The most important aspect is ‘fitting into the culture of the organization’. For AIC it is paramount that our staff adopt our visions and values as these will be reflected in their attitudes and tasks they complete on our clients’ sites.

RECRUITMENT AND SELECTION PROCESS

All relevant A.I.C employees are recruited in accordance to the Work Choices Australian Work Place Agreements. These are reviewed on a regular basis and are amended if required in line with any new legislation which may affect the content of the agreement, employee consultations will take place in accordance with the HR Co-ordinator.

There is a set procedure in place for all company recruitment, providing continuity throughout the HR functions, allowing a base to develop from when having to organize and liaise with perspective clients regarding their site specific entry requirements.

MANAGEMENT RECRUITMENT

At time of tender many companies request that we advise who will be the respective managers and key personnel responsible for managing the contract if successful. Where possible we would prefer not to provide details of this at such an early stage. This is reflective of various reasons for example we may have ‘ear marked’ a suitable experienced manager from one of our existing operations and therefore there is an element of confidentiality attached to this that has to be considered.

In addition, for key projects we also like to recruit specifically for that particular contract as certain elements / attributes may change regarding these positions during tender discussions. This allows us to employ the right person with the relevant experience and key attributes required for the specific positions.

TRAINING MATRIX

Records of the Induction Process, Relevant Training Courses, Subsequent Qualifications and Official Documents are all kept on the Company Training Matrix Data Base. This file is reviewed and updated on a daily basis relating to new employees and the completion of additional / revised training.

SITE SPECIFIC MATRIX

This Training Matrix concept can be adapted to provide a Site Specific Plan tailored according to the training which is required to be undertaken on site incorporating Legislative, Company and Client Site Specific Requirements.

SUCCESSION PLANNING

A.I.C recognize Succession Planning as playing a key fundamental part towards developing their employees and the company as a whole. In order to do this we follow some key principles with regards to establishing and maintaining this.

• Looking at our Recruitment & Selection Process / Criteria to makes sure we maximize the potential in the personnel we recruit for the positions advertised and beyond.
• Benchmarking wage / salary trends in conjunction with the current labour market, offering competitive salaries paying above the average norm to attract that certain level of personnel.
• Providing Training & Development to staff within their selected field be it specialized like Safety or Operations, continually developing their skill knowledge and qualifications to grow in their roles personally and with the company.