Recruitment, Selection, And Induction Essay At CoffeeVille.

Follow the instructions below to prepare a portfolio that you are required to submit as part of this assessment.

1.Develop an electronic folder called ‘Induction trial pack’ which includes the following forms you have created, including:
Induction policy and procedure
Induction checklist
Probation checklist
New starter performance review form
Trial feedback form (see Part A, question 6).

2.Having prepared your induction trial pack, you are to present the pack to two people and ask them to review the process and complete the forms as they would if looking to hire a new Barista for CoffeeVille. They must make review notes on each document as evidence of the review undertaken and provide feedback on the overall processes and documents used.

3.Collect all completed forms and feedback from and collate the results. Identify any issues raised and write a summary on what worked well and what didn’t . Original feedback forms must also be submitted.

4.Make all necessary adjustments to the proposed policies, procedures and forms to reflect the feedback you have received. List the changes and submit the revised documents in your portfolio.

Analysis of Strategic/Operational Plan

Following an analysis of the café’s  operations, I have identified a number of areas that need  to be  improved on to ensure that the  CaffeVile  is able to attract  and select  enthusiastic and qualified  individuals who  can be  easily indoctrinated into the  culture of the  business.  I have  also  identified strategies that  when implemented will ensure that the business is able to  remain true to its goal of  achieving  Employer of Choice (EOC) status.  This  letter presents an appropriate recruitment, selection and induction program  that has been developed following   an in depth analysis of the  café’s   current operations and future goals. This letter will also provide  recommendations for policies and procedure which when implemented  effectively will ensure the  café   sticks to its   long term objectives of   effective staffing  that  takes into consideration  the  organizations goal of  attaining  EOC status while at the same time  allows for  current and future  expansion while taking advantage of the   different technological options that are available  to the  café.   To ensure fluidity   in the flow of the  letter, the points  will be  delivered in a systematic manner. The  letter will  first provide an in depth analysis of the  strategic/operational  plan focusing  on  areas  relating to  recruitment, selection and induction that do not adequately  support the  café’s  new  strategic direction of  expanding,  obtaining an EOC status and  employment of technology to enhance efficiency  of the organizations operations. The  letter will then provide proposals  for policy and procedure framework  for the  recruitment, selection and  induction programs.  This will be followed  by a request that you review  and approve my proposal highlighting specific timeframes  in which  you  are expected to provide a response.  In this letter  I have also attached proposed strategies and procedures  with forms and checklists that are attached to the new strategic direction of  CoffeeVille and  a communication strategy  for  sharing  information on the new program  with managers  thereby ensuring that  future management and staff  have a clear  understanding of the  café’s culture.

Through an in depth analysis of the operational plan and employee handbook at CoffeeVille it is evident that a large section  of the cafés  current policies on employment recruitment and induction are in line with  its  new strategic direction.  A major area  of disparity  between  the  café’ recruitment and selection policy  and its  new strategic  direction is in the recruitment strategy. The  café  recruitment  policy calls for widespread advertisement  which  increases the pool of  potential applicants outside the scope of the  staff. This  is in contradiction  with the  café’s  new  strategic direction of  remaining true to its staff. By recruiting  from outside, the employees who are already working  for the café will be  disenfranchised as they  might not  access these positions.  Recruitment from outside the organization  also serves to limit career growth opportunities  for the employees which in turn makes it difficult for the  café to attaining an Employer of Choice status.  Another area  where the  café’s  current policy duffers from its strategic goals is with regards to position filling. The  current policy calls for the recruitment of individuals who best fill the  vacant position. This is  in contradiction with the  new  strategic direction which calls  for the recruitment of employees  who not only fill certain positions but are also able of expand into different  roles  as the organization grows. The  recruitment and selection policy also fails to cover how   technology  can be  incorporated into the process  and this contravenes the new  strategic direction which advocates for the employment of technology in  the recruitment, selection and induction of  new staff.

Proposals for Recruitment, Selection and Induction Programs

Given the café’s new strategic direction, it is my recommendation that all recruitment programs start from within the organization before moving out to seek potential recruits from other quarters.  When seeking new staff, the café should first  seek  the  needed  skills from among the ranks of  its staff members. This  will serve to ensure that it achieves its objective of remaining true  to its staff.  It will also  help the  café  reach its goal of  attaining  EOC status  as it will  be  providing its employees with  career growth  opportunities which is a key  prerequisite  for  getting the status.  Recruitment from within the  café’s  rank will  save  the  extra cost of induction programs  as the  employees are already familiar with the  organizations culture.  It is my advice that  CaffeeVille   only  recruits from outside its employee base  when the staff members that it has are not able to meet the qualifications that are needed for the position. I also recommend  that  other that  recruiting  individuals  who are qualified to  work within  certain predefined  position, the café  should recruit individuals who are multi skilled and able to work  in different positions this will help it in its expansion programs.  It is also recommended that the  café  have a  two month induction program  in  which the  new staff members are  educated on the organizations culture  and  go through a three  week training program on how operations are conducted within the  café.  This will help to ensure that the new employees are adequately inducted into CaffeeVille’s mode of operating thereby ensuring success in the entire recruitment process.  

It is  my hope that after   reviewing the proposals  made  in the later and  the  attached  you  will  realize  the benefits that the café  will  obtain from the recommendations  and thus  make approvals in a timely manner. Given the urgency of the  situation and the importance of the proposals with regards to the  café’s expansion program, it is my  request that you return to me with your decision within the next 2 weeks  so that the proper plans can be made for the  implementation of the proposals  given and   changes can be made in areas where  you find to be lacking.

Yours Faithfully

(Students Name)

Attachments

Proposed strategies, policies and procedures for Recruitment, Selection and Induction

There are a number of important aspects of the recruitment and selection process that the organization must  consider. This  section of the proposal covers the key aspects that Caffeeville  should  consider  from the   commencement of  recruitment process to the  acceptance of the  applicants. The first aspect that the  café  needs to consider  in the recruitment process  is qualification and skills  required for the position. This  insight will help the organization  in the creation of a comprehensive advertisement and in  the  selection of potential applicants.  The second aspect that the café  should consider is  whether it has staff  within its  ranks  that has  the qualifications needed for the position that the  company is recruiting for.  As indicated in the recommendation section of the   letter,  this will  provide the  employees  of the café  with  career growth opportunities  which will improve employee morale and at the same time  help the café attain EOC status. The  third key aspect  is the medium of advertisement.  This is important because of the fact that the medium used determines the   demographic  that will be reached by the advertisement.  In setting  up the advertisement, if the position can be filled by workers within  the   café,  one should utilize internal  advertisements medium like  the café’s  Facebook page,  internal memos  and  postings on the organizations  notice  board. In the  event that the position cannot be filled by  staff  at the café, it should employ mediums like social media sites, posters  at the window and  in job placement sites like  Craig’s list, and linked in.  These mediums  are cost effective and will allow for the organization to reach an extensive clientele base.  Another key aspect that the  café should consider is application review process. The  café is bound to receive a large number of applications and it needs an effective  strategy of reviewing all the applications to short list  the most  suitable candidate.   To effectively review the thousands of applications that the  café is bound to receive, it is  recommended that it utilize  Application Tracking Systems. This will serve to eliminate  all the  applications that do not meet the set  qualifications  reducing the number of applicants to that  which can be  easily reviewed by the recruitment panel. The  café should also employ pre-screening, psychometric testing,  and assessment centers  in the review of the applicants.   Other key aspects that one should consider are selecting the interview panel, setting up the interview date, conducting interview, and procedure of selecting the most suitable candidate. The organization should also conduct  training for the individuals  in the recruitment and induction program   so that they can be  effectively  equipped with knowledge on what the organization  is looking for  in the new employees.

Specialist services for the  café

• Barista  training
• Customer service  training
• Training on employing technology in service delivery

Technology Opportunities

• The café can employ an electronic ordering system to increase efficiency  in the ordering process.
• The café can  employ  a cashless system of  payment to enhance efficiency of the payment process.
• The organization should utilize  Applicant tracking system and  electronic performance review systems.

Legal Requirements

• Recruitment and selection will be guided by requirements of relevant legislation and other relevant human resource management policies in use by CoffeeVille such as equal opportunity and antidiscrimination policies.
• The  café should provide  Equal Employment  Opportunity  for  all its applicants. It  should also  comply with all anti-discrimination  guidelines.
• CoffeeVille is committed to providing a workplace free from discrimination, sexual harassment and bullying. Behaviour that constitutes discrimination, sexual harassment or bullying will not be tolerated and will lead to action being taken, which may include dismissal
• CoffeeVille is responsible for ensuring that equal employment opportunities exist for all current and future employees. Staff will be selected or promoted according to merit irrespective of personal attributes. Diversity is any collective mixture characterised by differences and similarities. In relation to staff, diversity can refer to function, experience, discipline, education, socio-economic background, marital status, personality profile, gender, age, language, ethnicity, culture, sexual orientation, religion, family responsibility, etc. CoffeeVille will assist staff in meeting these objectives with clear policy, education, training and practice.
• All appointments will be made on the basis of careful and consistent application of the principle of merit and adherence to the key selection criteria and requirements of the position as outlined in the position description.
• Recruitment and selection processes will be transparent, consistent, professional and timely. Accountability will be achieved by recruitment and selection processes being open and subject to appropriate scrutiny and review, having regard to the confidentiality of the applicants.
• All recruitment and selection processes will be conducted so as to ensure the confidentiality of the applicants and to preserve the integrity of the process.

To effectively share information on changes in the new program with  the managers,  CoffeeVille  should utilize   a combination  of different  communication mediums. One  highly effective medium that the  café  should  use is  internal memos  that are addressed to the managers. Another effective medium  that the   café should use is posting of the changes in the notice boards. To ensure that the information is passed from one  crop of management to the next, the café should use  annual  seminars in which the management review  the different strategies being employed by the organization.