Reference no: EM13846083

Manage Recruitment and Induction Processes

PROJECT

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 13 Hectares under vine.

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 small Resort style setting, targeting business from the corporate/leisure holiday market and weddings/functions operations.

Their plans include:

25 room accommodation resort

• Accommodation village to cater for 24 staff

• Fine dining restaurant (seating capacity 60pax)

• Wine cellar with wine tasting sessions

• Tours of the property (vineyard and local surrounds)

• Beauty and spa facilities

• Wedding catering facilities (max 60 pax)

• Wine making/production facilities on site (they have until now always transferred their grapes off-site to get them processed, bottled and labeled.

You are responsible to ensure that the resort (when open to the public) is fully operational.

Currently the property employs five (5) staff:

• office administrator

• wine viticulturalist

• 2 groundskeepers

• 1 maintenance worker

SECTION A - Develop recruitment selection and induction policies and procedures

a) Create an organisational chart/structure for Wobbly Boot Winery

(b) You must mention how many staff you need to recruit in each section of your Organisational Chart. Will you keep the existing staff? Give reasons for your decision. Discuss the 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 position you are recruiting for:

(d) Also you will need to write a Personnel Specification (in relation to skills, knowledge and attributes: list what the applicant must be able to do, under what conditions and the standard they must achieve).

e) Design a job advertisement for the position you need to fill. Get creative. You can use your previous sections to help you.(200 - 300 words)

(f)Briefly discuss the following advertising mediums:(30-50 words each)

• Internal Recruitment -

• Internet Recruitment -

• Recruitment agencies -

• Newspapers -

(g) 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) Include an outline of the interview process. Discuss topics relating to your preparation and planning before the interview, the interview itself and the follow-up.

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

(c) Drafta letter notifying the successful and unsuccessful applicants.

(f) Identify the procedures you will adopt in conducting your reference checks on the applicant

(g) Submit a brief review,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.

(b) Develop a brief feedback form for participants to suggest improvements to the induction process.