HRM Report: Healthcare United Induction Program Analysis - HRM Course

This HRM report provides a detailed analysis of the induction program implemented at Healthcare United, a leading healthcare provider in Australia. The report begins with an introduction to the company and its objectives, followed by an examination of the induction program's components, including the induction toolkit, process checklists, and evaluation forms. The report then delves into the training and ongoing support provided to employees, specifically focusing on the development of marketing executives and the methods used for training staff. It also covers the oversight of probationary employees, outlining objectives, procedures, and evaluation forms. Furthermore, the report discusses training and support for another manager, induction of new staff members, and adjustments to guidelines. The report utilizes tables and checklists to illustrate key processes, providing a comprehensive overview of the induction program's effectiveness and areas for improvement.

Running head: HRM
HRM
Name of the Student
Name of the University
Author’s Note

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Table of Contents
1. Guidelines for Healthcare United...........................................................................................2
Introduction............................................................................................................................2
Induction program..................................................................................................................2
Induction training and support................................................................................................4
Overseeing of probationary employees..................................................................................5
2. Training and ongoing support for another manager...............................................................7
3. Induct new staff member........................................................................................................7
4. Adjustment to guidelines........................................................................................................7
Bibliography...............................................................................................................................8

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1. Guidelines for Healthcare United
Introduction
Brief organisational profile
Healthcare United is the number one provider of healthcare professionals in Australia.
It employs more than 1500 healthcare professionals in sites such as Victoria and NSW.
Currently the company seeks to expand its operations in Hobart.
Induction policy statement and objectives
Healthcare United is an organisation that seeks to employ the best professional
healthcare people. It is an equal opportunity employer. The objective is:
 To actively provide services to the people
 To abide by the legislation
 To formulate organisational strategies
Induction program
Program outline
The program that is to be analysed is the training and development of employees so
that they can be effective marketing executives. The marketing need to be done on the
employees for the organisational promotion.
Induction toolkit contents checklist
Toolkit Yes No
Presentation equipment 
Induction manager 

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Proper facilities 
Development of technologies 
Table 1: Induction toolkit contents checklist
(Figure: Created by author)
Induction process checklist
Toolkit Yes No
Explain the business 
Introduction of key people 
Employment conditions 
Payment (Salaries and benefits) 
Explain WHS policy 
Explain security 
Table 2: Induction process checklist
(Figure: Created by author)
Evaluation form
Action Satisfied Dissatisfied
Introduction of the business 
Meeting the employees 
Developing future plans 
Allocating tasks 
Talking about facilities 
Table 3: Evaluation form

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(Figure: Created by author)
Induction training and support
Objectives based on organisational policy
Objectives based on the organisational policy include:
 To develop the employees in a professional manner
 To provide recruitment and selection methods for the development of the organisation
 To ensure promotional policies are developed
Training tasks
The training need to be done based on the requirements of the organisation. The
training tasks for the development of the marketing executive include providing knowledge
about the manner in which marketing plans can be formed and developed. At the same time,
training tasks developed include marketing research as well as identification of recruitment
and selection policies in the organisation.
List of staff and methods for training staff
The staffs for training include the potential candidates that aim to become a market
researcher. The methods that include the training of staffs can range from direct training to in
direct training as well as on the job and off the job training.
Checklist for facilitating training
Activities Yes No
Identify the gap 
Describe the tasks 
Identify the training needs 

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Choose the suitable training method 
Monitor the progress 
Table 4: Training checklist
(Figure: Created by author)
Training evaluation form
Action Satisfied Dissatisfied
Identify the problem 
Identify the training need 
Choose the suitable method 
Allocating tasks 
Monitor the training method 
Table 5: Training evaluation form
(Figure: Created by author)
Overseeing of probationary employees
Objectives based on organisational policies
The probationary employees need to be based on the organisational policies that
pertain to the training and development of the employees. The on-the-job training need to be
provided so that the organisational objectives can be met.
Probation procedures
The probation procedure can be associated with the training needs that are developed
for the employees. The probation procedure can last for about 5 months. However, in case of

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violation of any organisational rule within the 5 months, the probation period may be
subjected to cease with a possibility of termination of the employees.
Checklist for procedure
Actions Yes No
Develop probation plan 
Develop probation technique 
Identify probation requirements 
Set up probation rules 
Ensure promotion is provided after completion 
Table 6: Probation process
(Figure: Created by author)
Probation process evaluation form
Action Satisfied Dissatisfied
Identified probation plans 
Developing probation technique 
Set up probation timeline 
Allocating tasks 
Facilitate emotion 
Table 7: Probation process evaluation form
(Figure: Created by author)

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2. Training and ongoing support for another manager
Training and ongoing support can be provided to the sales manager so that promotion
of the new changes in the hospital can be made. At the same time, the sales manager can help
to identify the amount of sales that is undertaken by the organisations.
3. Induct new staff member
 Oversee management of probationary employees: The probationary employees need
to be measured as per the progress made so that future full time employability can be
maintained.
 Obtain feedback from induction participants: Feedback can be obtained from a
feedback form so that the reactions of the applicants can be measured. The feedback
forms can be sent via email.
4. Adjustment to guidelines
Adjustments in the guideline in terms of equipment used and level of training
provided can be made so that the sales manager can be developed in a proper and effective
manner.

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Bibliography
Bell, B.S., Tannenbaum, S.I., Ford, J.K., Noe, R.A. and Kraiger, K., 2017. 100 years of
training and development research: What we know and where we should go. Journal of
Applied Psychology, 102(3), p.305.
Clarke, N. and Higgs, M., 2016. How strategic focus relates to the delivery of leadership
training and development. Human Resource Management, 55(4), pp.541-565.
Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
Kirchner, M. and Akdere, M., 2017. Military leadership development strategies: implications
for training in non-military organizations. Industrial and Commercial Training, 49(7/8),
pp.357-364.
Osburn, H.K., Hatcher, J.M. and Zongrone, B.M., 2015. Training and development for
organizational planning skills. The Psychology of Planning in Organizations: Research and
Applications, 334.
Saks, A., 2015. Managing Performance Through Training & Development, (Canadian ed.).
Nelson Education.