ABSTRACT

This chapter describes the point of determining the workforce requirement, moving onto recruitment, selection, appointment, induction, probation, appraisal and development, leaving employment and industrial relations. An interview panel is also arranged, typically comprising a service manager, team member and human resources representative. Assuming agreement, a formal job offer letter is sent from the human resources department. At this stage references, if not already taken up, are obtained as well as a criminal records bureau check and a pre-employment medical examination arranged through an occupational health department. Some workplaces have a per capita allowance for development that colleagues can opt to donate to others to use so that a greater resource is available to attend conferences or courses. Another way to support staff development includes drawing resources into the unit through successful applications to funding bodies for set projects. Apart from funding, other means of staff development include making links to local networks, symposia and colloquiums.