BSBHRM506 - Appendices PAOLO.pdf - BSBHRM506 \u2013 Manage recruitment selection and induction processes Appendix 1 \u2013 Healthcare United 2010 \u2013 REPORT

BSBHRM506 - Appendices PAOLO.pdf - BSBHRM506 u2013 Manage...

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Unformatted text preview: BSBHRM506 – Manage recruitment, selection and induction processes Appendix 1 – Healthcare United 2010 – REPORT Title Healthcare United 2010 – REPORT Students Name Paolo Pezzillo Unit Name BSBHRM506 Student ID Date: Summary 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 1. Introduction 2. Relevant legislations 3. Key revision areas relevant to the 2010 policy 4. How documentation can be standardised for maintaining quality and controlling organisational practices 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. 7. Conclusion 8. Recommendation 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 processes Body 1. Relevant legislations in terms of: o Time frames − The Fair Work Act o Personnel − Anti-discrimination act o Documentation − Privacy act o Training − Equal opportunity Act o Support − Occupational health and safety Act o Monitoring − Employment Services Code of Conduct − Fair Work Act 2009 o Evaluation − Employment Agents Registration Act 1993 2. Key revision areas relevant to the 2010 policy − Timeframes 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. − Documentation 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 future. − 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 practices − 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 processes Conclusion 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 processes 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. • Organization 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 processes • 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 ANALYSIS vacant it is important to analyse the position to determine whether it is still required. 1 week Managers with HR 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 processes internal 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 personnel and a representative from the related HR staff department interview applicants. 3 DAYS HR TEAM BSBHRM506 – Manage recruitment, selection and induction processes Interview applicants Interviews are to be 30 minutes 5 DAYS in duration with a five-minute break in between HR TEAM PANEL REFERENCE 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 immediately 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 processes 2016 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 processes Projected 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 of 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 processes 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 processes Reporting Reports to the Chief Nurse Doctors on duty relationships Purpose of position To deliver quality patient care through the nursing process of assessment, 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 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. 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 processes 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 Critical Thinking Communication Confidence Adaptability Desirable - Compassionate - Able to stay calm under pressure - Detail-oriented skills Personal qualities and behavioral traits BSBHRM506 – Manage recruitment, selection and induction processes 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 affects immediately. company should focus to advertise the jobs in local community. BSBHRM506 – Manage recruitment, selection and induction processes 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 HR 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 skills from the induction day and provide training suited individually. Targeted for new employees that will be recruited and this will start after the induction BSBHRM506 – Manage recruitment, selection and induction processes 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 processes <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. Qualifications: − Hold current registration as a Registered Nurse with AHPRA Desirable Criteria − 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 processes 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 United. 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 processes 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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