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Recruit, select and induct
Manage staff induction
3/22/2016
Stefan Hubenov |
C o n t e n t: I. Introduction a) Organization profile b) Induction policy statements and objectives II. Induction program a) Program outline b) Process checklist c) Evaluation form III. Induction training and support a) Objective based organizational policy b) Training tasks c) List of staff and methods d) Checklist for facilitating the training e) Training evaluation form IV. Overseeing of probationary employees: a) Objectives b) Probation procedure c) Checklist for procedures d) Evaluation form V. Appendix a) Templates b) Sample documentation c) Bibliography
I. Introduction a) Organization profile
Healthcare United aims to be the number one provider of Healthcare professionals in Australia. Healthcare United is an organization 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.
As an organization our vision is to provide: * The best qualified and trained human resources available for clients * Up-to-date technology in all services both clients and staff * Innovative best practices and procedures from both inside and outside the organisation * Best facilities and procedures in a competitive environment
b) Induction policy statements and objectives
Key tenets for our recruitment and selection policy are: * Managers will assume major responsibility for the recruitment and selection of staff, the training of required personnel and supporting documentation * HR department will support managers in this role * Timeframe for recruitment and selection will be two to three weeks maximum * Position analysis will be conducted on all vacant or new positions * All vacant and new positions will be advertised internally and externally for ten working days unless special exemptions apply and be advertised online and in leading national newspapers * Special exemptions to internal recruitment must be approved by the general manager * All interviews must be conducted by a trained selection panel * Selection of staff is subject to reference checks conducted by the manager * Healthcare United is an equal opportunity employer
II. III. Induction program a) Program outline Objective | Content | Activities | Time | Resources | Explain vision and mission of the organization | Main purpose, future goals | Reading policies and procedures questions and answers | 30 minutes | Laptop; Projector; PowerPoint | Explain confidentiality policies | Policies, legislation, restrictions | Familiarizing with the policy, sign confidentiality declarations | 30 minutes | Laptop; Projector; PowerPoint; policies and procedures | Coffee break 30 minutes | Explain WHS policies | Policies and procedures | Trainings, role plays, showing examples, | 60 minutes | Laptop; Projector; PowerPoint; policies and procedures; evacuation schemes | Breaks and all kind of leaves | Policies and procedures | Giving examples , reading the policies | 30 minutes | Laptop; Projector; PowerPoint, Documents | Lunch break 30 minutes | Tour of the hospital premises | Laboratories, break rooms, main working area | Showing them what is located where. Where they are allowed to enter and where not. | 60 minutes | The building and the yard | Introduce to the key managers | | Every one of the managers will introduce himself and his history with the organization and what inspires them to work in the health sector | 40 minutes | People from the management, PowerPoint | Familiarize new staff with each other. Collect feedback. | Summary of the trainings and play games | Role playing, introduce the new staff between themselves, trust games, brainstorming and ice-breaking games. Answering questions. | 50 minutes | Paper, coloured pencils and pens, markers, ropes, toys |
b) Process checklist 1. Explain vision and mission of the organization – reading policies and procedures. Questions and answers discussion 2. Introduce to confidentiality policies – familiarizing with the policy, sign confidentiality declarations 3. Explain WHS policies – trainings, role plays, showing examples, introducing with the evacuation schemes and plan. 4. Breaks and different kind of leaves – reading through the policies and giving examples 5. Tour of the hospital premises – showing what is located where, resting and smoking areas, places they have access to and places they don’t 6. Introduction to the key managers – story with the organization, what inspires them to work in the health sector 7. Familiarize new staff with each other and collect feedback – role playing, introduce the new staff between themselves, trust games, brainstorming and ice-breaking games. c) Evaluation form Task description | Competent | Not yet competent | 1 | | | 2 | | | 3 | | | 4 | | | 5 | | |
Method of delivery 1. presentation e.g. lecture 2. workshop e.g. classroom 3. one-to-one instruction 4. online interactive 5. other (please specify)
Rate the training unsatisfactory -> satisfactory | Was sufficient time allowed for session | 1 | 2 | 3 | 4 | 5 | Were there adequate resources? | 1 | 2 | 3 | 4 | 5 | Was method of delivery engaging? | 1 | 2 | 3 | 4 | 5 | Was instruction clear? | 1 | 2 | 3 | 4 | 5 | Was sufficient time allowed for discussion? | 1 | 2 | 3 | 4 | 5 | Were the supporting documents useful? | 1 | 2 | 3 | 4 | 5 |
IV. Induction training and support
a) Objective based on the organizational policy
Train the personnel according to the company’s policies
b) Training tasks * Explain Mission, Vision * Explain Policies & Procedures * Explain WHS policies & procedures * Take them on a tour of the business premises, pointing out important areas * Every department manager to introduce themselves and take their staff for further department introduction * Quiz
c) List of staff and methods * Administrative staff * Medical cleaners * Nurses * General practitioners * Surgeons
d) Checklist for facilitating * Conference room * Laptop * Projector * Power Point presentations
e) Training evaluation form Task description | Competent | Not yet competent | 1 | | | 2 | | | 3 | | | 4 | | | 5 | | |
Method of delivery 6. presentation e.g. lecture 7. workshop e.g. classroom 8. one-to-one instruction 9. online interactive 10. other (please specify)
Rate the training unsatisfactory -> satisfactory | Was sufficient time allowed for session | 1 | 2 | 3 | 4 | 5 | Were there adequate resources? | 1 | 2 | 3 | 4 | 5 | Was method of delivery engaging? | 1 | 2 | 3 | 4 | 5 | Was instruction clear? | 1 | 2 | 3 | 4 | 5 | Was sufficient time allowed for discussion? | 1 | 2 | 3 | 4 | 5 | Were the supporting documents useful? | 1 | 2 | 3 | 4 | 5 |
V. Overseeing of probationary employees a) Objectives
Make sure new staff is familiarized with the probationary conditions of the organization – like length, duties, leaves, payment, wages, early relese - and be advised of their rights as employees. b) Probation procedure and checklist
HR needs to ensure that: * There is an induction policy * Formal induction training has been given * All new employees are given probationary contract * All new personnel are advised on the length of probation * All staff has received a copy of their terms * All HR line managers have ensured everyone has their job description and contract of employment signed * Notify employees that they will be appointed to the new position once their probationary period has finished * Give the employee the opportunity to make written or verbal presentation in relation to the appropriate authority * Ensure that annual leave is into account when deciding the termination date * Consult Section 25 of The Maternity Protection Act before deciding about the probationary employees absence form work * Consult Parental Leave (Circular 22\1998) and Carer’s Leave (Circular 39\2005) to decide if an employee on probation period is suitable for leaving * Consult policies and procedures regarding employees absent due to non-recurring illnesses * At the end of the probation period ensure that performance has been assessed as satisfactory * When it has not been assessed as satisfactory make sure that the manager provides feedback to the employee
