BSBHRM506

Assessment Task One: Develop Recruitment, Selection and Induction Policies and Procedures Introduction As our transport organisation is has over 700 employees, we need to ensure that all of the employee have been recruitment as the step of the organisation and ensure that the new employment have the base knowledge of the organisation Definition of policies and procedures. The Policies and procedures are designed to influence and determine all major decisions and actions, and all activities take place within the boundaries set by them. Procedures are the specific methods employed to express policies in action in day-to-day operations of the organization. Together, policies and procedures ensure that a point of view held by the governing body of an organization is translated into steps that result in an outcome compatible with that view The importance of effective policies and procedures for recruitment, selection, and induction activities The effective policies and procedure is to ensure that employee have the qualification as the position and that they have the basic knowledge of our organisation The policies and procedure Identification of a vacancy A vacancy is an employment position with a company, that has no current occupant. Vacancies can occur in several ways. The most common way is that an employee leave a position by promotion, demotion or termination. Promotions can cause a chain reaction of vacancies as employees within an organization promote in succession down the hierarchy. A demotion of one person often causes the promotion of another person. Terminations can cause a chain reaction of promotions if the vacancy is a management position. Sometimes organizations create new positions, so these begin as vacancies. Vacancies are filled through some sort of selection process. The larger the organization, the more formalized this process will be. Preparing position statement and advertisement The principal objective of organisation advertising strategy is to attract the best applicants available in the most timely and cost-effective way. The usual practice of organisation is to publicly advertise all vacancies. Other recruitment strategies may be considered, taking into account the nature of the position and the market for similar roles. An advertisement will specify the application process and requirements of the position. If a position is advertised across two (2) levels, the advertisement should clearly identify the requirements for appointment at each level. Determine recruitment strategy Selection will be based on merit, which is determined through an assessment of an applicant's qualifications, experience, standard of work performance and

personal qualities relevant to the requirements for the position and relative to the credentials and attributes of other applicants. Recruitment Strategies that may be considered include, but are not limited to: a) External advertising b) Use of a search agency c) Internal advertising d) Appointment by secondment e) Direct appointment f) Application by invitation g) Appointment from eligibility list h) Application by expression of interest Establish selection procedures Selection committees as our human resource, supervisor of position and manager or management level will be established to shortlist applications and to interview and recommend applicants for employment. They may vary in size, depending on the situation and position. The person constituting the selection committee will seek gender representation and diversity of membership which has sufficient expertise in the discipline area. It will consist of persons who are equal or senior in rank to that of the expected appointment. The delegated officer will approve final membership of the selection committee. After the attributes of each of the candidates has been discussed by the panel, if there is a some expressed doubt by both parties or no mutual agreement can be reached, the candidates can be asked to come for another interview or another advertisement can be placed. The final decision will be made by the Senior management Short Listing When the advertisement closes, the relevant manager/selection panel chairperson will access their all of the applications. Human Resources will ensure that any hard copy applications are forwarded to the appropriate person. The short list should not be finalised until all members of the team are satisfied that the most suitable applicants have been short listed. Human resource may contact the short-listed applicants by telephone and invite them to interview. An email may be sent to all short-listed applicants to confirm the telephone conversation if desired. The human resource should provide all short-listed applicants with the following information: - interview time and location and length of interview (you may wish to provide directions or a map to assist applicants); - who the applicant should ask for on arrival; - names and titles of the selection panel members; - what documents the applicant should bring to interview; and - the interview format, including information about work sample tests etc, if applicable.

appointments, the Human resource manager may make the offer of appointment following consultation with the management. Once all matters relating to the offer (ie. salary, commencement date etc) have been negotiated, Human resource officer will send the formal offer or letter of appointment to the successful applicant. The letter of appointment will include details of the agreed remuneration package and any special conditions. The applicant must accept the offer in writing before commencing employment at our organisation. The signed letter of appointment is returned to the HR Officer. Induction Induction programs should be structured to ensure that each employee receives the information they require when they start work. Our organisations have a documented induction process that includes induction manuals and copies of relevant policies and procedures. It is important to ensure that you are aware of your organisation's induction process before new employees start. By inducting your employees properly you will find that they contribute more effectively to your team. Each induction program should be specific to the needs of the organisation and the new employee. However, the following is usually covered in an induction program: Introduction to team leader or direct manager - Performance standards and expectations of new employee - Work times - Introduction to team members - Team roles and responsibilities - Introduction to other employees - Organisational chart - Layout of office(s) - Security issues and access to the office - Safety procedures Communication The effective communication will be the written communication as the internal e-mail and report, some of the communication as the consultant will conduct the meeting the management.

Assessment Task Two: Develop a Strategy to Recruit, and Select Staff Strategy to Recruit and selected staff Information to be included in the job description Heading information. This should include job title, pay grade or range, reporting relationship (by position, not individual), hours or shifts, and the likelihood of overtime or weekend work. Summary objective of the job . List the general responsibilities and descriptions of key tasks and their purpose, relationships with customers, coworkers, and others, and the results expected of incumbent employees. Qualifications. State the education, experience, training, and technical skills necessary for entry into this job. Special demands. This should include any extraordinary conditions applicable to the job (for example, heavy lifting, exposure to temperature extremes, prolonged standing, or travel). Job duties and responsibilities. Only two features of job responsibility are important: identifying tasks that comprise about 90 to 95 percent of the work done and listing tasks in order of the time consumed (or, sometimes, in order of importance). - The first task listed should be the most important or time-consuming one, and so on. - Employers can cover 90 to 95 percent or more of most tasks and responsibilities in a few statements. - It’s more important to list what must be performed and accomplished than how, if there is more than one way to do it. Being too specific on how to accomplish a duty could lead to ADA issues when an employee asks for an accommodation. Approved by The approval of the job description Date of updated detail The date the latest update the information Information to be included in a job advertisement - Heading information. - Summary objective of the job. - Qualifications. - Special demands. - Job duties and responsibilities. Required policies to be considered when advertising a vacant position All recruitment advertising must be arranged by Human Resources. Recruitment of continuing and fixed-term positions for more than six months will be through advertisement, unless recommended otherwise by the relevant Delegate and approved by the Director (Human Resources). Online advertising is the organisation's preferred medium for advertising all positions. Advertising in print media will only be offered in exceptional circumstances and must be supported by a strong business case from the relevant Delegate to substantiate the need. Human Resources will consider these requests on a case by case basis.

It is important to be aware of the requirements of Section 5.40 in the Local Government Act 1995 in relation to principles of recruitment of Local Government employees. List any two recruitment specialists who may assist you in recruitment. Discuss what types of assistance they may be able to provide in this regard. Recruitment Agencies can be an important component of your overall job search strategy, as they may be aware of job leads that aren’t advertised elsewhere; they actively seek job openings and employers approach them with job vacancies. Some employers even have exclusive arrangements with certain Recruitment Agencies. SKL Our consultants bring over 40 years of actuarial recruitment experience in Australia, across Asia Pacific and in the UK. Two of our consultants are Fellows of the Actuaries Institute so we offer a depth of understanding of the work undertaken by actuaries as well as the skills and knowledge they offer. Based in the Sydney CBD we travel interstate on a regular basis. While our immediate focus is Australia we will be expanding our services into New Zealand and the Asia Pacific region. Recruit2Retail Australia, their 3 simple roles  To assist Australia’s best retail businesses achieve their business goals by connecting them to talented retail professionals  To assist talented retail professionals achieve their career goals by connecting them to Australia’s best retail businesses  To always demonstrate professionalism and ethical conduct to our clients and candidates List all information to be provided in a contract letter. Check what minimum entitlements apply to the position so you can fill in the relevant sections in the template, including: - pay - hours of work - shift penalties and loadings - leave entitlements, and - termination of employment notice periods. Minimum entitlements can come from a range of sources including industrial instruments (e.g. an award or an enterprise agreement) and legislation, such as the Fair Work Act 2009. The contract letter including 1. Position such as start date will be, The duties of this position are set out in the position description. 2. Probation 3. Terms and conditions of employment 4. Ordinary hours of work 5. Remuneration 6. Leave 7. Your obligations to the employer 8. Termination of employment 9. Confidentiality 10. Entire agreement

Assessment Task Three: Design an Induction Training Program Training program Definition of induction training After new employee have appointed someone to a position, you need to introduce them to your business and their role. This process is called a staff induction. Objectives of the induction training - Provide support information in the mist appropriate format - Employee acknowledge the roles and responsibilities - Build confidence about self and the organization - Assist the new employee to contribute to organizational success more quickly Benefits to employer and employees Staff or employees who are successfully introduced to the organisation, its values, culture, people and acceptable working practices are more likely to stay in their roles for a longer period. A well-prepared and comprehensive induction program helps staff quickly understand the responsibilities of their new role and your expectations of them. It's important to communicate staffing changes, such as a new staff member starting or an existing one changing roles, to other staff members. Existing staff can support a new staff member throughout the induction process (e.g. by explaining key duties and helping set up their workspace). Inductions will vary depending on whether the staff member is new or they are an existing staff member switching roles or returning from a long absence Method(s) Training and coaching It is then helpful to consider who could support the effective implementation of the induction process for a new employee and what role will they play within the programme. Highlighting someone in the department – say another employee who can partner or coach the new employee in the early stages is really helpful for everyone concerned. The role they take on will need to be clarified with them. It could include but not be limited to:  Introducing each department team member  Providing a tour of the department and staff facilities  Explaining the workings of the department along with the departmental systems, policies and procedures  Explaining the department safety policies and procedures such as fire evacuation procedures, acquiring first aid treatment  Training core job related tasks  Taking the team member to lunch and tea/coffee breaks  Introducing the social aspects of the organisation Online learning