BSBHRM506: Recruitment, Selection Policies and Guidelines Report

This report provides a comprehensive comparison of recruitment and selection policies at Healthcare United between the years 2000 and 2010, alongside the formulation of a work plan and induction plan designed for manpower resource development. The analysis delves into the evolution of recruitment strategies, encompassing changes in responsibilities, training, and documentation processes. It examines the organization's objectives, selection criteria, advertising methods, and legislative compliance. The report also highlights revisions and areas for improvement in the recruitment process, emphasizing the importance of adhering to federal and state regulations, and the significance of a transparent and ethical approach. Ultimately, the report offers insights into the progression of HR practices within Healthcare United, offering recommendations for future enhancements.

Running head: RECRUITMENT, SELECTION POLICIES AS WELL AS GUIDELINES REPORT
Recruitment, Selection Policies as well as Guidelines Report
Name of the Student:
Name of the University:
Author’s Note:

1RECRUITMENT, SELECTION POLICIES AS WELL AS GUIDELINES REPORT
Table of Contents
Executive Summary...................................................................................................................3
Introduction................................................................................................................................4
Discussion..................................................................................................................................4
Conclusion................................................................................................................................19
Reference List..........................................................................................................................20

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Executive Summary
The current assignment discusses about comparisons between recruitment policies for
Healthcare United in between years 2000 and 2010 and it talks about a work plan as well as
induction plan for development of manpower resources. This formulation of policies for
recruitment plan generally talks about certain issues and ways to solve those issues in order to
create the work environment challenging for the employees in the workplace.

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Introduction
Healthcare United is an organization that provides services towards healthcare facilities and it
conducts employment opportunities currently for 1500 candidates from different sites known
as Victoria as well as NSW. They have formulated a plan in order to initiate new strategies
for employing 500 more people in three different stages for their new office that would be
built in Hobart. Recruitment process of Healthcare United in the year 2000 used to abide by
strategies of organization, appropriate legislation procedures and through these processes
they were able achieve best practices towards recruitment process (Igbokwe-Ibeto&
Agbodike, 2015). Their recruitment process used to involve various procedures like analysis
over vacant position or position description. However in 2010 there were some changes
incorporated in selection process like managers are allocated the responsibility to recruit
staff, training of various personnel and support documentation. The managers shall be
supported by members consisting of HR department. The current report makes a comparison
study between selection procedures followed by the organization in the year of 2000 to that
of 2010 and various legislation procedures that are being followed. It also provides a
recommendation on further improvement of the procedures throughout the recruitment
process and provides a detailed research.
Discussion
1. Understanding of Recruitment as well as Selection Policies of Healthcare United in
the year 2010
Healthcare United has a soul objective to achieve the top position in terms of providing
healthcare services in Australia. It is an organization that wants to expand its operations in
various parts of the country including the new office that it has started in Hobart.
It is basically an organization that works to serve various customers in following ways:

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 It is the best organization in terms of providing quality services to various customers all
over the country through skilled and well-trained professionals
 It is renowned in terms of providing services that are equipped with current scientific
innovations and technologies to both staff members as well as clients
 The organization undertakes innovative practises as well as various procedures that has a
star mark effect on internal as well as external environment of organization
 It tries to compete with other firms in hospitality industry through its various facilities and
methods
To enhance the future requirements of the firm, the aim of the organization is to conduct a
recruitment process in three different stages for 500 vacancies for skilled healthcare
professionals in upcoming five years (Davison et al. 2016).
Prime factors of recruitment as well as selection policies include:
 The board of managerial department of the Company is going to undertake roles as well
as responsibilities for recruiting as well as selecting professionals, providing them
adequate facilities for training and take care of documentation process
 Members constituting Department for Human Resources will look after the Managerial
Team
 Period for selection as well as recruitment shall be kept confined to maximum two to four
weeks
 Vacancies in the firm for new positions shall be advertised through external as well as
internal processes for ten consecutive days for working. If special exemptions are to be
applied as well as they are required to be advertised through social media then it can be
done so and also through famous national newspapers of Australia

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 Interview of candidates are to be performed through platform that would consist of skilled
personnel
 The Company shall maintain equality in terms of recruiting a candidate for the job
2. Analysis of Recruitment as well as Selection Procedures of Healthcare United in
year 2000
In the year 2000, Healthcare United formulated development of selection as well as
recruitment procedures that were in pace with various strategies of organization as well as
legislation laws.
Selection as well as recruitment process include various methods:
 Analysis towards various vacant positions in the Company
Suppose a position got emptied due to someone leaving the Company, then it becomes
important to judge the necessity of that position for the Company. It used to become the
responsibility of the manager to take the decision within two to four days to convey to the HR
department and request for further conducting interview to fill up the empty position (Roth et
al. 2016). The manager had to fill up a form for permission for further recruitment by putting
forward necessary reasons before the higher authority as to recruit a personnel. This complete
process was subjected under examination by HR Department and after the agreement was
done, the final bill was passed by senior management board that constitutes approval for the
same. HR Department used to decide in order to fix various implications, legislative laws and
awards for those person who would be holding that position in the firm.
 Description of Position hold by the person
Recruitment that was required to be done for various positions in the Company was done by
utilizing a template that would lay down description for various positions like title of
position, main objectives, necessary qualifications for that post, a WHS component and

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various terms and conditions associated with recruitment policy. HR personnel might discuss
regarding the vacancies and ways to fill those places and senior authority managers used to
take the responsibility to sign off those descriptions.
 Through procedures of advertisement for vacancies
The organization used to follow a specific advertisement norms like it used to seek for unique
authorization from senior managers and all those vacancies needed to be posted in the form
of internal media for minimum 10 consecutive working days through HU newsletter before
those advertisements were produced in social media sites for again another 10 consecutive
days.
Those newsletters were distributed through intranet services in the morning and hard copies
were pinned over notice boards so that the news could get distributed. HRs used to take the
responsibilities to send advertisements to various publishers to get them posted over intranet.
They used to create advertisements through print media applications that are government
authorized.
 Shortlisting of applicants and calling them for interview processes
HR Department used to invite administration at the head offices after shortlisting of eligible
candidates for interview process. Candidates on appearing for the interview within scheduled
date and time were made to sit for a number of interview rounds that would include aptitude
or assessment tests. Those candidates who could pass those rounds were called for an
interview with HR members and their various documents were verified before offering them
the job. Experienced candidates appearing for interview rounds were given extra preference
and the whole process used to be conducted within two to five days. Not more than 12
interviews used to be conducted on each day.
 After the final selection was done, welcoming of candidates to the Company

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After announcement of names of selected candidates Chairperson used to take the lead role in
greeting those candidates and staff members from the Recruitment Committee used to ask
certain questions to the newly selected candidates to analyse their emotional intelligence as
well as IQ level that would be required for an employee in order to serve the working
environment. The reference of those selected candidates were also checked as members from
HR Department used to ask managers regarding knowledge as well as skills that would suit
appropriate for this job. Sometimes discussions would also take place among HR persons of
different branch in the interview session. The candidates who were not able to qualify the
interview rounds for this Company were given necessary feedback through phone calls and
were suggested to perform better for next time by senior members from the Company through
phone calls or emails (Arends et al. 2014).
3. Identification, explanation as well as addressing of each procedure of the
organization against current Recruitment process of Healthcare United, legislation
procedures and Selection Policies
 Producing advertisement for filling the vacancies in the Company was a complicated
process that was mentioned in the recruitment policy for Healthcare United in the year
2000 as it used to involve HR departments (Witt et al. 2017). They at first used to
produce those advertisements in HU newsletter through intranet services and after that
those vacancies were posted on print media at external level. However things were turned
into much less complicated in 2010 as managers were being made involve who take
responsibilities for posting vacancies associated with this job through external as well as
internal media within ten working days simultaneously that would include national
newspapers as well.
 During the year 2000, Healthcare United was primarily concerned over determining
various core competencies that the organization used to undergo in several forms and it

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used to have a check on the skilled employees that were present in competitor firms and
on the basis of that they used to set the selection criteria for candidates that is indifferent
to the recruitment policies that were set in 2010. From this particular year selection
criteria was confined to educational qualification and since they had been emphasizing on
Intelligence Level of candidates who would be suitable for those vacant positions.
 The organization mainly emphasized on following the rules and regulations laid by
Federal and State Governments in the nation in the year 2000 and those policies of
recruitment were subjected to transparency and used to follow a moral Code of Conduct
that would act against process of discrimination of candidates on the basis of their race or
religion. However these policies have been under the grounds of liberal laws since the
starting year of year 2010. These Federal policies have been preserving the dignity as
well as individual rights since recent years.
 A selection and proper legislation procedure is mandatory as it helps to take care of
various requirements of business and candidates have to undergo consistent processes of
selection and meet each criteria every individual stage. Staff members were made involve
after the entire process of interview used to get over during the period of 2000 however
these burden were turned little lighter as years passed and in the year of 2010, recruitment
process was mainly undertaken under the guidance and advice of managing directors and
lower levels were not allowed to involve in deciding the vacant positions.
4. Discussion of revision area that is in contrast to policies of 2010
Accumulation of data for selection as well as and undergoing through revision processes that
would incorporate various revision areas in 2000 that would be in contrast to various
selection criteria that were laid in 2010. Reference checks that were used to be a part of
interview process are not much considered while selecting new candidates for Healthcare
United since the year 2010 as they are not much concerned over signing a contract with HR

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Department regarding those referential position of candidates who were referred by some
employee who had been working for Healthcare United.
5. Discussion on various policies on documentation as well as procedures that would
help to formulate HR documents at standardized level
Policies towards human resources are various rules as well as guidelines that are laid before
starting a business in order to employ more people, train them and provide rewards as well as
remunerations to people who show good performance. The policies for human resources are
framed as such they prevent any form of misunderstanding or raise conflict among the
employees. Some of these policies are as follows:
 Policies towards provision of equal employment opportunities for all workers in
Healthcare United
 Classification of employees on the basis of their designations that they hold in the
Company
 Policies with respect to workdays, number of days of payment subject to the attendance
of employees and certain laws for pay advances
 Certain vacation policies or providing certain benefits like international flight tickets to
employees and incorporation of special holidays within the policies will increase the
satisfaction of employees towards their jobs (Van Iddekinge et al. 2016).
6. Illustration as well as deliberation based on policies for example advertisement for
vacancies and various procedures for selection that do not abide by current
legislation
There are no such policies that do not abide by appropriate legislation procedures that include
legislative policies that would abide by certain laws and regulations. Current legislation
includes Theory of Competence that ensure proper procedures in support of legislation.

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7. Evaluation of key areas of major guidelines that were laid in the policies of 2000 and
detailed discussion
There would be certain guidelines that were laid down in support of various policies as well
as discussions with respect to recruitment of candidates. According to the Act against
Disability as well as Discrimination that was formulated in the year 1995 it protects the
fundamental rights of individuals who appear for job interviews in Healthcare United
irrespective of their weaknesses as well as disabilities (Van Iddekinge et al. 2016). On
helping to open a reference file with a permanent account number for each employee helps to
preserve their rights and when they play an active role in referring a candidate to the
Company they can do so by sending mails from their authenticated accounts.
8. Workforce Plan that is laid for development of human resources in future
Heading : To conduct proper training facilities for development of human resources and
making them suitable for delivering best performance towards the organization
Executive Summary To work towards growth and development of human capital
resources that would increase the production of good quality
health services towards clients.
1. Introduction: There might be various factors that play a vital role in growth
and development of manpower that would later serve towards
growth of the organization and increase the competition within
the market among existing firms (Priyadarshini, Kumar & Jha,
2017).. Employees need to be equipped with adequate training

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facilities and technical skills that would help them give their best
towards the organization. This plan is being developed to
structure out resources that are utilized to develop human
resources in the organizational environment.
2. Strategic background and context.
 Organization
Profile
Human Resources at Healthcare United
 Objectives 1) To achieve better performance from the side of
employees
2) To increase satisfaction of employees towards their job
 Expected
outcomes
To understand the employees in terms of their attitude towards
their job opportunities
3. Schedule of recruitment process
Milestone Description Time
required
Person responsible
Job title For example: Classroom teacher year 8 – 10 Italian
Link to Strategic Intent and
target:
Refer to your strategic plan