...Assessing Your Recruitment and Selection Practices Policies and Procedures The agency’s policies and procedures should thoroughly document the recruitment, assessment and selection processes. The policies and procedures should be accessible and understood by not only HR professionals but Managers and others involved in the hiring process. Ask yourself these questions to help assess whether or not your agency’s policies and procedures are current and include new requirements. Are recruitment, assessment and selection processes supported by written policies and procedures that are up-to-date, accurate and complete? (Ideally within 2 years.) How widely communicated are the agency’s written recruitment, assessment and selection policies to those who are involved in the process? (Ideally to all staff.) Does the agency utilize these policies and procedures for the recruitment, assessment and selection processes? Does the agency have a written policy describing procedures for the review of competencies and/or qualifications? Does the agency follow a formal recruitment, assessment and selection plan at the start of each recruitment? (Link to sample recruitment plan) Training Managers, supervisors, and personnel involved in the hiring process should receive comprehensive training in the agency’s full recruitment process and thoroughly understand proper interview and selection techniques. Who performs recruitment activities for the agency? (Ideally HR with...
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...Policy Topic Search and Selection HCS/455 Health Care Policy: The Past And The Future December 6, 2010 Stephen T. Gregoire Policy Topic Search and Selection The Patient Protection and Affordable Care Act (PPACA) was signed into law on March 23rd, 2010. This law enacts several measures that change the heart of the health care system here in the U.S. This new law encompasses different aspects of the health care industry and will take effect over the next four years. Some provisions of this act are as follows: It makes insurance more affordable by providing the largest middle class tax cut for health care in history It sets up a new competitive health insurance market giving tens of millions of Americans the exact same insurance choices that members of Congress will have. Reducing premium costs for tens of millions of families and small business owners who are priced out of coverage today. It will end discrimination against Americans with pre-existing conditions. It puts our budget and economy on a more stable path by reducing the deficit by $100 billion over the next ten years – and about $1 trillion over the second decade Closing the Medicare prescription drug “donut hole” coverage gap Strengthening the provisions to fight fraud, waste, and abuse in Medicare and Medicaid Coverage to children under 26 on their parents’ policies Individuals would be required to purchase coverage or face a fine Companies with more than 50 employees would...
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...Policy Topic Search and Selection HCS/455 Policy Topic Search and Selection The policy topic chosen for this paper is HIV/AIDS also known as the human immunodeficiency virus and acquired immunodeficiency syndrome. Polices in healthcare are necessary, to achieve a common goal of the organization at the same time keeping patients and healthcare providers safe. Policies around HIV/AIDS are important due to the nature of the illness and disease. There are many stakeholders in healthcare that can be affected by polices surround HIV/AIDS such as patients and caregivers. According to, "What Is HIV?" (n.d.),”The human immunodeficiency virus (HIV) is a virus that attacks the immune system.” HIV is passed from one individual to another through bodily fluids such as semen and blood. This can be passed from patient to caregiver if there are not policies in place for prevention, an example would be a nurse not recapping a needle after providing a patient with an injection. This would be a policy that every institution has to avoid a nurse getting an unnecessary needle stick. Another example would be a policy on contaminated items in an healthcare organization. Most institutions require using the bio hazard red bags, to disposes of anything that has bodily fluids or waste so those items can be handled with the appropriate precautions. The Centers for Disease Control also known as the CDC are dedicated to reducing the spread of HIV. According to "HIV/AIDS" (2013),”Through prevention...
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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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...was dismissed based on the forum selection that takes away their rights under the Ohio Securities laws and Ohio public policy outweighs the policies served by enforcing the forum selection clauses. Procedure: Court of Appeals, 6th Circuit Issue: Can the case be dismissed based on the forum selection that takes away their rights under the Ohio Securities laws and Ohio public policy outweighs the policies which are assisted by enforcing the forum selection clauses? Holding: (Vote: 3 - 0) no, under the Federal Rules of Civil Procedures Section 12 (b) (3), dismissed the appeal based on the forum selection that deprives them of their rights under the Ohio Securities laws and Ohio public policy outweighs the policies which are assisted by enforcing the forum selection clauses. Reasoning: (Kennedy and Suhrheinrich, Circuit Judges and Hillman, District Judge) A. Rule: Under the Federal Rules of Civil Procedures Section 12 (b) (3), the defenders can file a case. The order granted the defendants’ motion for a dismissal since the action involved a security under Ohio Securities law. B. Application: This case was an international agreement which can be enforce with the forum clause unless plaintiffs can show that by enforcing the agreement it would become unreasonable or that the clause was invalid. The District Court had to determine whether these contracts were void. Since the District Court found them to be void, the forum selection clauses would be void as...
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...Recruitment and selection processes Assume that you are HR manager of BS Training .You are required to read the recruitment, selection and induction policies and procedures of BS Training and prepare a report. Your report should include the following: 1. Identify and recommend changes required in current policies and procedures. 2. Develop revised recruitment, selection and induction policies and procedures for BS Training. 3. Suggest how BS Training could use technology to improve the efficiency and effectiveness of the recruitment and selection process. 4. Identify relevant managers and other staff you need to consult during development of recruitment and selection policies and from who you will need support to make the new policies successful. 5. Identify the strategies you will use to obtain support from key personnel, particularly senior managers, for your new recruitment and selection policies at BS Training. 6. Create draft forms and documents that support your new recruitment, selection and induction process policies. 7. Explain how you will communicate your new policies and procedures to relevant staff and create a training plan to ensure they are able to follow your processes properly. You must provide: • A hard copy of your written report Your assessor will be looking for the following in your report: • Evidence and referenced sources e.g. reading reference materials, internet research and direct research (contacting and interviewing organisations) that...
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...in implementing a common selection process Social ANGLO | ASIAN | * Low Power Distance * Masculine Society * Individualist Society | * High Power Distance * Feminine Society * Collectivist Society | Cultural * There were substantial cultural differences between Anglo (Ex: German) and Asians (Ex: Chinese) nations. ANGLO | ASIAN | Informal Interactions Disagreements & differences were not treated as threat; free expression Hate waffling Governed by own conscience and internal sense of right and wrong. | Formal Interactions Emphasis of politeness, respect & emotional restraint. Circling around the topic More focussed on what others would say; led down when publically challenged. | Legal * Faulty HR policy can create legal issues. SWOT Analysis of Present System STRENGTH * The selection process varied amongst different countries hence it catered to cultural differences in a better way. * 90% of candidates were from the same country as the one they would be working in * Structured interviews by HR Specialist and department representative | WEAKNESS * Individual assessment centres were conducted by External consulting firms and hence less opportunity for modifications * No guarantee on validity of information from the selection system * No empirical evaluation of the assessment centres * No statistical analysis of the selection procedures * Limited...
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... | |Staff Recruitment and Selection Procedure | | | | [pic] | | | |Version |3.0 | |TRIM file number | | |Short description |A procedure on recruiting and selecting staff at CSU | |Relevant to |All employees involved in recruiting and selecting applicants for continuing | | |or fixed-term appointments at CSU | |Authority |This Procedure has been approved by the Executive Director, Human Resources in| | |accordance with the Policy on Delegations and Authorisations - Delegation | | |Schedule 1, GOV10 ...
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...surrounding the selection and management of electronic information resources may arise many problems. Written collection development policies are suggested to solve these problems. Thus the library should update its collection management policy document, which was several years old, to adapt the changes in this 21st century. The purposes of this essay are to discuss the importance of written collection management policy and the methods of revising the document relevant to a library at the beginning of the 2000s. Collection Development Policy According to Evans (1995), “Collection development” and “Collection management” are often used with much the same meaning – the process of meeting the information needs of a service population in a timely and economic manner using information resources locally held as well as from other organizations. Jenkins and Morley (1999) explain that “Collection development” implies building and growing, dealing with the selection and acquisition of library materials, while “Collection management” emphasizes the systematic management of a library’s existing collection, rather than selection and acquisition. However, American Library Association (1996) states that collection development includes selection, acquisition, user assessment, collection evaluation, collection maintenance and weeding. It is usually held that, to be effective, collection management must be based on an agreed, regularly reviewed collection development policy. “Collection...
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... |5 | |Detail of Service Items: | | |Workforce and Job Design |6 | |Options to Fill Vacancy |6 | |Advertising |8 | |Process applications |11 | |Selection |13 | |Appointment |14 | |Post - Appointment |16 | Summary of Service Items Recruitment Services...
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...BSBHRM506A Manage recruitment, selection and induction processes Assessment 1 1. Identify and recommend changes required in current policies and procedures. Changes I would make are as followed: Analyse the vacant position * Remove the needs analysis conducted by HR department * Permission to recruit form does not need to be approved by senior management Position Description * It should include the business background information and department information * Major responsibilities and duties to be listed * Who to report to Lodge an advertisement * Closing date for internal applicants * Internal and external advertisement for seven days * Use e-media as well as print media * Internal staff members to be emailed about job vacancy Short list applicants * Internal applicants not to be automatically short listed * Remove maybe pile * Limit on how many people will be interviewed * Rejection letter to be emailed rather then posted I would also make the time frame for the whole procedure to be within 30days as this is the general notice period given by employees and there needs to be an induction procedure included. 2. Develop revised recruitment, selection and induction policies and procedures for BS training BS Training – recruitment and selection guidelines Policy statement: BS Training is an organisation that seeks to employ the quality trainers and assessors with high levels of industry experience. It is an equal opportunity...
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...Brief Description of the Organisation – ‘The Luxury Hotel Group [pic] [pic] [pic] The Luxury Hotel Group The Luxury Hotel Group started business with two small boutique style hotels in Melbourne, Australia. The group is owned and financed by a large consortium of international business experts and several large investment companies. It is in a strong financial position for expansion. Over a period of 15 years it has grown to now comprise a chain of 20 hotels across 5 different countries in the Australasian region. This growth was a result of an acquisition of a small hotel chain and establishment of some new properties, mainly in Australia. The group employs cultural specialists and prides itself on its multicultural expertise that assists with its success in welcoming guests from all regions of the World. The Group now employs 1000 staff in full time, part time and casual positions. The Head Office, located in Melbourne, houses the management team for the group. The group is owned and financed by a large consortium of international business people and several large investment companies. It is in a strong financial position for expansion. The vision for the Group is to expand geographically to provide a quality boutique alternative in key locations across the Australasian region, whilst maintaining its reputation for exceptional personalised service. Brief Description of Organisation Structure The Head Office of The Luxury Hotel Group houses...
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...I deliberated organization and their strategies and rules regulation. In MCB there is solid communication between the employees and managements. The planning and selection process of MCB is very good. MCB employees are satisfied from their job besides their seniors are happy from their performance. The recruitment and selection process of MCB is not good .due to which scrawled employees are selected and they did not work fine according to the essential of the job. Although in MCB selection process is based on interviews and qualification. They select and hire the essential employees for the compulsory job that’s why there are fewer chances of dissatisfaction. In MCB they give superior training for selected employees, management system...
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...managers focus their attention solely on the problem of manager selection. Only now are some funds beginning to realize that they must develop a method for delineating responsibility and measuring the performance contribution of those activities that compose the investment management process---investment policy, market timing and security selection. 2 The relative importance of policy, timing and selection can be determined only if we have a clear and relevant method of attributing returns to these factors. This article examines empirically the effects of investment policy, market timing and security (or manager) selection on total portfolio return. Our goal is to determine, from historical investment data on U.S. corporate pension plans, which investment decisions had the greatest impacts on the magnitude of total return and on the variability of that return. A Table I illustrates the framework for analyzing portfolio returns. Quadrant I represents policy. Here we would place the fund's benchmark return for the period, as determined by its long-term investment policy. A plan's benchmark return is a consequence of the investment policy adopted by the plan sponsor. Investment policy identifies the long-term asset allocation plan (included asset classes and normal weights) selected to control the overall risk and meet fund objectives. In short, policy identifies the entire plan's normal portfolio. 4 To calculate the policy benchmark return, we need (1) the weights of all...
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... | Purpose and aim of unit Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting face–to-face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders. This unit is suitable for persons who: • are aspiring to, or embarking...
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