2. Design the proposed advertisements to attract the appropriate candidates for each of the above jobs. Include selection criteria in the advertisements to narrow the field of applicants. INDUCTION PROGRAMME FOR NEW STAFF The induction programme lists suggested activities to be covered from day one through to the end of probation. SESSION SUGGESTED CONTENT OF SESSION Introduction to the University - Mission, Vision. Objectives of work area and work area - How the work area fits in to the wider University Person Responsible Line Manager - All key operational and social areas to be visited. (e.g. Offices, Labs, Catering Facilities, Bank, Library) Introduction to other members - Go through organisation chart of Staff - Discuss roles and responsibilities of staff in general Person Responsible Line Manager terms, - May also want to extend time to allow visits to key contacts outwith work area. Introduction to the other teams - Purpose/Activities of the other teams/work areas within the Work area (if - How the team fits in to the work area appropriate) - How the work area fits into the University Person Responsible Line Manager Terms and Conditions - Ensure new start has viewed and understood Person Responsible Line Manager information contained in the Information for New Employees this contains important information on terms and conditions. Performance Standards - Outline specifics ofjob role tiob description) Person Responsible Line Manager - Define goals, objectives, and expectations - Review probation and performance and development reviewl ADR/ appraisal process. Culture of the Work area ' Make new start aware of local arrangements regarding Person Responsible , Line hours of work, holiday requests, sickness procedure, Manager/Nominee after hours working, dress code, lunch arrangements, etc. - Other University procedures e.g. internet and e-mail usage, transportation and parking, etc. Office Systems - Review processes for using office equipment such as: Person Responsible a Line computer, telephone, voicemail, fax, printer, Manager/Nominee photocopier, etc. - Review processes for using other university equipment/systems such as: libraries, laboratories, open access computers, etc. - Review computer security, and software usage, - Consider environmental efficiencies (waste, recycling, energy) Job Specific Training and - Role specific development needs should be reviewed Development and a suitable programme of training should be Person Responsible Line planned that aligns the individuals skills to their core Manager/Nominee duties. - Staff with line management responsibilities should be clear as to their duties and attend any relevant training. - Outline the use of annual performance and development reviews/ ADR as one method for determining ongoing role specific development needs. - Introduce University wide training and development opportunities available to staff. - Review use of personal development planning tools (Le. PDP) Health and Safety - Physical fire exits, fire alarms, re evacuation Person Responsible Health & procedure, fire-training arrangements, manual Safety Co-ordinafor/ Line Manager handling, firstaid arrangements, VDU usage, and other arrangements as required. Monitoring and Evaluation - It is important that the Induction programme is Person Responsible Line Manager monitored and reviewed. - Throughout the period regular review meetings should be held and any adjustments made. - See sample templates to support this process: Checklists, Evaluations. Probation ~ For new staff the Probation Policy will apply Person Responsible 7 Line Manager PART B - Planning and organising a induction program Develop the induction program for the 4 new employees detailed in Part A. Please use all the relevant information as necessary from PART A {planning document) as necessary. The following documentations needs to be included: 1. The Induction program needs to include provisions to introduce the employees to ANIBT Hotel, their colleagues, theirjob. The induction needs to be structured logically, from general information covering information about the business, its practices, and its culture to specific information about the employees. 4. Outline the procedures you will put in place to inform successful candidates and arrange for their attendance at interview, including accommodating potential special needs Using the Case Study provided, you must oversee the recruitment, selection, and induction for the following recruitment needs at least once: 3'? Casual, contract or temporary 3* Full-time or part-time permanent 3 Volunteer This should involve the following: Developing the selection criteria for each of the above roles Conducting a fair selection and interview process Evaluating at least one individual for each of the above roles to select individuals that meet a specific organisational need. VVV PART A Planning the recruitment and selection process Following a restructure of the Food and Beverage services provided by ANIBT Hotel, an audit has identified that there is a shortage of staff to deliver the quality of service expected from an operation at this level. As a result, in your position as the Human Resources Manager, you are required to recruit, select, and induct staff for two additional new food and beverage positions, and a volunteer to support events and seminar. The recruitment needs to include consultation with relevant colleagues like the Food and Beverage Manager, the Head Chef, the Events manager, and the ANIBT Hotel Manager. You have already obtained approval for recruitment as per your organisational recruitment policies from the head office in relation to these positions The 3 positions are as follows: a) Chef de Partie, 11.00pm 7.30am night shift {full-time position) b} Barista, breakfast shift (casual position 2 days per weekend} c) Volunteer, event and seminar support [Thursday and Friday 10 hours per week To get recruitment processes organised you are required to develop the following documentation and processes: 1. Establish the job descriptions for each position based on feedback from colleagues in each department and develop a set of selection criteria for each position which must include expected levels of experience and the customer service attitude required to work at ANIBT Hotel. Use the TEMPLATES provided below 3. Provide 3 options you could use to advertise these positions for maximum reach and include a basic overview of approximate costs. Using the template below ANIBT HOTEL RECRUITMENT STRATEGY PLATFORMS USED FOR RECRUITMENT OVERALL COSTANIBT HOTEL Position Barista Main Duties Experience Requirements Skill Requirements Education Requirements5. Develop a set of interview questions for each position {at least five questions] based on the selection criteria and desired customer service expectations. Chef de Partie ANIBT HOTEL RECRUITMENT INDERVIEW QUESTIONS Volunteer, event and seminar support Experience Requirements Skill Requirements Education Requirements ANIBT HOTEL Volunteer, event and seminar support ANIBT HOTEL Position Chef de Partie Main Duties Experience Requirements Skill Requirements Education Requirements