Leadership Project: Policies for Recruitment, Selection, and Induction

This project presents a comprehensive analysis of recruitment, selection, and induction policies for a new toy manufacturing company, Avert Toys, based in Melbourne, Australia. The solution outlines the importance of analyzing strategic and operational plans, including SWOT and PESTEL analysis, as well as relevant employment laws and regulations. It details the required supporting documentation, such as checklists, evaluation notes, and rating sheets, and explains the roles of recruiting agencies and application forms. The project addresses gaining support from senior management, utilizing computer programs for efficiency, and the rationale for using external recruitment agencies. It also describes the process of trialing and ratifying policies, presenting them to employees, and providing additional training. The project emphasizes the need for clear communication, employee training, and honesty in the recruitment process to ensure effective and compliant hiring practices.

Project
Part 1
For Part 1 of this project, you need to develop a range of policies and
procedures for recruitment, selection and induction in a new organisation of
your choice. You will also need to create all relevant documentation (e.g.
manuals and forms) to support your recruitment, selection and induction
policies and procedures. These files will be submitted separately.
To accompany your policies and procedures, please answer the following
questions:
1. Describe your organisation:
Avert Toys manufactures is a company that will specialise in the
production of toys as well as selling of the toys with a target of children
between the age of 1-12 years. The company situated in Melbourne
Australia currently has two employees: General manager and the Human
Resource Manager, alongside the appointed management committee.
2. Why and how would you analyse strategic and operational plans and
policies before developing recruitment, selection and induction policies
and procedures?
Before developing the recruitment, selection and indication policies, I
will analyse the strategic and operational plans of the Avert Toys
manufactures to have the overview of the vision, mission and objectives
as well as the employee’s job requirements. This will be done through
conducting SWOT and PESTEL analysis of the company, as well as the
Australia employment and related laws and regulations.
3. List the legislation and regulations relevant to your policies and
procedures:
Public Service Act of 1999
Public Service Commissioners Directions 1999
Human Rights and Commissions Act of 1986
Discrimination Act 1984
Fair Work Act 2009
Privacy Act of 1982

Disability Discrimination Act of 1992
Freedom of Information Act 1982
Racial Discrimination Act of 1975
4. List the supporting documentation and/or forms you will need to develop
and explain the function of each:
Staff Recruitment and Selection Checklist –contains a component that
enhances recruitment and section of the employee, such as application
letters, credentials among many others.
Open Recruitment file-Contains each applicants reference number as
well as the scores earned by the applicant during the interview.
Interview Evaluation Notes Weight sheet- contains the interview
questions that aim at eliciting information from the applicants to
determine their suitability to the applied vacancy.
Skills and Competency Interview rating Sheet – Contains relevant skills
required by every applicant to perform designated tasks such as
experience, language competence, mental intelligence among others.
5. Who will you consult with and why?
Recruiting agencies- Have contacts of a wide base of potential
employees with the required skills and proficiency thus will save time
and resources.
Application form- Filled by the applicants to ensure that the applicant is
conversant with the information required for the job
6. How will you gain support from senior management?
In the development of the recruitment, selection and induction policies, I
will gain support from the senior management through the consultation
process on specific issues such as the organization’ culture, mission and
vision.
7. What computer programs will you use in the development process?
Computer programs have the capability to analyse job and policies
descriptions thus point out biased language and provide bets

alternatives.
Computer programs enhance the listing and shortlisting of a large
number of applicants, thus saving time and energy.
Computer programs enhance the screening of applicants thus reduces
the human discrimination and biased error.
8. Will you base your recruitment, selection and induction policies and
procedures around the utilisation of internal staff or will you use external
recruitment agencies? Why?
I will base the recruitment, selection and induction policies and
procedures on the utilisation of the external agencies since the
organization is still new and thus there are not enough employees to a
provide wide base of selection. Secondly, external agencies provide
skilful and experienced applicants.
9. When and how will you trial forms and documents supporting your policies
and procedures in order to identify any need for adjustments?
After the recruitment, selection and induction policy drafting, I will
present them to the senior management to approve them. During which
they will point out specific parts that they feel need adjustment or
elimination, and changes will be made accordingly. Subsequent
adjustments will be made after evaluation of the first trial on the first
employee recruitment and selection.
10. Describe how you will gain ratification of your policies and procedures
by senior management and how you will present them to the employees
in the organisation:
The amendments will be made by the senior management after
presenting them the policy template. The amendment will be recorded
and communicated on the History Brief page of the policy template. The
senior management that is responsible for ratifying the policies the
general manager and human resource manager.
The developed process template will be documented and only the
relevant will be presented to the employee through memos and
organization’s websites as well as the social media such as a Facebook
platform.

11. What extra training can you provide to the employees in order to
comply with the recruitment, selection and induction policies and
procedures?
Employees can be trained before the interview on the importance and
skills of listening to enhance their capability of answering the interview
questions. This will ensure that all employees receive the best attention
to make the best selection.
Employees can also be trained on the importance of infection
irrespective of their experience to enhance the organization's culture
Applicants can also be warned on the importance of being honest with
their responses before the interview, to help in selecting the best
candidate.