Recruitment, Selection, and Induction Policies Analysis

This report provides a comprehensive analysis of recruitment and selection practices within the healthcare sector. It begins with a critical analysis of the recruitment, selection, and induction policies of Dandenong Healthcare, comparing the 2012 and 2015 policies and identifying key areas for improvement. The report then explores the use of technology to improve the efficiency and effectiveness of recruitment and selection, including resume databases, online assessments, and internet job boards. A case study examines a small entrepreneur organization, High-end, and the challenges it faces in recruiting qualified engineers, offering recommendations for the HR manager, Sue Wan, to gain support from senior management and implement effective communication strategies. The report also includes a project focused on the recruitment of a Nursing Unit Manager at Mansfield Park Private Hospital, covering job analysis, advertisement development, interview processes, selection criteria, and the handling of staff turnover, including the importance of induction programs and motivational training. The report concludes with a discussion on the reasons for staff turnover and the benefits of induction programs.

PRACTICE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
TASK 2............................................................................................................................................2
PROJECT 2......................................................................................................................................4
STEP 1 ............................................................................................................................................4
Step 2...............................................................................................................................................5
8) Selection criteria table ...........................................................................................................7
Step 3...............................................................................................................................................7
TASK 2............................................................................................................................................8
CONCLUSION ...............................................................................................................................8
REFERENCES ...............................................................................................................................9

INTRODUCTION
TASK 1
1)Critical analysis and comparison of new / revised policies of Dandenong Health care
recruitment, selection and induction policy
Dandenong Health care is care service provider which is having more than 1000 employees. it is
having five centres in Victoria and is planning to expand its business operations. The care home
is planning to open another branch in Adelaide. Strategic plans of the care organisation are to
provide skilled and qualified human resources to the clients of the care home. It provides best
modelling practices. Policy made in 2015 for selection and recruitment states that manager of the
organisation has major responsibility of selection and recruitment process. HR of the
organisation gives support in this process. Time given for this procedure is 4 weeks and analysis
of position would be done on the basis of current vacant positions. Whereas policy for 2012
states that this process would be conducted by doing position analysis, advertisements and short
listing and then job offer.
2) Key areas of each procedure
Key areas of policy of 2012 which are required to be updated are as follows:
 Vacant position need to be analysed before posting job description.
 Time frame which is of 2 days needs to be updated.
 Description of position is very important to be changed.
 Term and conditions of HR department needs to re -written.
 Human resources according to this policy should not consult with upper level managers
 which is required to be updated.
 Advertising procedures are required to be updated as in this policy advertisements are
sent on internet (Agu and et.al, 2016).
 In this policy short listing is done by eliminating candidates which is not a correct
method.
 Focus of recruiters should be on best people who have potential to do work.
 It should be task oriented and transparent.
 Competent authority approval on each section
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 Feedbacks should be taken of unsuccessful applicants which can help further in
recruitment and selection process.
 Providing relevant information about staff and significant polices of the organisation.
TASK 2
a) Ways of technology that can improve efficiency and effectiveness of recruitment and
selection process
Technological options that can improve efficiency and effectiveness of recruitment and selection
process as follows: Resume databases: Dandenong Health care can make use of resume databases for
improving the efficiency of the recruitment and selection. There are various websites
available which contains resumes of candidates (Almeida and Fernando, 2017.). These
resumes provide best candidate pool for recruiters to get best candidate for interview.
Many organisations uses resume databases that is made available online which is the best
tool to be used in recruitment and selection process. Candidates send applications directly
to the resume data base. Queries are put by organisations to find skilled candidates by
using databases. Online test and assessment: It is also an option for Dandenong Health care to increase
efficiency of selection. Organisation can conduct online test for candidates. This will help
in analysing candidate’s skills without wastage of time in conducting manual test. These
kinds of test allow organisation to analyse skills and competencies of candidates (Rees
and Smith, eds., 2017.). After completion of assessment care home can recruit best
candidate form large number of candidates.
 Internet job boards: It is also a method that can improve efficiency of the recruitment
and selection process. Posts about vacancy in the care home can be send on social media
sites. Advertisements can be posted on internet about current vacancies. For example,
Hot Jobs, Monster etc.
b 1) Approach that could be used by Sue to get support from senior management
According to the case study a High -end is small entrepreneur organisation which is
located in Australia. The company is having high sales but they are facing problems in getting
qualified engineers. The company is using traditional methods of selection and recruitment
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which is the major problem in this issue. Sue Wan is the HR manager of the firm and she is
seeking for using new methods in recruiting (Proctor and Sriprakash, 2017). Tim has decided to
launch new career website which can bring pool of candidates. Support from senior managers
should be taken while making policies and procedures for recruitment and selection. Senior
manager like human resource managers and departmental heads should be consulted in making
policies. HR planning and operational plans need to be taken in account while making
procedures for recruitment and selection. High-end(HE), must consult with senior managers like
CEO, COO etc to take part in process of making policies and procedures. Employer groups,
courts and governmental departments are need to be consulted. Sue can send emails to upper
managers about new policies and procedures (Kiraly,2016). She can consult with human
resources of the firm in order to obtain support from senior management.
b 2) Communication methods to be used by Sue
Policies and procedures made for recruitment and selection can be communicate by High-
end(HE), using following methods:
 Email can be send by Sue to all the stake holders of the company.
 Documents of policies and procedures can be send to all the employees working in the
organisation.
 Training can be conducted by HR manager to provide information about recruitment
process.
 Coaching and mentoring can be done regarding procedures.
 Meetings should be conducted to with all staff members to discuss about policies.
 Formal trainings and small sessions.
 Posters and banners in the area where staff works.
b 3) Training and support to ensure approaches adoption
Training is required for the human resources of High-end(HE), to train them regarding
recruitment and selection process of the company. To train the person involved in this process
can be done using following ways:
 Proper coaching and mentoring in which mentor who has knowledge about the process
can train new people for particular period of time. Coaching is an on the job training
given to employees. It is one to one process.
 Internal HR officers can provide training to human resources of the company.
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 OH & S coordinators can give training to new employees.
PROJECT 2
STEP 1
1 Job analysis with needs clarification
Need and purpose of the new position: Nursing Unit manager is required in the Mansfield Park
Private hospital because hospital is planning to expand its surgery unit.
Job analysis and job description of the post
Job:Nursing unit management
Job analysis : Caring of patients making schedules, assigning wok to staff
2) Consultation in recruitment and planning process
HR manager of the Mansfield Park Private hospital would consult senior managers of the
firm and upper management of the organisation.
3) Legislation to be consider in recruitment and selection process
1. Public services act 1999
2. Public services commissioner direction s 1999
3. Age discrimination act 2004
4. Fair work act 2009
5. Public service classification rule 2000
6. Sex discrimination act 1984
7. Public service regulations
4) Job description in consult with departmental manager
JOB DESCRIPTION
MANSFIELD PARK PRIVATE HOSPITAL
158 JERSEY ROAD
CANARY, NSW 2586
POST Nursing Unit manager
SECTION Day surgery Unit
DEPARTMENT Nursing
POSITION 2
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NUMBER
REPORTS TO Departmental manager
POSITION GRADE 3
DATE 21 July 2017
POSITION PURPOSE: Mansfield Park Private hospital is planning to expand its surgery unit so
nursing unit manager is required
QUALIFICATIONS and EXPERIENCE: Minimum 2 years of experience in managing unit and
person should have skills of problem solving, analytical skills,
5) Approval for the advertisement
HR manager of the Mansfield Park Private hospital can take permission for
malvertisement from to management of the organisation.
Step 2
1 Medium and channels to post advertisement
HR manager can make use of internet, newspapers, social media sites, organisation's
website, posters, banners etc. HR manager can also use employee referrals to fill the vacant post.
2) Job advertisement
NURSING UNIT MANAGER
Come work as nursing unit manager in our organization. We are expanding our surgery
unit. Great opportunity to grow your career with us!!
Organization: Mansfield park Private hospital
We offer great mentoring programs
The position : Nursing Unit manager
Jobs specification: We are looking for a full time nursing unit manager in our surgery unit.
Annual salary: 5 lacs per annum
Location : Australia , Victoria
Why should you apply ?
 Top benefits
 Excellent growth and advancement and opportunities
 Bonus program
3) Activities for planning interview
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 Reading background material
 Defining objectives of interview
 Decide person to be interviewed.
 Preparation for the interviewee
 Making questions for the interview and it structure of it.
4) Developing selection panel
To develop the selection panel HR manager can invite top management and senior
authorities of the hospital. To convey this message to the HR manager can send email and can
send messages to the upper level managers.
5) Selection methods for selection process
 Face to face interviewed
 Telephonic interview
 Online recruitment
 Selection using referrals
From above selection methods face to face and telephonic interview methods are best for
selecting candidate for the nursing unit manager.
6) List of questions for selection panel to be asked to candidate
1. Do you prefer working alone or in a team?
2. How would you handle complaints from patient?
3. Why did you choose nursing career?
4. How would you handle stress in the job of nursing unit manager?
5. Do you think your are self organized?
6. Are you a self motivated person?
7) Legislations to be considered
 Age discrimination act 2004
 Fair work act 2009
 Public service classification rule 2000
 Sex discrimination act 1984
8) Selection criteria table
• Applicant
A
• Applicant
B
• Applicant
C
• Applicant
E
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• Communi
cation skills
2 3 1 4
• Problem
solving skills
3 5 3 2
• Analytical
skills
2 5 2 3
• Managing
skills
1 4 4 2
• Time
management
skills
1 3 4 1
9) Advise to shortlisted candidates for interview process
HR manager can give following advise to the shortlisted candidates for interview process:
 Bing all the documents required
 Don't be nervous
 Well prepared
Step 3
1) Steps to follow during interview process
 Document verification
 Checking qualifications of interviewee
 Assessing skills of interviewee
 Asking relevant question for the post applied
2) Assessing candidate
To assess candidate HR manager can use selection criteria and analysing skills.
3) Checklist to conduct employment reference
To check the employee reference HR manager can sue telephonic methods to to cross
check the employee's liability.
4) Report for outlining the interview outcomes
Report will be prepared in which outcomes of the interview would be recorded.
5)Advise to unsuccessful candidates
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HR manage can send emails to unsuccessful candidate by writing their weak performing
areas in interview.
6) Offer letter
Dear candidate,
Congratulations!! You have been selected for the post of nursing unit manager. You can
make your decision and please inform us about your decision.
Thanks and regards,
HR manager
TASK 2
1) Possible reasons of staff turnover are as follows:
 Employee might not satisfied in their job
 Working culture of the organization is not good
 Organisation might not caring about employee rights
2) Yes I agree with Rosie's advice to Kelly. Benefits of induction programs are as follows:
 It helps in bringing employee in the organisation.
 It reduces turnover of employees.
 Increases productivity
3) Motivational training should be provided s so that employee will focus on work more.
4) To initiate the induction process Kelly can do following :
 Ask employees about their grievances.
 She can ask the reason of turnover and provide solutions.
CONCLUSION
Summing up the above report it can be concluded that recruitment and selection process
is very significant for finding out the suitable candidates for the post in an organisation. It is
required that proper practices should be conducted for this process.
REFERENCES
Books and journals
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Agu, J., Lobo, R., Crawford, G. and Chigwada, B., 2016. Migrant sexual health help-seeking
and experiences of stigmatization and discrimination in Perth, Western Australia: exploring
barriers and enablers. International journal of environmental research and public health.
13(5). p.485.
Almeida, S. and Fernando, M., 2017. Making the cut: occupation-specific factors influencing
employers in their recruitment and selection of immigrant professionals in the information
technology and accounting occupations in regional Australia. The International Journal of
Human Resource Management. 28(6).pp.880-912.
Kiraly, M., 2016. Residential child care staff selection: choose with care. Routledge.
Onnis, L.A.L. and Pryce, J., 2016. Health professionals working in remote Australia: a review of
the literature. Asia Pacific Journal of Human Resources. 54(1). pp.32-56.
Proctor, H. and Sriprakash, A., 2017. Race and legitimacy: historical formations of academically
selective schooling in Australia. Journal of Ethnic and Migration Studies, pp.1-15.
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