Introduction to Recruitment, Selection, and Induction Activities
Human Resource Management is the method of recruitment and choosing employee, arranging course and induction, guidance and improvement, evaluation of employee (performance of appraisal), offering reimbursement and remuneration, encouraging, preserving apt relations with workers and with trade unions, sustaining employees’ protection, wellbeing and healthy measures in compliance with industry laws of the land (Armstrong and Taylor 2014).
Human resource management is the development of suitable resources and utilization of accessible restricted trained labor force (Berman et al 2012). This report outlines the human resource management of one of the western Australian transport organization named Public Transport Authority. The report highlights the employment and training processes conducted by the organization (De Bruin and Doebeli 2015)
The report concludes by stating the aim and necessities of the induction program for the new employees arranged by the company in order to accomplish its official targets.
The first method, the recruitment method is a significant element of human resource management. Recruitment is termed as a process that supplies the organization with a team of skilled professionals from which the company choose. The recruitment process includes testing and interviewing the candidates who have applied for the posts (Bolón-Canedo, Sánchez-Maroño, and Alonso-Betanzos 2013).
The second step is the selection procedure. After the completion of the interview, the candidates are chosen based on the results of the tests and the interview conducted by the company. Selecting a candidate is completed by evaluating the candidate’s education to an encoded list of credentials or eligibility essential to execute the job.
The third and the final step is the induction program. An induction program is the procedure in business organizations to greet fresh employees to the business and train them for their new responsibility.
Human resource policies are prescribed set of laws and measures that state how certain issues should be dealt with in the place of work, as well as worker rights and duties. HR policies are attached to service regulation. To evade non-compliance and punishments from the administration, employers must stick to HR policies. An HR policy includes recruitment and selection systems. This consists of interviewing; appointing, presentation valuations, reference and background checks, migration, physical and health check-ups, joining and induction program (Bratton and Gold 2012).
A procedure is a series of steps to be followed as a constant and rhythmic approach to bring about an ultimate effect. An HR procedure will have a set of customary methods and policies for performing the business in an organization. Both the HR Policies and Procedures are utilized to authorize the people liable for a development of an organization with the direction and reliability they require for flourishing advancement of the business.
Definition of Policies and Procedures
Human resource policies and procedures are essential features of the workplace. They recommend security to employees; provide assistance to management, and assured that organizations meet the terms of government rules and regulations. They give fortification to the employees by guaranteeing regularity and eradicating subjectivity. Human resources policies and procedures are vital as they present guidance to every employee in all difficult circumstances that may crop up (Hendry 2012).
Here we will discuss the recruitment process of an organization starting from the identification of vacant situation to the arrangement of the induction program.
- Identification of a vacant situation: When a vacancy arises, it is the duty of the resource supervisor to find out whether the situation is still necessary and whether the responsibilities are compatible for the prospect of the organization.
- Preparation of position statement and promotion: A position explanation focuses on a thriving employment process. It offers a candidate the foremost idea of the job role and gives a vivid view of the departments and general information about the organization.
- Determination of recruitment strategy: Every situation involves a standard Recruitment chart that is accepted by the managerial unit. It includes posting phase, assignment goals, supplementary publicity resources, assortment groups and resume banks.
- Establishment of selection procedure: Once the situation report is finished, the situation can then be uploaded to the career site followed by the evaluation of the applications once the minimum number of posting days is achieved where candidates can apply through regular application process.
- Short listing of the candidates: After the completion of the applying period, all the applications are examined and reviewed by the recruitment board who prepares a list of candidates that are eligible for the mentioned position. This is called short listing of the candidates (Shomer 2014).
- Selection methods: The selection methodology consists of several rounds of interviews consisting of panel interviews, virtual interviews, face-to-face interviews and other testing and selection methods conducted by the recruitment board.
- Reference check: The objective of a reference check is to gain information about an applicant’s conduct and work presentation from former employers that could be serious to one’s judgment, regardless of their talents, knowledge, and skills. Failure to check references can have critical lawful penalties.
- Selection decision: On completion of the recruitment procedure, the offer to the chosen applicant is made based on the selection criteria confirmed by the recruitment board.
- Introduction of the offer: As soon as final check of the selection process is completed and the ultimate candidate is determined, the recruitment notifies the Departmental HR the name of the final candidate, salary and joining date and other information. Once approved by the HR, the managing board offers the contractual official joining letter to the chosen candidate.
- Induction program: Induction is the procedure for greeting fresh employees and supporting them to cope up to their latest roles and working environments. The induction program is generally conducted to make fresh employees aware of the company’s terms and regulations.
- Informing the employees up-front: It is the duty of the company to inform the employees about the company’s policies and procedures. Explanation of the importance and impact of policies and procedures is relevant.
- Asking for feedback: To promote employee participation all the employees must be asked for their ideas about what they think should be included in the company’s policy. Incorporate as much opinion as possible from the employees for improvement of a product.
- Arrangement of training: Various policies and procedures may need more wide and thorough training to make certain that employees recognize how the course of action applies to them, so provision of employee training is required.
Hence, these are some of the effective strategies to be implemented by the companies for a useful communicative approach from the employees.
Public Transport Authority is Western Australian transport organization that provides a safe, customer-focused incorporated and efficient public transport services and solutions. The organization has different departments as such as Customer Services, Accessible Travel, Safety and Security, Emergency management, Freight Network and Environment and Sustainability (Merkert and O’Fee 2013).
Work-force strategy of the company involves two major activities- first is studying and developing data that identifies HR needs. The second is evaluating reactions to the acknowledged requirements. The two vacant situations in which the company is at presenting hiring are Transit officer and Train driver recruitment.
Transit officer requires the physical capabilities along with the ability to handle pressure to resolve problems in difficult situation as the role has powers similar to western Australian police. Train driver requires mechanical or technical skill with literacy and numeracy ability.
Transit Officers play a significant position in customer service, assisting the passengers and public by making them utilize this transport facility. In this competitive role, a transit officer will be part of a huge and vibrant team functioning in a variety of localities across the urban rail network. A train driver must have a good communicative skill with established customer service proficiencies and the capability to work well in a group setting (White 2016).
The transit officer role requires strong physical ability along with the efficiency to handle pressure in difficult situations. The train driver role requires a successful completion of a 25-week paid training phase, as well as on-the-job training as a learner railcar driver.
The PTA was created under the Public Transport Authority Act 2003 and the Public Transport Authority Regulations 2003. Public Transport Authority of Western Australia is dedicated to protecting the privacy of the employees and development of technology that gives the most influential and protected working experience (Thompson and Maginn 2012).
The Importance of Effective Policy and Procedures
The managerial board of the organization will do all the recruitment and short listing process. The short listing process includes physical tests, online aptitude tests, integrity check, interviews, online psychometric assessment and medical check-ups.
Once the departmental interviews are completed, the interviewees will be send for the final round of interview to the two main recruitment specialists Richard Sellers, the chief executive officer (transport) and Pat Italiano, general manager (transperth train operations).
There are numerous significant steps that one must meet to develop into a Transit Officer. It is strongly suggested that one must focus on one of the information and ask any questions one may have. The recruitment of the train driver takes place on the need basis that occurs after every two years. The information sessions provides a brilliant insight into the daily duties of the role.
The main aim of the induction program is to make acquaintances for the new employees about the office environment. The organization conducts an induction program for the newly recruited applicants. A transit officer training requires a 12-week course, which include both course work and field training and on-job training experience. The train driver recruitment contains a 2-week paid training and on-the-job training sessions. After the completion of the training, phase all the candidates a Certificate IV in Transport and Logistics (Rail Operations). All the training programs will be arranged by the departmental HRs.
Conclusion
The above report concludes that the human resource management is a very important aspect of any organization and therefore every business house must abide by the terms and policies of the human resource management. It is also essential for every company and organization to implement these HR policies and procedures for the welfare of the employees.
References
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Berman, E.M., Bowman, J.S., West, J.P. and Van Wart, M.R., 2012. Human resource management in public service: Paradoxes, processes, and problems. Sage.
Bolón-Canedo, V., Sánchez-Maroño, N. and Alonso-Betanzos, A., 2013. A review of feature selection methods on synthetic data. Knowledge and information systems, 34(3), pp.483-519.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
De Bruin, T. and Doebeli, G., 2015. An organizational approach to BPM: the experience of an Australian transport provider. In Handbook on Business Process Management 2 (pp. 741-759). Springer Berlin Heidelberg.
Hendry, C., 2012. Human resource management. Routledge.
Merkert, R. and O’Fee, B., 2013. Efficient procurement of public air services—Lessons learned from European transport authorities’ perspectives. Transport Policy, 29, pp.118-125.
Shomer, Y., 2014. What affects candidate selection processes? A cross-national examination. Party Politics, 20(4), pp.533-546.
Thompson, S. and Maginn, P., 2012. Planning Australia: An overview of urban and regional planning. Cambridge University Press.
White, P., 2016. Public transport: its planning, management and operation. Taylor & Francis.
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