Manage Recruitment and Induction Processes

Scenario

You have recently been appointed the operations manager for:

"Wobbly Boot Winery". It is a small grape growing property situated in the heart of the Rutherglen wine region in Victoria.

The estate currently has 15 Hectares of grape vines which is used for wine making.

Until recently, the winery has operated as a grape producer, with appointment only Cellar Door operations (Wine sales) available to visitors.
The owners of the winery Elke and Bob Staggers are 4 months from completing renovations and development to their property.
They have decided to establish a Resort for 2 target markets
1- business from the corporate/leisure holiday market
2- weddings/functions operations.

Operational plan include:
- 25 room accommodation resort for weddings and tourists
- Accommodation village to cater for 24 staff (Catering for food)
- Fine dining restaurant (seating capacity 60 max)
- Wine cellar with wine tasting sessions and selling wine
- Tours of the property (vineyard and local surrounds)
- Beauty and spa facilities
- Wedding catering facilities (Capacity 60 max)
- Wine making/production facilities on site

You are the operations manager who is responsible to ensure that the resort (when open to the public) is fully operational.
Currently the property employs five (5) staff:
- 1 - office administrator
- 1 - wine viticulturist (wine farmer expert)
- 2 - groundskeepers keeping the grounds looking good and gardens cared for.
- 1 - maintenance worker

SECTION A - Develop recruitment selection and induction policies and procedures

a) Complete the Staff Recruitment Policy Template(attached at back - Appendix 1)fill in all the detail needed.
You will need to present your recommendations to Elke and Bob (in table format, state why you used this technology) detailing your Organisational Chart/Structure Below for the business. Include policy and procedure for the recruitment process. Include provision of training for Human Resources staff involved in the recruitment process to be familiar with these policies and procedures.

Important reminder: Make sure you update the Staff Recruitment Policy Template (at the end of this document) with changes to make it relate to Wobbly Boot winery!

b) Create an organisational chart for Wobbly Boot WineryAdd more boxes for new employees and departments. Hint: this must match.

Some of the areas you will need to identify will include:
- Reservations
- Reception, guest payment processing,
- Accounts and record keeping
- Food and beverage departments
- Housekeeping
- Landscaping and gardening
- Human resources department
- Tours
- Weddings/ functions co-ordination
- Wine making/ viticulture work
- WHS
- Administration Assistants
- Project Team leaders
- Accommodation Providers, Travel Agents, Tour Operators
- Marketing and Promotion departments
- Sales department

(b)
You must statehow many staff you need to recruit in each department of your Organisational Chart.
Will you keep the existing staff?(Give reasons for your decision)
Statethe mix of staff that you require in each area (full-time, part-time, casual, contactors, volunteers).
Some staff may cover more than one area. Eg. Reservations/Reception (use the table below)

(c) Write a Job Description for one (1) position you are recruiting for:
Examples: Food and Beverage Attendant (Fine Dining); Tourist Information Officer; Event Project Team Leader.

d) Design a job advertisement for the position you need to fill.
Get creative. (Refer to Seek for some ideas https://www.seek.com.au/). You can use your previous sections to help you. (min 200 words)

(e) Briefly discuss the following advertising mediums.

Discussing the ADVANTAGES AND DISADVANTAGES of each: (min 30 words each box)

(f) Select the most appropriate medium/s to advertise (being aware of the costs involved in advertising) (1-2 paragraphs, 50 words)

SECTION B - Recruit and select staff

(a) Detail an outline of the interview process.
Discuss topics relating to your preparation and planning before the interview, the interview itself and the follow-up - include timeframes. (https://hr.ucr.edu/recruitment/guidelines/process.html)
Minimum 6 steps (30 words per step).

(b)Design interview questions - You must include a minimum of 12 questions you will ask the applicants in the interview. Make sure you include behavioural questions.

a) Make up a selection criteria checklist for the candidate - minimum 4 (Hint: Selection criteria provide candidates with a list of the key skills, knowledge, experience and attributes required to successfully fulfil the responsibilities and duties of the position).

b) List the type of employment, probation and work hours so the candidate is informed. (min 4)

(d) Draft a letter notifying the successful and unsuccessful applicants.

(e) The information recorded from the interview is to be filed and processed in accordance with enterprise policy and legal requirements.
How would you file the information from the interview and why would you do this?
Does the candidate need to be informed of this? (min 30 words)

(f) What procedures you will adopt in conducting your reference checks on the applicant (min 30 words)

(g) Submit a brief review after the interview role-play, identifying your recommendations for improvements in YOUR interview / recruitment process. (What you would change for next time?). (1-2 paragraphs)

SECTION C - Manage staff induction

(a) Develop a checklist for inducting personnel into the organization. Make sure they are made aware feedback on performance will be provided regularly. Be sure to identify how you will induct new recruits so as to minimize disruptions to the business operations. Include information on the mentoring process and culture of the enterprise in your induction program.(at least 10 points)

(b) Develop a brief feedback form for participants to suggest improvements to the induction process. (Survey questions for employees) (at least 7 questions)

Staff Recruitment Policy

TASK (SECTION A of Project - Question 1) - Appendix 1
You are required to make at least 3 changes to the following policy and procedure template to make it suitable for Wobbly Boot Winery. You will need to consider the recruiting needs of the business when making these changes. This is a generic template, you need to make changes to make it more specific for Wobbly Boot Winery. Changes must be bolded and underlined.
INTRODUCTION
The success of [Name of Organisation] relies on its ability to attract the best staff and volunteers available. Recruitment methods must be fair, efficient, and effective.

PURPOSE
The Staff Recruitment Policy has been established to ensure [Name of Organisation] has the opportunity to attract the best available staff and volunteers for all vacant positions. This policy relates to employment of all staff and volunteers other than the CEO.

Attachment:- Manage Recruitment and Induction Processes.zip