TASK 2: Manage Induction process

Case study:

Kelly Walshis the Centre manager of IAG Medical specialist centre and in charge of 40 staff and 20 contractor specialists. She has been in the company for three years. She has been handling the recruitment, selection and induction part of the Centre as being a medium sized company it does not have a Human Resource Department or a Personnel Officer. Because of her HR related responsibilities, Kelly decided to TAFE short course in staff hiring and management process.

After about 6 months, Brendan discovered that he was losing more staff from reception section than the other departments. She was concerned and decided to speak to a friend who worked in a similar position for another health care organisation and found out that their staff turnover was much lower than this. She had to do something about it.

For the next few months, Kelly conducted an employee survey with existing staff and exit interviews with those who were leaving and found out that most were resigning after only six months in the job. Through the analysis of the surveys and exit interview records, Kelly found that most of the staff has mentioned some common reasons for their resignation like 'It didn't work out', 'I didn't feel happy' and 'The centre does not care about us' and 'there are not enough services'.

Kelly reviewed centre's hiring and on induction process and realised that there is something missing here which is not helping to keep and retain the employees. She met her friend, Rosie, who also works in a common department in other organisation. She mentioned her predicament. When Rosie talking about the benefits of induction programs in the company she works in (like induction trainings, management of probationary employees, training to dept. managers on how induction process to be managed).Kelly sat up and listened with renewed vigour.

For step 1 (3) SampleJob description

JOB DESCRIPTION

MANSFIELD PARK PRIVATE HOSPITAL

158 JERSEY ROAD

CANARY, NSW 2586

POSITION
SECTION
DEPARTMENT
POSITION NUMBER
REPORTS TO
POSITION GRADE
DATE

POSITION PURPOSE

QUALIFICATIONS and EXPERIENCE

KEY ACCOUNTABILITIES

WHS

• Act in accordance with the NSW WHS Act 2011, WHS Regulation 2012 and the WHS Management System.

EEO

• Demonstrate appropriate knowledge of, and commitment to, equal employment opportunity principles and anti-discrimination law in the workplace.

DUTIES

• Provide an efficient support role to other positions within the section.

PERSON SPECIFICATION

• Relevant experience in accordance with requirements of Job Description.

PERFORMANCE CRITERIA

• As per Mansfield Park Private Hospital's Performance Management System.

All tasks are undertaken in a proficient and timely manner including demonstrated use of initiative in undertaking designated tasks.

• Working knowledge of positions within the section and Mansfield Park Private Hospital overall are developed to provide support and assistance on as required basis.