of tasks are fulfilled outside a
company rather than fulfilling them within institution.
 The purpose of employment contracts to legally bind relationship between employee and
employer within an institution (Claus Wehner, Giardini and Kabst, 2012). This states
terms and conditions of employment along with emphasizes on preserving the data.
 The Fair work legislation (2009) and Fair work regulations (2009) are important
legislation which are to be undertaken so that interest of employee could be preserved in
the organisation.
 Terms of conditions of recruitment stands crucial for an institution as they determine the
rights and practices which a business can carry out without any hesitation. They help in
determination of fair practices along with responsibility of the employer and applicant.
 Psychometric testing is being helpful to an organisation in identification of strengths and
weaknesses of applicant leading to form right decisions whether to provide employment
or not.
11 Submitting Documentation
The document of the assessment will be submitted to the assessor with all the attachment
for consultation and approval.
Assessment Task 2
Part A
1. HR needs of the business for next 12 months
Major key stakeholders of Health Care United are directors, suppliers, employees, owners
which have certain role and responsibility to be played by them in order to run the organisation
in smooth and successful manner. It is the responsibility of HR manager to safeguard the interest
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of these stakeholders so that they could contribute to best of their efforts and productivity ( Van
den Brink, and Benschop, 2012). HR needs involve framing proper recruiting process, carrying
out work process in effective way according to employment laws, fulfilling the needs and
requirement of individual in proper time period.
2. Human resource capability and Staffing plan
HR manager have to perform many activities so that HR needs get fulfilled properly. It
get started with identification of requirement in order to fill particular position in organisation so
that recruitment function can be carried. There are number of methods through which
recruitment and selection process can be performed so that prospective candidate can be selected.
There are number of improvements that have to be done to make it more efficacious.
3. Develop Job description
Position Title: HR assistant
Position Reports to: HR manager
Qualifications: Master of Business Administration specialisation in HR.
Key Objectives: To work according to organisation's aims and objectives.
Key position Functions:
 Provide attention that all recruitment selection activities are performed effectively.
 Keeping record of important details.
 Ensure safety of employees.
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Key selection Criteria: Aptitude test followed by personal interview process.
OHS requirement:
 Carry out task according to norms and regulations of OHS act.
 Promote safety and hazardous free environment in workplace.
 Charging penalties, giving advices whenever necessary.
4. Identification of one specialist who assist in recruitment and selection process
Recruitment and selection is a complex process that involve conduction of various
interrelated activities to be performed in conducive way so that vacant position can be filled at
right time. HR assistant can perform this task as he or she posses the HR abilities that ensures
conduction of recruitment process effectively. The individual must posses certain skill and
potential so that process can be carried out in decorous way.
5. Decision of time and place
Discussion with assessor involve there are various vacant positions that exist in Health
Care United hence, recruitment process can be conducted with the use of internal and external
methods. Internal method can be applied top fill higher job positions and external method can be
used to select candidates at lower p[position. For carrying out this, HR assistant will play major
role who will set proper job description process so that proper needs and requirements could be
met out.
6. HR staffing plan, policies of Health Care United
HR staffing plan and policies of Health Care United is legal and adhere to rule4s and
regulations. But there are some issues which is involved in recruitment process and hence have
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to reviewed properly so that prospective and eligible personnel can be admitted. There are some
changes that need to be introduced in staffing plans. Non-adherence of policies may create
number of problems in front of organisation that can hinder the performance hence, work process
must be conducted in accurate and right way.
Part B
1. Action Plan for recruitment and selection process
Recruitment and selection process involve number of activities that has to be performed
in effective way that are described below:
 Identification of vacant position as well as requirements.
 Construct description of vacant position.
 Create recruitment plans to be conducted
 Selection of sources
 Implementation of set recruitment procedure.
 Reviewing applicants who have applied.
 Carrying out interview process
 Selection process
2. Need for providing training
Training is conducted to enhance the existing skills and knowledge of employees so that
their overall productivity could increase and contribution is made to achieve high outcomes (Lin,
2010). There are various ways through which training can be conducted. Proper plans are
prepared in advance so that steps could taken accordingly. As each individual is different from
each other in terms of skills, knowledge possess by them therefore, every employee have
different training needs that must be assessed by HR manager effectively.
3. Advertising Process
After identification of staffing needs organisation have to carry out the advertisement
process in which all relevant data and information is communicated to people so that they can
apply in accordance to their interest and needs. Proper planning is done well in advance to
conduct advertising function in the right manner (Patterson and Ferguson, 2010). Health Care
United have adopted online advertising in which advertisement is posed on web, internet so that
it could be communicated to large number of people at single time. They advertise through
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mobile as well as make use of display advertising methods. It involve supplying information
through use of pictures, animations, logos graphics etc. so that people get attracted towards it.
4. Recruitment and Selection
As identification of recruitment needs which is followed by conduction of interview as a
part of selection process. There are different types of interview that can be performed by
organisation system which involve personal interview, group interview, stress interview etc.
Health Care United perform aptitude test in which abilities and skills on certain area are
identified and reviewed. If an individual pass that test than, personal interview is conducted.
After the final decision on selection of prospective employee has been done, proper steps are
conducted by HR manager in which supply of job offer, employment contact is conducted so that
terms and condition are well known for the new candidate.
5. Documentation Process
After making analysis of all aspects in relation to staffing process, last step involved
submission of documentation in which relevant information is included that are staffing plan to
be followed by HR manager, all policies in relation to recruitment and selection. Recruitment
and selection function is followed by job description in which all information related to position
that are available in organisation is evaluated. Proper action plan is executed and potential
candidates are admitted into system and training is imparted to them in order to enhance the
skills of employees.
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Managing Staff Induction
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