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Tejveer Singh Grewal

Recruitment, selection and induction process


Recruitment, selection and induction are part of an ongoing cycle for organisations that focuses on filling vacant positions and preparation for future growth, change or replacement of staff.
The following list is an overview of typical recruitment, selection and induction activities for an organisation. Your job role may require you to participate in or manage these tasks or procedures:

vacant/new position identified position analysis obtain permission to recruit develop position description identify recruitment options advertise/search applications collated develop pre-selection strategies screening of applicants short-list applicants for interview develop interview & selection techniques conduct interviews selection by selection panel approval by organisation verbal offer reference checks response to unsuccessful applicants written contract signature induction overseeing of probationary employee.

Poor recruitment, selection and induction can cost an organisation considerable time and money

A number of terms dealing with organisational systems and structures will come up frequently when discussing human resource management.

Strategic plan
A strategic plan is an organisations overall plan or vision for the future (generally three to five years). It outlines where they are today, where they would like to be in the future and what elements they intend to focus on to get there. HR plans must reflect the staffing goals outlined in a strategic plan. Once they have a strategic plan, organisations can create action plans and implement strategies to enable them to move in their intended direction. Strategic plans often describe; mission and vision statements, values, goals and objectives.
Policies are the guiding principles of an organisation and they describe an organisations commitment to quality and service. They may be about how personnel, e.g. a training policy that ensures all staff involved in facilitating training are able to perform their duties from commencement and in an ongoing manner. Policies are the basis of an organisations procedures and provide the framework for decision-making in an organisation. For example, a general OHS policy will state the organisations intention to provide a safe workplace, the health and safety goals and acknowledge the relevant legislation and the organisations intention to comply with that legislation. Policies are generally developed by relevant committees within an organisation in consultation with stakeholders and key executives. They require approval by committees such as: Injury management, OHS, Risk management and strategic partnership. When developing a policy, the organisation needs to examine policy from other similar organisations will also plan how it should be implemented, the roles and functions needed as well as the procedures to support, maintain andreviewthe policy. For a policy to be effective it needs to:
outline a desired standard establish KPIs (Key Performance Indicators) at development stage state its purpose state legal obligation of management/organisation specify objectives

give timeframes

identify roles and functions of relevant managers, supervisors, stakeholders

state how policy will implemented and monitored outline expectations of employees in relation to policy organise a policy review communicate policy to all workers.