Assessment Task 3

Assessment Task 3 BSBHRM506 Manage recruitment selection and induction processes
Manage staff induction

Submission details
Student’s Name Tarinee Piay Student No. CRI0100ENF
Assessor’s Name
Assessment Site
Assessment Date/s
You will have been told by your assessor when you need to submit this assessment task.
Makes sure if you want to change that date – you get it in writing.
Submit this document with any required evidence attached. See specifications below for
details.
Performance object ive

You must demonstrate your ability to manage an induction/training process.
Assessment description
You are to research, develop and write a set of guidelines/rules for an induction program
at your organisation, an organisation with which you are familiar or an organisation
approved by your assessor. You will then deliver an induction program or part of one,
provide feedback to inductees/participants and collect information about how well the
programme went.
Procedure
1. Conduct research on induction procedures and program content/what is part of the
programme within your workplace and industry.
2. Draft/plan policy statement objectives, program outline, procedures and
documents for each stage of induction process that suit the organisation and
comply with relevant legislation. (i.e rules on how training will be conducted, what is
included in the training as well as making sure we meet government and industry
rules and guidelines),
 Consult relevant workplace personnel for feedback on guidelines.
© 2015 Innovation and Business Industry Skills Council Ltd/Last modified Jan 2017 1st edition version: 2
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 Refine and edit guidelines. (i.e make the guidelines better to suit your
organisation)
 Ensure all sources are referenced correctly. (i.e when mentioning any
external material - for e.g websites, or newspapers etc – make sure they are
correct.) ‘
 Write final copy of guidelines following format stated in Appendix 1.
3. Induct/train staff using your guidelines or following company policies & procedures.
Ensure you:
 You can deliver the training to your classmates, friends, etc.
 Provide access to training and ongoing support for all persons attending
training.
 Check induction/training processes are followed across the organisation
 Manage the try-out staff and advise them at the end of their term whether
they have a position or not.
 Monitor - check and review
 Discuss with people attending the training and other managers if the training
is right for them.
Note: Collect evidence of the above such as training plans, performance reports,
scorecards, emails.
4. Make adjustments to guidelines in response to feedback.
5. Submit documentation as per specifications below.
Specifications
You will need to submit:
 Induction guidelines drafts: original and later drafts refined after feedback on
performance (i.e provide your first documents on training and then after you have
had some comments about the training)
 Evidence of providing training or other development support for inductees (i.e
provide some proof that the staff attended the training)
 Evidence of providing feedback, such as emails or organisational reports (provide
written reviews from people attending the training about their experience)
 Evidence of gathering feedback for the purpose of monitoring the performance of
the induction program, such as organisational reporting (i.e show that you have
got proof of the reviews for management)
Your assessor will be looking for evidence of:
 Writing skills to prepare guidelines/rules that are complete, clearly written in plain
English with all sources (external materials internet/newspapers) correctly
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referenced/showing using in-text referencing or footnotes 1 and a bibliography 2.

They must be presented in the form of a bound (secured and punch hold or
fastened) document and adhere closely to the format.
 Planning skills to develop logical/step by step processes
 Work skills to work properly within constraints/guidelines set by business strategy
and objectives (business goals), policy, and the external legislative requirements
(i.e government and industry rules/laws)
1Footnote – this is a footnote, a note at the bottom of a page, giving further information about
something mentioned in the text above
2 Bibliography - a list of books and articles consulted, appearing at the end of a book or other text
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Appendix 1: Format for guidelines

● Title page
● Contents
● Introduction:
○ brief organisation profile – introduction to the company to all people in the

training session.
○ induction/training policy statement and objectives (i.e goals of the training
being provided)
● Induction program:
○ program outline with session titles, facilitators/trainers, location, times,

methods of delivery (how teaching is conducted)
○ induction toolkit contents checklist – what is being provided in the training
items, like books, pens, policies etc)
○ induction process checklist (list of items to be checked and confirmed)
○ evaluation form – (what the people in the training thought of the training
session)
● Induction training and support:
○ objectives based on organisational policy (the aims of the company)

○ training tasks
○ list of staff and methods for training staff
○ checklists for facilitating/making the training easy training
○ training evaluation form - (what the people in the training thought of the
training session)
● Overseeing of probationary employees:
○ objectives based on organisational policy

○ probation procedure ( staff being tried-out – what is the procedure)
○ checklist for procedure
○ probation process evaluation form.
● Appendix:
○ templates
○ sample documentation
○ bibliography.
INDUCTION GUIDELINE
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FOR HEALTHCARE UNITED 2016
Contents
EXECUTIVE SUMMARY
This report is intended for the recruitment and selection processes of Healthcare united
and the development of a new and improved recruitment and selection policy that
Healthcare United can adopt in order to improve the recruitment and selection process of
the company.
This report identifies and analyses the 2000 Healthcare United recruitment and selection
guidelines against the current 2010 Healthcare United recruitment policy and relevant
legislation. Identify and discuss key areas for each procedure that need revising because
they are contrary to 2010 policy, out-dated compared to current research and practice
and do not comply with the legislation. This report comprises the information regarding
the analysis of the policy and procedures of existing recruitment and selection processes
for Healthcare United which is one of the best healthcare professionals in Australia. This
organization currently employs 1500 healthcare professionals with two sites in Victoria
and NSW. They recently developed a new strategic plan that involves opening another
office in Hobart. Report consists of the comparison between the year 2000 Healthcare
United recruitment and selection guidelines against the newly developed 2010
Healthcare United recruitment and selection policy and relevant legislation. Following key
areas are going to be considered while comparing, time frames, personnel involved,
documentation, training, monitoring and evaluation.
This Healthcare United sets out additional requirements and standard processes specific
to NSW and Victoria to recruit the best people for the job in a timely, open and
transparent manner. It provides direction in recruitment and selection processes to
achieve greater flexibility in recruitment options to attract a diverse range of people. It
encourages the use and review of a range of selection techniques when recruiting
potential employees. This policy also ensures that actions are based one ethical decision
making and in accordance with the relevant legislation.
With the recognition of these issues, this report highlights some recommendations that
will address those concerns and improve procedures and the overall process.
Summary of the Recommendation:

After a thorough analysis, recommendations that are highly suggested for implementation
to areas listed below: * Vacant position
* Position description
* Lodge an advertisement
* Short-list applicants
* Interview preparation
* Interview applicants
* Reference checks
* Job offer
* Feedback to unsuccessful applicants
INTRODUCTION
Healthcare United is a healthcare provider and currently employs 1,500 Healthcare
professionals with two sites in Victoria and NSW. It aims to be the number one provider of
Healthcare professionals in Australia. Healthcare United recently developed a new strategic
plan that involves opening another office in Hobart. As an organisation its vision is to
provide the best qualified and trained human resources available for clients, an up-to-date
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technology in all services for both clients and staff, innovative best practices and
procedures from both inside and outside the organisation and the best facilities and
procedure in a competitive environment. For Healthcare United, recruitment and selection
is a critical activity for all organisations to ensure that it has the right people, at the right
time, in the right places, equipped and able to do what needs to be done to fulfil
organisation objectives.
Introduction
Brief organisation profile
Corporate Overview
Healthcare United, an organization that currently employs 1500 workers, health care
professionals, with two sites in Victoria and New South Wales and seeks to expand its
operations and open another office in Hobart. As an organization, our vision is to:
 Personnel qualified and trained for the best customers.
 Modern technology in all services for both customers and employees.
 Innovative practices and procedures, both internal and external.
 Facilities and the best in the competitive environment.
Induction policy statement and objectives

 Managers are responsible for sourcing and recruiting, personnel training and the
necessary supporting documents.
 HR managers are supported in this role.
 The duration of the recruitment and selection process will be for a period of two to
three weeks.
 Position analysis is carried out on all new or vacant positions.
 Vacancies and new positions will be advertised internally and externally within ten
working days, unless a special exemption and are advertised online and in leading
newspapers of the country.
 Except for recruiting personnel must be approved by the general manager.
 All interviews will be conducted by a selection committee that trained already.
 Employee Selection is based on the reference checks carried out by the manager
 Healthcare United is an equal opportunity employer.
Induction program:
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Session titles: Induction program for new staff of HealthCare United 2016
Facilitators : Sofia, Manager
Location : Meeting room 4, 22 Harbour street, Sydney
Times : 10.00am
Methods of delivery :Group meeting
Induction toolkit contents checklist
Provide a welcome morning or afternoon tea
Induction completed:
Signed:
Manager/Inductor
Employee/Inductee
Induction process checklist
Evaluation form.
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Simplify your evaluation process with a free, utilizing one of our easy-to-edit evaluation form
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Induction training and support

Objectives based on organisational policy
Induction Training is absolutely vital for new starters. Good induction training ensures new
starters are retained, and then settled in quickly and happily to a productive role. Induction
training is more than skills training. It's about the basics that seasoned employees all take
for granted: what the shifts are; where the notice-board is; what's the routine for holidays,
sickness; where's the canteen; what's the dress code; where the toilets are. New employees
also need to understand the organisation's mission, goals, values and philosophy;
personnel practices, health and safety rules, and of course the job they're required to do,
with clear methods, timescales and expectations.
On the point of values and philosophy, induction training offers a wonderful early
opportunity to establish clear foundations and expectations in terms of ethics, integrity,
corporate social responsibility, and all the other converging concepts in this area that are
the bedrock of all good modern responsible organisations. See also love and spirituality in
organisations: trainers and new starters - anyone - can bring compassion and humanity to
work. The starting point is actually putting these fundamantal life-forces on the workplace
agenda.
Professionally organized and delivered induction training is your new employees' first
proper impression of you and your organization, so it's also an excellent opportunity to
reinforce their decision to come and work for you.
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Proper induction training is increasingly a legal requirement. Employers have a formal duty
to provide new employees with all relevant information and training relating to health and
safety particularly.
Induction training
Induction training is important as it enables a new recruit to become productive as quickly
as possible. It can avoid costly mistakes by recruits not knowing the procedures or
techniques of their new jobs. The length of induction training will vary from job to job and
will depend on the complexity of the job, the size of the business and the level or position
of the job within the business.
Checklists for facilitating training
General checklist
 Essential 'visitor level' safety and emergency procedures
 Washrooms
 Food and drink
 Smoking areas and policy
 Timings and induction training overview
 Organisational history and background overview
 Ethics and philosophy
 Mission statement(s)
 Organisation overview and structure
 Local structure if applicable
 Departmental structure and interfaces
 Who's who (names, roles, responsibilities)
 Site layout
 Other sites and locations
 Dress codes
 Basic communications overview
 Facilities and amenities
 Pay
 Absenteeism and lateness
 Holidays
 Sickness
 Health insurance
 Pension
 Trades Unions
 Rights and legal issues
 Personnel systems and records overview
 Access to personal data
 Time and attendance system
 Security
 Transport and parking
 Creche and childcare
 Grievance procedures
 Discipline procedures
 Career paths
 Training and development
 Learning Styles Self-Assessment
 Multiple Intelligences Self-Assessment
 Appraisals
 Mentoring
 Awards and Incentives
 Health and Safety, and hazard reporting
 Physical examinations, eye test etc.
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 Emergency procedures, fire drill, first aid

 Accident reporting
 Personal Protective Equipment
 Use, care, and issue of tools and equipment
 Other housekeeping issues
 General administration
 Restricted areas, access, passes
Training Evaluation Form
Title and location of training:
Trainer:
Overseeing of probationary employees:

Objectives based on organisational policy
The purpose of this meeting is intended for employees and managers to discuss the past
three months, and highlight any areas that may be required as we move forward with
continuous employment.
Probation procedure
The trial period is three months of the new jobs and provide both employers and employees
the opportunity to talk about the role and appropriateness of their openly. Employees can
assess whether it meets expectations or not, while employers understand the skills,
knowledge and attitudes of employees.
During this experiment on a new employee should be held at the end of the first month of
the second and third. Allows communication to continue and resolve concerns about
training or responsibilities and clarify the priorities.
Checklist for procedure
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Bibliography
Safe Work NSW, accessed on 07 August 2016, http://www.safework.nsw.gov.au/health-
and-safety/manage-workplace-safety/providing-training-and-instruction
Business and industry portal, accessed on 07 August 2016,

https://www.business.qld.gov.au/business/employing/taking-on-staff/staff-inductions
Evidence of providing feedback, such as emails or organisational reports 
To: Manager@Healthcareunited.com.au
From: Jenny
Regarding to Induction guideline,
I would like it to be quite good. Have a clear understanding, and can be ordered
online, but one of the things that need improvement, we should provide more space
for comments so that new staff can write their own opinions, and we can make
improvements in the future. In addition, we should increase contact and company,
new employees.
Kind regards,
Jenny
HR manager
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Assessment Task 3 BSBHRM506 Manage recruitment selection and induction processes

Manage staff induction

Student’s Name Tarinee Piay Student No. CRI0100ENF

Performance object ive

referenced/showing using in-text referencing or footnotes 1 and a bibliography 2.

Appendix 1: Format for guidelines

○ brief organisation profile – introduction to the company to all people in the

○ program outline with session titles, facilitators/trainers, location, times,

○ objectives based on organisational policy (the aims of the company)

○ objectives based on organisational policy

FOR HEALTHCARE UNITED 2016

Summary of the Recommendation:

Induction policy statement and objectives

Provide a welcome morning or afternoon tea

Induction process checklist

Induction training and support

Checklists for facilitating training

 Emergency procedures, fire drill, first aid

Training Evaluation Form

Title and location of training:

Overseeing of probationary employees:

Checklist for procedure

Business and industry portal, accessed on 07 August 2016,

Evidence of providing feedback, such as emails or organisational reports

Regarding to Induction guideline,

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