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Unformatted text preview: BSBHRM506 – Manage recruitment, selection and induction
Appendix 1 – Healthcare United 2010 – REPORT
Title Healthcare United 2010 – REPORT Students Name Paolo Pezzillo
Unit Name BSBHRM506 Student ID
Healthcare United is a provider of Healthcare professionals in Australia. Now the company operates in Victoria and NSW
and is planning to expand its operations and opens another office in Hobart. Healthcare United aims to be number one in
Australia with its mission to provide the best facilities, best human resources, and best services for clients. To expand, the
company needs to recruit 500 best possible healthcare professionals available. They are planning to complete this in three
stages, over the next five years. They discussed the Recruitment and selection Guidelines in the next section.
This report will outline legislations related to the healthcare united 2010 recruitment and selection policy in terms of time
frames, personnel, documentation, training, support, monitoring, and evaluation. Next, the key revision areas relevant to the
2010 policy will be identified and discussed. Then, we will outline how to standardize documents such as questionnaires for
exit interviews and meeting agenda templates for maintaining quality and controlling organisational practices. Furthermore,
we will discuss and illustrate on policies such as advertising for vacant positions and selection procedures which do not
comply with current legislation. Lastly, we will evaluate key areas of the 2010 guidelines and discuss how we can further
improve on healthcare’s recruitment, selection and induction policies and procedures. Table of content
2. Relevant legislations
3. Key revision areas relevant to the 2010 policy
4. How documentation can be standardised for maintaining quality and controlling organisational
5. Policies which do not comply with current legislation
6. Evaluation of key areas of the 2010 guidelines and how to further improve on healthcare’s
recruitment, selection and induction policies and procedures.
9. Appendices Introduction
Healthcare United is expanding to Hobart, so they need more human
resources in healthcare professional to serve the vacancies in the future. We
will analyse the healthcare united 2010 recruitment and selection policy to
review if the policy needs further improvement to serve the additional human
resources from the business expansion. BSBHRM506 – Manage recruitment, selection and induction
1. Relevant legislations in terms of:
o Time frames
− The Fair Work Act
− Anti-discrimination act
− Privacy act
− Equal opportunity Act
− Occupational health and safety Act
− Employment Services Code of Conduct
− Fair Work Act 2009
− Employment Agents Registration Act 1993
2. Key revision areas relevant to the 2010 policy
The first procedure has an estimated timeframe of 2-3 days. This is allowed with the 2010 policy – the
revised timeframe will be 2 - 3 weeks maximum.
− Personnel involved
Both manager and HR are involved, but all the responsibilities of analyzing vacant position is done by
HR. This is outdated as current research shows that it should be done by a manager.
Manager and HR should complete the recruitment together.
− Training and support
Manager offer the support for HR in this 2000 guideline, it should be other way around as it is for the
− Monitoring and evaluation
Senior manager will approve the permission to recruit form; this is consistent with the 2010 policy.
3. How documentation can be standardised for maintaining quality and controlling organisational
− Questionnaires for exit interviews
The questions can be the general questions and leave the space for the interviewee to put some
comments they would like to share specifically.
− Meeting agenda templates
HR can create the form for meeting agenda and leave only the space to put specific details so every
department use the same meeting agenda templates.
4. Policies which do not comply with current legislation
The interview should be flexible and take place at anywhere. They should make use of the technology
and the use of teleconferencing for the cases or remote applicants. This will comply with the
anti-discrimination act as the interview venue should be more flexible to the needs of applicants in
case they have special needs or disabilities.
5. Evaluation of key areas of the 2010 guidelines and how to further improve on healthcare’s
recruitment, selection and induction policies and procedures
The 2010 guidelines should be adjusted to serve the diverse workforce and to comply with the
anti-discrimination laws. As the company aims to be the equal opportunity employer, they should not
discriminate against any employee or job applicant because of race, color, religion, national origin,
sex, physical or mental disability, or age. BSBHRM506 – Manage recruitment, selection and induction
The healthcare united 2010 recruitment and selection policy needs some
adjustment to be in line with the new legislations and new practices in
healthcare industry. Now, more people are concerned about the equal
employment opportunity, the company must make sure that the recruitment
and selection process reflects no discrimination and allow the applicants of
all backgrounds to apply and get the chance to be selected. Recommendation
The company needs to update its 2010 recruitment and selection policy to
reflect more fairness and ensure that it is free from discrimination of any
form. The method of sending the shortlisted applicants a letter should be
replaced by an email. The method of job advertisement also needs to be
updated. The company should involve more technologies in the recruitment
and selection processes. Appendices
HR policy and procedure
WHS policy and procedure
Recruitment and selection policy and procedure BSBHRM506 – Manage recruitment, selection and induction
Appendix 2–Future Human Resources Need Plan Heading Future Human Resources Need Plan Executive Summary This future human resources need plan will provide the
strategic background of organization and objectives.
Then, the schedule of recruitment process will be
discussed. 1. Introduction: Healthcare United aims to recruit at further 500 of the
best possible healthcare professionals available. This
human resource needs plan will identify future human
resources needs and ensure the best fit between
employees and vacancies. 2. Strategic background and context.
Profile Healthcare United is a healthcare provider and currently
employs 1,500 healthcare professionals with two sites in
Victoria and NSW. Healthcare United recently developed
a new strategic plan which involves opening another
office in Hobart – Tasmania. As an organization its vision
is to provide the best qualified and trained human
resources. BSBHRM506 – Manage recruitment, selection and induction
• Objectives - To be an equal opportunity employer
- To find the best qualified and trained human resources
available for clients
- To fill all vacant and new positions with the best possible
healthcare professionals available • Expected Have the best team of healthcare professionals, counting
with the best human resources available, and highly
satisfy the customers and employees with all the services
provided. outcomes 3. Schedule of recruitment process Milestone Description Time Person required responsible VACANT POSITION When a position becomes
vacant it is important to
analyse the position to
determine whether it is still
required. 1 week Managers
support Position description 3 days HR team A position description is
an important prerequisite
to successful recruitment
and selection BSBHRM506 – Manage recruitment, selection and induction
advertisement Creates the advertisement and 3 days
publish on the newsletter on
the intranet of the positions
available for the 500
employees the company intend
to hire over the next five years HR TEAM EXTERNAL
ADVERTISEMENT If 500 position were not filled
from internal applications use
website for job posting or
external sources 3 days HR TEAM Short-list applicants Administrative staff collect all the
applications for the stage 1 of the
positions available for the 500 employees
and HR read resumes and divide them
into “yes”, “no” or “maybe” piles. HR
takes the yes and maybe resumes and
complete the shortlist chart.
Administrative staff sends all external
applicants not short-listed a letter by post. 1 WEEK ADMINISTRA
TION TEAM Interview
preparation A selection panel of two HR
and a representative from the
related HR staff
applicants. 3 DAYS HR TEAM BSBHRM506 – Manage recruitment, selection and induction
Interview applicants Interviews are to be 30 minutes 5 DAYS
duration with a five-minute
in between HR TEAM
CHECK HR to call the applicant
workplace and speak to the
manager/referee and discuss
the information gathered with
another HR member. 2 DAYS HR TEAM JOB OFFER Job offer needs to be made
after Reference check. 2 DAYS HR TEAM Job title
Link to Strategic Intent and
target: Refer to your strategic plan The Human Resources department has on its strategic
plan to hire the 500 new healthcare professionals over
the next five years dividing the recruitment process in
three stages. BSBHRM506 – Manage recruitment, selection and induction
Projected demand 2017 2018 2019 2020 1500 150 1600 1600 1600
0 1500 148 1400 1380 1300
0 (how many of this
job group will you
need each year?
This is your ‘best
guess’ and should
be revised as circumstances
change) Projected supply (for example how
many have you got
now? how many do
you think you will be
able to attract? are
any likely to leave
you over the time
period?) BSBHRM506 – Manage recruitment, selection and induction
gap supply 0 20 200 220 300 (difference between demand and supply) Comments: provide some summary of your analysis and conclusions drawn from the data you have examined.
The demand of the registered nurse is going higher every year whereas the supply of this profession remains
the same. This created the supply gap for this profession. However, in year 2020, the supply is projected to
increase. We hope the supply will meet demand again in the future.
he company employs 1500 healthcare professionals within two sites and aims to open another office and hire
500 new healthcare professional over the next five years. So, 500 divided for 5 years would make a total of 100
new employees per year, that is why I added 100 in the 1500 currently employees making a projected demand
1600 for each year.
For the projected supply I considered approximately the number of people that possible can leave the job, which
I believe to be between 100 and 200 per year. BSBHRM506 – Manage recruitment, selection and induction
Pick one Healthcare profession which Healthcare United will be looking at employing
as part of their additional 500 employee vacancies 4. Job description Job title Registered Nurse – Aged care Salary $61,090.67 to $ 85,781.57/year Hours Full time, $34.66 - $$43.26 per hour, Work 32 Up to 38
Hours per week Location Hobart BSBHRM506 – Manage recruitment, selection and induction
Reporting Reports to the Chief Nurse
Doctors on duty relationships Purpose of position To deliver quality patient care through the nursing process
diagnosing, planning, implementation, and evaluation. Responsibilities Provide patient care as a Registered Nurse to patients in assigned facility
− Assist in the assessment, treatment, and implementation of patient care in accordance with the
Nursing and Midwifery Practice Act 2008 specific to the state in which the assignment is located.
− Communicate report to appropriate healthcare workers in accordance with the organisational
− Responsible for strict administration, control and dispensation of prescription medication
including narcotics in accordance with the organisational policy.
− Perform related duties and responsibilities as required. and duties Academic/ trade Essential Nursing Registration APHRA
Bachelor degree Desirable Licensed as required in the state of practice. qualification BSBHRM506 – Manage recruitment, selection and induction
Work experience and Essential Clinical Skills, Bedside Manner, Infection Control,
Nursing Skills, Physiological Knowledge,
Administering Medication, Medical Teamwork,
Multi-tasking, Listening, Verbal Communication
Minimum 1 year experience Desirable Health Promotion and Maintenance. Essential Ethics
Adaptability Desirable - Compassionate
- Able to stay calm under pressure
- Detail-oriented skills Personal qualities and
behavioral traits BSBHRM506 – Manage recruitment, selection and induction
5. Workforce and Development Strategies.
In this section lay out what strategies you would like to use to tackle the workforce issues you have identified previously in
the plan, and who will be the target of your strategies. Only use the sections that are appropriate to you. Area Workforce Strategy Target (What will you do, how will you do it and how much (i.e. who, how many, for which job role, is it likely to cost? Which of your school’s strategic and when will you do it) goals does this workforce strategy support ?
Consider what will happen if you don’t have a
workforce strategy for this identified issue). Attraction The location and the rewards
For all the job roles in
of the job may not be attractive company. Strategy
for the applicants. The
company should focus to
advertise the jobs in local
community. BSBHRM506 – Manage recruitment, selection and induction
Recruitment and selection The Manager should be more
involved with the interview
process. It could happen on a
second interview after the HR
and one member from the
related job short listed the
candidates. Manager The company should destroy
the unsuccessful candidate’s
documentation after a short
period such as three months to
avoid problems with privacy
laws. Development The company will assess the
the induction day and provide
suited individually. Targeted for new
employees that will be
recruited and this will
start after the induction BSBHRM506 – Manage recruitment, selection and induction
Using the position they had created in the previous task, the student now needs to create a job advertisement for that
position. Students can conduct research using any of the popular job search sites such as or
to assist them to complete this part of there assessment. 6. Job advertisement Job ad –
• <site> Harrington street, Hobart
• <Salary> $61,090.67 to $ 85,781.57/year
• <application closing date> 31/07/2020
• <catch phrase for role> We are currently recruiting experienced Registered Nurses to join our team to
provide services in Hobart.
<Short description of role and organisation and the reporting relationship of the role> You will be responsible for managing care teams to ensure the highest
standards of person centred care. You will take the lead in delivering
medication, maintain high quality care documentation, complete care plans and
assessments and take an active role in getting to know our residents and their
families. BSBHRM506 – Manage recruitment, selection and induction
<Body of advertisement – Include required and preferred qualifications, experience, skills and personal traits>
We currently have rewarding positions available for Registered Nurses to provide care for clients in their own home, to enable them to live more fulfilling lives. Our
nurses make a positive difference to the life's of others every day.
− Hold current registration as a Registered Nurse with AHPRA
− Demonstrated understanding of the aged care sector and contemporary issues relating to the
− Aged Care Industry.
− Post basic qualifications relevant to aged care.
− Current First Aid Certificate.
The ideal candidate will be:
− Professional, compassionate and caring
− Reliable, Punctual ,Honest, Trustworthy
− Excellent Time Management skills
− Strong Communication Skills
− Basic use of Technology
− (e.g Emails on phones and on home computers, Photo taking on mobiles. Use of MMS and SMS, Use of Fax, Scanner and Printer.).
− Excellent Documentation skills,Reporting and Note Keeping.
− Be Polite and Empathetic with people.
− Problem Solving with attention to detail and ablilty to follow Government and Company Policies & Procedures.
− Self-Motivated is a must <Please email your confidential CV to <name of contact> at <insert email address> for further information Paolo Pezzillo
[email protected] BSBHRM506 – Manage recruitment, selection and induction
Appendix 3 – Induction Guide lines
Introduction Healthcare United recognise the importance of an induction for all the staff.
This is to help ensure that new staff is familiar and integrated into Healthcare
The induction process is applied for all new members or for employees
transferring into other
positions. Induction Program
• Expectations of Healthcare United
We expect employees to perform at their best and comply with the company’s policy and the national laws.
Employees must be ethical in their profession and know their duties.
• Roles and responsibilities
− Provide patient care as a Registered Nurse to patients in assigned facility
− Assist in the assessment, treatment, and implementation of patient care in accordance with the Nursing and
Midwifery Practice Act 2008 specific to the state in which the assignment is located.
− Communicate report to appropriate healthcare workers in accordance with the organisational policy.
− Responsible for strict administration, control and dispensation of prescription medication including narcotics in
accordance with the organisational policy.
− Perform related duties and responsibilities as required.
• Administration information
Employees can contact the HR for work related problems and administration office for assistance.
• The organisational chart
• Job description
The registered nurse is responsible for delivering direct and comprehensive nursing care to residents and their
families, demonstrating and applying knowledge in all aspects of care.
• Companies profile
Healthcare United is an organisation that currently employs 1500 Healthcare professionals with two sites, in
Victoria and NSW and seeks to expand its operations and open another office in Hobart.
• Relevant work health and safety information
It is an employer's duty to protect the health, safety and welfare of their employees and other people who might
be affected by their business. As an employee, you have a 'duty of care' responsibility for safety and health at
the workplace, report any hazards, injuries or ill health to your supervisor or employer; and cooperate with your
employer when they require something to be done for safety and health at the workplace. BSBHRM506 – Manage recruitment, selection and induction
Training and Support which will be provided and by whom The training and support after induction will be provided by HR, Chief Nurse
and Administration Manager. An evaluation will be done with the new
employees 3 months after the induction. The current employees will attend a
simplified version of the induction once an year to keep the team up to date.
New information will be added if necessary. Who will oversee the probationary period
- When will the probationary period review be scheduled: After 6 months
- Who will conduct the review: The team leader
- Probationary guidelines: Team leader will conduct job evaluation every 3
months and provide information...
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