HR Project: Recruitment, Selection, and Induction Procedures

This document presents a comprehensive HR project undertaken by a student, focusing on the critical processes of recruitment, selection, and induction. The project delves into the development of effective procedures, including advertisement strategies, candidate assessment criteria, and interview methodologies. It explores the enhancement of recruitment plans, incorporating feedback and suggestions for improvement, such as streamlining interview stages and introducing candidate categorization for future consideration. Furthermore, the project includes a detailed case study analyzing the HR needs of a healthcare facility, Classic Care, assessing its future goals, financial performance, and customer satisfaction. It also covers the creation of position descriptions, personal specifications, and detailed checklists for recruitment, selection, and induction, providing a practical guide for managing these essential HR functions. The assignment provides valuable insights into best practices for HR management, offering a structured approach to attract, evaluate, and integrate new employees within an organization. The document is available on Desklib, a platform offering AI-based study tools for students.

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Assessment 2- Activities

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TASK 1: HUMAN RESOURCE PROJECT
1a. The procedure developed for recruitment, selection, and induction of staff involves multiple
steps and this has been framed in an accurate manner. The procedure involves segregated steps
which displays all the sections in a clear and descriptive manner. The filtering of candidates
through two specific steps, of accessing the selected candidates against the criteria has added on
to the accuracy in selection. The procedure could be enhanced through adding category “C” to
the applicants, as candidates who could be reconsidered in future.
1b.
On assessing all the comments an overall conclusion has been drawn which states that the
recruitment procedure framed includes multiple steps which could be confusing and it could add
on to the pressure for the human resource department. For improving the procedure, some steps
Appointment Letter Job Offer
Interview Conduction
Access against
Criteria
C: Future
Consideration
B: Not Suitable
for Job
A: Suitable for Job
Acknowledging Job
Applications
Recruitment Plan Setting ofCriteria Advertisement

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could be skipped which could make the procedure simple and easy to imply. If there could be a
single interview round through which the candidates could be selected, that would help in
reducing wok pressure of HR as well as for the candidate it would be smooth and relaxing.
1c. The improved form received positive comments which revealed that adding multiple steps
could only add pressure to both the parties. The reduction in interview stages and addition of
category C, has been appreciated with a minor suggestion of improvement. It has been suggested
that the recruitment plan should include a step of induction or practical test. The recruitment
process plan could be implied for almost all the jobs as the steps involved in the plan implies to
all profiles. The steps could explore and present the capability of the candidates irrespective of
their domain.
1d. The new framed up recruitment plan gained positive comments such as
i. The plan represents simple and productive steps.
ii. Advertisement channel needs to be defined with specific processes.
iii. Three categories of selection makes the plan productive for long term.
iv. It could be used for all the job profiles and this makes it widely applicable
Suggestions for Improvement
i. Induction content should be displayed to the candidate through the interview.
ii. Two rounds of interview could be hectic and exaggerating for the two parties.
iii. Applying same recruitment procedure for all the job profiles needs to be cross
checked before its application.

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2. The forms has been specific and it displays the provisions of required and important
information.The form included some unrequired sections which has been changed and reframed
for adding on the accuracy to the procedure. The addition of category C and explanation on
advertisement section has been clarified. On acknowledging the feedback on the initial
plan, minor changes has been made in the process. The understanding of each step by the
recruiter accurately could enhance the effectiveness of the procedure.
Task 2: Case Study
1. For enhancing the business and the recruitment of the Classic Care, some specific
information would be required which would help in gaining an insight into the business.
a. What is the future goal of the organisation (next 5 years)?
b. What has been the past 5 year’s annual profit of the organisation?
c. Is there any critical care facility served by the care unit?
d. Is there any improvement in customer satisfaction assessed through customer
feedback forms?
e. What are the improvement plans for serving the patients in a more productive
manner?
2. Based on the question provided for enhancing the business and HR needs of the Classic Care,
the answers which will help in obtaining an insight into the business
a. The future goal of the Classic Care centre for the next five years will be to enhance the vision
of the centre and provide the old-age people with the right to diversity, safety and pleasure.
b. The last year annual profit of the Classic Care centre has been $ 255 million

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c. There are few critical care facilities provided by the centre such as constant monitoring of
critical patients, trauma centre etc. The intensive care units need to be enhanced for the old-age
people so that they can be treated instantly and efficiently.
d. The company has implemented a clear feedback mechanisms for the customers to raise their
issues. The feedback mechanism introduced is to satisfy the customers requirements and
demands.
e. The improvement plan of the Classic care centre for serving the patients in a more productive
manner is hiring qualified and trained employees and nursing staff who will care and respect the
safety, diversity and culture of the old age patients. Organizational culture for commitment,
safety and responsibility will also be implemented as well as efficient organizational governance
to enhance the productivity will be introduced.
Task 3- Being on Track
Questions for Checking the Accuracy of the position description and personal specification
1. What is your educational qualification?
2. Specify the personal attributes you have that is accurate for this position?
3. What is the special skills and abilities you posses that is suitable for this job?
4. Any additional experience you posses that will help you in your present job?
5. Give a brief overview about your job summary?
6. According to you what are the attributes required and beneficial for this specific job position?

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Position Description
Job Title (Title of the Job)
Reporting to (The duties will be performed according to complete orders and
administration of the person in charge)
Personal Attributes (Qualities of the person selected, for instance charming, funny,
intelligent, hardworking etc.)
Qualifications Required (Educational Qualification necessary for the position)
Skills and Abilities (special skills and abilities you posses that is suitable for this job)
Experience (Additional experience you posses that will help you in your
present job)
Position Summary/ Job Overview
(The summary of the job will provide a brief overview of the position. It will also summarize the purpose
and goals of the position as well as describe the degree of supervision, discretion and responsibility
required for the job)
Major Responsibilities and Duties
(the specific tasks the employee performs to achieve the objective. It can also be stated as activity
statements that describes what the worker will actually do.)
Attributes required for the position
(Essential qualities that is required and beneficial for this position)
Task 4- Development of detailed Checklist

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Recruitment
1. Recognizing the need for hiring
2. Planning in detail about the job descriptions and responsibility it will entail
3. Searching for the correct candidate
4. Identifying the feasible candidate
5. Interviewing A-level candidates who will be suitable for the job
6. Evaluating the candidates
7. Starting the process of screening via phone or email
8. Recruiting the suitable candidate for the position
Selection
1. Reception- The team accountable for hiring must present all the negative and
positive aspect of the job
2. Interview screening for cutting the cost of hiring process
3. Approaching for a method of Application blank which will provide personal
information about the candidates.
4. Selection test
5. Selection interview for selecting a viable candidate
6. Medical examination of the candidates
7. Hiring decision

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Induction
1. Organizing and induction checklist
2. Making the newly employed members feel welcomed
3. Motivating the entire team to work
4. Stating the visions and values of the company
5. Encouraging communication between the team members
6. Framing the expectation of the organization effectively
7. Implementing creative ideas for keeping the newly hired motivated
8. Asking for feedbacks from the employees