AssignmentHero on MANAGE RECRUITMENT SELECTION AND INDUCTION PROCESSES
Manage Recruitment Selection And Induction Processes 2.1 1.
| To The Supervisor. This is to inform you that the organisation is longing to enhance its productivity by recruiting new talents and providing training to the existing ones. Thus, there is a requirement of organising a meeting with the manager of HR department and marketing department for discussing the vacant positions and advertisement for the same. Moreover, this meeting will also be held in the presence of two staff from HR department who are responsible for recruitment and selection procedures. In the meeting, the particulars of advertisements, applications to be used and the allocation of responsibilities will also be discussed. Therefore, permission is required for organising the meeting for the benefit of the organisation. Thank You (HR Manager) |
2.
| Meeting Minutes | |
| Purpose of Meeting | The purpose of meeting is to discuss the future of requirements in Human Resource including vacant job positions. In this discussion will also include the procedures that are to be followed for the recruitment and selection process and also the allocation of responsibilities will be done. |
| Attendees | HR Manager, Marketing Manager, two staffs from the HR department |
| Date and Time | 5 March 2020; 10 A.M. |
| Location | Conference Room |
| Discussion | Agenda 1 To discuss the future requirements of the Human Resource |
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| Department. This includes the talents and qualifications required for working in the organisation. The key expertise in the staffs of the HR department will also be discussed that include “good decision-making skills, leadership skills, effective communication skills and interpersonal skills”. These skills can enhance the productivity of respective employees as well as that of the organisation. Apart from this, future requirements for the employees of the marketing department will also be discussed. | |
| Responsible Person | “HR Manager and Marketing Manager” will be establishing requirements in their respective departments so as to increase the productivity of the organisation. |
| Discussion | Agenda 2 To discuss the number of vacant executive positions in marketing department and the qualifications and experience needed for getting selected. For the executive position in the marketing department, the required qualifications can be B.Com (H), M.Com and MBA and it will be an advantage if the applicant possesses an experience of 1-2 years. |
| Responsible Person | “Employees of HR department and HR Manager” will be providing their views on the qualifications that are required for the selection process |
| Discussion | Agenda 3 To discuss the systems and devices that will be used for advertisement purposes. This encloses the principles like “creative effective flow and maintaining simplicity” so that applicants acquire the competency level to apply for the job. Moreover, the advertising systems include “display advertisements, native advertisements, social media advertisements and Search Engine Optimisation (SEO)” that can be used for job advertising. However, the organisation will implement social media advertisement as youth adults excessively utilise social media |
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| applications. | |
| Responsible Person | “Employees of HR department” will be providing views regarding the best systems and principles that can be implemented and followed for job advertisements |
| Discussion | Agenda 4 To discuss the application that can be utilised for the job advertisement. The list of applications from which the selection can be done is social media applications such as “Twitter, Facebook and LinkedIn” |
| Responsible Person | “HR Manager” will be deciding the application to be used for placing job advertisement. |
| Discussion | Agenda 5 To discuss the responsibilities of different work roles in recruitment and selection procedure. In this, roles and responsibilities such as posting of job advertisements, contacting applicants, selection procedures and sending mails for selection and rejection. |
| Responsible Person | HR Manager |
| Discussion | Agenda 6 To discuss two specialists for recruitment procedure. The specialists can be chosen from the list including “remuneration specialist, recruitment agencies, security check staffs and vocational psychologists”. |
| Responsible Person | HR Manager and Marketing Manager |
| Discussion | Agenda 7 To discuss training and assistance that is to be provided to the employees who will be recruiting and selecting candidates. The training needs for recruitment and selection are to acquire the |
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| ability to attract the right candidates with proper job advertisements and to analyse whether or not the candidate is appropriate for the position. Training and selection support will be provided by the HR manager of the organisation. | |
| Responsible Person | HR manager |
| Business arising from the meeting | The employees of the recruiting and selection department will be able to acquire proper training sessions and all the details for processing the recruitment and selection procedure. |
| Data, time and location for next meeting | The next meeting will be held on 20 March 2020, 10 A.M. in the Conference room |
2.2 Permission to access documents of position descriptors and person specifications
| To The Supervisor. This is to inform you that it has been identified in the recruitment meeting that there are two job vacancies. The documents of position descriptors and position specifications have been prepared by the employees of Human Resource department. The documents are required to be accessed for the purpose of review and updating the same for any required improvement. Thus, with due request kindly provide the access of those documents for carrying out the review process and updating the same. Thank You (HR Manager) |
Position Descriptor
| Position Descriptors | |
| Position/Job Title 1 | Creative Assistant |
| Department | Marketing Department |
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| Position/Job Title 2 | Marketing Data Analyst | |
| Department | Marketing Department | |
| | ||
| Does the position description | Position 1 | Position 2 |
| 1 | No | No |
| 2 | No | No |
| 3 | No | No |
| 4 | Yes | Yes |
| 5 | No | No |
| 6 | Yes | Yes |
| 7 | Yes | Yes |
| 8 | Yes | Yes |
| 9 | Yes | Yes |
| Comment | Both the positions of the marketing department does not possess a complete summary of job roles and responsibilities. It is also not mentioned regarding the tools that the candidates will be using during their job tenure. However, the working conditions have been mentioned with the employees with whom they are required to maintain proper communication. The level of supervision involved in the job role is not mentioned including the statements of decision making, authority and approval. On the other hand, the requirement of complying with several legislations like “Fair Work Act 2009” is mentioned with specific mental and physical demands (Fairwork.gov.au, 2020). |
Person Specification 6 Manage Recruitment Selection And Induction Processes
| Position Specifications | ||
| Position/Job Title 1 | Creative Assistant | |
| Department | Marketing Department | |
| Position/Job Title 2 | Marketing Data Analyst | |
| Department | Marketing Department | |
| | ||
| Does the person specification | Position 1 | Position 2 |
| 1 | Yes | Yes |
| 2 | Yes | Yes |
| 3 | No | No |
| 4 | No | No |
| 5 | Yes | Yes |
| 6 | Yes | Yes |
| Comment | The person specifications for both the position includes educational qualifications and experiences required. It is mentioned that candidates are required to possess good communication skills, interpretation skills and creative skills for getting selected in the organisation. The organisation also strives for providing equal opportunities to respective employees on the basis of their performance. |
Summary of Recommendations for Position Descriptors and Position Specification
| It can be recommended that the HR department of the organisation can incorporate job roles and responsibilities within the position descriptor. This helps the candidates to get |
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| acknowledged the tasks for which they will be answerable. Moreover, application of specific tools can also be mentioned within the position descriptor that will further help them to review their knowledge regarding the tools. It can also be suggested that inclusion of frequency of supervision they will be obtaining during their probation period. In addition to this, providing authoritative statements for decision-making and approval will provide the newly selected candidates with guidance in the same. After reviewing the personal specifications, it can be recommended that if the candidate is allowed to present special qualifications then it can be an added advantage for the organisation. This will be advantageous in developing creative content in marketing for attracting more clients’ thereby increasing productivity of the organisation. Moreover, the attributes and values can also be mentioned in the specification that will thereby help the candidate to develop their skills in professional field. |
| No, the recommendations have not been implemented yet. |
Updated Position Descriptors
| Position Descriptors | |
| Position/Job Title 1 | Creative Assistant |
| Department | Marketing Department |
| Job role and responsibilities | ●Designing promotional materials for increasing brand awareness ●Developing customised templates ●Preparation of information-rich content |
| Equipments to be used in work role | ●Skype ●Business Dropbox ●Google Calender ●Britix24 |
| Level of supervision during job role | During the probation period, candidate will be trained under the guidance of their team leaders |
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| Authoritative statement | “Decisions are to be made after discussing with the team members and seniors of the organisation” |
| Position/Job Title 2 | Marketing Data Analyst |
| Department | Marketing Department |
| Job role and responsibilities | ●Tracking and estimating budgets in different activities of marketing department ●Monitoring the trends of sales ●Collecting customer data and rival’s data |
| Equipments to be used in work role | ●MS Office ●KNIME ●SAS ●RapMinder |
| Level of supervision during job role | The selected candidate will be supervised by marketing manager during the probation period and will be assisted during difficult situations |
| Authoritative statement | “Decisions are to be made after discussing with the team members and seniors of the organisation” |
Updated Position Specification
| Position Specifications | |
| Position/Job Title 1 | Creative Assistant |
| Department | Marketing Department |
| Attributes and value to be reflected | ●Creativity ●Organisational skills ●Excellent team working spirit ●Adaptability |
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| Position/Job Title 2 | Marketing Data Analyst |
| Department | Marketing Department |
| Attributes and value to be reflected | ●Curiosity ●Expertise in a statistical and technical field ●Intention of continuous learning ●Strategic outlook |
2.3
| Communication Log | ||||
| Date | Medium | Contacted person | Summary | Supervisor initials |
| 7 March 2020 | Email | HR manager and employees of HR department | The position descriptor and position specifications have to be amended as per the recommendations provided by Marketing manager | |
| 8 March 2020 | Email | In charge of advertisement | The documents of position descriptor and position specifications have been updated | |
10 Manage Recruitment Selection And Induction Processes 2.3 1.
| To The Supervisor, This is to inform you to obtain your permission regarding the recruitment and selection process of two vacancies being, creative assistant and marketing data analyst. For doing this task, I need your permission and assistance so that I can participate in the recruitment and selection process of the two vacant positions at your organization Thanking You, HR Manager |
2. The training and support needs are to be reviewed keeping into consideration the discussion maintained in the recruitment meeting (Akroyd & Kober, 2019). A review of the training needs with regard to the recruitment and selection process has been identified in the meeting. Therefore, it can be stated that assessing the training needs has to be provided during the recruitment process. 3.
| Communication Log | ||||
| Date of Communication | Mode of Communication | Contacted Person | Summary | Supervisor details |
| 8 March 2020 | Email | HR consultant | The job details and pattern of job specifications has to be communicated appropriately. | |
| 9 March 2020 | Face to face communication | HR Manager | The requirement and need for manpower needs has to be communicated with the | |
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| Hr manager. | ||||
| 10 March 2020 | Email | Trainer | The need for assessing the training needs in the process of recruitment has to be consulted with the trainer. | |
6.
| To The Senior HR Manager, This is to inform you about the need for conducting access to two of the job advertisements for the vacancies in the recruitment process. To ensure the vacancies of two of the recruitment vacancies, the need for the importance of recruitment specialists like recruitment agencies and psychologists is needed. They have to take part in the recruitment meeting for which I need to negotiate with you so that you can permit me to use two of the specialists in conducting the recruitment process. Regards, HR Manager |
10.
| To The Supervisor, This is to inform you about the access to the documents at the workplace documents for the selection processes and procedures. The basic documents relating to the workplace procedures and tests which include aptitude tests and IQ tests. The behaviour in leaderless groups, demonstration of the techniques and skills and the interview as well as peer assessments has to be included for gaining knowledge about the documentation processes of the related recruitment processes. The advices given for unsuccessful candidates and successful applications selection outcome including the salary requirements and awards and agreements and dress code has to be accessed into. Regards, |
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| HR Manager |
PART II
| Comment Therefore it can be stated that the company has been stressing upon the provision for maintenance of equality and diversity at the workplace. It has also provided information to the workforce regarding the job specifications as well as the position of the job required. From the two positions, Position 1 has been able to meet more points as per the regulations and policies than the Position 2 that has subsequently lesser compliance with the policies. |
Part III
| Comment The first procedure is a written test and the second procedure is the Personal Interview. The organization aims to maintain equality and comply with the “Fair Work legislation and National Employment Standards” of the organization. Moreover, the meeting of organizational policies and procedures has been maintained with regard to the process of recruitment and selection in written as well as personal interview. |
Part 2 Skill Requirement 1 Instance 1: The first instance where I ensured that the process of advising unsuccessful applicants has been carried out has been when the results of their non-selection has been confirmed (Aldecoa Martínez et al. 2019). I had communicated with them in an effective manner by being tactful and using appropriate language so that they do not get disappointed and lose their hope in applying for the next interview. Instance 2: The second instance had been when I had to declare them about the final results in the selection process. In doing so, I had to communicate with them in an effective manner so that they do not get disappointed after knowing the result. I communicated with them in an effective manner by application of tactical language. 13 Manage Recruitment Selection And Induction Processes Skill Requirement 2 Instance 1: In the first instance, I had to advise and negotiate with the successful applicants about the salary and the terms of conditions in the process of employment. The rules regarding the dress code, award and agreement to be provided to the successful candidates has been discussed appropriately. Instance 2: In the second instance, I had to declare the results for those who had been selected during the process of recruitment. The nature of employment like permanent, casual, part time had to be communicated with the employees. Similarly the terms of employment were communicated by using appropriate language and politeness. Skill Requirements 3: Successful Applicant 1: Applicant 1 has been negotiated with and the appropriate employment terms have been communicated appropriately. The prescribed timelines and the job offers made on contracts of employment have been made accordingly. The two ways in which effective ways of communication has been carried out was the use of polite language and being tactful in approach. Successful Applicant 2: The terms of employment have been communicated with Applicant 2 as well. The rules regarding the organizational policies and procedures and the terms of contract of employment has been discussed in a polite and tactful manner. Moreover, the negotiations for garment of the contract have been dealt with in a polite and tactful manner. Part III. 3.1 1.
| To The Supervisor, This is to inform you that there is a need for my participation in performance management of two probationary officers who are at the end of their probationary period. For doing this task, I require your support as well as assistance so that the employees can engage themselves in doing their jobs appropriately on the basis of which their overall |
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| performance would be measured. In order to complete this task, I need to gain access to each of the employees’ PDP and performance records throughout their probationary period. Also, their privacy would be respected and there would be no violation and intrusion on their personal space. Regards, HR Manager |
2. On reviewing the induction policies and procedures on the performance management of the probationary employees, it can be stated that the organization follows a basic induction for the new employees (Binder, 2016). The probationary period continues up to 3-6 months that allows the employers to measure their performance before being posted to a new position. 3.
| Feedback Session Log | |||
| Date of Session | Mode of Communication | Summary of feedback session/ Outcome of communication | Employee’s Initials |
| 1.1.2020 | Face to face communication | Meets the job requirement of maintaining effective and quality performance at work | RC |
| 3.1.2020 | Email conversation | Needs improvement in showing commitment and dedication towards work | RC |
| 5.1.2020 | Telephonic | Demonstrates significant knowledge in the job knowledge and expertise. | RC |
| 6.1.2020 | Face to face communication | Has effective communication skills in employee management | RC |
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| 7.1.2020 | Email conversation | Has adequate job knowledge in problem solving skills | RC |
| 8.1.2020 | Telephonic | Exceeds the requirement of maintaining effective team working abilities | RC |
| 9.1.2020 | Face to face communication | Delivers tasks in a timely manner | RC |
| 10.1.2020 | Telephonic | Can work independently with minimum requirement for supervision | RC |
| 11.1.2020 | Face to face communication | Meets the standards of organizational performance | RC |
| 12.1.2020 | Email conversation | Delivers effectiveness in meeting appropriate procedures of reporting and making decisions | RC |
| Feedback Session Log | |||
| Date of Session | Mode of Communication | Summary of feedback session/ Outcome of communication | Employee’s Initials |
| 1.1.2020 | Face to face communication | Does not meet the job requirement of maintaining effective and quality performance at work. Needs to make improvement in the process of | PB |
| 2.1.2020 | Telephonic | Has limited commitment and | PB |
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| dedication towards work | |||
| 3.1.2020 | Email conversation | Demonstrates limited knowledge in the job knowledge and expertise. | PB |
| 4.1.2020 | Face to face communication | Does not maintain effective communication with the co-workers | PB |
| 5.1.2020 | Telephonic | Does not show job knowledge in meeting the problem solving skills | PB |
| 6.1.2020 | Face to face communication | Does not requirement of maintaining effective team working abilities | PB |
| 7.1.2020 | Telephonic | Has delays in meeting tasks within regular time-periods | PB |
| 8.1.2020 | Face to face communication | Works independently but requires supervision. Needs substantial supervision for generating better results. | PB |
| 9.1.2020 | Email conversation | Has underperformed in meeting the required standards. Needs to follow the organizational procedures | PB |
| 10.1.2020 | Face to face communication | Unable to deliver effectiveness in meeting appropriate procedures of reporting and making decisions | PB |
6. Being a manager it has been identified that the first probationary officer had performed well and was to be regularized. The employee requires a minimum level of supervision and can be trusted to work in an independent manner. The quality of the work performed has been quite satisfactory and the employee has shown consistent performance by completing the tasks 17 Manage Recruitment Selection And Induction Processes within the required time-frames (De Silva, Opatha & Gamage, 2016). The second employee on the other hand has not been able to comply with the standards of the organization and was about to be terminated. The employee has shown satisfactory levels of underperformance and has been showing disruptive or negative behaviour affecting the harmony of the workplace. Feedback Session Information
| Comment: During the feedback session it has been observed that the open questioning has been used while conducting the survey. Active Listening has been carried out but sometimes there were difficulties in understanding the difficult terms. Moreover, effective communication has been used in clearly interacting with the people. |
3.1 1.
| As a manager of the performance management of the two probationary officers, I have identified that the first probationary officer has performed pretty well. The first probationary officer is to be regularized for performing up to the mark. From the PDP reports and performance reports it has been observed that the employee has consistently performed well within the allocated time frames. Our organization aims at maintaining a positive atmosphere and generating maximum productivity through integrated efforts of the employees. Here, the employee requires a minimum level of supervision and can be trusted to work on his own (Edgington & Swiatek, 2018). This ensures that the employee maintains an average performance and has been contributing towards the growth of the organization. The quality of the work performed by the employee is quite satisfactory with errors made on a moderate to minor basis. Moreover, being new to the organization and the work role given, the employee has been able to acquire a significant position in the organization. Our organization has outlined the basic policy of carrying out the induction process so that the process and responsibilities of successful induction can be carried out in a progressive manner. The policies relating to health and safety have been detailed in the policies and procedural framework of the organization. |
18 Manage Recruitment Selection And Induction Processes 2.
| After reviewing the performance of the second employee, it has been noticed that there were unsatisfactory levels of underperformance by the employee. The probationary employee is about to be terminated for the low level of performance. The reason has been due to the disruptive and negative behaviour that has an impact on the co-workers. The employee has therefore defied the basic rules and norms of the organization. It has been observed that the employee had been misbehaving with his co-workers and violating the basic rules of conduct that were necessary for complying with the organizational policies and procedures. Our company has the basic regulation of maintaining respect at the workplace. All employees are required to respect their immediate subordinate or their co-members. Any kind of discrimination or harassment of the victims are not allowed. Any breach or violation of such a policy would subject the employee to punishment. Maintaining professionalism at the workplace is another policy that has to be followed by the employees to show integrity at the workplace (Jain & Hyde, 2017). Due to the negative and disruptive behaviour of the second employee, it has had an impact on the co-workers and as a result the workplace atmosphere has deteriorated. The overall work environment has been hampered as a consequence of misconduct followed by the employee. This has led to the creation of a bad reputation of the employee and necessary action would be taken against him for underperformance and the behavioural approaches shown towards the other employees of the organization. The employee would therefore be terminated due to underperformance and negative behaviour shown on his part towards his co-members. |
3.2 1.
| To The Supervisor, This is to inform you that I need to conduct a survey on the induction process of with the support and assistance of two managers in the process of induction and two employees who have recently participated in the induction process. To complete this task, I require the documentation of the organization with regard to its induction process. I would be grateful if you could help me with the same. Regards, HR Manager |
19 Manage Recruitment Selection And Induction Processes 2. Following the organisation’s documentation with regard to the process of induction, it can be stated that there are three objectives for which the survey would be carried out which include:- ●Acquaint the new employees about the rules and regulations of the organization ●Ensure maintenance of effective communication within the employees of the organization ●Develop and gain an image, behaviour, response and attitude of the employees towards maintenance of organizational decorum. 3.
| 1. Objective 1: Acquaint the new employees about the rules and regulations of the organization Achieved or not It has been observed that such an objective has been achieved by the organization at a moderate rate. Some employees have been able to meet up with the organizational rules and policies whereas a few of them have not been able to acquire the necessary results. Recommendations: There can be further room for improvement in the induction process. Better guidance can be provided to the employees so that they are able to comply with the organizational norms. 2. Objective 2: Ensure maintenance of effective communication within the employees of the organization Achieved or not The newcomers have been able to meet the objective of effective communication with the other employees of the organization. However, the case was not the same for all the employees. One or two newcomers have not been able to achieve the goals and target of the organization and have violated the basic rules of the organization. Recommendations: A smooth and harmonious environment can be maintained within the organization if all the employees are oriented towards maintenance of effective relationships at the workplace (Kellner, 2017). Moreover, adequate provision for interactive sessions and development programs can help in meeting the required goals and objectives of the organization. Objective 3: Develop and gain an image, behaviour, response and attitude of the |
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| employees towards maintenance of organizational decorum. Achieved or not The third objective of developing an image and behaviour, response and attitude of the employees for maintenance of the organizational decorum shows that the induction process has been carried out in an effective manner and needs further improvement so that they can a sense of harmony and belongingness can be created within the organizational employees. Recommendations: Regular meetings can be conducted so that the views and opinions of the new employees can be taken into consideration. Furthermore, employee’s wellness programmes can be created for the promotion of effective behaviour among the employees and maintenance of organizational decorum. |
Induction Survey Observation Checklist
| Comment: While doing the survey, it has been found that the open ended questions had been used in conducting the feedback from the employees. However, appropriate terms had not been used with regard to the information being presented and clarified. Appropriate language has been used by maintaining eye to eye-contact and application of appropriate gestures. |
3.3 1.
| To The Supervisor, This is to inform you about the need for the changes that I need to make for two sets of induction policies and procedures. I require your permission and assistance in polishing changes to the set of induction policies as well as procedures in the organization. I would be helpful if you could permit me to continue with such a policy. Regards, HR Manager |
2. 21 Manage Recruitment Selection And Induction Processes
| Refinements Log | |
| Name of Induction Policy & Procedures | Summary of the changes made |
| “Employee Code of Conduct” | |
| “Dress Code” | Changes have been made with regard to the dress code of the employees. The employee’s position should describe the way they should dress. A more formal approach towards dressing patterns during meetings with clients is required. |
| “Solicitation and Distribution” | Non-employees are not allowed to maintain solicitation and distribution at the workplace. |
| “Conflict of interest” | While dealing with conflict in interest, no kind of misbehaviour would be tolerated by any person. Refusal to act in accordance with the policy would subject them towards violence of the company norms. |
| “Employee relationship” | Employees are encouraged to maintain harmonious relationships by following the guidelines and showing a professional approach in behaviour. |
| “Workplace Visitors” | While inviting the visitors at the workplace, the permission of the HR manager is required. The visitors need to be kept away from dangerous sites and from participating in any kind of illegal activities. |
| “Cyber security and digital services” | Changes have been made with regard to the usage of computers, phones and internet connection at the workplace. |
| ●“Internet Usage” | The employees are not allowed to encroach upon the private information of another individual or perform any illegal actions like fraud and hacking. |
| ●“Cell Phone” | Avoiding cell phones for unnecessary activities and focusing more on the work. |
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| ●“Corporate Email” | Sending spam emails, insulting the messages by use of discriminatory content would not be tolerated |
| ●“Social Media” | Social Media can be used for generating beneficial information about the company and adding to the organizational productivity and profit margin. However, sharing confidential information needs to be avoided. |
| “Workplace Policies: safety, health and confidentiality” | |
| “Confidentiality and data protection” | The private information of the workers has to be protected and kept well-protected (Luis, Belén & José, 2018). Commitment should be gained to restrict the access to sensitive data and train employees towards privacy maintenance. |
| “Harassment and Violence” | Harassment at the workplace should be prohibited by not indulging in any kind of gossip. Everyone has to be treated in an equal manner so that their safety can be ensured. |
| ●“Workplace Harassment” | Sexual or mental harassment is illegal and if an employee is found to be guilty of such a practice, they are to be terminated. |
| ●“Workplace violence” | Penalty would be given to employees indulging in violence at the workplace. |
| “Workplace safety and Health” | Changes had been made with regard to taking off preventive actions at the workplace. |
| ●“Preventive action” | For avoiding injuries or illnesses at the workplace, periodic analysis of risk assessment and job hazards has to be provided. |
| ●“Emergency Management” | Planning to deal with the sudden explosions or earthquakes can be dealt with fire extinguishers, alarms and technicians responsible for maintenance of leakages |
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| ●“Smoking” | The need for creating a smoke-free environment has to be created by avoiding smoking at important meetings (Michael & Francis, 2018). |
| ●“Drug” | Disciplinary action would be taken against those found guilty of drug consumption. |
3.
| Summary of Induction Survey Results |
| With regard to meeting the objective of acquainting new members at the organization, it has been observed that this objective was achieved at a moderate rate. Certain changes had been made with regard to the maintenance of decorum at the workplace by framing up rules and regulation on the “Employees Code of Conduct”. The objective of maintaining effective relationships with the employees has been maintained through the process of induction. There were certain violations made by one or two employees leading to incorporation of strict rules under the “Workplace Policies safety, health and Confidentiality” (Oke, 2016). The induction process has also been able to meet the objective of maintaining the workplace behaviour and decorum by complying with the organizational policies and standards. |
3.4 Skill Requirement 1 On measuring the training needs required for the employees, the skills training has been provided for all the people who have been engaged in the staff induction process. The training had been provided by the trainer who had been responsible for conducting interactive sessions and regular meetings for development of the skills of the employees (Rajan, 2017). The trainer had been quite frequently involved with the trainees in implementing successful training of the employees. Skills Requirement 2 While closely monitoring the process of implementing the induction process I have to provide ongoing support required for persons involved in the induction training programme. I had support through mentoring and coaching of the students. The communication skills applied have been tactful in dealing with the employees and communicating in a polite and 24 Manage Recruitment Selection And Induction Processes disciplined manner. I used an appropriate system of assessing and monitoring their performance during the induction process. Skill Requirement 3 Instance 1: While measuring the performance of the individual employees, I had to check whether the process of induction had been followed in the organization. By investigating the performance reports and the PDP goals of the employees, I had to monitor the performance standards of the organization in meeting the desirable goals (van Zyl, Mathafena & Ras, 2017). I had to make adjustments in the process of maintaining performance standards to ensure that they were followed by the employees. Instance 2: During the process of accessing the employee behaviour, I had to check into the workplace policies and whether the employees had been acting in compliance with those policies. The policies were monitored on the basis of the attitudes of the employees towards their work as well as towards other members of the organization. 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