BSBHRM506 Develop recruitment and selection processes 1. Review the following case study information: Case study Healthcare United is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to employ 500 workers in three stages. 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 Identify key areas for each procedure that need revising because they are: contrary to 2016 policy outdated compared to current research and practice do not comply with current legislation. Following is the comparison between 2000 Healthcare United recruitment and selection guidelines in opposition to the newly developed 2016 Healthcare United recruitment and selection policy and relevant legislation. The 2016 policy is better than the 2000 policy because unlike the case with the 2000 policy where the manager is required to consult the HR, the 2016 policy empowers the manager to go on with the recruitment process, which saves time and resources. The timeframe for the Healthcare United 2016 recruitment and selection will be 2 - 3 weeks maximum whereas the 2000 recruitment and selection process have 8 procedures. Each procedure has different time frames. The first procedure is the analysis of the vacant position, which has an estimated timeframe of 2-3 days. The next procedure is the position description and has an estimated timeframe of 3-5 days. Advertisement is the next procedure, which has a timeframe of 20-25days. The next procedure is to short-list the applicants. This procedure has a timeframe of 5 days minimum. The interview preparation is the next procedure. This procedure has a timeframe of 1-2 days to prepare for the interview. The next step is to interview the applicants. Timeframe for
BSBHRM506 this procedure is 1-2 days depending on the number of applicants. Reference check, which is the next procedure, has a timeframe of 1-2 days also depending on the number of applicants. The last procedure of the recruitment and selection process is the job offer. Timeframe for this is 1-5 days and requires to be made straight after the Reference check. After all these procedures the unsuccessful applicants will be given a feedback by the Healthcare United in individual meeting with a member of the HR department. The 2016 recruitment and selection process will take a maximum of 2-3 weeks. However, the 2000 recruitment and selection has an estimated time of 35 days to recruit and select their applicants. Even though it takes longer the 2000 policy takes procedures into recruiting and selecting which is more accurate and detailed, which has a higher chance of recruiting the best possible healthcare professionals. This means
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- Human Resource Management, Employment contract