Reference no: EM133173330

BSBHRM525 Manage recruitment and onboarding

Assessment Task: Case Study

Case Study - Background Information

You are employed at Grow Management Consultants as the Human Resources Officer (HR Officer). The organisation is a recently established consulting firm and has recognised that, due in part to its strong growth, there are gaps in the organisation relating to the recruitment, selection and induction of staff. Your engagement in this new position of HR Officer has been made to improve the HR processes and address the gaps..
You have been asked to Review the Grow Management Consultants HR Strategic Plan and HR Operational Plan so you are familiar with the organisations HR requirements. You have also been provided with all of the related policies and procedures and other HR documents that have been developed to date. As follows is a full list of the twelve (12) documents provided-
• HR Strategic Plan
• HR Operational Plan
• Position Description Administration Assistant v1.0
• Employment Advertisement template v1.0
• HR Induction Manual v1.0
• Interview Questions Template v1.0
• Letter of Offer Template v1.0
• Recruitment, Selection and Induction Policy & Procedure v1.0
• Professional Development Policy & Procedure v1.0
• Selection Panel Recommendations template v1.0
• Diversity Policy & Procedure v1.0
• Induction Checklist v1.0

Activity 1
Update organisational policies and procedures for recruitment and onboarding
Review each of the twelve (12) Grow Management Consultants documents (provided as handouts) .
1) Which eight (8) of the documents are either recruitment and onboarding policies and procedures or policies and procedures and documents which should be directly aligned with recruitment and onboarding policies and procedures? (Do not include Position Descriptions).

2) From your responses to the preceding question, which two (2) sets of policies and procedures appear not to have been specifically incorporated into or aligned with the current Recruitment, Selection and Induction Policy & Procedure (v1.0)?
3) You are now required to update the current Recruitment, Selection and Induction Policy & Procedure (v1.0) to incorporate (within the Policy Statement) the two policy elements identified in the preceding question, as expressed in those omitted policies and procedures.
You must-
• using MS Word, save a copy of the handout - Recruitment, Selection and Induction Policy & Procedure v1.0
• change the filename for that copy to Recruitment and Onboarding Policy & Procedurev2.0
• use the Review tab and Track Changes option so that the Assessor can identify the changes when you print and submit your updated document

Activity 2
Identify the need for recruitment in collaboration with the relevant stakeholders (Roleplay)

You have been asked to determine Grow Management Consultant's future human resources needs based on the HR Strategic Plan and with the collaboration of the relevant stakeholders.

To underrtake this activity you are required to conduct a meeting with the Operations Managerand theAdministration Manager to identify the current and future human resources needs. You will also use this meeting to introduce and gain support for your updated Recruitment and Onboarding Policy & Procedure.
During the meeting you must:
1) Determine the number of consulting clients that Grow Management Consultants have currently
2) Determine how many new clients are set to start with Grow Management Consultants in the next 4 weeks
3) Identify the number of consulting staff currentlly employed (distinguishing full-time and part-time)
4) Identify the number of administration staff currently employed (distinguishing full-time and part-time)
5) In collaboration with the relevant managers and using the current staffing sustainable ratios prescrfibed in the HR Stgrategic Pan, determine and agree on the staffing requirements so as to identify the future human resources needs for both consulting staff and administration staff. (Note: If you are unsure how to calculate/ apply the sustainability ratios, you should seek advice and training from the Operation Mmanager (Assessor), who establishe the ratios.
6) Outline the changes to and gain support for the updated Recruitment and Onboarding Policy & Procedure, offering any further explanations and/or training where required
7) Instruct and confirm that current position descriptors for vacancies are to be used by relevant stakeholders involved in recruitment and onboarding of candidates
8) Use open questioning and active listening when seeking feedback
9) Use terminology appropriate to the audienceand non-verbal features to present information and clarify understanding

Your assessor will play the role of the Operations Manager, and another student (not being assessed during the simulated meeting) will play the role of the Administration Manager.

Instructions for the Role play 1

In this activity, you will have to submit a meeting presentation slides and a briefing document.

In the presentation slides, you must include all required discussion points and proposed outcomes for each of the following;

Question 1. Determine the number of consulting clients that Grow Management Consultants have currently

Question 2. Determine how many new clients are set to start with Grow Management Consultants in the next 4 weeks

Question 3. Identify the number of consulting staff currently employed (distinguishing full-time and part-time)

Question 4. Identify the number of administration staff currently employed (distinguishing full-time and part-time)

Question 5. In collaboration with the relevant managers and using the current staffing sustainable ratios prescribed in the HR Strategic Pan, determine and agree on the staffing requirements so as to identify the future human resources needs for both consulting staff and administration staff. (Note: If you are unsure how to calculate/ apply the sustainability ratios, you should seek advice and training from the Operation Manager (Assessor), who established the ratios.

Question 6. Outline the changes to and gain support for the updated Recruitment and Onboarding Policy & Procedure, offering any further explanations and/or training where required

Question 7. Instruct and confirm that current position descriptors for vacancies are to be used by relevant stakeholders involved in recruitment and onboarding of candidates

Question 8. Use open questioning and active listening when seeking feedback

Question 9. Use terminology appropriate to the audience and non-verbal features to present information and clarify understanding

In the briefing document, you will have to write a briefing base on your presentation slides and demonstrate the Roleplay Script for the Roles below by following the Outline of Roleplay Script and instructions.

Instructions for the Role play 2

In this activity, you will have to submit a meeting presentation slides and a briefing document.
In the presentation slides, you must include all required discussion points and proposed outcomes for each of the following;
1. Welcome the incumbents appropriately and make the necessary introductions
2. Outline the objectives of the onboarding process to the new staff members (reiterating with the Administration Manager)
3. Provide* the new staff members with-
o a separate form each with Instructions regarding their building access and IT access
o a set of employement documents (staff details form, tax declrataion and superannuation election) for them to complete and return to the Administration Manager
o a copy each of the Fair Work Information Statement
o a copy of their relevant Position Description (confirming with the Administration Manager that these are the current Position Descriptions)
o a copy each of the Grow Management Consultants HR Induction Manual
*(Note you are not required to necessarily physically provide these documents, but you must simulate that you are providing them and refer to each in your discussions, explaining why you are providing them)

1. Using the Contents page as a guide, refer the new staff members to the Grow Management Consultants HR Induction Manual as the source of background information and policies and procedure which affect them, and respond to any questions raised by referring back to the Manual and/or seeking input from the Administration Manager .

2. Collaborate with the Administration Manager to reach agreement for any questions the new staff members may have from the Manual (after they have had a chance to read it) to be directed to the Administration Manager directly in the first instance. Assure then new staff members that you will still be available for them if the Administration Manager does not anwer their questions satisfactorily or if more clarification is required.

3. Assure the new staff they will be provided with access to any training and ongoing support they may require in relation to the policies and procedures or any relevant matters.

4. Advise the new staff members that they are required to complete the Employee Declaration on the last page of the Manual and return it to the Administration Manager.

5. At the conclusion of the meeting, ask each of the new staff members and the Administration Manager for feedback on whether they consider the meeting met the onboarding objectives that you had outlined at the beginning of he meeting.

6. Use open questioning and active listening when seeking feedback

7. Use appropriate terminology and non-verbal features to present information and confirm participants' understanding

In the briefing document, you will have to write a briefing base on your presentation slides and demonstrate the Roleplay Script for the Roles below by following the Outline of Roleplay Script and instructions.