...| Cornerstone Investment Aust. Pty Ltd ACN 082 383 640Australian Institute of Commerce & LanguageLevel 9, 815-825 George Street, Sydney NSW 2000 AustraliaTelephone: + 61 2 8917-6800 Facsimile: + 61 2 9212-0069Web: www.aicl.nsw.edu.au E-mail: info@aicl.nsw.edu.auRTO ID: 5500 CRICOS Provider number: 02048A | Assessment Details | Qualification | Diploma of Business | Term | 4/2013 | AICL Subject Code | DBB05 | AICL Subject Name | Manage recruitment selection and induction process | Assessment Type | Assessment 4Group Assignment Marks: 25% | Time allowed | Due Date : 11/11/2013 | Date | 28/10/2013 | Location | Room# 803/806 | Units of competency | National Code | BSBHRM605506A | Name | Manage recruitment selection and induction process | Student Details | Student Name | | Student ID | | Student Declaration: I declare that the work submitted is my own, and has not been copied or plagiarised from any person or source. | Signature: ____________________________Date: ____/_____/_____ | Assessor’s Details | Assessor’s Name | Tashfiq Rahman | Results (Please Circle) | Satisfactory | Not Satisfactory | Feedback to student: _____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________...
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...Induction Plan for StarLine Coffee Bar Table of Contents Introduction 3 Induction Checklist 3 Items to be included in Induction Pack 4 How the Induction will be Carried Out 5 Activities Following the Initial Induction 6 How the Induction Complies with Employment Legislation 8 Conclusion 9 References 10 Introduction This report provides an overview of all induction activities necessary to promote effective induction for seven employees at the new StarLine Coffee Bar. It includes an induction checklist, information to include in the induction pack, how the programme will be carried out and the steps that should be taken after the programme, as well as showing how the activities help StarLine to comply with the law. As argued by El-Shamy (2012) induction can refer to anything from a welcome speech of a few minutes, to a several day training programme of activities. In fact, this report takes the perspective that induction continues for at least the probationary period of three months, and beyond, to make sure that the employee is on board. As Rankin (2009) points out, induction is not a one off activity but an ongoing sequence of activities for retention success. Induction Checklist An employee induction needs to make sure that the employee is well oriented to carry out the job, and that they understand what is required of them (Bryson, 2011). The induction checklist should correspondingly include the following, to make sure that all of these are covered, according...
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...gov.au/business Page 2 Introduction How to use this guide Information in this guide has been organised into six sections identified in the Workforce Planning wheel. The human resource management process is illustrated in the essential human resource management process flowchart (page 4), which corresponds to relevant sections of the Workforce Planning wheel. Useful resources such as checklists, templates and fact sheets have been developed for particular topics and are located at the back of each section. These resources are also available at www.nt.gov.au/business in Microsoft Word and Acrobat PDF formats. Workforce Planning wheel The Workforce Planning wheel identifies the six groups of activities that contribute to a better workplace. 1. Workforce Planning Prepare your business for change by forecasting future workforce needs, setting goals and planning. 2. Attract, Recruit and Select Know how to attract new employees and recruit, advertise and select the right employees. 3. Induct, Train and Develop Understand the importance and benefits of inductions, identifying training needs and planning to develop your employees. 4. Motivate, Manage and Reward Performance Know what motivates your employees and develop better ways of managing and rewarding their performance. 5. Retain and Support Understand the factors (including flexible work arrangements) that will help you to support your employees so they are more likely to stay with you. 6. Lead and Communicate...
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...A GROUP ASSIGNMENT REPORT TO Develop an Induction Program for New Recruits (faculty members joining) BITS Pilani, Pilani Campus By GROUP - 2 C.V.R.SRI HARSHA NEELESH PILLA S.SIVA NAGENDRA K.DINESH VENKAT NIKITHA ANNE 2014H149223P 2014H149262P 2014H149284P 2014H149229P 2014H149283P Master of Business Administration Birla Institute of Technology and Science – Pilani CONTENTS TOPIC 1. Introduction 2. Schedule and Implementation Details 3. Budget 4. Appendix 1(Checklist) 5. Appendix 2(Feedback Form) 6. Appendix 3(Map) 7. Conclusion PAGE No: 1 1 6 7 8 10 10 BITS PILANI, Pilani Campus‐FACULTY INDUCTION PROGRAM‐2014 INTRODUCTION: The Induction program for new recruits (30 faculty members joining) BITS Pilani, Pilani Campus has been designed so as to support their growth and professional development. It is scheduled for three days, each having four slots. The structure of the Induction Program follows a “10-Point Program”, which involves these 10 points as the integral part of Schedule and implementation details. Introduction to BITS Pilani Review of important policies and practices Overview of benefits and services Enrollment in benefit plan Completion of various documents Statement of employer expectations Discussion of Organization programs Introduction to co-workers Tour of facilities Support on the job SCHEDULE AND IMPLEMENTATION DETAILS: DAY1 (DD/MM/YYYY): FACULTY REGISTRATION PROGRAM: TIMINGS 9.00AM-11.15 AM MORNING SLOT 11.30 AM-1.15...
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...1. Identify and recommend changes required in current policies and procedures. * The changes necessary in current policies and procedures is that, first, they need to be updated or the specifications need to update. We also need to comply with laws on equal opportunity, anti- discrimination and WHS. Reference check should always be included if a new employee is hired and training a new staff and some induction and training about the job should always be undertaken beforehand. Finally, we should always add goals and objectives, mission and vision of the company. 2. Develop revised recruitment, selection and induction policies and procedures for BS Training. New employees come into organisations with different motives and expectations, and with a diverse range of backgrounds, interests, skills and experiences. Having a clear outline of how you find, appoint and induct your new workers will help you to get the best match for your organisation. It also helps to make your new employees feel valued. To attract new employees who fit in well with your organisation and contribute to your programs you need to know what sort of new employee roles you need and, importantly, the kind of people that you would like to have in those roles. Before you start writing your policy, you might like to read our section on Attracting and recruiting. Recruitment A recruitment policy helps to ensure that you are clear about: * What services you are providing * How you will bring...
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...| Health, Safety and Welfare | Main elements of effective health and safety policy along with the organizational arrangements necessary for its implementation | | Nipuna Rangana Rathnayaka | ICBT/MT/CV/03/07 | | Introduction This is the second assignment given to us under the Health, Safety & Welfare subject. The scenario of a construction site is given with the situations that occurred and occurring and we have to provide solutions for the health and safety concerns as the appointed safety manager. Table of contents Task 2 Task 2.1 a. Analyzing of existing safety policy and procedures b. Roles of individuals Task 2.2 * Recommended Training for the present situation Task 2.3 * Methods of recording health and safety inspections Task 2 Task 2.1 a. Analyzing of existing safety policy and procedures * Safety Policy of the organization As the organization states XYZ Co Limited is bound to ensure the health, safety and welfare of all the employees employed and the contractors. Also their policy states that they will accept the responsibilities for their activities which affect other persons. * Provide and maintain safe machinery and reasonable, practical safe systems of work to ensure health and safety by assessing risk periodically. As the above policy state, the XYZ construction Co Ltd is committed to provide and maintain the safety of the employees by ensuring the equipment and machines present in the construction...
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...Business Case for ------------------------------------------------- New Induction Program <By Rudolf Dayao> <S3239566> ------------------------------------------------- Table Of Contents 1. Executive Summary…...…………………………………………………3 2. Activity Objectives………………..………………..…………………….4 3. Recommended Solution……….…………………………………………5 4. Impact if the Activity is not Approved………………………………….6 5. Solution Deployment & Time Scale………..…………………………...7 6. Cost & Resources………….……………………………………………..8 7. Conclusion………………………………………………………………..9 1. Executive Summary This business case has been prepared to analyse the need of an Induction Program at Advantedge Financial Services and to recommend ways of conducting the program. Advantedge Financial Services has been operating for over 10 years, and while it has been a relatively small company in the past, its growth in conjunction with National Australia Bank acquiring the entity this has expanded the company and its business to unprecedented levels. Currently, Advantedge Financial Services does not have any Induction Programs in place, as it has been unnecessary in the past due to its low profile persona. However due to its expansion the company has employed a high number of staff to accommodate the increased volume of work that the business has acquired. This past year alone Advantedge Financial Services has hired over 50 staff including 10 Co-Op students around the company...
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...Induction Program For New Faculty members at BITS-Pilani Project report submitted in partial fulfillment of the requirement for the award of degree of MASTER OF BUSINESS APPLICATION Collaboration program with BITS, Pilani BY Shreyash Pandey (2014H149260P) Prateek Goel (2014H149259P) Bhumica (2014H149269P) Mohammad Mushir khan (2014H149250P) Swati Panjwani (2014H149266P) Under the guidance of Dr. R. Raghunathan 07/11/2014 Table of Contents AREAS TO BE COVERED IN THE INDUCTION PROGRAM .......................................................... 1 ORIENTATION PLAN .............................................................................................................................. 2 SCHEDULE AND IMPLEMENTATION DETAILS ............................................................................. 4 CHECKLISTS .............................................................................................................................................. 9 1) 2) 3) Procedure and policy Checklist......................................................................................................... 9 Document checklist ........................................................................................................................... 9 Facilities Checklist ............................................................................................................................ 9 COST INCURRED ........................................................
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...WEEK 10 ASSIGNMENT Employee Rights and Safety Protecting Safety and Health Case Incident Questions: The New Safety and Health Program Question 1: Based upon your knowledge of health and safety matters and your actual observations of operations that are similar to theirs, make a list of the potential hazardous conditions employees and others face at LearnInMotion.com. What should they do to reduce the potential severity of the top five hazards? Answer: I would suggest that LearnInMotion develop a Safety and Health Program that covers employees and employer. Begin by conducting a safety and health survey. The survey should cover the use and maintenance of Equipment, Work Practices, and OSHA Standards. The five top hazards that I can identify are: 1. Exposed wires and cables around the workstations and various areas are hazardous, they could potentially cause electrical fires, and damage to both employees and property. 2. Improper practices when servicing or installing equipment for the network, potentially are very damaging to those doing the servicing and the equipment being serviced. 3. The length of time that employees spend in front of computer screens and typing on the keyboards could result in eyestrain, back-strain and carpel tunnel syndrome 4. Lack of a safety program that covers employees and vendors from workplace hazards, what to do when they occur, and how to avoid them. 5. Situations such as the time that the employees spend working...
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...Form HS-06 Induction checklist It is good practice to let new starters have a copy of this list – this enables them to follow what is happening and will act as a reminder of anything missed or that needs particular attention. It should be the responsibility of both management and new starter to ensure that all relevant items are properly covered during the induction period. Name ............................ Date of starting ………………. Induction completed (signature of new starter) .............................................. | |Carried out by |Date |Comments | |Reception | |Received by | | | | |Personnel documentation and checks completed – P45 | | | | |NI number | | | | |Swipe/security card | | | | |Introduction to the company ...
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... | | | | | |XXXXX | | |Workcover accredited | | |Level 2 – Senior First Aid Certificate | | | | | |Reach Training | | |Responsible Service of Alcohol...
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...INDUCTION PROGRAMME FOR NEW STAFF The induction programme lists suggested activities to be covered from day one through to the end of probation. |SESSION |SUGGESTED CONTENT OF SESSION | |Introduction to the University and work area |Mission, Vision, Objectives of work area | |Person Responsible – Line Manager |How the work area fits in to the wider University | | |All key operational and social areas to be visited. (e.g. Offices, Labs, Catering | | |Facilities, Bank, Library) | |Introduction to other members of staff |Go through organisation chart | |Person Responsible – Line Manager |Discuss roles and responsibilities of staff in general terms. | | |May also want to extend time to allow visits to key contacts outwith work area. | |Introduction to the other teams within the Work area|Purpose/Activities of the other teams/work areas | |(if appropriate) ...
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...Training Package | BSB07 - Business Services Training Package | Course Name: | BSB40507 Certificate IV in Business Administration | Unit Name: | BSBHRM405A Support the recruitment, selection and induction of staff (2015) | Student Number | | Student Name | Johanna Maria Gil Beleno | Current Address | 105 Crown St, Darlinghurst, Sydney, NSW, 2010 | Email | johana_gb@hotmail.es | Assessor Name: | | Result | Individual Assessments result | Assessment 1 | S NS | Final Result | C | | | Assessment 2 | S NS | | | | | Assessment 3 | S NS | | NC | Assessor Signature | | Date | | Feedback to Student | | I have received the Assessment Feedback on _________________________(Date) | Students Signature | | Assessor Signature | | Date | | Result to Wisenet by: | | Date | | Assessment Task 1: Human resources lifecycle test Submission details Student’s Name | | Assessor’s Name | | Performance objective Students will be able to identify the key phases of the ‘human resources lifecycle’, and the place of recruitment and selection in that process. Assessment description For this Assessment Task, you are required to complete the questions below that have been provided by the assessor. Procedure 1. Complete the written test. Specifications Assessors will be looking for a minimum of three HR activities for each of the five stages of the lifecycle. You are required to complete a written questionnaire, demonstrating...
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...Assessment 3 1. Information to be included in the induction booklet * Welcome and basic introduction to the company * The business: mission, organizational structure organizational chart, future developments among others * Define areas; description of the position, required job training, scheme that recognize and reward outstanding employees, and procedure for airing out grievances among others * Employee consultation; consultative committees, newsletters, as well as corporate communication and briefing arrangements among others * Conditions of employment; these include contract terms, leave entitlement, flexible work procedures, and medical statement among others * Employee benefits/facilities; they include social clubs, flexible work practices, financial counseling, child care, employee discounts among others * Building/security: A guide tour of the building/business premises, parking, entrances and exits, staff facilities (toilets and lunch areas), telephone, local shops for meal, security procedures among others 2. Induction checklist for new staff Prior to your employee starting work New staff’s first day is quite vital; therefore, you should start planning early to ensure proper organization of the induction process Ensure you have: * informed the staff before their first day where, when and who they should report to and whether they need to bring any tools or equipment * conducive induction section and any uniforms (if necessary) * a returned...
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