Recruitment, Selection, and Induction Policies and Procedures for MCPL

This report, prepared for Measurement Control Pty Ltd (MCPL), addresses the critical aspects of recruitment, selection, and induction processes. It begins by outlining essential considerations for developing effective HR policies, including legal and regulatory compliance, such as anti-discrimination and workplace diversity. The report then delves into the required policies, procedures, and supporting documents, exemplified by an anti-discrimination policy and a person specification, alongside their rationales. Strategies for communicating with existing staff and trialing new policies are discussed, emphasizing the importance of feedback. The role of Human Resource Management (HRM) in determining future requirements is highlighted, along with the utilization of specialists. The core of the report presents the development of recruitment, selection, and induction policies, including detailed procedures and supporting documents. Furthermore, it explores the advantages of using technology, assessment centers, and psychological testing to improve efficiencies in the hiring process. Finally, it proposes a supporting system centered on job descriptions and person specifications to ensure effective recruitment and selection.

Running head: MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS
Manage recruitment selection and induction process
Name of the student:
Name of the University:
Author note:

1MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS
Recruitment policies and objectives:
a) What should be considered? Explain what areas such as legislation, regulations,
Standards and codes of practice need to be taken into account when developing
Recruitment, selection and induction policies and procedures.
Answer: In the recruitment of the employees in an organization, it is important to keep in
mind the code of policy, legislation of the organization and its regulations. There are dress
codes and codes of conduct in every organization that must be followed by every employee in
the organization.
b) What policies, procedures or documents are required and why are they required?
Provide a table with two columns. In the first column list the policy, procedure or
document and in the second the reasons why it is required. For example, the first
column might include an Anti-Discrimination Policy; a Person Specification; etc
Answer:
Policy Reason
Anti-Discrimination Policy It ensures that every employee is not
decimated based on caste or race during task
allocation or salary.
Workplace diversity It ensures there is a peaceful working
environment.
c) Identify the strategies or actions that will need to be implemented to communicate
with
and gain support from existing staff. This will be critical, as new policies need to cover
both new and existing staff.
Answer:

2MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS
 The organization can arrange games and curricular activities for better interaction
among the employees and management.
 Encourage critical feedback from the employees.
 Give responsibilities to the employees and let them be a part of the decision-making.
d) Identify how the new policies and procedures will be trialled and then gather
feedback
to make necessary changes before implementation. What is the advantage of
conducting a trial?
Answer: Identification of the policies that are required is a crucial task. Leaders should be
given the responsibility to find the working of the policy developed and critical feedback
from the employees must be obtained (Specification 2016). This will helps in the
understanding of the proper working of the policy.
e) How will the Measurement Control determine future human resource requirements?
Answer: With the change in the time, there will be a change in the mentality and working of
an organization bringing in changes in the policy-making of the organization, which will only
be handled by the HRM. Moreover, recruitment, training, and induction can only be provided
by the HRM. Hence, HRM has agreat importance in the working of the organization.
f) Where and why could specialists be utilised in the recruitment and selection process?
Answer: In the process of the interview, there is a requirement of the specialists for
understanding if the person is eligible for working in the organization and can handle the job
properly.
2. Recruitment, selection, induction policies, and procedures with supporting documents
These need to be developed as part of your submission.
There needs to be a minimum of:
a) One Recruitment policy / procedure. This is the main policy position indicating how

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recruitment will occur in the business - the processes that must occur from start to
finish, eg. job descriptions, the employment conditions, advertising of positions, legal
implications, training of staff responsible for recruitment, etc.
Answer: The recruitment procedure is a long process under which various steps that an
organization needs to follow for better recruitment of the employees. Recruitment planning is
the first step that an organization needs to plan before advertising for the post. This is the step
where the organization decides what the requirement of the organization and what must be
the qualification of the employees are (Cascio 2015). Herein the organization plans the
policy, nature, and experiences that are required for the job.
b) One Selection policy / procedure detailing how the selection process must occur.
Ensure
that legal and other regulatory requirements are addressed, including composition of
selection panel (and their training), use of specialists (outsourcing), interview process,
viewing of qualifications, informing non-successful applicants, executing job offers and
contracts of employment, providing appropriate / legal advice regarding salary, terms
and conditions, etc.
Answer: The recruitment strategy is the process that helps in the making of the policies that
are required for the employees and the betterment of the organization. The recruitment
strategy is the step that helps in developing strategies regarding the process of the interview,
the qualification and the legal factors that the employees must follow to ensure working in
the organization. This also helps in the development of the salaries that will be provided to
the employees.
c) One Induction policy / procedure detailing an induction process for the business. This

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should include training and support for staff involved in the induction process so that
they understand legal implications; application of the process; management of
probationary employees; obtaining feedback on the induction process; reviewing and
refining the process, etc.
Answer: The induction policy is developed for providing the employees with proper
induction to help them understand the working of the organization. The Regulation and
Quality Improvement Authority (RQIA) understanding the need for the induction and
mentions that t helps in the improvement of the productivity of the organization (Brewster
2017). The policy encourages the support and continuous development of the employees. In
the induction, the employees get to know the details of the organization wherein the
managers and the directors are also involved.
3. Using technology, including assessment centres and psychological testing, to improve
efficiencies.
Joshua and Jessica believe this is an advantage but do not understand how it may help
the
business. Provide two to three paragraphs explaining how technology and assessment
centres / psychological testing may improve efficiencies in the recruitment and selection
process for Measurement Control Pty Ltd.
Answer: Technology has helps in the requirement is various ways by improving the style of
selection. With technology, the Measurement Control Pty Ltd can create its own website that
will helps in attracting employees and people toward the company. They can promote their
products through internet and increase their publicity. People get to know about the
organisation and this makes people attract to work for the organisation. Moreover, the HR
can easily find candidates through various websites (Arulrajah, Opatha and Nawaratne 2015).

5MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESS
Reaching candidates those who are more experienced and qualified thorough internet is one
of the greatest advantage that Measurement Control Pty Ltd can enjoy. Measurement Control
Pty Ltd can also take the first level interview over internet and this will help in the
understanding of the quality of the candidate.
Technology not only will help the organization take an interview but also can find the
a detailed background of the employee. Moreover, technology helps in communication and
every message will be portrayed easily. While the interview and induction process the
employee, performance can be understood using technology. Due to technology, the HR of
Measurement Control Pty Ltd does not have to go through every candidate's papers; there can
be an interview paper developed, and qualification of the paper can help the HR screen
candidates, hence, reducing the work pressure of the employees. The candidates can easily
apply for the posts via technology as well. Hence, technology can change the overall working
of the organization.
4. Supporting Systems / Procedures
Identify a system or procedure that should be implemented that supports the policy
position (see 2 a) that job descriptions and person specifications must be prepared and
maintained for all positions in the organisation.
Answer: The policy that will help in the implementation and development of the procedure
of recruiting is the policy of recruitment procedure. This helps in the development of the
sustainability of the organization. It describes the task that needs to be fulfilled and making it
easy for the HRM to understand the process of recruitment. A good recruitment policy will be
consistent, and there will make no biased selection of the candidate. Moreover, the procedure
must be working according to the legal acts ensuring there must not be any illegal act-taking
place during the recruitment of the employees (Brewster and Söderström 2017). There is an
organization that develops the credibility of the candidates in the proper positioning and

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providing them the right post they deserve. This helps in the better outcome of the production
and job satisfaction as well for the candidate.
The policy must be transparent to the employees as well as the organization. The old,
as well as new employees, must know the policy. As if anyone tries to vandalize the
regulation of the policy, the tenure employees can fight for their rights (Noe, Hollenbeck,
Gerhart and Wright 2015). The policy can help the new employees understand the importance
of the induction and process of dealing with it. Hence, the development of the recruitment
policy is very important for the employees as well as the organization in carrying the
recruitment smoothly.

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References
Arulrajah, A.A., Opatha, H.H.D.N.P. and Nawaratne, N.N.J., 2015. Green human resource
management practices: A review. Sri Lankan Journal of Human Resource Management, 5(1).
Brewster, C. and Söderström, M., 2017. Human resources and line management 1. In Policy
and practice in European human resource management (pp. 51-67). Routledge.
Brewster, C., 2017. Policy and practice in european human resource management: The Price
Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2015. Human resources
management. Instructor, 2015.
Specification, P., 2016. Recruitment Policy & Procedure September 2016. Policy.