The presentation outlines the process of how a laboratory supervisor is recruited and provides an overview of the process.

1. Recruitment of Pathology
Laboratory Supervisor

2. CONTENTS
• Job/person specification for the Training and Development
Manager
• Terms and Condition
• Selection process and the interview
• Job analysis and job responsibilities

3. JOB SPECIFICATION FOR TRAINING AND
DEVELOPMENT MANAGER
• The training and development manager plays a big part in specifying people with
the right job and for the development of the organizational workforce.
• The officers are able to recruit the right people for the right job under conditions
like educational background, practical skills and basic laboratory handling skills.
• The development officers are able to identify the type of personal required for the
long term success of the laboratory
• The training and development officers are able to provide full training for the
workers to fulfill the potential of the workers to improve the laboratory

4. • The recruitment of staffs are a vital factor as the training officers and
development of the organization.
• The responsibilities of the mangers are categorized into several classifications.
Responsibilities - identifying training and development needs within an
organisation through job analysis
Knowledge – the officers need to have the basic knowledge to take the
responsibility of the roles
Qualifications - The educational standards of the officers and managers needs to
have a basic degree for the recruitment
Experience – The experience of staffs plays a massive impact as they know the
procedure and details better than a new recruitment, the person would provide
experience to the lot.
Skills – Special skills are needed to provide essential administration .

5. • The training and development managers needs to carry out several tasks in order to
make sure that the staffs are able to carry out their necessary tasks
1) Arrange job training for new hires
2) Evaluate performance and the impact of training programs
3) Develop testing and evaluation procedures.
4) Conduct or arrange for ongoing technical training and personal development classes for
for staff members.
5) Confer with management and conduct surveys to identify training needs based on
projected production processes, changes, and other factors.
6) Develop and organize training manuals

6. Recruitment Policies
• To recruit specific people different regulations are required, different terms and
conditions are required in order to select the personal.
• The recruitment of employees differ from the type of job applied for, part time
worker/permanent employee/shiftwork employee.
• Different terms are set for different employees.
• Part time employees – these type of employees work for less than 35 hours for a
week, as they are provided only few work tasks. These employees are paid
normally on hourly wages compared to the permanent full time employees
being paid monthly or weekly.

7. • Permanent Employees – Employees that are able to engage on a
permanent basis for a particular organization, there is no time
frame exit for this employee as he is under a contract. These
employees are able to add additional hours on their work for an
extra wage payment made.
• Shiftwork employee – employees that work in different shifts
accordingly to the different time schedules and working hours.
This could include both day and night shifts.

8. • The employers needs to identify the number and different types of staff required in
order to find more people for the selected jobs.
• The conditions of recruiting the personals are affected by the number of employees
who have the job vacancy in the organization
• The conditions vary for different employees and the jobs they hold up
• The conditions vary depending on the

9.  Agreement to perform – the
employee needs to be fully
committed to his job and only look
after the job
 Code of conduct – The code of
conduct in the organization needs to
be implanted and followed
accordingly to the constitution laws
and regulation
 Personal conduct – Behavioral habits
and maintenance of limitations
within the workspace
 Attendance – the attendance needs
to be kept at a constant level and
performances and reviews based on
the employees will be affected from
the reviews and attendance as well
Commitment to the organization –
the employee will only be towards his
job of safe guarding his job for the
purpose of being faithful towards the
job he is carrying out.
Saving personal information about
the clients – the client information
collected must not be exposed to the
outside world since it’s a part of the
mutual agreement with the client
employer and employee
Health and safety at work – The health
and safety acts needs to be carried out
in order to provide safety for the
employees, this needs to be made sure
by the employer.

10. Selection Process
Selection is the process of
choosing qualified
individuals who are
available to fill the
positions in organization.

11. Selection Criteria
The selection process of individuals as employees are affected by
few main factors, they are:
• Education
• Experience
• Performance
• Physical characteristics
• Personality
• Basic knowledge

12. Selection Process

14. Selection Methods
• This selection method is basically a three way process,
• Testing – This measures skills, knowledge and the ability of the employee
• Gathering Information – Obtaining the information of personals, through the
application forms and reference background check ups of the person
• Interviewing – The most common method used in most of the organizations,
where the applicants need to face the interviewer and respond to his
questions, this specifically targets the educational background and the
experience in the job post applied for.
Interviewing process allows the interviewer to identify the personality and the
extra skills he/she possesses in order to take up the job.
• There are two main types of interviews
• Structured interviews – Situation and behavioral interviews are the two types
under this
• Unstructured interviews

15. Structured Interview – In this interview the applicants are being asked the same
questions
Situational interview – The interview questions the applicant about being in a
hypothetical situation where the applicant needs to respond to the situation
Behavioral Interview – Focus the applicants behavior in the past
Unstructured Interviews – this interviews allows the applicants to say about them to
the interviewing panel of members.

16. Job Analysis
• This is a systematic study of jobs to determine what activities and responsibilities they
include, their relative importance in comparison with other jobs, the personal qualifications
necessary and the conditions under which the work is performed.
• Job analysis is the procedure through which we determine the duties, roles and
responsibilities of these positions and characteristics.
• This is a success when the employees are able to endure their performances in the
organizations
• This analysis is effected by several factors
• Work activities – Ability to evaluate the employee with the activity performances
• Human Behaviors – Communication Skills and ability to decide and write are also factors
• Performances – This is the information of the performance standards in terms of quantity and
quality for each different job duty

17. Job Responsibilities
• The employees after being recruited needs to be able to perform to the
expectations of the employers
• They need to carry out several responsibilities in the organization in order to be
able to fulfill the duties of employees
• They need to obey the order of the senior officials in the company
• Be genuine to the work they carry out
• Cooperate with the employers
• Perform duties with proper care and digilance
• Prevent misuse of the confidential information obtained
The employees also have their own duties,
• Take care of their own health
• Take necessary actions on health and safety talking to the employers responsible
• Reporting hazards and defects observed in the workplace