ASSESSMENT TASK 1 Executive summary Healthcare United is an organization that seeks to employ the best possible healthcare professionals. It is an equal opportunity employer. The company purpose of the recruitment and selection process is to ensure that Healthcare United has the best possible human resources available to effectively provide its service. The Healthcare United recruitment and selection process has been developed in line with organizational strategies; relevant legislation and best practice recruitment which help the organization improve the service line also gain the reputation from clients by meeting their expectation. The up-to-date technology in all services for both clients and staff is very important for being the number one provider of Healthcare professionals in Australia. Policy Our Policy Statement maintaining an environment for all staff and also create an environment where staff are able to work effectively, without fear of discrimination or harassment, We has formulated the goal of "attracting and supporting staff of the highest quality and being an exemplary employer". We are also accepts that it has a responsibility to act in conformity with the spirit and intent of Equal Employment opportunity and affirmative action 1987, The Racial Discrimination Act 1975, The Sex Discrimination Act 1975, The Equal Opportunity for in the Workplace Relation Act 1996 – 2005, The Disability Discrimination Act 1992, The Occupational Health and Safety Act 1991 and the Privacy Amendment Act 1998. Introduction Healthcare United is a healthcare provider and currently employs 1500 Healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan which involves opening another office in Hobart. Part of their HR plan is to recruit a further 500 of the best possible healthcare professionals available, in three stages, over the next five years. An organization vision is to provide the best qualified and trained human resources available for clients, up-to-date technology in all services for clients and staff, innovative best practices and procedures from both inside and outside the organization, and best facilities and procedures in a competitive environment. By comparing the 2000 Healthcare United recruitment and selection guidelines against the newly developed 2010 Healthcare United recruitment and selection policy and relevant legislation, I have developed a new recruitment and selection procedures with some changes based on policy 2010. Procedure Analysis 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
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