BSBHRM506
Manage Recruitment, Selection and Induction Processes
Learner Workbook
RTO: LET Training and Consultation Services Pty Ltd
Document: BSBHRM506 Learner Workbook Version: 1.0
Date Effective: 01/05/2016 Review Date: 01/05/2017
Table of Contents
Learner Instructions 3
Learner Details 4
Assessment – BSBHRM506 Manage Recruitment, Selection and Induction Processes 4
Competency Record 5
Project Task 1: Develop recruitment and selection processes 6
Appendix 1: Healthcare United Recruitment and Selection Policy 8
Appendix 2: Answer Sheet for Task 1.5 13
Appendix 3: Answer Sheet for Task 1.7 14
Appendix 4: Answer Sheet for Task 1.8 15
Appendix 5: Answer Sheet for Task 1.9 16
Appendix 6: Answer Sheet for Task 1.10 17
Project Task 2: Recruit and select staff 18
Appendix 7: Simulated Business Scenario 20
Appendix 8: HR Staff Plan Template 23
Appendix 9: Job Description Template 24
Appendix 10: Answer Sheet for Task 2 Part A 4. 25
Appendix 11: Answer Sheet for Task 2 Part A 5. 26
Appendix 12: An action plan 27
Appendix 13: Answer Sheet for Task 2 Part B 28
Project Task 3: Manage staff induction 31
Appendix 14: Format for Induction guidelines 33
Appendix 15: Induction Plan Template 34
Appendix 16: A Survey to Obtain Feedback on Induction Program 36
Practical Project Assessment Summary 37
Learner Instructions
To demonstrate competency for this Unit of Competency, you are required to complete and submit the Learner Workbook.
You MUST:
• Answer all parts of all activity questions and tasks in the spaces provided, unless otherwise directed by or negotiated directly with your assessor;
• Clearly identify which part of the question your response relates to (where applicable).
• Attach required documents at the end of this workbook as specified in the activities.
You will be assessed on its effectiveness and accuracy in:
• Demonstrating the knowledge and understanding required by the question;
• Communicating ideas and information using relevant workplace examples and industry terminology;
• Presenting a logical, cohesive, correct and complete response
• Answers to all questions and their component parts (i.e. 100% of all questions) must meet the stated assessment criteria to be deemed to have satisfactorily completed this assessment task.
Need assistance?
Please contact your trainer for learning and assessment support.
Learner Details
Assessment – BSBHRM506 Manage Recruitment, Selection and Induction Processes
Please complete the following activities and submit this workbook via your online learning account under the unit of BSBHRM506 Manage recruitment, selection and induction processes.
Learner Name:
Email address:
Phone Number:
Employer (If applicable):
Declaration
I declare that no part of this assessment has been copied from another person’s work with the exception of where I have listed or referenced documents or work and that no part of this assessment has been written for me by another person.
Learner’s Signature:
Date:
Important notes:
1. You must make declaration from above to ensure that the completed assessment is your own work.
2. Assessment submitted without declaration will not forward to the assessor for marking.
Competency Record
To be completed by Assessor
Learner Name:
Assessor Name:
Date of Assessment:
The learner has been assessed in BSBHRM506 Manage recruitment, selection and induction processes as competent in the elements and performance criteria and the evidence has been presented as:
Assessor Initials
Authentic
Valid
Reliable
Current
Sufficient
Learner is deemed:
□ COMPETENT
□ NOT YET COMPETENT (Please circle)
If not yet competent, date for re-assessment: ____________________________________
Comments from Assessor:
Assessor Signature: Date:
Project Task 1: Develop recruitment and selection processes
Performance objective
You will demonstrate your ability to develop recruitment and selection policies and procedures in accordance with organisational plans.
Assessment description
You will analyse a case study and develop a set of recruitment and selection policies and procedures. You will present your policies and procedures to senior management for approval and consultation, conduct trialling of processes, train new managers on processes and answer a set of questions.
How to complete this task
1. Read the learning module Section 1 & 2 and review the following case study information:
Scenario:
Healthcare United is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to employ 500 workers in three stages.
2. Read the 2016 Healthcare United Recruitment and Selection Policy (Appendix 1).
3. Analyse the 2000 Healthcare United Recruitment and Selection policy and procedures (Appendix 1) comparing key areas for each procedure against the current 2016 Healthcare United Recruitment and Selection Policy and relevant legislation.
4. Identify key areas for each procedure that need revising because they are:
a. contrary to 2016 policy
b. outdated compared to current research and practice
c. do not comply with current legislation.
Record identified key areas in Appendix 2.
5. Conduct your own research through internet for recruitment and selection processes best practice.
6. Develop a recruitment and selection policy and set of procedures, including checklists, that complies with organisational, legal and policy requirements. Develop procedures for:
a. vacant position analysis
b. position descriptions
c. advertisements and promotion
d. shortlisting
e. interview preparation
f. interviewing applicants
g. reference checks
h. job offer
Ensure you consider and include provisions for:
i. external reference checks
j. offers of employment (including advice about salary, terms and conditions, probation).
7. Develop a draft communications plan for the organisation using suitable media and including managers and other staff who need to be informed of new policy and procedures.
8. Draft an email to a senior manager (simulated role) to arrange a time and place for a meeting (Appendix 5). In the meeting you will:
a. Present policies and procedures
b. Obtain support ( use active listening and impress the manager with your use of HR/ business terminology)
c. Consult on suitability of the policy and procedures for the business
d. Discuss ways of using technology to improve efficiency and effectiveness of recruitment and selection processes.
e. Consult on process for calculating salaries and benefits
f. Discuss communications
g. Arrange for trialing of processes
h. Arrange for training of others
9. Develop a training evaluation form to gather feedback on training facilitation.
10. Submit required documents for assessment as per the specifications below. Be sure to keep a copy for your records Submit.
Submission Checklist and Specifications
You must submit a completed:
1. □ Record of identified key areas (Appendix 2)
2. □ a recruitment and selection and set of procedures (Appendix 3)
3. □ a communication plan (Appendix 4)
4. □ a draft email to arrange a meeting with a senior manager (Appendix 5)
5. □ a training evaluation form (Appendix 6)
Your assessor will be looking for evidence of:
• Writing skills to develop policies and procedures using appropriate conventions
• Oral communication skills to consult effectively with others in a simulated business environment. Use questioning and active listening. Use appropriate business terminology
• Numeracy skills to calculate salary and benefits
• Planning skills to develop logical processes
• Work skills to operate effectively within a constraints set by business strategy and objectives, policy, and the external legislative requirements
Appendix 1: Healthcare United Recruitment and Selection Policy
Healthcare United 2016
Recruitment and Selection Policy
Healthcare United aims to be the number one provider of Healthcare professionals in Australia.
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.
As an organisation our vision is to provide:
● the best qualified and trained human resources available for clients
● up-to-date technology in all services for both clients and staff
● innovative best practices and procedures from both inside and outside the organisation
● best facilities and procedures in a competitive environment.
To address the future needs of the organisation, Healthcare United aims to recruit a further 500 of the best possible healthcare professionals available, in three stages, over the next five years.
Key tenets of 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.
Healthcare United 2000
Recruitment and Selection policy and procedures
Policy statement:
Healthcare United is an organisation that seeks to employ the best possible healthcare professionals. It is an equal opportunity employer.
Purpose:
The purpose of the recruitment and selection process is to ensure that Healthcare United has the best possible human resources available to effectively provide its service.
The Healthcare United recruitment and selection process has been developed in line with organisational strategies, relevant legislation and best practice recruitment.
Recruitment and selection process
The recruitment and selection process involves the following procedures:
1. Vacant position analysis
2. Position description
3. Advertisement
4. Short-list applicants
5. Interview preparation
6. Interview applicants
7. Reference check
8. Job offer
9. Feedback to unsuccessful applicants.
1. Vacant position analysis
When a position becomes vacant it is important to analyse the position to determine whether it is still required.
Manager
Estimated timeframe: Two to three days.
When a position becomes vacant the following procedure must be completed.
Procedure
1. Manager notifies HR about vacant position and requests ‘permission for position form’.
2. Manager completes their section of ‘permission to recruit form’ stating reasons why position needs to be filled and submits it to HR department.
3. Position needs analysis conducted by HR department who them completes rest of ‘permission to recruit form’.
Note: HR may need to question manager about position.
4. Completed ‘permission to recruit form’ to be approved by senior management.
5. Once permission is obtained then HR department explore implications, options, legislative and award requirements.
2. Position description
A position description is an important prerequisite to successful recruitment and selection.
Estimated development and validation timeframe: three to five days.
Procedure
1. Position descriptions are developed by HR department using a position description template and include:
a. position title
b. key objective
c. qualifications required
d. WHS component
e. terms.
Note: HR may consult with manager about position description if necessary.
2. Senior management to sign off on position description.
3. Advertisement
Healthcare United’s advertising policy: unless there is special authorisation from senior management, all positions must first be advertised internally for a minimum of ten working days in the HU newsletter before being advertised externally for a period of ten working days.
The newsletter is distributed via the intranet every Friday morning and hard copies are also placed on noticeboards in offices and lunchrooms.
Timeframe: 20–25 working days.
Procedure
1. HR department creates advertisement for HU newsletter on intranet.
2. HR sends advertisement to publications department to post on the intranet.
3. HR creates advertisement for authorised external print media.
4. After advertisement has been posted internally for ten working days, HR organises for external print media.
4. Short-list applicants
Short-listing is a process of elimination. However, Healthcare United requires that all internal applicants be interviewed.
Timeframe: Five days minimum.
Procedure
1. Administration staff to collate all resumes and give to HR department.
2. HR to read over position description and advertisements.
3. HR to read each external applicant’s résumé and divide them into ‘yes’, ‘no’ and ‘maybe’ piles.
4. HR to then reread ‘yes’ and ‘maybe’ resumes and complete short-list chart for external applicants.
5. HR reads all internal applications and completes the short-list chart.
6. HR then collates all documentation from internal applicants and shortlisted external applicants.
7. HR organises administration staff to send all external applicants not short-listed a standard letter by post.
5. Interview preparation
Healthcare United uses the interviewing selection technique with interviews being conducted at head office only. Where possible, Healthcare United requires a selection panel of two HR personnel and a representative from the related department to interview applicants.
Timeframe: interview preparation one to two days.
Procedure
1. HR requests administration staff at head office to organise:
a. comfortable and quiet location
b. food and beverages for interview panel
c. interview schedule.
2. HR to organise interview documentation which includes:
a. position description
b. resumes for each shortlisted candidate
c. consent to check and release police record form
d. standard interview questions for HR members of interview panel
e. interview assessment forms for interviewers
f. use checklist for documentation.
3. HR organises interview panel: two members of HR department and one staff member from the job-related department with one of the HR members being the chairperson.
Note: It is preferable that the staff member from the job-related department is experienced.
4. Chairperson (HR) chooses and advises the staff member of their role as ‘expert’ and requests that they think of three job-related interview questions.
6. Interview applicants
Interviews are to be conducted only at head office. Interviews are to be 30 minutes in duration with a five-minute break in between. No more than 12 interviews should be conducted in a day.
Timeframe: scheduled interviews one to two days depending on number of applicants.
Procedure
1. Chairperson greets candidate and makes introductions.
2. Chairperson opens interview.
3. HR members of panel ask applicant a series of standard interview questions.
4. Staff member from job-related department asks three questions.
5. Chairperson asks applicant if they have any questions.
6. Chairperson informs the candidate of the process.
7. Panel thank candidate for attending.
8. Panel complete interview assessment.
9. Panel select applicant.
10. Gain approval from senior management – subject to reference check.
7. Reference check
Reference checks are an important part of the selection process. Healthcare United reference checks must be conducted on both internal and external applicants by the HR department.
Timeframe: one to two days depending on number of applicants.
Procedure
1. Phone workplace of applicant and speak to manager/referee.
2. Introduce self, organisation and purpose of call.
3. Ask standard questions about applicant’s knowledge and skills.
4. Ask about applicant’s personality.
5. Ask manager for their opinion of applicant’s standard of work.
6. Ask manager if there have been any problems with applicant.
7. Discuss references with other HR person on interview panel.
8. Job offer
Job offer needs to be made immediately after Reference check.
Timeframe: one to five days.
Procedure
1. HR department organise written contract to be drawn up with terms and conditions.
2. Administration to post employee contract to applicant.
3. Upon receipt of signed contract HR post new employee advice about induction program.
9. Feedback to unsuccessful applicants
Healthcare United requires all unsuccessful internal applicants to be provided feedback in individual meetings with a member of the HR department.
Timeframe: one to two days depending on number of applicants.
Procedure
1. HR department ask administration to schedule 30-minute meeting with each unsuccessful internal applicant.
2. HR department representative to conduct feedback meetings with unsuccessful internal applicants.
3. HR department representative to phone unsuccessful external applicants and offer feedback.
4. HR department to file hard copies of notes about unsuccessful applicants.
Appendix 2: Answer Sheet for Task 1.5
Identified Key Areas for Each Procedure that Need Revising
(your must refer to the procedures outlined in Appendix1)
Appendix 3: Answer Sheet for Task 1.7
Recruitment and Selection Policy and Procedures
Appendix 4: Answer Sheet for Task 1.8
Communication Plan
(develop and use your own template)
Appendix 5: Answer Sheet for Task 1.9
Email (draft) to arrange a meeting with a senior manager
Appendix 6: Answer Sheet for Task 1.10
A training evaluation form
Project Task 2: Recruit and select staff
Performance objective
In this task you will demonstrate your ability to recruit and select staff.
Assessment description
In this assessment task, you will plan to recruit and select staff for a simulated business. You will then recruit and induct staff in accordance with the organisation’s internal and external requirements, including existing policy and procedures for recruitment and relevant legislation.
How to complete this task
Part A: Plan staffing
1. Read the learning module section 3 &4, and the Simulated Business Scenario (Appendix 7) in details.
2. Develop an organisation’s human resources (HR) staff plan (Appendix 8) to address the HR needs of the organisation.
Note: HR staffing plan must include: identification of needs or gaps, identification of key stakeholders and specialists, current status of human resources, recruitment and selection processes, and recommendations for improvements.
3. Develop a job description based on provided information from Simulated Business Scenario, including position descriptors and specifications (Appendix 9)
4. Provide explanation to the following (Appendix 10):
a. The staffing plan and internal and external requirements, such as adherence to relevant legislation
b. Your planned use of specialists who may assist you. Identify at least one specialist who may be able to assist in the recruitment and selection process.
c. How you will ensure correct use by managers of position descriptions
d. Your role in the recruitment and selection process
5. Draft an email to a senior manager seek Staffing Plan approval (Appendix 11).
Part B: Conduct recruitment and selection process
1. Develop an action plan for recruitment and selection in accordance with the HR staffing plan, including the need for training or other forms of support, such as coaching, for persons required to participate in recruitment, selection and induction processes (Appendix 12).
2. Conduct advertising and selection in accordance with action plan. Develop and submit (Appendix 13):
a. Job advisement
b. A set of interview questions
c. Email/Letter to advise successful and unsuccessful candidates
d. A job offer letter. The letter must advise salary and employment term, and it must comply with relevant legislative requirements
Note: Ensure you adhere to privacy legislation by protecting the privacy of participants.
3. Submit required documents for assessment as per the specifications below. Be sure to keep a copy for your records Submit.
Submission checklist and Specifications
You must complete and submit:
1. □ human resources (HR) staff plan (Appendix 8)
2. □ a job description (Appendix 9)
3. □ answer sheet – Explanations (Appendix 10):
4. □ a draft email to seek HR staff plan approval (Appendix 11)
5. □ an action plan for carrying out the recruitment and induction process (Appendix 12)
6. Develop and submit (Appendix 13):
□ Job advisement
□ A set of interview questions
□ Email/Letter to advise successful and unsuccessful candidates
□ A job offer letter. The letter must advise salary and employment term, and it must comply with relevant legislative requirements
Your assessor will be looking for evidence of:
• Writing skills to develop plans using appropriate conventions
• Numeracy skills to calculate salary and benefits
• Planning skills to develop logical processes
• Work skills to operate effectively within a constraints set by business strategy and objectives, policy, and the external legislative requirements
Appendix 7: Simulated Business Scenario
Background to scenario
CoffeeVille is a family-owned and run café located in Melbourne. CoffeeVille aims to serve quality food and fair trade coffee at a city pace. The café is currently open 7 am–5 pm, Monday to Friday.
CoffeeVille has been experiencing consistent growth in sales and numbers of customers over the last two years. This growth has led to a need for a second floor manager who is able to manage customer complaints, take responsibility for higher level café operations and manage staff performance.
The current manager, Joe Belfone, works four days a week. Joe is a good manager, but when he’s not there on Fridays, the café does not run as smoothly. The owners of the café have also decided to start opening on Saturdays, and would like to have at least one manager working from Monday to Saturday.
Owners Emma and Rufus Belcastran have provided you with the task of recruiting a full-time or part-time café manager (working Tuesday–Saturday or Wednesday–Saturday). Recruitment, selection, and induction processes must be undertaken in accordance with relevant external standards, such as legislation and codes of practice, and internal standards, such as organisational policies and procedures.
The new staff member needs to be appointed within six months.
You will need to develop HR staffing plan for Coffe Ville.
Consultation notes
The following are recorded notes from consultations that you’ve undertaken with management.
Rufus Belcastran – Owner
Rufus has expressed that he would like to:
● interview ASAP and is happy to negotiate a suitable time for interviews
● attract an applicant through referral from staff or patrons.
Rufus would like a café manager who is available for an immediate start, who lives locally and who has at least five years’ experience in:
● managing staff
● barista training
● motivating staff
● induction and in-house training
● performance appraisals.
Rufus would also like to hire an individual with a qualification that is relevant to operating/managing a small business.
Rufus is available any time for interviews.
Emma Belcastran – Owner
Emma wants to spend the minimum on advertising the position and generally prefers to try advertising on the shop window or through word of mouth. She really wants the manager to start some time in the next six months.
In terms of the salary, Emma explains that ideally they want to hire someone who’s available for a full-time work week (38 hours) at $24.50 an hour.
Emma is available to conduct interviews on Tuesdays, Wednesdays, Thursdays and Fridays, but she requires at least 48 hours’ notice.
Emma also mentions that it’s really important to ensure that anyone of any age, gender, cultural background feels welcome to apply. Emma says: ‘We’ve tended to write ads in the past with extremely formal English and sophisticated wording and I feel like it has limited our applicant pool to people with university degrees. I want to move away from that kind of advertising to attract someone with the right skills, not someone with a PhD.’
When you write the advertisement, put my name and email as the contact details for submitting the applications.
Emma would be looking for the following in the new café manager:
● an understanding of fair trade principles
● a qualification that is relevant to operating/managing a small business
● exceptional communication skills
● staff management experience including:
○ performance management
○ training
● strong understanding of coffee products
● sales and customer service skills
● sustainability and community building experience
● ability to develop and implement café policies and procedures
● ability to manage vendors and maintain inventory
● ability to run staff meetings.
Joe Belfone – Current Café Manager
Joe would prefer to promote an existing staff member who understands the needs of the café and requires limited training. Plus, an internal staff member would be able to start immediately which would be a big help to Joe. Joe would like to utilise CoffeeVille’s Facebook page to advertise the position.
Joe is available after 3pm, when he finishes work, for interviews, or Tuesdays around 11am when café is quiet.
Joe would be looking for the following in the new café manager:
● CoffeeVille product knowledge
● at least three years’ experience in:
○ managing staff, including training
○ performance appraisals
● must be highly motivated
● excellent communication and interpersonal skills
● excellent management and leadership skills
● good organisational skills
● an understanding of food and beverage operations
● must be available to work four weekdays and Saturday each week
● social media savvy especially with Facebook and Twitter
● bilingual skills desirable (particularly Italian, Greek or Chinese)
The new manager would need to be able to perform the following duties:
● coordinating the café schedule, covering different shifts if necessary
● serving as the lead customer service contact at the café, including answering questions, welcoming customers, and other communications
● responsibility for keeping café area clean, neat and orderly
● ordering any supplies needed for the café.
Appendix 8: HR Staff Plan Template
The staffing plan provides a presentation and justification of all staff required to implement the project. The staffing plan needs to identify the total personnel who will be supported. Note: The Staffing Plan only needs to be updated and submitted if any changes have been made since this form was last submitted. Include the following elements in the staffing plan:
1. Position Title (e.g., Chief Executive Officer)
2. Education/Experience Qualifications
3. General Responsibilities
4. Annual Salary
5. Percentage of Full Time Equivalent (FTE) for staff involvement
6. Amount Requested (list number of people for each position)
Human Resource Staff Plan
Organisation:
Position Title Education / Experience Qualifications General Responsibilities Annual Salary Percent FTE Amount Requested
Developed by: ___________________________ Date: ________________________________
Approved by: ___________________________ Date: ________________________________
Appendix 9: Job Description Template
Position title:
Position reports to:
Qualifications – essential
Key objectives
1.
2.
3.
4.
5.
Key position functions
1.
2.
3.
4.
5.
Key selection criteria
OHS requirement
Terms and conditions of employment
Appendix 10: Answer Sheet for Task 1 Part A 4.
Provide explanation to the following:
1. The staffing plan and internal and external requirements, such as adherence to relevant legislation
2. Your planned use of specialists who may assist you. Identify at least one specialist who may be able to assist in the recruitment and selection process.
3. How you will ensure correct use by managers of position descriptions
4. Your role in the recruitment and selection process
Appendix 11: Answer Sheet Part A 5.
A draft email to a senior manager seeking HR staff plan approval
Appendix 12: An action plan
Develop your own action plan for for carrying out the recruitment and induction process.
Appendix 13: Answer Sheet for Task 2 Part B
Develop and Submit
1. Job advisement
2. A set of interview questions
3. Email/Letter to advise successful and unsuccessful candidates
4. A job offer letter. The letter must advise salary and employment term, and it must comply with relevant legislative requirements
Project Task 3: Manage staff induction
Performance objective
In this task you must demonstrate your ability to manage an induction process.
Assessment description
This assessment continues from Assessment Tasks 2.
You are to research, develop and write a set of guidelines for an induction program for the Simulated Business provided in Task 2. You will then deliver an induction program or part of one, provide feedback to inductees and gather performance feedback on the induction program.
How to complete this task
1. Read the learning module section 5 and completed assessment task 2.
2. Conduct an internet research on induction procedures and program content within the simulated business (provided in task 2) industry.
3. Draft an induction policy statement, objectives, program outline, procedures and documents for each stage of induction process that suit the organisation and comply with relevant legislation.
a. Ensure all sources are referenced correctly.
b. Write final copy of guidelines following format stated in Appendix 14
4. Develop an induction plan for Induct staff using your guidelines or following relevant organisational policies and procedures (Appendix 15). Ensure your plan contains::
a. Provide access to training and ongoing support for all persons engaged in staff induction.
b. Check induction processes are followed across the organisation
c. Oversee management of probationary employees and provide them with feedback until their employment is confirmed or terminated
d. Monitor
e. Obtain feedback from participants and relevant managers on extent induction process is meeting its objectives
5. Develop a survey to obtain feedback from participants and relevant managers for the purpose of monitoring the performance of the induction program (Appendix 16).
6. Submit the required documents for assessment as per the specifications below. Be sure to keep a copy for your records.
Submission Checklist and Specifications
You must complete and submit:
1. □ a draft of staff induction guidelines (Appendix 14)
2. □ an induction plan (Appendix 15)
3. □ a survey to obtain feedback from participant and managers of the induction program (Appendix 16)
Your assessor will assess your ability to follow organisational policies and your:
• Writing skills to prepare guidelines that are complete, clearly written in plain English with all sources correctly referenced using in-text referencing or footnotes and a bibliography. They must be presented in the form of a bound document and adhere closely to the format.
• Planning skills to develop logical processes
• Work skills to operate effectively within constraints set by business strategy and objectives, policy, and the external legislative requirements
Appendix 14: Format for Induction guidelines
● Title page
● Contents
● Introduction:
○ brief organisation profile
○ induction policy statement and objectives.
● Induction program:
○ program outline with session titles, facilitators, location, times, methods of delivery
○ induction toolkit contents checklist
○ induction process checklist
○ evaluation form.
● Induction training and support:
○ objectives based on organisational policy
○ training tasks
○ list of staff and methods for training staff
○ checklists for facilitating training
○ training evaluation form.
● Overseeing of probationary employees:
○ objectives based on organisational policy
○ probation procedure
○ checklist for procedure
○ probation process evaluation form.
● Appendix:
○ templates
○ sample documentation
○ bibliography.
Appendix 15: Induction Plan Template
On your first day you will
Date Item Relevant Personnel Resources required Notes Completed?
Y/N
On your first week you will
Date Item Relevant Personnel Resources required Notes Completed?
Y/N
On your first month you will
Date Item Relevant Personnel Resources required Notes Completed?
Y/N
Policies and Procedures
Please ensure you have read and understood the following CoffeeVille Policies/Procedures Read (Date) Signature
I, …………………………………………………………………………………………………., have read and fully understand the policies and procedures of CoffeeVille.
I agree to follow them and ensure others follow them. I shall report any concerns regarding said policies and procedures to the Manager of CoffeeVille.
Signature: Date:
Appendix 16: A Survey to Obtain Feedback on Induction Program
Develop a survey to obtain feedback from participants and relevant managers for the purpose of monitoring the performance of the induction program.
Practical Project Assessment Summary
Task Assessment Outcome Assessor Comments
Task 1 口 Satisfactory
口 Not Yet Satisfactory
Task 2 口 Satisfactory
口 Not Yet Satisfactory
Task 3 口 Satisfactory
口 Not Yet Satisfactory
Assessor Name:
Assessor Signature: Date: