It is important for a Company to measure the important of the vacancy. If the Company need human resources then it must be fulfilled. Therefore, in case of the Healthcare United, the Company is going to open new office in Hobart. In that case, Healthcare United requires 500 employees in total.
Role of the manager
The managers play a significant role in the context by checking out the possible need of the employees and specifications of what kind of qualifications they are looking for. It requires 2 to 3 days to identify the different specifications of the employees that the Company need.
b. Position description
The Healthcare United is going to recruit both fresh and experienced workers in their new branch in Hobart. There are 140 employees and 10 managerial posts has been offered. The minimum qualification for the normal employees is having a diploma in healthcare management. For the managerial posts, degree in health care management is needed as the minimum academic qualification. Moreover, aspirants having at least 1 year experience will get preferences. Moreover, candidates can aspire for part time and full time posts only in the normal employee ranks. For the managerial designation we offer AU$850 per month and for the permanent employees AU$300 per month whereas the part time employees will earn AU$200 per month.
|
Position title |
Key Objective |
Qualification required |
WHS component |
Terms |
|
Operation Manager |
Supervising in different departments of the Company |
Ø Degree in healthcare management Ø Minimum 2 years’ experience in the similar industry. |
Ø Flexible timing Ø 38 hours of working per week. Ø Related healthcare measures |
The terms of employment will be valid up to 2 years. After that the Company will decide whether the contract is going to be extended or be terminated. |
|
Permanent employees |
Working in different departments based on their skills and knowledge. |
Ø Minimum 1 year diploma in healthcare management Ø Minimum experience of 1 year In the related industry |
Ø Minimum working hour of 38 hours as per the Australian regulation. Ø Incorporating workplace health and safety measures as per the requirements. Ø Provision of yearly free health checkup facility. |
The tenure of the permanent employees are limited to 1 year. However, if the Company wants to continue the association of the employee then the contract will be extended. |
|
Temporary employees |
Mainly working as trainee in different departments of the Company as per their knowledge and skill. |
Ø Minimum certified courses in healthcare management. |
Ø Minimum working hours of 38 hours per week. Ø Workplace health and safety measures as per the government regulation. |
A three months tenure will be provided. After that based on their performance the Company will decide to sign a contract of 1 year maximum or terminate them. |
The advertising policy of the HealthCare United is associated with both internal and external tools. In this regard, the Company has a unique system of special authorisation from the senior management for initiating advertisement and promotion policy. However, there is sharp change from the advertisement policy of 2000 to the policy taken in 2016. As the Company wants to recruit for the new branch in Hobart, it puts emphasis on the robust external advertisement.
This external policy is comprised of the newspaper advertisement and the intense promotion in the social media. Both the external advertisements are valid for a period of 10 working days. The social media mechanism is associated with the social media like Facebook or Twitter. The Company also maintains a LinkedIn profile in order to maximise their recruitment.
d. Shortlisting
The shortlisting process is related to the first elimination round in the recruitment process. It will requires a week or seven working days for the Company to shortlist the applicants. Based on this shortlist the HealthCare United Company will further initiate the interview round.
e. Interview Preparation
Venue and time are the most important part before conducting an interview. Therefore, the HealthCare United senior management decides to organise the interview in the head office only. Moreover, it requires a selection panel in order to conduct and recruit the employees. Therefore, the Company is going to set the panel with two HR personnel, one senior management executive and the supervisors of the respective departments. It will take three days to complete the interview session. In fact, one of the HR personnel will be the chairperson of the interview session.
f. Interview Applicants
The interview session is accounted of thirty to forty minutes maximum with no breaks. The session will be divided into two parts. One party is related to the general information and interests of the applicants whereas the other part is related to the skills and knowledge of the applicants. There will be 15 interviews maximum in a day and the process would be completed within three to four working days. The beginning of the interview will be 10 am sharp in the morning and continued up to 4pm in the afternoon. As a matter of fact, the applicants will be called in an alphabetic order.
g. Reference checks
There is a provision for the existing employees of HealthCare United to refer applicants. Moreover, the experienced employees who have references from the previous office are going through some checks through telephonic conversation and emailing system. In fact, the purpose of the reference check system is to figure out the authenticity of the references provided by the applicants.
h. Job Offer
It is important to maintain a professional approach while offering jobs to the selected candidates. The Job offer procedure comes after the reference check and it requires two days to complement the job offer procedure. As a matter of fact, the HealthCare United can utilise mailing system as a communication tool in order to inform the selected candidates and their joining details.
1.2 Communication Plan
|
Element |
Responsible person |
Recipient |
Activity |
Timeframe |
Output |
|
Recruitment of new employees |
The HR department Senior authority |
The employees Departmental supervisors |
Interview and training |
Two to three weeks |
Yet to be achieved. |
|
Equal opportunity in recruitment and workplace |
HR department |
The employees and supervisors |
Session with the employees and managers |
2 days |
The new policy is clearly informed. |
|
Skill enhancing practice |
Operation manager |
Newly recruited employees |
Training session |
3 weeks |
Yet to be achieved. |
|
Upgrading technology |
The IT department |
The employees and managers |
Induction and meeting |
3 days |
The new technology is transparent and easy to access. |
1.3 Meeting with the Senior Manager
|
Activity |
Responsible person |
Recipient |
Time-place |
Output |
|
Briefing policy and procedure |
Department manager |
Senior Manager |
Conference room/ 2.30pm – 2.45pm |
The senior manager accept the proposal |
|
Identifying the importance of the new policies and procedure |
Department manager |
Senior manager |
Conference room/ 2.30pm- 2.45pm |
The senior manager is agreed to implement the policies in this regard. |
|
Sustainability in business |
Department manager |
Senior manager |
Conference room/ 2.30pm- 2.45pm |
The Senior Manager confirmed to set some provisions for the equal recruitment process. |
|
Technological adaptation |
Department manager |
Senior manager |
Conference room/ 2.30pm- 2.45pm |
The Senior manager is also looking for the right technology to create more transparency in the organisational communication |
|
Process for salary calculation and benefits |
Department manager |
Senior manager |
Conference room/ 2.30pm- 2.45pm |
The senior manager confirms that those recommendations will be implemented but must have a cost effective feature. |
|
Communication |
Department manager |
Senior manager |
Conference room/ 2.30pm- 2.45pm |
The Senior manager wants to meet with the management in a monthly basis. |
|
Trialling of process |
Department manager |
Senior manager |
Conference room/ 2.30pm- 2.45pm |
The Senior Manager wants to make the process effective and efficient |
|
Training of others |
Department manager |
Senior manager |
Conference room/ 2.30pm- 2.45pm |
The Senior manager put concern about enhancing the skills and knowledge of the employees. |
1.4 Training session for the new manager
Vacant position analysis
As per the new policy of the Healthcare United Company, We are going to stress more on recruiting 500 new employees for the new branch in Hobart.
Position descriptions
The position is opened for both managers and other employees in three consecutive phases. As a matter of fact, for the first phase we are going to appoint 140 employees both part time and permanent and 10 managers for different departments.
Advertisements and promotion
The new advertising strategy is essentially based on the external advertising tools with the incorporation of social media. As a matter of fact, the entire promotional process will be completed within ten to fifteen working days.
Shortlisting
The shortlisting process will be maintained through a two to three days period for proceed towards the interview round.
Interview preparation
The interview preparation will be conducted within a short span with interviewing 20 participants each day. Moreover, the senior management also appoint an interview panel in this regard.
Interviewing applicants
The interview will be based on the equal opportunity as mentioned in the 2016 policy of the Company. As a matter of fact, it will deliver a better organisational employment for the company.
It is important to check the references provided by the employees regarding the references of the previous organisations and other kind of references as well.
Job offers
After the selection process, the process will be facilitated by mailing the selected candidates. In fact, the Healthcare United also maintains a professional approach in this regard.
Offers of employment (including advice about salary, terms and conditions, probation)
The offer of employment letter is coupled with the details related to the salary, terms and conditions and the probationary roles of the designation.
1.5 Question and Answer
Describe recruitment and selection methods, including assessment centres
For the recruitment and selection method we are going to follow a direct approach where the interview panel will directly communicate with the aspirants about the general information and job related skills and knowledge. In this regard, all the interviews will be held in the head office with a time from 10am to 3.30pm.
Explain the concept of outsourcing
In this regard, the concept of outsourcing is resembled with the idea of hiring some new professionals in course of the interview session (Claus Wehner, Giardini and Kabst 2015). In fact, the Healthcare United also feels to hire some experts to evaluate the psychological analysis of the new applicants. However, the thinking is still in process.
Describe the purpose of employee contracts and industrial relations
Employee contract is a key element in the industrial sector. In this regard, it can be argued that the role of the employee contracts deliver a transparent approach in the understanding of the details of the job description (Abernethy, Dekker and Schulz 2015). As a matter of fact, it also creates a legitimate and authentic employment record of the employees.
Summarise relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction
As per the regulation of the Australian Government, every organisation irrespective of public or private must maintain transparency in their employment and recruitment progress (Davis, Frolova and Callahan 2016). It means there should be no discrimination on the basis of class, gender, sex, race, colour or religion and equality must be installed in return. Moreover, it is also important to abide the regulation of the health and safety measures in workplace.
Explain why terms and conditions of employment are an important aspect of recruitment
It can be argued that the relationship between the employee and the company management should be maintained in order to increase the profit for the company by generating skills and creativity (Abernethy, Dekker and Schulz 2015). In this regard, the first step is creating trust from both ends. From the perspective of the organisations, providing terms and conditions will help the employee to get a clear picture of the job and job related other factors.
Explain the relevance of psychometric and skills testing programs to recruitment.
The psychometric tests and the skill testing programs are used to identify the ability, competency, psychological balance and adaptability of an employee. These factors are very important for an organisation to use the employee based on this tests (Rust and Golombok 2014). As a matter of fact, the Company also wants to analyse the psychology of the applicants and compare it with the company mission and vision in such a manner so that the recruitment will be a success.
Training evaluation form
Training title: Training of the new employees
Date: 16 September
Trainer: Supervisor
Position being trained: Managing diverse team
|
Satisfactory |
Not Yet Satisfactory |
|
|
1 Was sufficient time allowed for session? |
4 |
|
|
2 Were there adequate resources? |
3 |
|
|
3 Was method of delivery engaging? |
2 |
|
|
4 Was instruction clear? |
4 |
|
|
5 Were supporting documents useful? |
1 |
The Healthcare United is going to expand its business by opening a new branch in Hobart. In this regard, the company needs employees to run the business effectively in the new branch. It requires 500 staffs to run the new branch. Therefore, the HR department of the Healthcare United proposed to initiate a recruitment process to employ 500 staffs in three consecutive stages.
2.1.2 Staffing plan
|
Staffs |
Number |
|
Managers |
50 |
|
Employees (Permanent) |
1200 |
|
Employees (Part time) |
400 |
|
Total |
1650 |
2.1.2.1 Identification of the need gaps
From this understanding it can be argued that the organisation has enough number of employees but lack of managers to supervise a large number of human resource. As a result of that it creates great problem for the managers to control and monitor such big workforce. Therefore, recruiting more managers will be a beneficial factor to help the company in order to operate more efficiently. As a matter of fact, it will deliver a better framework for the new branch where both employees and managers are needed intensely. In this context, it can be argued that the company need more staff and managers and should initiate an effective recruitment and training process.
2.1.2.2 Identification of the key stakeholders
It can be argued that the key stakeholders of the company are primarily the employees, supplier and the customers. Moreover, shareholders are also considered to be an essential part of the key stakeholders.
2.1.2.3 Specialist
The specialists are identified as the persons responsible for the research and development of new products and the people who are associated with the recruitment process. The specialists in the operations are related to the experts who enriches the product diversity of the company in order to maximize the profits. In addition to this, the recruitment process is also resembled with experts. The psychometric tests and skill developing process are referred as an integral part of the company’s recruitment program. As a result of that the Healthcare Untied is willing to hire an expert who can analyse the psychometric test that is implied upon the newly recruited employees.
It is a pertinent process to make sure that the newly recruited employees possess the same mentality with the mission and vision of the Healthcare Untied Company. Besides this, the company also need professional trainers in order to enhance the production ability of the company. In fact, it will facilitate the Company to incorporate more creativity in the operation.
2.1.2.4 Current status
As per the current status of the Healthcare Untied Company is concerned, it can be argued that the Company is comprised of 1600 staffs and 50 managers presently. However, with the expansion of business and inauguration of the new branch in Hobart, it is necessary to recruit more employees.
2.1.2.5 Recruitment and selection
Based on the recruitment process with the help of the interview panel the Healthcare Untied Company is going to recruit 500 employees within a short span. As a matter of fact, the company is not only putting emphasis on the skill and experience rather the role of psychometric tests is also identified as a key factor in the process and selection. Moreover, the importance of the previous experience of the applicants is also identified imperative.
2.1.3 Specific job description
|
Position title: Operation Manager |
|
Position reports to: Senior business manager |
|
Qualifications – essential 1. Degree in healthcare management 2. Having more than 2 years experiences in the same industry.
|
|
Key objectives 1.The run the business operations in the specific department. 2. To help the organisation in order to increase production and profit. 3. To create more revenue turnover for the Healthcare United Company. 4.To create a better operation environment in order to generate more creativity and efficiency. 5.To maintain a better workplace environment with the help of the HR management. |
|
Key position functions 1.To suggest the senior management about the increase of production. 2.To check the quality of the product and services. 3.To introduce new strategies and technologies in the operation. 4.To facilitate more creativity in the operation. 5.To emphasis on the organisational mission and vision. |
|
Key selection criteria Ø Having degree in healthcare management. Ø A minimum two years’ experience in the similar trend. Ø Preferred certificate or diploma course in organizational management. |
|
OHS requirement Ø Need proper Operational Healthcare system. Ø Provision of healthcare facilities Ø Healthcare insurance. |
|
Terms and conditions of employment The appointment is based on a two years contract with the newly appointed manager. After the completion of the contract the Company will decide whether reassign the contract or terminate it. In fact, the re-subscription of the contract is based on the performance of the employee. |
2.1.4 Specialist requirements
The need of a specialist who has enough knowledge in psychometric tests can be hired in terms of contributing to the process of recruitment. In this regard, it can be argued that the psychometric test helps to figure out the ability, competency, adaptability and decision making skill of a person. It is pertinent for a manager to possess such characteristics. In addition to this, the leadership quality is also considered to be an important aspect that the psychometric test can analyse.
2.1.5 Meeting with senior manager
The staffing plan is very clear and transparent. The Healthcare Untied Company requires employees for their new branch in the Hobart region. Therefore, it requires a huge number of workforce to be recruited. The HR department assessed that minimum 500 employees will be needed for the new branch with a three stages process. In the first phase the company is willing to recruit 140 aspirants among them 10 people will be selected as managers. The rests will be designated for the post of employees. In addition to this, it is important to appoint a specialist in order to judge the aspirants on the basis of their interview and questionnaire round.
The positions are indeed highly essential for running the new branch because the company is already suffers from shortage of employees. There are only 50 managers to monitor 1600 employees. It becomes very stressful for them to handle such a big human resource at a time. In this regard, my role is to give adequate assistance and information related to the employment.
2.1.6Review of the policies and procedure
There are some amendments and recommendations regarding the recruitment and procedure. The senior management ventilates its concern regarding the budget of the company. The reason behind their concern was primarily due to the new establishment expenses in Hobart. However, it is also important to recruit some people in order to make the new establishment a success and increasing the market capitalisation of the Healthcare Untied Company. Therefore, the management follows some guidelines.
As per the guidelines enacted in 2016, the company puts emphasis on the excellence and skill of the employees. Moreover, ensuring equality in the recruitment process is also considered to be an essential factor on behalf of the policy of the Healthcare Untied Company. Hence, the HR team and the Operational managers are going to look into those policies and willing to follow the provisions strictly. As a result of that the interview process is intensely lingered with the company objective and aims and it can be expected that the process will generate benefits for the expansion of the company.
2.2 Part B: Conduct recruitment and selection process
|
Activity |
Timeline |
||||||
|
Day 1 |
Day 4 |
Day 7 |
Day 10 |
Day 14 |
Day 18 |
Day 21 |
|
|
Informed the senior management about the need of recruitment |
|||||||
|
HR initiatives |
|||||||
|
Advertisement |
|||||||
|
Short list applicants |
|||||||
|
Interview preparation |
|||||||
|
Reference check |
|||||||
|
Job offer |
|||||||
|
Training and induction |
Jobtitle: Recruiting managers and office executives for Healthcare Untied Company
Job requirements
This is hereby notifying you that the Healthcare Untied Company is looking for Operation managers and office executives for their new branch in Hobart. Applicants who are in pursuit of lucrative career growth with extensive opportunities, fun loving workplace culture and handsome salary benefit packages can mail their resume into the Company website.
In this regard, for the managerial post a degree in healthcare management with intense experience of two years minimum in the related field are desired. Besides this, for the posts of office executive a diploma or certified course in the healthcare management with an experience of 5 months to 1 year are preferable. Aspirants with a dream of glowing future must uploaded their CV in the below description as soon as possible. The advertisement is valid up to 10 working days.
For uploading your resume click to this link
2.2.3 Potential employee interview
This interview session is conducted for the post of office executive designation.
|
Question categories |
Questions
|
Outcome |
Weight |
Score |
Total |
|
|
|
|
|||
|
Work history |
1. Why do you opt for this company? |
Satisfactory |
2 |
2 |
4 |
|
2. What do you think is the most challenging part in this position? |
Moderate |
1 |
3 |
3 |
|
|
3. Do you have any previous experience in this sector? |
Satisfactory |
2 |
3 |
6 |
|
|
Education and training |
1. Where did you complete your diploma? |
Excellent |
1 |
4 |
4 |
|
2. Do you have any other certificate? |
Moderate |
1 |
3 |
3 |
|
|
Personality, motivation and character |
3. What is your opinion about a workplace environment? |
Moderate |
2 |
3 |
6 |
|
4. Do you familiar with the activities related to the designation? |
Excellent |
2 |
5 |
10 |
|
|
Terms and conditions |
1. Do you have any idea about the terms and conditions for this job? |
Moderate |
1 |
2 |
2 |
|
2. Are the terms and conditions seemed ok for you? |
Moderate |
2 |
3 |
6 |
|
|
Total score (skills and knowledge) |
44 |
As per the revised policy of the Healthcare United in 2016 it can be stated that the Company is focusing on recruiting more healthcare professionals in order to expand their business. In this regard, emphasis is casted upon the quality and skill of the healthcare professionals. It is further coupled with the inclusion of advanced technology in all services for all the staffs and members. Therefore, the managers have to take huge responsibilities for recruiting the staff members and the HR department will help them to make the process successful.
3.1.2 Objective
The objective of this policy is to provide best healthcare professionals across Australia coupled with innovation and skill.
3.1.3 Program outline
Induction program will be conducted on the basis of individual needs. Therefore, it is essential to plan the induction process with consideration to specific areas appropriate for individuals. As a matter of fact, the induction process follows the existing legislature of Australia regarding workplace health and safety, manual handling, workplace equality and diversity and right to information. Moreover, the Healthcare United 2016 revised policy for recruitment will also be taking into consideration for the benefit of the organisation. In this regard, the recruited employees must have previous experience in the related field.
Therefore, it will be easy to brief the Company policy and procedure including the government legislation. The nature of the role of the new employees will be relied on the working relationship between the colleagues in own and other departments. As a matter of fact, for the disabled employees adjustments are also come into play. Therefore, it is the responsibility of the HR to brief the specific needs and culture of the company during and after the completion of the recruitment process and prepared the new employees for joining the organisation. The role of the HR manager, Senior Manager and the supervisors are highly essential in this context.
3.1.4 Documentation
The documentation part deals with the documents provided by the new employees and a draft of the government legislation and company policy and regulations.
3.1.5 Review of the guidelines
The guidelines are effective in the sense that not only it encompasses all the necessary objectives of the company but it also resembles the willingness to provide better workplace environment for the newly recruited employees.
3.1.6 Final draft of the guidelines
Title page: Induction program
|
Session title |
Facilitator |
Location |
Delivery methods |
|
Workplace culture |
HR management |
Head Office |
Power point presentation |
|
Operational objectives |
Supervisor or the Operation manager |
Head Office |
Power point presentation |
|
Company mission and vision |
Senior management executive |
Head Office |
Precise but to the point speech |
|
Training |
Line manager |
Respective branch |
Precise but to the point speech |
|
Employee benefits and payments |
HR manager |
Head Office |
Power point presentation |
Induction toolkit contents checklist
The induction toolkits are as follows
|
Process |
Status (Completed/initials) |
|
Introduction to colleagues |
Completed |
|
Working details |
Completed |
|
Employee details |
Completed |
|
Benefits and payments |
Completed |
|
Conduct |
Completed |
|
Facilities |
Initial |
|
Training and skill |
Initial |
Evaluation form.
|
Activity |
Weight (0-5) |
Rating (0-5) |
|
HR Department |
3 |
2 |
|
Senior Management |
4 |
3 |
|
Operation Manager |
3 |
3 |
|
Facility |
2 |
2 |
|
Benefits and Payments |
2 |
2 |
3.2 Training and support for another manager
The Company revised guidelines of 2016 will be briefed to the other managers so that they can get the importance of the recruitment and their individual objectives in order to facilitate success for the Company. It is important to cooperate and maintain a flexible communication among all the departments and the Senior Management as well. As a result of that everyone will be able to get a clear picture of the achievements and issues and resolve it as soon as possible.
3.3 Induct new staff members
For the probation period of three months the employees will get half of their salary. In fact, it is important to inform that any violation of the company policy will cater immediate termination of that individual. Besides this, the employees can share their workplace related problems with the HR department in case they are facing troubles and issues during their probationary period. The new employees will also give their valuable feedback in a checklist format provided by the HR department through employee email.
3.4 Feedback
The senior manager and the associated managers are seemed to be pleased with this framework and shared their opinion through a feedback form as well.
Reference
Abernethy, M.A., Dekker, H.C. and Schulz, A.K.D., 2015. Are employee selection and incentive contracts complements or substitutes?. Journal of Accounting Research, 53(4), pp.633-668.
Claus Wehner, M., Giardini, A. and Kabst, R., 2015. Recruitment Process Outsourcing and Applicant Reactions: When Does Image Make a Difference?. Human Resource Management, 54(6), pp.851-875.
Davis, P.J., Frolova, Y. and Callahan, W., 2016. Workplace diversity management in Australia: what do managers think and what are organisations doing?. Equality, Diversity and Inclusion: An International Journal, 35(2), pp.81-98.
Rust, J. and Golombok, S., 2014. Modern psychometrics: The science of psychological assessment. Routledge.
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