BSBHRM506: HRM Practices in Healthcare - Recruitment & Selection

This assignment, completed by a student, provides a detailed analysis of HRM practices within Healthcare United, a healthcare provider. The project covers three key assessments: the first focuses on analyzing Healthcare United's recruitment and selection policies, comparing a 2000 policy with a 2016 version, and developing a new recruitment and selection policy, including vacant position analysis, job descriptions, advertising, shortlisting, interviewing, reference checks, and job offers. It also includes a communications plan, meeting notes, and a training session outline. The second assessment involves planning staffing needs, developing a staffing plan, identifying need gaps, creating job descriptions, and meeting with senior management. The third assessment centers on developing induction guidelines, conducting training for another manager, inducting new staff, and gathering feedback on the induction program. The assignment highlights key aspects of recruitment, selection, and induction processes, demonstrating an understanding of relevant policies, procedures, and legislation within a healthcare context, aligning with the BSBHRM506 unit.

Running head: HRM PRACTICES IN HEALTHCARE
HRM PRACTICES IN HEALTHCARE
Name of the student
Name of the university
Author note

1HRM PRACTICES IN HEALTHCARE
Table of Contents
Assessment 1...................................................................................................................................3
1. Analysis of 2000 Healthcare United Recruitment and Selection policy.....................................3
1.1 Comparison with 2016 Healthcare United Recruitment and Selection Policy......................3
2. Development of a new recruitment and selection policy.............................................................4
2.1 Vacant position analysis........................................................................................................5
2.2 Position descriptions..............................................................................................................5
2.3 Advertisements and promotion..............................................................................................8
2.4 Short listing............................................................................................................................9
2.5 Interview preparation.............................................................................................................9
2.6 Interviewing applicants........................................................................................................10
2.7 Reference checks.................................................................................................................10
2.8 Job offer...............................................................................................................................10
3. Communications plan for the organisation................................................................................11
4. Meeting with the senior manager..............................................................................................12
5. Training session with the new manager.....................................................................................15
5.1 Vacant position analysis......................................................................................................15
5.2 Position descriptions............................................................................................................15
5.3 Advertisements and promotion............................................................................................15
5.4 Short listing..........................................................................................................................15
5.5 Interview preparation...........................................................................................................16
5.6 Interviewing applicants........................................................................................................16
5.7 Reference checks.................................................................................................................16
5.8 Job offers.............................................................................................................................16
5.9 Offers of employment (including advice about salary, terms and conditions, probation). .17
6. Question and Answer.................................................................................................................17
7. Training evaluation form...........................................................................................................19
Task description.....................................................................................................................19
Rate the training:.................................................................................................................20
Assessment 2.................................................................................................................................21

2HRM PRACTICES IN HEALTHCARE
Part A: Plan Staffing......................................................................................................................21
1. HR needs of business.............................................................................................................21
2. Staffing plan...........................................................................................................................21
3. Identification of need gaps.....................................................................................................22
3.1 Key stakeholders and specialists.........................................................................................22
3.2 Current status of human resources.......................................................................................22
3.3 Recruitment and selection process.......................................................................................23
3.4 Recommendations................................................................................................................23
3.5 Job description.....................................................................................................................23
3.6 Identify one specialist in recruitment process.....................................................................25
3.7 Meeting with the Senior Manager.......................................................................................25
3.8 Review of HR staffing plan policies....................................................................................26
Part B.............................................................................................................................................26
1. Action plan.............................................................................................................................26
2. Job advertisement..................................................................................................................27
Assessment 3.................................................................................................................................31
3.1 Induction guidelines.............................................................................................................31
3.1.1 Policy statement............................................................................................................31
3.1.2 Objective.......................................................................................................................31
3.1.3 Program outline............................................................................................................32
3.1.4 Documentation..............................................................................................................33
3.1.5 Review of the guidelines..............................................................................................33
3.1.6 Final draft of the guidelines..........................................................................................34
3.2 Training and support for another manager..........................................................................37
3.3 Induct new staff members....................................................................................................37
3.4 Feedback from the senior managers................................................................................38

3HRM PRACTICES IN HEALTHCARE
Assessment 1
1. Analysis of 2000 Healthcare United Recruitment and Selection policy
The concerned organization, Healthcare United, aimed at maintaining the efficiency of
the operations through the recruitment of skilled personnel in accordance to the job vacancies.
The organizational staffing and recruitment procedure adhered to the diversified elements of
organisational strategies, relevant legislation and the enumeration of best practice for
recruitment. In accordance to the regulation, the concerned organization considered different
procedures for undertaking recruitment related to vacant position analysis, Position description,
Advertisement, Short-list applicants, Interview preparation, Interview applicants and the like.
The HR manager of the business undertakes most of the activities relating to the recruitment
process. The operations manager assists the HR in identifying the vacancy and the type of talent
that might be recruited for the business. The diverse range of procedures that are framed through
the 2000 Healthcare United Recruitment and Selection policy aimed at prioritizing the HR
department of the business while operating ion diverse international markets. In this relation, the
operations manager’s role is negated through the prioritization of the responsibilities of the HR
personnel while operating in accordance to the staffing needs of the business.
1.1 Comparison with 2016 Healthcare United Recruitment and Selection Policy
The different comparisons that might be drawn between the 2000 and 2016 Healthcare
United Recruitment and Selection Policy are based on the effectiveness of the procedures and the
manner in which the operations manager are prioritized in the recruitment process. 2000
Healthcare United Recruitment and Selection policy validated the importance of the HR

4HRM PRACTICES IN HEALTHCARE
departments in undertaking the major decisions while recruiting in accordance to the needs of the
business. However, the 2016th version of the policy aimed at prioritizing the role of the Mangers
in maintaining the efficiency of the recruitment process through selection of staff, delineation of
required training to the personnel and documentation. The smooth functioning of the recruitment
initiatives of the organization depended on the integrated functioning of the managers with the
HR department of the same. It has helped the organization in maintaining the efficiency of the
operations in accordance to the needs of the concerned business. On the other hand, the total
timeframe of the operations were reduced to two to three weeks, which has helped the concerned
organization in maintaining the efficacy of the operations.
The new positions, while adhering to the 2016’s amended policy, would be advertised
internally and externally ten working days through the utilization of variety of media vehicles. It
has helped the concerned organization in reducing the time required for recruiting skilled
personnel. The current research and practice of the recruitment operations in an organization is
based on the utilization of different traditional and online advertising. In this context, the
previous policy of the organization did not comply with the current research practices, which has
affected the smooth functioning of recruitment operations. The current legislation emphasized on
equal employment opportunity, which modified the recruitment operations of the concerned
business.
2. Development of a new recruitment and selection policy
The procedures for a policy help in identifying the feasibility of the operations and the
manner in which the new policy might be implemented in the existing processes. In this context,
the concerned organization aimed at recruiting 500 skilled employees in 5 years time through 3

5HRM PRACTICES IN HEALTHCARE
stages for a new development project. Therefore, a new policy for recruiting is formulated in
order to facilitate the smooth functioning of the systems. This section will examine the different
procedures and provisions relating to the new policy in order to maintain the efficiency of the
operations of the new development while maintaining the efficacy of the recruitment process.
2.1 Vacant position analysis
Cogin, Ng and Lee (2016) stated that the recruitment of skilled personnel is dependent
on the assessment if the needs of the organization in maintaining the efficiency of the operations
in accordance to the needs of the business. In this context, the concerned organization aimed at
recruiting 500 health care professionals through three stages of selection in a duration of 5 years.
The concerned organization focused on developing a new office at Hobart. The manager of the
organization will play an important role in delineating the talents that are required by the venture
in order to facilitate the smooth functioning of the different operations in the new office. The
specification of the employee needs of the organization is based on the needs of maintaining the
excellence of the healthcare facilities through introduction of skilled health care professionals.
Therefore, the manager might take 2- 3 days for reporting the different job related specifications
to the HR department of the business. Proper coordination between the manager and the HR
department of the business will support the business in maintaining the efficiency of the
operations while selecting and screening the desired talents for enhancing the healthcare related
activities of the same.
2.2 Position descriptions
The concerned organizations will be undertaking recruitment of 200 employees in the
first year. The organization aimed at recruiting skilled employees and fresher in the field of
healthcare professionals in order to facilitate the smooth functioning of the different operations

6HRM PRACTICES IN HEALTHCARE
in the new office at Hobart. In this context, the concerned organization will undertake
recruitment of 7 managers, 115 permanent employees and a total of 78 temporary staff. The
temporary staff will be hired by the concerned organization on a contractual basis. The
remuneration that will be provided by the organization for managers will be negotiable based on
factors relating to parity and experience. On the contrary, the remuneration for the permanent
employees will be AU$375 per month and the contractual employees will be proposed with a
remuneration of AU$170 per month.
Position title Key
Objective
Qualification
required
WHS component Terms
Managers Supervising
the operations
of the
different
departments
in accordance
to the
common goal
of the
business
 Degree in
healthcare
management
 A minimum
of 4 years of
experience in
the
healthcare
industry
 Flexible shift
timing
 30 hours
working
schedule per
week
 Related
healthcare
measures
The terms of
employment
will be
validated
through the
smooth
functioning of
the new office
and the
contribution of
the managers in
the same.
Permanent Contributing  Minimum 1  Minimum The permanent

7HRM PRACTICES IN HEALTHCARE
employees to the
performance
of the
different
departments
in accordance
to the
expertise
year diploma
in healthcare
management
 Minimum 2
years of
working
experience in
the
healthcare
industry
completion of
35 hours/
week
 Adhering to
workplace
health and
safety
 Free health
checkups will
be provided
annually
employees are
required to
work for
minimum 2
years in the
organization
before which
they would not
be able to
resign from
their respective
responsibilities.
However, if a
certain
employee
resigns from the
responsibility
before their
tenure a fine of
15% of monthly
salary is to be
paid by the
same.

8HRM PRACTICES IN HEALTHCARE
Temporary
employees
Operating as
trainee in
different
departments
in accordance
to the skills of
the same
 Minimum
certification
in different
healthcare
management
courses
 Minimum
working hours
of 40 hours/
week
 Workplace
health and
safety
measures
 Free health
checkups will
be provided
annually
A probationary
period will be
set for the
employees
where extensive
training will be
provided. After
the completion
of the
probationary
period the
organization
will provide the
employees with
a permit to
work in the
different
departments.
2.3 Advertisements and promotion
The concerned organization utilized different internal and external advertisements while
attracting the attention of the potential candidates. HealthCare United advertised and promoted
their staffing needs and specifications after achieving special authorisation from the senior

9HRM PRACTICES IN HEALTHCARE
management. In this context, the change in the policies from 2000 to 2016 has brought about
significant changes in the promotional strategies of the business. The concerned organization
emphasized on the external advertisement mechanisms in order to select potential healthcare
professionals. Therefore, the organization undertook social media and newspaper advertisements
in order to enhance the screening process. The period of the advertisement is reduced to 10
working days and the organization will make use of social media platforms like LinkedIn and
Facebook to advertise their job specifications to the potential candidates.
2.4 Short listing
The concerned organization will be short- listing the applicants through the elimination
round which will prevail for a week. The elimination round will help the concerned organization
in screening and selecting the most professional candidates in accordance to the needs of the
same while developing the new office. The elimination round will be followed by an interview
which will enable the organization in finding the best talents in the healthcare sector.
2.5 Interview preparation
The concerned organization will conduct the interview in the headquarters, which will
prevail for three days. The selected panel of interviewers will be comprised of one three HR
personnel, a senior management executive and the supervisors from the different departments.
The three HR personnel will help in identifying the right person for the responsibility through
agreement and disagreement. On the other hand, the manager will provide authorization of the
decisions that are undertaken in the interview. The recruitment panel will help the concerned
organization in maintaining the efficiency of the recruitment process in accordance to the needs
of the business.

10HRM PRACTICES IN HEALTHCARE
2.6 Interviewing applicants
The interview session with the applicants will be undertaken at a duration of seven to ten
minutes without breaks. The interviews will be completed within 12 working days where each
day a minimum of 9 aspirants will be interviewed. The interviewing process will help in
supporting the documentation objectives of the organization and thereby help the recruiting panel
to make the concerned candidates aware of the job responsibilities and the remuneration that will
be provided. The interviews will be conducted from 10 am to 5 pm in the head quarters and the
applicants will be called in the first in first out method (FIFO), which will help the organization
in prioritizing the time based element of the same.
2.7 Reference checks
Ramadevi et al. (2016) stated that the reference checking provisions aims at examining
the authenticity of the referral that is provided by the experienced employees while undertaking a
recruitment process. In this context, the concerned organization has taken steps to check the
referrals through telephonic conversations in order to examine the authenticity while undertaking
recruitments. The reference checking provision will be helping the concerned organization in
maintaining the efficiency of the recruitment process while screening the aspirants in accordance
to the job responsibility. Cross- checking the referrals will also help the organization in
understating and judging the capabilities of the aspirants while providing the same with the
designations.
2.8 Job offer
The job offer might be undertaken by the concerned organization through the utilization
of mailing system as a communication tool. The soft copy of the offer letter will be mailed to the
potential aspirants in order to make the same aware of the different propositions and the final

11HRM PRACTICES IN HEALTHCARE
statement of the organization relating to the job status. van den Broek (2014) noted that the job
offer is a formal communicative approach, through which an organization welcomes the
candidates to the designated role and communicates the different policies to the employees.
Therefore, the job offer is the concluding step that might be undertaken by the organization for
ending the selection and recruitment process.
3. Communications plan for the organisation
Element Responsible person Recipient Activity Timefram
e
Output
Reframed
policy of
the
organizatio
n
 HR
departmen
t
 Senior
manager
The
employees
(permanent
and
temporary)
Departmenta
l supervisors
 Meetings
and
sessions
 E-mails
through
intranet
facilities
3 weeks The new
policy is
communicate
d to the
internal
stakeholders.
Recruitmen
t of new
employees
 CEO
 Senior
manger
Recruiting
panel of the
organization
(3 HR
personnel
and
Session with three
HR personnel and
supervisors from
different
departments
2 days Knowledge
of the new
staffing
policy is
ingrained and
strategies are

12HRM PRACTICES IN HEALTHCARE
supervisors
from
different
departments)
made for
recruiting
Training of
the new
employees
 Operation
manager
Newly
recruited
employees
Training session
and induction
4 weeks Efficient
functioning
of the
departments
4. Meeting with the senior manager
Goal Responsible
person
Recipient Time-place Output
Proposing the
policy and
procedure
HR personnel Senior Manager Briefing room in
the headquarters/
12:30 pm –
12:45pm
Communication
of the ideology
for the proposal

13HRM PRACTICES IN HEALTHCARE
Identifying the
importance of
the new
recruitment
policy
HR personnel Senior manager Conference
room/ 1.30pm-
2:00 pm
Convincing the
management on
the effectiveness
of the policy
Technological
infusions
HR personnel Senior manager Conference
room/ 2:00 pm-
2:15 pm
Helps in
identifying the
technological
infusions that
might be
undertaken for
supporting the
policy
Delineation of
procedure for
salary
calculation and
benefits
HR personnel Senior manager Conference
room/ 2:30pm-
3:00pm
Clarity in the
process of
calculating salary
as per the
regulations
Communications HR personnel Senior manager Conference room/
3:00pm- 3:30 pm
Identified the chief
communication

14HRM PRACTICES IN HEALTHCARE
needs with the
stakeholders for
enabling the
smooth
performance
Trialling of
process
HR personnel Senior manager Conference
room/ 3:45pm-
4:00 pm
Trialling of the
procedure helps
in ensuring the
enhanced
efficiency of the
policy in
adhering to the
needs of the
business
Training HR personnel Senior manager Conference room/
4:00 pm – 4:30 pm
Assessing the
training needs of
the employees
after recruitment
Gaining consent
from the senior
manager
HR personnel Senior manager Conference room/
4.45pm – 5:00 pm
Approval of the
senior manger will
help in
implementing the
policy in the
organizational

15HRM PRACTICES IN HEALTHCARE
recruitment
process
5. Training session with the new manager
5.1 Vacant position analysis
The new policy will require the manager of the organization to report the talent based
specifications within 2- 3 days. It will help in identifying the urgency for the job position in
accordance to the needs of development of the new office in Hobart.
5.2 Position descriptions
The positions for which the recruitment will be undertaken are managers and employees
(temporary and permanent). The description of the job designations and their roles in the overall
operations of the new office will be delineated for the better understanding of the fields of
operations. The recruitment will be undertaken of 7 managers, 115 permanent employees and a
total of 78 temporary staff which will assist in the smooth functioning of the operations.
5.3 Advertisements and promotion
The concerned organization will facilitate both internal and external advertisements in
order to ensure the smooth functioning of recruitment process. Te entire promotional process will
be delivered within fourteen working days which will help the concerned organization in
supporting the staffing needs of the same. On the other hand, the utilization of the internal and
external advertisements has helped the concerned organization in adhering to the new policy that
is framed for enhancing the recruitment and selection procedure.

16HRM PRACTICES IN HEALTHCARE
5.4 Short listing
The short listing activity of the organization will be undertaken for a week’s time which
will help the venture in choosing the most potential candidate, with a higher qualification and
experience, for the smooth functioning of the venture. The concerned organization aimed at
recruiting professionals in the working process in accordance to the new policy.
5.5 Interview preparation
Interviews of the selected candidates will be undertaken in order to make the same aware
of the needs of the organization and the remuneration that will be offered by the business. For the
managers the remuneration is made negotiable depending in the expertise. Therefore, the
interviewing process might be taken as one of the major ways of communicating with the
candidates for avoiding situations of ambiguities.
5.6 Interviewing applicants
The interview for the posts will be undertaken through a clear understanding of the new
policy of the organization. The different procedures that are being introduced will help in
relating the interview to the operations of the business. The different changes in the recruitment
procedure are based on the needs of adhering to the best practice.
5.7 Reference checks
Reference checks will be performed through calling and cross- examination of the
referrals that are used by the candidates. Reference checks will be helping to improve the quality
of recruitment procedure.

17HRM PRACTICES IN HEALTHCARE
5.8 Job offers
A formal mail will be sent to the applicants with the purpose of notifying the same of the
job offer. The formal approach of the mail will be constructed with the aim of delineating the
employment agreement and the responsibilities that are required to be taken by the aspirant while
operating in the organization. On the other hand, the job offer will also contain the remuneration
calculations for maintaining the transparency of the HR recruitment process.
5.9 Offers of employment (including advice about salary, terms and conditions, probation)
The offer of employment will be provided through the delineation of every minute details
of the remuneration structure and the amenities that are provided by the organization to the
aspirants. The delineation of the different terms of employment will help the organization in
maintaining the efficiency of the recruitment process.
6. Question and Answer
Describe recruitment and selection methods, including assessment centres
The recruitment panel is being created in order to maintain the efficiency of the operation
in adherence to the new policy of the organization. The recruitment panel will hold direct
communication with the aspirants, which will help in communicating and to the job skills and
specific knowledge of the candidates. The recruitment of the new candidates will be undertaken
dafter interviews, which will be held between 10 am and 5 pm in adherence to the procedures
that were exemplified in the new policy.
Explain the concept of outsourcing

18HRM PRACTICES IN HEALTHCARE
Outsourcing of talents is based on the needs of the organization in maintaining the
efficiency of the operation in accordance to the needs of sustenance (Weech-Maldonado et al.
2018). In this context, the concerned organization has taken steps to hire professionals with the
aim of maintaining the efficiency of the operations through proper interviewing and screening
process. The concerned organization undertook different psychometric tests of the new
applicants in order to facilitate the smooth functioning of the systems in accordance to the needs
of the same.
Describe the purpose of employee contracts and industrial relations
Employee contracts forms an essential link between the organization and the manner in
which well informed operations might be undertaken through transparency. The role of the
employer, in this relation, is based on the delineation of the roles and remuneration to the
employees for maintaining the transparency in the recruitment process.
Summarise relevant legislation, regulations, standards and codes of practice that may
affect recruitment, selection and induction
The regulations that are imposed by the Australian Government, aimed at maintaining the
transparency in the recruitment process while providing the employees with a handsome
remuneration. The adherence to the regulations will be helping the concerned organization in
upholding the efficiency of the operations in accordance to the needs of the same. On the other
hand, the new policy of the organization aimed at providing equal employment to the diverse
range of applicant5s in order to adhere to the EEO (Equal Employment Opportunity) based
regulation of the government.
Explain why terms and conditions of employment are an important aspect of recruitment

19HRM PRACTICES IN HEALTHCARE
The terms of employment are necessary for maintaining the inter-trust factor between the
employer and the employee. The inter- trust factors enhances the collaborative approach among
the employees and the management which helps in enhancing the operational units and
productivity of the business. On the other hand, the terms of employment helps the management
in resolving the conflicts in the workforce which might have affected the work flow resulting to
higher profitability of the venture.
Explain the relevance of psychometric and skills testing programs to recruitment.
The evaluation programs like the psychometric tests and the skill testing programs helps
an organization in identifying the potential candidates for the job offering. In this connection, the
tests will help the concerned organization in identifying the talents based needs of the same
while developing resources for enhancing the operations. The tests will help the concerned
organization in enhancing the understanding of psychological traits of the applicants and thereby
maintain the efficiency of the operations while adhering to the new policy of the business.
7. Training evaluation form
Training title: Training of the new employees
Date: 2nd March
Trainer: Supervisor
Position being trained: Managing diverse team

20HRM PRACTICES IN HEALTHCARE
Task description Satisfactory Not Yet
Satisfactory
1 Was sufficient time allowed for session? 4
2 Were there adequate resources? 5
3 Was method of delivery engaging? 2
4 Was instruction clear? 4
5 Were supporting documents useful? 3
Rate the training:
unsatisfactory 
satisfactory
Was sufficient time allowed for session? 1 2 3 4 5
Were there adequate resources? 1 2 3 4 5
Was method of delivery engaging? 1 2 3 4 5
Was instruction clear? 1 2 3 4 5

21HRM PRACTICES IN HEALTHCARE
Was sufficient time allowed for discussion? 1 2 3 4 5
Were supporting documents useful? 1 2 3 4 5
Assessment 2
Part A: Plan Staffing
1. HR needs of business
The new branch of Healthcare united in Hobart requires 500 employees in three stages
over the next five consecutive years. Therefore, this recruitment policy requires a thorough
recruitment with only 100 recruited employees in different designation of the organization. In
course of the recruitment policy must be mentioned properly with announcing the purpose of this
recruitment. Besides this, the detailed requirement of different divisions has to be discussed with
the HR so that the HR manager will start a recruitment drive in the workforce market. The
number of recruitment and the expectation of the managers are also intricately incorporated into
the recruitment and induction process so that the importance of the recruitment process will be
acknowledged properly.
2. Staffing plan
Unit No. of
manag
ers
Number
of staffs
Permane
nt (in %)
Non-
permane
nt (in %)
Emergency department 1 30 80 20

22HRM PRACTICES IN HEALTHCARE
Intensive care Unit (ICU 1) 1 20 75 25
Intensive care Unit (ICU 2) 0 20 75 25
Tower 1- Surgical/medical 2 15 100 -
Tower 2- Surgical/ medical 0 15 100 -
Lab specialists 1 13 80 20
Outpatient services 1 60 50 50
Cleaning 1 20 20 80
Total 200
3. Identification of need gaps
The new branch of Healthcare United requires some employees to run the branch positively.
As a hospital unit the organisation requires a series of employees apart from the current human
resources in other two branches. Initially, some important positions has to be developed for
outpatient and some nominal operations. Therefore, it will be important for Healthcare United to
plan a recruitment strategy effectively.
3.1 Key stakeholders and specialists
The key stakeholders and specialists in Healthcare United are identified as the skilled medical
and health care staffs like nurses, midwiferies and other staffs. Moreover, 7 managers are also
taken for monitoring and controlling the employees. In addition to this, lab specialists and ICU
nurses are also required to provide better healthcare facility in Healthcare United.
3.2 Current status of human resources
Currently Healthcare Untied has more than 1500 professionals working in both the Victoria
and NSW units. Among them 50 professionals are designated as the managers in different
departments of Healthcare United. Besides this, a number of non-permanent members are there

23HRM PRACTICES IN HEALTHCARE
who are entitled to do diverse activities. It can be argued that the Healthcare United follows a
significant role in employing a number of permanent and contractual employees in the
organization in three stages within five years.
3.3 Recruitment and selection process
A clear recruitment policy will be implemented in order to recruit and appoint efficient
staffs in the process of recruitment. In this regard, it can be stated that understanding between
the senior manager and the HR head is highly required. Moreover, the senior manager is
responsible to conduct the recruitment whereas the role of the HR manager is to evaluate the
recruitment policies and planning the recruitment procedure.
3.4 Recommendations
Before planning the recruitment, there are some key points on which the HR and senior
manager has to keep focus on. For instance, maintaining the recruitment and selection policy of
2016 is highly essential. Besides this, acknowledging the roles and responsibilities of the
managers and HRM is also considered to be important aspect for the organisation.
3.5 Job description
Position title: Assistant in Nursing
Position reports to:
Supervisor Registered Nurse
Qualifications – essential
 TAFE qualification as an Assistant in Nursing Certificate III Acute Care

24HRM PRACTICES IN HEALTHCARE
 Certificate III in Aged Care
 Proof of current studies in Enrolled Nurse or Registered Nurse.
Key objectives
1. Ensuring patient safety
2. Keep in track of the patient’s health progress reading.
3. Creating more professionalism in the process of patient care.
4. Focusing on the efficacy of the healthcare equipment.
Key position functions
1.Assisting with patient cares and activities of daily living.
2. Attending Patient’s personal hygiene
3. Showering and toileting the Patient.
4. Restocking and looking after the healthcare equipment
5. Helping patients mobilise and reposition.
Key selection criteria
 Having registration in the Nursing and Midwifery Board of Australia
(NMBA).
 Proficiency in English language (mandatory for the non-Australian
citizens)
 Evidence based and contemporary nursing practice.
 Both fresh and not more than 1 year experience candidates can apply

25HRM PRACTICES IN HEALTHCARE
for this job.
 Having proper knowledge in medication management.
 An Australian Bachelor Degree at level 7 is required.
OHS requirement
 Understanding the importance of the patient health care.
 Use proper precautions to eradicate any kind of risks proactively.
 High professionalism in business.
Terms and conditions of employment
The appointment will be of two years for the post of Assistant in Nursing. However,
the terms does not indicate the job as a non-permanent but it is a bond that the
organisation intends to practice in order to reduce possible turnover rate within the
organisation. After the completion of two years, the employees can terminate their
employment terms with the organisation.
3.6 Identify one specialist in recruitment process
In course of facilitating a better and transparent recruitment process, Healthcare United
intends to appoint an external member in the recruitment panel in order to understand the
behavior of the employees. The specialist will have specialize in doing psychometric test that can
help to understand the ability, adaptability and decision making capability of the aspirants which
is highly essential in crisis or emergency situation. Healthcare United is willing to put more
focus on the behavioral and psychological tests on the aspirants for making a strong and efficient
workforce for the new branch at Hobart.

26HRM PRACTICES IN HEALTHCARE
3.7 Meeting with the Senior Manager
This recruitment process requires both the internal and external requirements to make it
plausible. The internal requirements are identified as the HR manager, senior manager and the
departmental heads to conduct the recruitment effectively. Moreover, using the organizational
infrastructures like laptops, conference rooms and organizational recruitment policy regarding
the employment is important. On the other hand, the external requirements are associated with
the government legislation and regulatory framework that are also important for Healthcare
United to ensure a Fair Work environment within the organization. Besides this, an external
expert is also appointed in the recruitment panel for analyzing the behavior of the aspirants
through psychographic tests. In this regard, it is important for the managers to evaluate the job
positions clearly and the required number of employees in each position. The purpose of each
designation will also be discussed with the managers. The role of the HR manager is to create a
value proposition of those job designations and creating an advertisement so that it will attract
more aspirants.
3.8 Review of HR staffing plan policies
The HR staffing plan is highly focused on the new branch of Healthcare United in Hobart.
The newly established branch must have a range of employees so that the branch can open its
outpatient and some specific emergency department and ICU units in order to facilitate primary
healthcare facilities for the patients. Therefore, it requires some initial employees to run the
facilities successfully. For instance, lab specialists, nurses, healthcare workers, outpatient experts
and hiring people for cleaning and sanitation is also important for the organisation in addition
with 7 managers for each department with the role to monitor and control the human resource
effectively.

27HRM PRACTICES IN HEALTHCARE
Part B
1. Action plan
Activity Timeline
Day 1 Day 4 Day 7 Day 10 Day 14 Day 18 Day
21
Discussed the required
number of employees to be
recruited
Addressing the requirement
to the Senior manager
Advertisement
Short list applicants
Preparing interview
Checking reference
Offering job
Training and induction
2. Job advertisement
Job title: Recruiting Assistant in Nursing for Healthcare United
Job requirements
Healthcare United is one of the popular hospitals in Australia and the organisation is
going to establish its new branch in Hobart. Therefore, a possible vacancy has been opened for
the Assistant in nursing faculties. The organisation is going to recruit 15 Assistant in nursing

28HRM PRACTICES IN HEALTHCARE
with the purpose of providing the trainee nurses the real life experience so that it will help in
career development. Moreover, Healthcare United also offers good monthly package with a
promising career growth and other benefit packages for the newly employed staffs. Therefore,
any interested and hardworking fresh aspirant can apply for the post with mailing resume in the
company website.
The position of Assistant in Nursing requires basic academic qualifications like
 Certificate III or IV in Aged Care or equivalent qualification
 Current First Aid Certificate
 Certified in Medication Administration
 Recognizing healthy body systems
 Provide support to People Living with Dementia
Both the fresh and not more than 1 year experience aspirants are eligible for applying for this
job position. In fact, having extensive knowledge in health, social or aged care services is highly
require. Moreover, abiding the Health and Safety principles is also important for the applicants.
Therefore, willing applicants can upload their Curriculum Vitae within 10 working days of this
advertisement.
For uploading the resume click on the below link
[e-mail]
1. Recruitment and selection process with potential employee

29HRM PRACTICES IN HEALTHCARE
Question
categories
Questions Outcome Weight
(0-5)
Score
(0-5)
Total
Work history 1. What do you think about
this job?
Moderate
3 2 6
2. What do you think the
most challenging part in this
profession?
Excellent
4 2 8
3. Will you consider any
emotional attachment with
the patient?
Satisfactory
2 1 2
Education
and training
1. Where did you complete
your diploma?
Excellent
4 4 16
2. Do you have any other
academic certificate?
Satisfactory
3 1 3
Personality,
motivation
and character
3. Say about your opinion
on workplace
environment.
Moderate 5 3 15

30HRM PRACTICES IN HEALTHCARE
Question
categories
Questions Outcome Weight
(0-5)
Score
(0-5)
Total
4. How do you handle the
situation in extreme
work pressure?
Excellent
5 4 20
Terms and
conditions
1. What do you expect from
this organization?
Moderate
4 2 8
2. Are those terms and
conditions seemed ok for
you?
Excellent
4 3 12
Total score (skills and knowledge) 80

31HRM PRACTICES IN HEALTHCARE
Assessment 3
3.1 Induction guidelines
3.1.1 Policy statement
The revised policy of the concerned organization aimed at undertaking the recruitment of
500 new professional healthcare experts in order to facilitate the smooth functioning of the new
office at Hobart. The delineation of the different skills and the recruitment procedures in the
revised policy of the organization has helped the managers in maintaining the efficiency of the
recruitment process while maintaining the efficiency of the operations in accordance to the needs
of the same. On the other hand, the new policy also aimed at implementing different
technologies that will be supporting the organization in upholding the efficiency of the
operations in accordance to the performance needs of the same.
The whole recruitment process will be based on the active involvement of the senior
managers who will be supported by the HR personnel of the business while screening and
interviewing the applicants for the different posts. The evaluation of the designation and the
talents of the applicants will be helping the managers in maintaining the efficiency of the
operations while operating in accordance to the growing needs of the new office. The concerned
organization, Healthcare United, has taken significant steps in order to manage the skills and
resources of the same for providing enhanced services to the clients.
3.1.2 Objective
The objective of the new recruitment policy is to recruit skilled healthcare personnel and thereby
enhance the service quality through the induction of innovative mechanisms and skills.

32HRM PRACTICES IN HEALTHCARE
3.1.3 Program outline
Sumathi, Kamalanabhan and Thenmozhi (2015) stated that induction and training helps
an organization in making the applicants and the employees aware of their respective job roles.
In this context, the concerned organization will take steps to evaluate the training needs of the
new candidates and thereby plan a program for adhering to the skill development needs of the
same while operating in the diverse aspects of the business. The skill development program will
be based on the assessment of the needs of the individual employees and the manner in which the
operations might be undertaken while adhering to the Australian regulations. The induction will
provide a comprehensive knowledge on workplace health and safety, patient handling and the
like.
Greenfield et al. (2014) stated that inducing the candidates and making the same aware
of the different processes helps organizations in maintaining the efficiency of the operations in
accordance to the needs of enhancing the processes. In this context, the concerned organization
will make use of the revised policy for training the employees. The managers and the HR
personnel in the organization will look after the training needs of the individual employees and
thereby frame the set of programs in order to facilitate them with the required knowledge for
enhancing the operations. Briefing on the company’s policy and the procedures will facilitate the
smooth functioning of the workforce through suitable understanding of responsibilities. On the
other hand, the training program will be helping the concerned organization in segregating the
operations while considering the expertise of the candidates, which will enable the same to
facilitate the smooth functioning of systems.

33HRM PRACTICES IN HEALTHCARE
3.1.4 Documentation
Documentation plays a major role in the recruitment procedure, which helps an
organization in providing the employees with hard copies of the regulations and policies. On the
other hand, the documentation process helps an organization in maintaining records relating to
recruitment. In this context, the concerned organization will be taking steps to keep a record of
the list of interviewed candidates, the list of job positions that were offered during the
recruitment process and the reason for hiring an individual. The documentation process helps an
organization in keeping records of the different activities and talents of the candidates while
making plans for the induction programs.
The different needs of the employees are identified through the documentation and
recordkeeping activities of the business., Therefore, in this context, the different recordkeeping
activities that might be undertaken by the concerned organization has helped the same in
identifying the specific training needs of the employees. Delineation of the training needs will be
helping the concerned organization in designing the appropriate training session with the aim of
enhancing the skills of the employees.
3.1.5 Review of the guidelines
The guidelines that are framed by the organizations help in making the employees aware
of the different dos and don’ts while operating in accordance to the job designation. The
guidelines of businesses are dependent on the delineation of the workplace environment and the
responsibility of the employees to work in a collaborative manner, which will be helping the
businesses in maintaining the efficiency of the operations in accordance to the need of the same.
The review of the guidelines and introducing the same to the candidates in the induction program
will be helping the concerned organization in regulating the operations.

34HRM PRACTICES IN HEALTHCARE
3.1.6 Final draft of the guidelines
Title: Induction program for the new candidates
● Introduction:
○ Brief on the organisation: Briefing the organizational aims and objectives to the
candidates will ensure the smooth functioning of the different processes in
accordance to the needs of the business in gaining a competitive edge. The concerned
organization, Healthcare Untied, is one of the top rated healthcare facility providers
in Australia. The major purpose of the recruitment process will be delineated as the
needs of the organization while developing a new office at Hobart. Therefore, the
concerned organization is looking forward to the collaborative functioning of the
workforce in order to achieve their common goal. The briefing program will
constitute of the current operations of the venture and the contributions that are
expected by the employer from the new employees to their growth.
○ Induction policy statement and objectives: The induction policy is based on the
different training needs of the employees while facilitating a diverse workplace
culture (Mohamed and Hameed 2015). The delineation of the induction policy will
be helping the concerned organization in making the employees aware of the need of
the induction and the manner in which it will be helping them in fulfilling their goals
in the actual field of service. The major objective of the organization is to provide
superior healthcare services to the customers. Therefore, the induction program will
help the concerned organization in facilitating the operations in accordance to the
need of maintaining superior service quality.

35HRM PRACTICES IN HEALTHCARE
● Induction program
Session title Facilitator Location Delivery methods
 Introduct
ion to
policies and
regulations
HR manager Headquarters Power point
presentation and
briefing
 Briefing
on overall
operational
requirement
s
Senior operational
manager
Headquarters Power point
presentation
 Delineati
on of the
workplace
culture
Senior management
executive
Headquarters Emails and
sessions
 Formal
training on
individual
job
responsibili
ties
Line manager,
Departmental
supervisors
Headquarters Audio-visual
presentations
 Employe
e benefits
and
payments
Senior manager in
association with
HR personnel
Headquarters Sessions
○ Induction toolkit contents checklist
The induction toolkits that might be required by the concerned organization during
the process are:
 Employee details

36HRM PRACTICES IN HEALTHCARE
 Tax declaration forms
 Payroll details
 Policies and procedure manual
 Job description forms
 Code of conduct
○ Induction process checklist
Process Status (Completed/initials)
Introduction to colleagues Completed
Working details Completed
Employee details Completed
Benefits and payments Completed
Conduct Completed
Facilities Initials
Training and skill testing Initials
○ Evaluation form
Activity Weight (0-5) Rating (0-
5)
HR Department 2 3
Senior Management 5 4
Operation Manager 3 2
Facility 4 2

37HRM PRACTICES IN HEALTHCARE
Benefits and Payments 3 4
3.2 Training and support for another manager
The training that will be provided by the concerned organization to the other managers
will help the same in maintaining the efficiency of the operations in accordance to the needs of
the venture. The revised policy of the concerned organization emphasized on the needs of the
same in supporting the recruitment activities and operations through authorization from the
managers. Therefore, the training program for the managers will be helping the concerned
organization in developing the knowledge and skills of the new managerial posts. The
development of the skills and knowledge of the new managers will be helping the concerned
organization in making the same aware of their responsibilities. Dhanabhakyam and Kokilambal
(2014) stated that communication with the employees and providing training to the same based
on the assessment of the individual needs are the major activities that are considered by
managers. The cooperative functioning of the managers with the employees will be helping the
concerned organization in developing a synergy between the objectives and the needs of
development of the business. In this context, the concerned organization will provide
communicational and conflict management training to the managers. On the other hand, the
trainings will also help the organization in introducing the policies and regulations to the
managers. Therefore, the training to the managers will be assisting the concerned organization in
enhancing the operations of the new office at Hobart.
3.3 Induct new staff members
The staff members of the concerned organization will be introduced to the different
policies and regulations of the organization, which if violated might lead to termination. Making

38HRM PRACTICES IN HEALTHCARE
the employees aware of the culture and the status of their job will help the concerned
organization in upholding the transparency of the operations in accordance to the needs of the
business. In this context, the concerned organization will be informing the staff members that
after their recruitment they will go through a probationary period of three months where they
would be paid half of the remuneration. The lucid communication with the employees will be
helping the business venture in facilitating transparency and thereby avoiding different
workplace conflicts. On the other hand, the employees might take steps to share their feedbacks
relating issues in the workplace with the HR department. It will support the aim of the concerned
organization in retaining the skilled workforce of the same. The feedbacks will be gathered by
the HR personnel and will be communicated to the senior manager. The senior manager will look
into the matter and thereby resolve the conflicts through the implementation of relevant
strategies. Therefore, the induction will be helping the concerned organization in making the
employees aware of the organizational structure and provide them with every detail related to
their job responsibility and remuneration. It will help the organization in maintaining the
efficiency of the operations.
3.4 Feedback from the senior managers
The procedures that were designed by the concerned organization was selected and a
feedback was provided for the same which helped in identifying the cons of the process for
ensuring future developments in the detailed areas. It has helped the organization in maintaining
the efficiency of the operations in accordance to the sustenance needs of the same.

39HRM PRACTICES IN HEALTHCARE
References
Cogin, J.A., Ng, J.L. and Lee, I., 2016. Controlling healthcare professionals: how human
resource management influences job attitudes and operational efficiency. Human resources for
health, 14(1), p.55.
Dhanabhakyam, M. and Kokilambal, K., 2014. A study on existing talent management practice
and its benefits across industries. International Journal of Research in Business
Management, 2(7), pp.23-36.
Greenfield, D., Kellner, A., Townsend, K., Wilkinson, A. and Lawrence, S.A., 2014. Health
service accreditation reinforces a mindset of high-performance human resource management:
lessons from an Australian study. International Journal for Quality in Health Care, 26(4),
pp.372-377.
Mohamed, N.S. and Hameed, A., 2015. The impact of human resources management on
healthcare quality. International Journal of Management, 6502, pp.603-612.
Ramadevi, D., Gunasekaran, A., Roy, M., Rai, B.K. and Senthilkumar, S.A., 2016. Human
resource management in a healthcare environment: Framework and case study. Industrial and
Commercial Training, 48(8), pp.387-393.

40HRM PRACTICES IN HEALTHCARE
Sumathi, G.N., Kamalanabhan, T.J. and Thenmozhi, M., 2015. Impact of work experiences on
perceived organizational support: a study among healthcare professionals. AI & society, 30(2),
pp.261-270.
van den Broek, J., 2014. Taking Care of Innovation: The HRM innovation process in healthcare
organizations.
Weech-Maldonado, R., Dreachslin, J.L., Epané, J.P., Gail, J., Gupta, S. and Wainio, J.A., 2018.
Hospital cultural competency as a systematic organizational intervention: Key findings from the
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