Manage Selection And Induction Process: Case Study

BSBHRM506A – Manage recruitment, selection and induction processes

Name
Larissa-jay hardy
Email address [e-mail] BSBHRM506A Case Study
Please read through the following situation, then prepare a comprehensive report (minimum 600 words, approximately 2 pages) to the Director of HR services of the organisation.
Where possible, quote relevant legislation and risks for any organisation that does not have a Recruitment, Selection and Induction policy in place. Also consider different templates and resources available from your own research which could be referenced in your report.
There are currently no induction policy or procedures in place within this organisation. The HR Director is new and not sure of what the value of such
The HR Director is new and not sure of what the value of such a policy (and procedures) would be, however is keen to make any changes required.
WHY IT IS IMPORTANT FOR ORGANISATIONS TO HAVE A RECRUITMENT, SELECTION AND INDUCTION POLICIES IN PLACE
So people working in an organisation can have a framework for actions that help them get on with the job they need to do. So people in the organisation don’t have to keep on discussing the same issues every time they arise – one well thought out decision can be applied to many similar cases for efficiency. Reduces the organisational risk through mandating compliance. So legal and other requirements can be met and as a quality improvement tool.
Effective recruitment procedures for any role can be a competitive advantage for an organisation. Ineffective recruitment and selection procedures can result in increased costs, time wasted, disruptions to current operations, reduced productivity and potential interpersonal difficulties which can negatively impact on the success of the
Matching people and positions:
Matching people with positions requires a great deal of thought and consideration. Everyone involved with recruitment and selection needs to understand what the organisation is looking for and ensure that this is acknowledged, throughout the process. This can be achieved through the use of up-to-date job descriptions, and breakdowns of requirements and criteria.
A recruitment, selection and induction policy, clearly stated and accessible by all personnel, is more likely to ensure correct procedures are followed. The policy should include references to the need for reviewing and understanding of both the person and position specifications.
CURRENT RISKS FOR YOUR BUSINESS WITHOUT RECRUITMENT, SELECTION AND INDUCTION POLICIES
Where relevant staff training on Health and safety procedures has not been implemented, will increase the risk for both your employers and employees and can be subject to penalties for serious