IntroductionQueensland Health’s overall mission is ‘creating dependable health care and bettering health services for all Queenslanders’. In fulfilling its mission, there are four main values that act as a guide to the institution’s behavior. The values include caring for people with a demonstration of commitment to the people in the way the employees’ work, leadership with everyone having a role to play in maintaining exemplary leadership, respect and integrity. The Training and Development Officer position is a tactical position for any institution to successfully recruit the right person. Therefore, it is the sole reason why Queensland Health has devoted to working out appropriately and seeing unto it that the right and most efficient ways of recruitment and selections are followed in filling the named position.
There are many recruitment strategies including internal and external, but for Queensland, the most efficient and selected method is external for fast and easy access to the qualified person for this job. The institution has provided the guidelines for applications at their website with qualifications and the expectations of the institution noted for any interested candidate.
What remains now is establishing the Recruitment and selection strategy capable of working wonders for the institution in filling the Training and Development Officer position. Part A – Recruitment strategyQueensland Health has two main options from which it can conduct its recruitment including: Internal RecruitmentExternal RecruitmentHowever, Queensland Health will be using one recruitment strategy in its process of getting the best and qualified people to fill the position: External recruitment strategyExternal recruitment strategy is method of recruiting potential candidates to fill a particular position from external sources, meaning that the organization recruits people who do not have an attachment to the organization. This will mostly be done using online applications (Terpstra 1994, p.
10 – 14) that the institution encourages for all the applicants since it is the easiest and most efficient in recording and making it easy for the selection process. Since the institution has no internal candidates selected at least not for this position, therefore, the position becomes open to everyone interested provided he or she passes the desired qualifications. With the institution having posted the position externally on the website, Internet or online recruitment will be engaged in the first stages where short listing of the candidates will take place (Terpstra 1994, p.
10 – 14). The Human resources department at Queensland will spend ample time of close to five days in screening all the resumes of candidates that will have been sent through applications done online. From this and after assembling of all the sent applications, it will be the duty of the department of Human Resource to select resumes of the candidates that will have qualified on the basis of requirements (Helen, Fay, West, and Patterson 2005, p.
118 – 128) as stipulated on the website. The Training and Development Officer is the vacant position of which the institution aims at filling the vacant post with the highly qualified individual and one who will deliver as per the expectations of the institution and with regard to the duties and responsibilities of that position. The selection criteria are generally a person who will be able to demonstrate his or her ability of having the key attributes (Korsten 2003, p.
365 – 379). The individual applicant should be flexible and free travel anytime and across all District Technology Services sites meaning that commitments will not be an exception when agreeing to take this position (Queensland Health). The selection criteria will also put across and draw a line to the incumbent persons who can operate a class C motor vehicle, holding a driving license to operate the vehicle with proof of endorsement a must before the commencement of the duty (Queensland Health).