Manage workplace planning

Submission details

The Assessment Task is due on the date specified by your assessor. Any variations to this arrangement must be approved in writing by your assessor.

Submit this document with any required evidence attached. See specifications below for details.

Performanceobjective

You will demonstrate your ability to develop recruitment and selection policies and procedures in accordance with organisational plans.

Assessment description

You will analyse a case study and develop a set of recruitment and selection policies and procedures. You will present your policies and procedures to senior management for approval and consultation, conduct trialling of processes, train new managers on processes and answer a set of questions.

Procedure

1. Review the following case study information:

2. Read the 2016 Healthcare United Recruitment and Selection Policy.

3. Analyse the 2000 Healthcare United Recruitment and Selection policy and procedures comparing key areas for each procedure against the current 2016 Healthcare United Recruitment and Selection Policy and relevant legislation.

4. Identify key areas for each procedure that need revising because they are:

· contrary to 2016 policy

· outdated compared to current research and practice

· do not comply with current legislation.

In comparison of the 2016 and 2000 policy, 2016 policy is better than 2000 policy in terms of empowerment of the managers. In 2000 policy managers were supposed to consult the HR before doing any recruitment process but in the 2016 policy managers are empowered to carry out recruitment process. In the 2016 policy, the recruitment and the selection process will take 2-3 weeks whereas in 2000 policy the recruitment and selection would take 8 procedures each with differentiated time frame. This would take almost 35 days to recruit and select an applicant.

In the 2000 policy, managers were during the recruitment and selection process managers were to act under the instructions provided by the HR. In 2016 policy, managers are the leaders of the leaders of the recruitment and selection process and they don’t need to consult the HR on what candidate they should consider. The 2016 policy fails to acknowledge the HR office who is supposed to give the go ahead of the recruitment and selection process.

5. Research recruitment and selection processes best practice.

6. Develop a recruitment and selection policy and set of procedures, including checklists, that complies with organisational, legal and policy requirements. Develop procedures for:

· vacant position analysis

· position descriptions

· advertisements and promotion

· shortlisting

· interview preparation

· interviewing applicants

· reference checks

· job offer

Ensure you consider and include provisions for:

· external reference checks

· offers of employment (including advice about salary, terms and conditions, probation).

Recruitment and selection policy

Purpose: The main purpose of the policy is to ensure a competent personal are appointed who effectively and efficiently provide the best services. The recruitment and selection process is developed in accordance with organizational strategies, best practise of recruitment and relevant legislation.

Vacant Position analysis

For the recruitment and selection to take place, vacant position in the concerned department must be identified. After that a complete analysis must be done to determine the roles, need and the salaries which will have to be paid to the individual.

The time for this process is two days only.

Procedure of vacant analysis

I. The Human resource manager is notified and position form is created.

II. The manager fills the relevant information in the position form and resubmits it to the HR manager.

III. Both the HR and the concerned manager is identifies the need for analysis.

IV. Senior management should approve the recruitment purpose.

V. Legislative and legal requirements are explored.

Description of the vacant position

Clear definition of the terms and the duties of the vacant post are very crucial undertaking.

The estimated time frame for the development and validation is three to five days.

Procedure:

1. The Human Resource department will develop the position description with the guide of position description template. If necessary the HR manager can consult with the concerned manager the job description.

2. For approval, position description must be signed senior management.

Advertisement

All new positions are supposed to be first advertised internally unless there is special authorisation from the senior management and this should be done with 10 days. This should be done in the HU newsletter before external advertised done for a period of 10 days.

The time frame for the advertisement process is supposed to be 20-25 working days.

The procedure

I. The Human resource department creates the advertisement in the organization newsletter on the intranet.

II. The advertisement is send to the publication department by the human resource manager to be posted on the intranet.

III. The Human Resource creates another advertisement for approved external print media.

IV. The Human Resource manager will organize for external print media after the advertisement has already been posted internally for ten working days.

The short-list applicants

This involves going through every applicant copies to determine those who will be interviewed. All the internal applicants gets an opportunity to be interviewed and the time frame allocated to this process is a minimum of 5 days.

The Procedure

I. All resumes from the applicants are collected and handed to the HR.

II. The HR goes through the position description and the advertisements.

III. The external resumes are sorted out to determine those who qualify and the fail.

IV. The HR again goes through those resumes that seemed to be qualified and complete the-list chart for the external applicants.

V. HR also reads the internal applications and completes the short-list chart.

VI. All documents are those qualified for the interview are collated by the HR.

VII. HR organises administration staff to send all external applicants not short-listed a standard letter by post.

The preparation of the interview

The interview is conducted at the Head Office and the panel is composed by two individuals from the HR department and one representative from the related department. The time frame for this process will be one to two days.

The procedure

I. The administration organizes for a quiet place, snacks and drinks for the panel.

II. The Human Resource manager organizes interview documentation.

III. Interview panel is organized by the Human Resource.

IV. The chairperson who is the HR choices and advises the panel on their role and asks them what three questions they have in mind related to the interview.

Interview applicants

The interview will be conducted at the head office and each will run for thirty minutes with a break of 5 mins. The maximum that have to be conducted at a particular should not exceed twelve. The time frame allocated to this process is one to two days.

Procedure

I. The chairperson who is the HR does a formal introduction.

II. The interview is opened.

III. The interviewee is questioned by the other member of HR department.

IV. The representative of the related department questions the interviewee.

V. The interviewee is asked by the Chair is he or she has any question.

VI. The candidate is informed about the process by the chairperson.

VII. The candidate is thanked by the panel for attending.

VIII. The interview is completed by the panel.

IX. Panel selects the applicant who best suits the position.

X. Finally the senior management gives approval.

Reference check

This is conducted on both the external and internal applicants for the job position. The time frame for this process is one to two days.

Procedure

I. The referee of the applicant is phone to by the HR.

II. The HR introduces himself or herself, the organization he is working on and the purpose of the call.

III. The referee is asked standard questions by the HR about the knowledge he or she possess about the applicant knowledge and skills for that particular position.

IV. The HR also asks about the personality of the applicant.

V. The HR also gets to ask the referee about his or her opinion of the standard of work of the applicant.

VI. The referee is asked by the HR if the applicant has any job related problems.

The Human Resource manager discusses with other Human Resource member on the interview panel.

Job Offer

Job offer is done immediately after the reference check has been done. It has a time frame of one to five days depending on the number of candidates.

Procedure

I. The written contract is organized by the HR which has the terms and conditions of the position.

II. The administration department posts the employee contract to the applicant.

III. When the HR receives the signed contract from the applicant, he or she post new employee advice about induction program.

Feedback to the unsuccessful candidates

Those applicants who did not qualify are given feedback and this has a time frame of one to two days.

Procedure

I. HR department ask administration to schedule 30-minute meeting with each unsuccessful internal applicant.

II. HR department representative to conduct feedback meetings with unsuccessful internal applicants.

III. HR department representative to phone unsuccessful external applicants and offer feedback.

HR department to file hard copies of notes about unsuccessful applicants.

Checklist

7. Develop a draft communications plan for the organisation using suitable media and including managers and other staff who need to be informed of new policy and procedures.

Communication Plan

Training evaluation Form

© 2015 Innovation and Business Industry Skills Council Ltd 1st edition version: 1

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