BSBHRM506 Manage recruitment, selection and induction processes
Table of Contents
Table of Contents 2
Assessment Information 3
Additional Resources 4
Assessment Instructions 5
Student Assessment Agreement 6
Assessment Task 1 Cover Sheet 7
Assessment Task 1: Written Questions 8
Assessment Task 1 Instructions 10
Assessment Task 1 Checklist 12
Assessment Task 2 Cover Sheet 13
Assessment Task 2: Human resources needs project 14
Assessment Task 2 Instructions 16
Assessment Task 2 Checklist 21
Assessment Task 3 Cover Sheet 22
Assessment Task 3: Recruitment and selection project 23
Assessment Task 3 Instructions 24
Assessment Task 3 Checklist 26
Assessment Task 4 Cover Sheet 27
Assessment Task 4: Manage selection process 28
Assessment Task 4 Instructions 29
Assessment Task 4 Checklist 32
Assessment Task 5 Cover Sheet 33
Assessment Task 5: Induction project 34
Assessment Task 5 Instructions 36
Assessment Task 5 Checklist 40
Assessment Information
The assessment tasks for BSBHRM506 Manage recruitment, selection and induction processes are included in this Student Assessment Tasks booklet and outlined in the assessment plan below.
To be assessed as competent for this unit, you must complete all of the assessment tasks satisfactorily.
Assessment Plan
| Assessment Task | Overview |
| Written questions | You must correctly answer all questions. |
| Human resources needs project | You must analyse company documentation, develop a briefing report and then develop recruitment, selection and induction policy and procedure, as well as supporting documents, as well as provide information and training to staff on these documents. |
| Recruitment and selection project | You must develop a job advertisement and identify and report on recruitment consultants |
| Manage selection process | You must participate in a role-play to advise candidates of interviews and complete a selection report and advise applicants of the outcome of the selection process. |
| Induction project | You must demonstrate their ability to manage the induction process by developing an induction checklist, providing training on the use of the checklist, providing feedback to probationary employees and identifying improvements to the induction process, as well as checking induction processes are followed and taking appropriate action. |
Assessment Preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for clarification if you have any questions at all.
When you have read and understood this unit’s assessment tasks, print out the Student Assessment Agreement. Fill it out, sign it, and hand it to your assessor, who will countersign it and then keep it on file.
Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you.
Assessment appeals
If you do not agree with an assessment decision, you can make an assessment appeal as per your Alpha Institute.
assessment appeals process.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt with unfairly or have other appropriate grounds for an appeal.
Naming electronic documents
It is important that you name the documents that you create for this Assessment Task in a logical manner.
Each should include:
- Course identification code
- Assessment Task number
- Document title (if appropriate)
- Student name
- Date it was created
For example, BSBHRM506 AT3 Briefing Report Joan Smith 20/07/18
Additional Resources
The following resources have been attached in the appendix.
Assessment Task 2
- Code of Conduct
- Briefing Report Template
- Strategic Plan
- Employment Agreement Template
- Policy and Procedures Template
- Fair Work Australia Position Description
Assessment Task 4
- Selection Approval Policy
- Letter of Offer Guidelines
Assessment Task 5
- Fair Work Australia Induction Checklist
- Induction Data Report
Assessment Instructions
Each assessment task in this booklet consists of the following:
Assessment Task Cover Sheet
This must be filled out, signed and submitted together with your assessment responses.
If you are submitting hardcopy, the Cover Sheet should be the first page of each Assessment submission.
If you are submitting electronically, print out the cover sheet, fill it out and sign it, then scan this and submit the file.
The Assessment Task Cover Sheet will be returned to you with the outcome of the assessment, which will be satisfactory (S) or unsatisfactory (U). If your work has been assessed as being not satisfactory, your assessor will include written feedback in the Assessment Task Cover Sheet giving reasons why. Your assessor will also discuss this verbally with you and provide advice on re-assessment opportunities as per
your Alpha Institute re-assessment policy.
Depending on the task, this may include
- resubmitting incorrect answers to questions (such as short answer questions and case studies)
- resubmitting part or all of a project, depending on how the error impacts on the total outcome of the task
- redoing a role play after being provided with appropriate feedback about your performance
- being observed a second (or third time) undertaking any tasks/activities that were not satisfactorily completed the first time, after being provided with appropriate feedback.
Assessment Task Information
This gives you:
- a summary of the assessment task
- information on the resources to be used
- submission requirements
- re-submission opportunities if required
Assessment Task Instructions
These give questions to answer or tasks which are to be completed.
Your answers need to be typed up using software as indicated in the Assessment Task Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis for your assessment task submission. Include this document’s header and footer.
If you are submitting electronically, give the document a file name that includes the unit identification number, the task number, your name and the date.
Checklist
This will be used by your assessor to mark your assessment. Read through this as part of your preparation before beginning the assessment task. It will give you a good idea of what your assessor will be looking for when marking your responses.
Assessment Task 1: Written Questions
Task summary
You need to answer all of the written questions correctly.
Your answers must be word processed.
Required
- Access to learning materials
- Computer and Microsoft Office
- Access to the internet
Timing
The assessor will advise you of the due date of this submission.
Submit
Answers to all questions
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the task satisfactorily.
Re-submission opportunities
You will be provided feedback on their performance by your Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed your assessor will explain why and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt with unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with your assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Written answer question guidance
The following written questions use a range of “instructional words” such as “identify” or “explain”, which tell you how you should answer the question. Use the definitions below to assist you to provide the type of response expected.
Note that the following guidance is the minimum level of response required.
Analyse – when a question asks you to analyse something, you should do so in in detail, and identify important points and key features. Generally, you are expected to write a response one or two paragraphs long.
Compare – when a question asks you to compare something, you will need to show how two or more things are similar, ensuring that you also indicate the relevance of the consequences. Generally, you are expected to write a response one or two paragraphs long.
Contrast – when a question asks you to contrast something, you will need to show how two or more things are different, ensuring you indicate the relevance or the consequences. Generally, you are expected to write a response one or two paragraphs long.
Discuss – when a question asks you to discuss something, you are required to point out important issues or features, and express some form of critical judgement. Generally, you are expected to write a response one or two paragraphs long.
Describe – when a question asks you to describe something, you should state the most noticeable qualities or features. Generally, you are expected to write a response two or three sentences long.
Evaluate – when a question asks you to evaluate something, you should do so putting forward arguments for and against something. Generally, you are expected to write a response one or two paragraphs long.
Examine – when a question asks you to examine something, this is similar to “analyse”, where you should provide a detailed response with key points and features and provide critical analysis. Generally, you are expected to write a response one or two paragraphs long.
Explain – when a question asks you to explain something, you should make clear how or why something happened or the way it is. Generally, you are expected to write a response two or three sentences long.
Identify – when a question asks you to identify something, this means that you are asked to briefly describe the required information. Generally, you are expected to write a response two or three sentences long.
List – when a question asks you to list something, this means that you are asked to briefly state information in a list format.
Outline – when a question asks you to outline something, this means giving only the main points, Generally, you are expected to write a response a few sentences long.
Summarise – when a question asks you to summarise something, this means (like “outline”) only giving the main points. Generally, you are expected to write a response a few sentences long.
Assessment Task 1 Instructions
Provide answers to all of the questions below:
- Outline five methods of recruiting staff.
- Describe the purpose of an assessment centre in a recruitment process.
- Outline three advantages of using an assessment centre to determine a candidate’s suitability for a position.
- Explain the concept of human resources outsourcing.
- Discuss two advantages of outsourcing HR functions.
- Discuss the functions and scope of industrial relations.
- Outline the purpose of an employment contract.
- Explain the purpose of a modern award, as well as to whom it applies.
- Access the modern award Hospitality Industry (General) Award 2010 on the Fair Work Commission web site at: https://www.fwc.gov.au/awards-and-agreements/awards/modern-awards/modern-awards-list and answer the following questions:
- What is the minimum hourly rate for a Grade 5 Cook?
- If the cook is employed as a regular casual cook, what is the casual loading that must be paid.
- If the cook is a regular casual employee at Grade 5 and worked 8 hours from 9 am to 5.30 pm with a 30-minute lunch break, what will be the total amount paid to the cook.
- Identify the minimum weekly wages for a kitchen attendant grade 1 and calculate the annual salary based on this amount.
- If a cook is required to use their own tools at work, what is the allowance that the employer must pay per week and how much does this amount to annually?
- Explain the purpose of a registered agreement.
- Outline the 10 minimum workplace entitlements for a permanent employee of an organisation outlined in the National Employment standards.
- Identify how long must employees’ records be kept for according to the Fair Work Act 2009.
- Outline at least four examples of the information which must be kept for each employee according to the Act above and the Fair Work Regulations 2009.
- Explain when a pay slip must be provided to an employee and what information must be included in the pay slip under the Fair Work Act 2009.
- How much notice must be provided to an employee who is to be dismissed?
- Who is and who is not covered by unfair dismissal laws?
- Explain why is important to advise potential employees of the terms and conditions of employment during the recruitment process?
- Explain the purpose and relevance of psychometric tests in recruitment.
- Explain the purpose and relevance of skills tests in recruitment.
Assessment Task 1 Checklist
| Student’s name: | |||
| Did the student provide a sufficient and clear answer that addresses the suggested answer for: | Completed successfully | Where the student has not answered the question satisfactorily, include a brief comment as to why | |
| Yes | No | ||
| Question 1 | |||
| Question 2 | |||
| Question 3 | |||
| Question 4 | |||
| Question 5 | |||
| Question 6 | |||
| Question 7 | |||
| Question 8 | |||
| Question 9a | |||
| Question 9b | |||
| Question 9c | |||
| Question 9d | |||
| Question 9e | |||
| Question 10 | |||
| Question 11 | |||
| Question 12 | |||
| Question 13 | |||
| Question 14 | |||
| Question 15 | |||
| Question 16 | |||
| Question 17 | |||
| Question 18 | |||
| Question 19 | |||
| Task Outcome: | Satisfactory | Not Satisfactory | |
| Assessor signature | |||
| Assessor name | |||
| Date |
Assessment Task 2: Human resources needs project
Task summary
As the Human Resources Manager for Grow Management Consultants, you are required to identify the organisation’s objectives for recruitment, selection and induction and develop a briefing report on this, as well as effective use of technology in human resources.
Following approval to proceed based on your briefing report, you will be required to develop recruitment, selection and induction policy and procedure, as well as a position description template and interview guidelines.
You will also provide an information and training session to senior management on the recruitment, selection and induction policy and procedure and supporting documents.
This task will be completed in the simulated work environment at Alpha Institute.
Required
- Computer and Microsoft Office
- Access to the internet for research
- Strategic Plan
- Code of Conduct
- Employment Agreement Template
- Briefing Report Template
- Policy and Procedures Template
- Fair Work Australia Position Description
- Meeting space
Timing
The assessor will advise you of the due date of this submission.
Write in the due date below as advised by your assessor:
Submit
- Email to your assessor with your briefing report attached
- Email to your assessor with the following attached:
- recruitment, selection and induction policy and procedures
- position description template
- guidelines for conducting effective interviews
- Email to your assessor with the updated versions of the following documents attached:
- recruitment, selection and induction policy and procedures
- position description template
- guidelines for conducting effective interviews
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete further assessment to demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Assessment Task 2 Instructions
Carefully read the following:
Grow Management Consultants is a small management consultancy business specialising in leadership development services.
Paul Burn, the Principal Consultant, established the company in 2010 and was a sole operator for a number of years. However, in the last two years, the number of clients has grown and an increasing number of staff have been employed. Currently the company employs three senior consultants on an annual contract basis. The company also employs a full-time Client Relations Manager and an Administration Officer.
Due to expected continued expansion of the company and therefore staff, the company has recently employed a Human Resources Manager whose primary role in the first instance will be to formalize the human resources functions. Currently the only formal document used for human resources is the staff employment contract template, which is customized according to the staff member employed. The company does have a new Strategic Plan, which includes objectives for staffing.
As part of the formalisation of the human resources function, you (in the role of the Human Resources Manager) have been asked as a first step to develop an appropriate recruitment, selection and induction policy and procedures. This will also involve developing supporting documents, including a request for position form and a sample position description template that can be used to document all new positions.
In addition, as part of this work you have been tasked with conducting research into recruitment and selection methods to ensure that the policy and procedure reflects a range of recruitment and selection methods that can be used to ensure high quality candidates are attracted to roles and then selected. You are also required to research technology that can improve the efficiency and effectiveness of the recruitment and selection process.
Complete the following activities:
- Analyse company information and conduct research
Review the documents provided to you as resources for this assessment task, the Strategic Plan, Employment Agreement Template and the Staff Code of Conduct.
Analyse the information included in these documents to identify objectives for human resources, existing human resources policies and practices and recruitment needs. Identify any gaps in the existing human resources documentation.
Conduct research on the range of recruitment and selection methods that can be used. You should review as a minimum three recruitment and selection methods. You should also research the role of assessment centres in recruitment and selection, as well as outsourcing.
Conduct research on effective human resources policies and procedures, as well as supporting forms/documents that need to be developed. Make notes on areas to be included in a policy and procedures, as well as supporting forms and documents that need to be developed.
Conduct research on the effective use of technology in human resources as per your analysis of the company’s strategic objectives and operational priorities. Make notes for use in the briefing report that you will develop in the next activity.
Make notes for use in the briefing report that you will develop in the next activity.
- Develop a Human Resources requirements briefing report
Use the Briefing Report Template to guide your work on this activity.
This part of the assessment requires you to develop a short briefing report for the Principal Consultant that addresses:
- Purpose of the report.
- An analysis of strategic objectives and operational priorities of the organization and an outline of human resources requirement based on the analysis, including the need for recruitment of staff.
- An outline of existing human resources policies and practices.
- A review of at least three recruitment, and three selection methods, as well as the role of assessment centres and psychometric and skills testing in recruitment and selection and the concept of outsourcing.
- Review of relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction and that need to be addressed within the policy and procedure.
- An outline of a recommended human resources policy and procedure and supporting forms/documents required. See also minimum inclusions outlined below.
- A review of options for technology for the human resources function and that will improve the efficiency and effectiveness of the human resources function.
- Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a professional style.
It should introduce and summarise the contents of the attachment, and seek their approval to move forward with the project.
Attach your briefing report to the email.
Your assessor, in the role of the Principal Consultant, will review the report and email you with feedback and approval to proceed to developing the required human resources policies and procedures and forms.
- Develop a recruitment, selection and induction policy and procedures.
Use the Policy and Procedures Template to guide your work.
As a guide, your policy and procedures should be at least 3 pages.
It should be written in clear and concise English in order to ensure usability by all.
You may also include other areas as identified through your research, but as a minimum it should address the following:
- Purpose of the policy
- Scope: who it applies to, as well as relevant commonwealth and state/territory legislation addressed by the policy and procedure
- Other regulations, standards and codes of practice that affect recruitment.
- Objectives of the policy and procedure, including equality and diversity
- Roles and responsibilities
- Relevant procedures relating to recruitment, selection and induction.
- A range of appropriate recruitment and selection processes for the organisation.
- Develop a position description template
This will support the human resources policies and procedures.
Use the Fair Work Australia Position Description to guide your work.
As a guide, this document should be about one page.
This must include a position description form/template that can be used by managers to develop position descriptions.
As a minimum, it should include the following headings:
- Job title
- Location
- Reporting responsibilities (who is the manager/supervisor)
- Main duties/responsibilities
- Skills and experience
- Performance goals
The position description form should also provide brief notes under each heading to guide managers in completing the form.
- Develop guidelines for conducting effective interviews that could be used to assist managers in conducting interviews with potential employees.
As a minimum, the interview guidelines should include:
- Developing interview questions
- Note-taking during interviews
- Getting the best out of candidates
As a guide, this document should be about one page.
- Send an email to the Principal Consultant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
The email should introduce and summarise the contents of the attachments, and seek their approval to move forward with the project.
Attach the following to the email:
- recruitment, selection and induction policy and procedures
- position description template
- guidelines for conducting effective interviews
Paul Burn, the Principal Consultant, has asked you to present the new recruitment, selection and induction policy and procedures and supporting forms and documents to senior management. You are to conduct an information and training session with your colleagues.
The focus will be on seeking support for the documents, and providing information and training. It will also be an opportunity to get feedback on the forms and documents that you have developed.
You will then use the feedback from your colleagues to update the documents,
- Conduct an information and training session
The session will last for approximately 30 minutes and be attended by three staff members (your assessor role-playing a Senior Consultant and two students role-playing another Senior Consultant and the Client Relations Manager).
At the information and training session you will need to:
- Carefully explain the importance of the new recruitment, selection and induction policy in relation to the way the organisation manages its industrial relations.
- Carefully explain the new recruitment, selection and induction policy and procedure you have developed.
- Carefully explain the position description template and interview guidelines you have developed.
- Trial the position description you have developed by getting participants to complete it based on the sample job description you identified.
- Following this activity, discuss any changes that need to be made to the documents, including the position description template you trialled.
Prior to the information and training session you should source a job description as an example job description to input into the position description template. Use Seek or any other source to identify an example. The focus is on providing training to staff, rather than the job description itself.
Staff members present at the session will ask you questions and provide feedback on the policy and procedure and supporting documents you have developed. You will need to incorporate this into the final versions so take notes.
During the session, demonstrate effective communication skills including:
- Speaking clearly and concisely
- Using non-verbal communication to assist with understanding
- Asking questions to identify required information
- Responding to questions as required
- Using active listening techniques to confirm understanding
Your assessor will advise you of the place, date and time that you will deliver your information and training session.
- Update documents
Update your policy and procedure and supporting documents according to the feedback provided at the session you conducted.
You should make at least one change to each document.
- Send an email to the Principal Consultant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
The email should introduce and summarise the contents of the attachments, and seek their approval.
You should do this within 3 days of the meeting. Meeting this timeline is assessable.
Attach your final drafts of the following to the email:
- recruitment, selection and induction policy and procedures
- position description template
- guidelines for conducting effective interviews
Assessment Task 2 Checklist
| Student’s name: | |||
| Did the student: | Completed successfully | Comments | |
| Yes | No | ||
| Analyse and report on strategic and operational plans and human resources policies to accurately identify existing human resources policies and practices and objectives that impact on human resources? | |||
| Describe suitable recruitment and selection methods? | |||
| Describe assessment centres and the concept of outsourcing? | |||
| Summarise relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction? | |||
| Explain the relevance of psychometric and skills testing programs to recruitment? | |||
| Review and report on options for using technology to improve the efficiency and effectiveness of the human resources function, namely social media in human resources? | |||
| Based on analysis and review, outline required human resources policies and practices for approval? | |||
| Develop an appropriate recruitment, selection and induction policy and procedures in accordance with the strategic objectives and operational priorities of the business? | |||
| Develop supporting forms/documents for human resources including a position description and interview guidelines? | |||
| At the session: Clearly explain policy and procedure and supporting documents to provide information and to obtain support? Provide information and training on policy and procedure and supporting documents? | |||
| Trial position description template at the session? |
| During the meeting, demonstrate effective communication skills including: Speaking clearly and concisely Using non-verbal communication to assist with understanding Asking questions to identify required information Responding to questions as required Using active listening techniques to confirm understanding | |||
| Update policy and procedure and supporting documents based on feedback received? | |||
| Submit updated documents within 3 days to demonstrate ability to meet timelines? | |||
| Provide all documents in clear and concise English? | |||
| Task Outcome: | Satisfactory | Not Satisfactory | |
| Assessor signature | |||
| Assessor name | |||
| Date |
Assessment Task 3: Recruitment and selection project
This assessment task requires you, in the role of the Human Resources Manager, to manage the recruitment process by arranging the completion of a position description, developing a job advertisement based on the position description and identifying and reporting on potential recruitment consultants.
This task will be completed in the simulated work environment at your Alpha Institute
Required
- Computer and Microsoft Office
- Access to the internet
- Access to a meeting space to provide training in completing the position description
- Position description template from Assessment Task 2.
Timing
Your assessor will advise you of the due date of these submissions.
Submit
- Email to your assessor with the job ad and research document attached
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete further assessment to demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Assessment Task 3 Instructions
Carefully read the following:
The Principal Consultant has decided that the Recruitment, Selection and Induction Policy and Procedures requires line managers, rather than human resources personnel to develop position descriptions.
The Principal Consultant has approached you to discuss the appointment of an Accounts Officer.
As the Principal Consultant was not able to make the information and training session that you conducted in Assessment Task 2, you are required to meet with him to provide support and training in completing the position description.
You will provide the template to the Principal Consultant and provide support and training to assist the Principal Consultant to complete the template with the job role details following your meeting.
Complete the following activities:
- Meet with the Principal Consultant (your assessor).
The objective of the meeting is to provide support and training in regard to completing the position description template that you developed in Assessment Task 2.
At the meeting, provide a printed copy of the position description template that you developed in Assessment Task 2, and go through each of the areas that needs to be completed, as well as the level of detail that is expected.
You will be required to demonstrate effective communication skills by speaking clearly and concisely, responding to questions and active listening.
The Principal Consultant (your assessor) will ask you questions about using the template.
Following the meeting, you will receive an email with the completed position descriptions for the Accounts Officer from the Principal Consultant (your assessor). Based on the information provided, you are required to develop the job advertisement in accordance with the organisational and legislative requirements as specified in the recruitment, selection and induction policy and procedure that you developed as part of Assessment Task 2.
You will also need to calculate the remuneration amount as indicated in the position description sent to you.
Your advertisement must clearly reflect the requirements of the position description, as well as include brief company information and remuneration details as per your calculations. It should also meet the requirements as set out in your recruitment, selection and induction policy and procedures.
Write the advertisement in a newly created Word document then email it to the Principal Consultant for final approval.
You receive the following email from the Principal Consultant.
Dear Human Resources Manager
Thanks for sending the advertisement through. it looks fine. The only thing I am wondering is if we could remove some of the terms and conditions from the advertisement as I really would like to negotiate this based on the type of candidate we get.
Let me know your thoughts.
Kind Regards
Principal Consultant
Assume that the recruitment, selection and induction policy requires that terms and conditions are clear within recruitment advertisements. Draft a response back to the Principal Consultant outlining this, as well as provided a clear rationale as to why it is important terms and conditions are an important part of the recruitment process.
- Send an email to the Principal Consultant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should explain the importance of providing terms and conditions of employment as part of the recruitment process
- Research recruitment consultants
Find at least two recruitment consultants that could be used, should the Seek advertisement not attract the right kind of candidate. Identify the services offered by the recruitment consultants, as well as contact details, and a write a few sentences on each, describing the company and the claims that it makes about itself.
- Send an email to the Principal Consultant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
The email should explain that you have conducted research into using recruitment consultants, and why it may be necessary to use these consultants.
Attach the job ad and research document to the email.
Assessment Task 3 Checklist
| Student’s name: | |||
| Did the student: | Completed successfully | Comments | |
| Yes | No | ||
| Provide training and support in relation to the completion of the position description? | |||
| Demonstrate effective communication skills during this meeting, including: Speaking clearly and concisely Clearly explain information i.e. were the instructions clear. Answer questions about the documents developed Active listening techniques to confirm and clarify information and suggestions? | |||
| Develop the required job advertisement for use on Seek? | |||
| Identify specialist recruitment consultants as required and explain why it may be beneficial to use these specialist consultants? | |||
| Task Outcome: | Satisfactory | Not Satisfactory | |
| Assessor signature | |||
| Assessor name | |||
| Date |
Assessment Task 4: Manage selection process
Task summary
This assessment task requires you, in the role of the Human Resources Manager, to manage the selection process as set out in the company’s Recruitment, Selection and Induction Policy and Procedures.
This task will be completed in the simulated work environment at your Alpha Institute.
Required
- Computer and Microsoft Office
- Access to the internet including to research National Employment Standards so as to advise of employment terms and conditions:
- Telephone (mobile or fixed line)
- Selection Approval Policy
- Selection Report
- Letter of Offer Template
Timing
Your assessor will advise you of the due date of these submissions.
Submit
- Email to your assessor indicating that applications have been received
- Email to your assessor with your confirmed selection report attached
- Email to your assessor with your Letter of Offer/Employment Contract and rejection letter attached.
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete further assessment to demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Assessment Task 4 Instructions
Carefully read the following:
Grow Management Consultants have the following procedure for staff selection:
- Human Resources department receives applications from candidates.
- Human Resources department advises relevant line manager that applications have been received and provides copies to line manager.
- Human resources department reminds line manager of selection procedures to be followed.
- Line manager shortlists candidates and then meets with Human Resources department to discuss and confirm.
- Human resources department contacts shortlisted candidates to arrange interview.
- Line managers conduct interviews. Human resources department will only be included in the selection plan for senior management appointments.
- Human resources reviews selection panel report and endorses decision or otherwise.
- Successful candidate approached with letter of offer.
- Unsuccessful candidates informed.
The Human Resources department has received a number of applications for the position of Accounts Officer, and you need to manage the selection process to ensure that the above selection procedures are followed.
Complete the following activities:
- Send an email to the Principal Consultant
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
Your email should indicate that applications have been received and that the files are available for the Principal Consultant to review. In your email, you should use the opportunity to remind the Principal Consultants of the selection process.
You should provide a brief overview of the selection procedures in your own words as set out in the information above.
- Develop a script for contacting shortlisted candidates to arrange an interview
Review the selection procedures above and arrange interviews via telephone with the successful candidates.
The proposed interview date is 6 October, and interview times are 10am, 11am, 2pm and 3pm. Each interview is expected to take 1 hour and candidates will be asked set questions which they must reply to. The location of the interview will be at Head Office, Level 1, 10 Martin Street, Newcastle. There will be two interviewers, yourself as the Human Resources Manager and the Principal Consultant.
Develop a suitable script for your roleplay telephone call, including introducing yourself, your position and the company, advising that the candidate has been successful in obtaining an interview and giving them the date and time as well as advising them about the interview process. Give the candidate the opportunity to indicate their preferred time.
When you have developed your script, practice it for use during the roleplay with your assessor.
- Role play contacting shortlisted candidates to arrange an interview.
You are required to complete the roleplay at the time and date advised by your assessor.
During the roleplay, you will need to demonstrate effective communication skills, including speaking clearly and concisely, responding to questions and active listening.
The roleplay will be conducted over the phone with your assessor playing the role of the candidate.
- Complete the selection report
Assume that the interviews have been conducted. You need to review the Selection Report produced by the selection panel following the interview for the position of Accounts Officer, and decide whether to endorse or not endorse their selection of the preferred candidate for the role of the Accounts Officer.
When you have read the Selection Report and the Selection Approval Policy, make a decision as to whether you should endorse the selection panel’s decision or not.
Complete the highlighted sections of the Selection Report to show your decision.
- Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a professional style.
It must provide a summary statement to say whether you are endorsing or not endorsing the Panel’s decision.
- Develop a letter of offer for the selected candidate.
This letter will be for the new appointment so as to advise of salary and terms and conditions of appointment.
Use the Letter of Offer Guidelines to guide your work.
Include the basic employment terms and conditions as per the National Employment Standards. You will need to research these standards in order to input the information.
Explain the purpose of the employee contract to the new employee.
You will be assessed as to whether your letter of offer includes all the relevant information based on the position description given.
- Develop a standard letter to be sent out to all unsuccessful candidates.
Your letter to unsuccessful candidates must be clear and concise, and you will be assessed on this.
- Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English, written in an appropriate (polite, business-like) style.
It should introduce and summarise the contents of the attachments.
Attach your Letter of Offer/Employment Contract and your rejection letter to the email.
Send this email immediately following your confirmation of the selection report so as to demonstrate that you have attended to this matter promptly.
Assessment Task 4 Checklist
| Student’s name: | |||
| Did the student: | Completed successfully | Comments | |
| Yes | No | ||
| Demonstrate the ability to follow selection procedures by verbally advising shortlisted candidates of interview details and processes? | |||
| Demonstrate effective communication skills when informing candidates of the interview details including: Speaking clearly and concisely Responding to questions Active listening techniques to confirm and clarify information? | |||
| Demonstrate the ability to follow selection procedures covering reviewing and completing the selection report? | |||
| Demonstrate the ability to follow selection process covering the letter of offer? | |||
| Demonstrate the ability to follow selection process covering communication with unsuccessful candidates? | |||
| Demonstrate clear writing skills? | |||
| Task Outcome: | Satisfactory | Not Satisfactory | |
| Assessor signature | |||
| Assessor name | |||
| Date |
Assessment Task 5: Induction project
Task summary
This assessment task requires you, in the role of the Human Resources Manager, to manage the induction process.
This will include developing an induction checklist and providing training for the Principal Consultant on the use of the checklist and induction processes to be followed. You will also be expected to provide feedback to the new Accounts Officer as part of the probationary process, then update the induction processes and check that induction processes are followed across the organisation.
This task will be completed in the simulated work environment at your Alpha Institute.
Required
- Computer and Microsoft Office
- Access to the internet
- Fair Work Australia Induction Checklist
- Recruitment, Selection and Induction Policy and Procedures
- Induction Data Report
- Meeting space
- Roleplay participant (your assessor)
- Printer
Timing
Your assessor will advise you of the due date of these submissions.
Submit
- Email to your assessor with your draft induction checklist attached
- Email to your assessor with your updated induction checklist attached
- Email to your assessor with your recommendations for improving the induction process
- Email to your assessor with your updated Recruitment, Selection and Induction Policy and Procedures attached
- Email to your assessor describing induction timelines that have not been met.
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be asked to complete further assessment to demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you written feedback along with guidance on what you must undertake to demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand any part of this task or if you have any learning issues or needs that may hinder you when attempting any part of the assessment.
Assessment Task 5 Instructions
Carefully read the following:
It is two weeks later and Maggie, the new Accounts Officer, will be commencing her employment the following week.
Assume that you have decided to implement an induction checklist to be used by all staff as part of the induction process to ensure that the induction process is comprehensive and systematic.
Following the development of the checklist, you are required to provide training to the Principal Consultant on the use of the checklist, as he will be inducting Maggie the following week.
Complete the following tasks:
- Develop an induction checklist
Research and develop an induction checklist that could be used by Grow Consultants to support the induction process for any new staff member.
The induction checklist should be between one and two pages
Your checklist should cover the following:
- Explanation of purpose of new induction checklist.
- Overview of the induction process as per the recruitment, selection and induction policy and procedure
- Purpose
- Outline of each of the checklist items and clearly explain requirements.
- Induction requirements
- Duration (how long it should take to fill the checklist out.
It should also include brief guidance to managers about completing the checklist.
Use the Fair Work Australia Induction Checklist to assist you in developing your checklist.
- Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a professional, business-like style.
It should introduce and summarise the contents of the attachment, and ask for a meeting to discuss it.
Attach your draft induction checklist to the email.
- Train the Principal Consultant in the use of the induction checklist at a short meeting.
The Principal Consultant is just about to provide Maggie’s induction, so you will explain the use of the induction checklist to the Principal Consultant (your assessor) first.
During the short meeting (about 15 minutes), you are to provide an overview of the induction process as set out in the recruitment, selection and induction policy and procedure. You should also indicate that you are able to provide ongoing support regarding the induction process and at least one way in which you will provide this.
Your assessor will advise you of the date of the meeting.
You should bring a printed copy of the induction checklist to the meeting to provide to the Principal Consultant, as well as a copy for yourself.
During the meeting, you will be required to demonstrate effective communication skills, including speaking clearly and responding to questions as required.
- Update your induction checklist
The changes that you make should include the feedback given to you by the Principle Consultant during the meeting.
- Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a professional, business-like style.
It should introduce and summarise the contents of the attachment.
The text should also include a summary of the information discussed at the meeting.
Your email should indicate that ongoing support can be provided as required.
Attach your updated induction checklist to the email.
It is a month later and you meet with the Principal Consultant to discuss the performance of the new Accounts Officer, Maggie’s, as she is on a 3-month probation.
The Principal Consultant indicates that while he is happy with Maggie’s performance overall, she doesn’t seem to be as productive and motivated as he would like. He explains that she sometimes seems to be waiting for direction instead of getting on with things. He would like you to meet with her to discuss this.
- Develop a script for providing feedback to a probationary employee
Develop a suitable script for your roleplay meeting with Maggie (your assessor), including the purpose of the meeting, probationary terms and feedback to be provided.
Ensure that your script allows for Maggie to provide feedback.
Your assessor will advise you of the date and time of the meeting.
- Meet with the probationary employee.
Meet with your assessor, roleplaying Maggie, to discuss her performance using the script that you have developed.
During the meeting, you will need to demonstrate effective communication skills, including speaking clearly and concisely, responding to questions and active listening.
You will need to demonstrate appropriate non-verbal communication skills to show that you are open to Maggie’s views, as well as being empathetic.
- Develop recommendations for improving the induction process
Assume that, based on the outcome of the meeting above, one of the improvements you decide to make is to the induction process in terms of extending the process beyond an induction on the first day. You have heard that an effective induction process for new employees can extend over the probation period, so you decide to research strategies that other companies are using. Conduct this research to inform the email you need to send below.
- Send an email to the Principal Consultant (your assessor)
The text of your email should outline recommendations for improving the induction process as currently specified in the Recruitment, Selection and Induction Policy and Procedures. Give clear examples for updating the policy, as well as a summary of the feedback received from Maggie that has assisted in informing improvements.
Ask for approval to update the recruitment, selection and induction policy and procedures.
Your email should be in grammatically correct English and written in a professional style.
- Update the company’s recruitment, selection and induction policy and procedures.
When you have received approval from the Principal Consultant (your assessor) for your amendments, update the induction process in the Recruitment, Selection and Induction Policy and Procedures you wrote for Assessment Task 2, activity 4,
Based your changes on the recommendations that you made to the Principal Consultant and the feedback that they provided in their return email.
- Write an email to all staff (your assessor).
The text of the email should be in grammatically correct English and written in a professional, business-like style.
It should introduce and summarise the contents of the attachment.
Attach your updated Recruitment, Selection and Induction Policy and Procedures to the email.
You have a report from human resources (Induction Data Report) that gives information on inductions that have been conducted, and that you want to check that they have been conducted according to the required timeframe, which is within one week of the employee’s commencement of employment and then a further follow up induction within one month of the employee’s induction.
- Check that induction processes are being followed
Review the Induction Data Report and the Recruitment, Selection and Induction Policy and Procedures.
There is at least one instance of an induction processes not being completed as required
- Send an email to the responsible staff member (your assessor)
The text of the email should be in grammatically correct English and written in a professional, business-like style.
The text should outline the issues, restating timelines and offering further training and ongoing support as required.
It should also It should introduce and summarise the contents of the attachment.
Attach your updated Recruitment, Selection and Induction Policy and Procedures to the email.
Assessment Task 5 Checklist
| Student’s name: | |||
| Did the student: | Completed successfully | Comments | |
| Yes | No | ||
| Provide training and support to staff to assist them to implement the organisation’s induction process? | |||
| Clearly explain the induction process and checklist and respond to questions as required? | |||
| Trial the induction checklist and update as per feedback provided? | |||
| Provide feedback to Maggie about her performance during the probationary period? | |||
| During the feedback session, demonstrate effective communication skills: Speaking clearly and concisely Responding to questions Active listening techniques to confirm and clarify information Non-verbal communication skills | |||
| Refine the induction process as based on feedback from managers and participants? | |||
| Inform all staff of revised recruitment, selection and induction process? | |||
| Check that induction processes are followed across the organisation and take appropriate action to ensure processes are being followed? | |||
| Task Outcome: | Satisfactory | Not Satisfactory | |
| Assessor signature | |||
| Assessor name | |||
| Date |
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