Reference no: EM133005246

BSBHRM506 Manage recruitment, selection and induction processes

Assessment Task 1: Written Questions

1. Outline five methods of recruiting staff.

2. Describe the purpose of an assessment centre in a recruitment process.

3. Outline three advantages of using an assessment centre to determine a candidate's suitability for a position.

4. Explain the concept of human resources outsourcing.

5. Discuss two advantages of outsourcing HR functions.

6. Discuss the functions and scope of industrial relations.

7. Outline the purpose of an employment contract.

8. Explain the purpose of a modern award, as well as to whom it applies.

9. Access the modern award Hospitality Industry (General) Award 2010 on the Fair Work Commission web site and answer the following questions:
a. What is the minimum hourly rate for a Grade 5 Cook?
b. If the cook is employed as a regular casual cook, what is the casual loading that must be paid.
c. 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.
d. Identify the minimum weekly wages for a kitchen attendant grade 1 and calculate the annual salary based on this amount.
e. 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?

10. Explain the purpose of a registered agreement.

11. Outline the 10 minimum workplace entitlements for a permanent employee of an organisation outlined in the National Employment standards.

12. Identify how long must employees' records be kept for according to the Fair Work Act 2009.

13. 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.

14. 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.

15. How much notice must be provided to an employee who is to be dismissed?

16. Who is and who is not covered by unfair dismissal laws?

17. Explain why is important to advise potential employees of the terms and conditions of employment during the recruitment process?

18. Explain the purpose and relevance of psychometric tests in recruitment.

19. Explain the purpose and relevance of skills tests in recruitment.

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

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:

1. 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.

2. 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.

3. 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.

4. 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.

5. 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.

6. 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.

7. 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

8. 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.

9. 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.

10. 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 3: Recruitment and selection project

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:
1. 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.

2. Develop an advertisement for the position of Accounts Officer to be placed on Seek.
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.

3. 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

4. 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.

5. 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.

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.

Grow Management Consultants have the following procedure for staff selection:

1. Human Resources department receives applications from candidates.
2. Human Resources department advises relevant line manager that applications have been received and provides copies to line manager.
3. Human resources department reminds line manager of selection procedures to be followed.
4. Line manager shortlists candidates and then meets with Human Resources department to discuss and confirm.
5. Human resources department contacts shortlisted candidates to arrange interview.
6. Line managers conduct interviews. Human resources department will only be included in the selection plan for senior management appointments.
7. Human resources reviews selection panel report and endorses decision or otherwise.
8. Successful candidate approached with letter of offer.
9. 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:
1. 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.

2. 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.

3. 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.

4. 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.

5. 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.

6. 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.

7. 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.

8. 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.

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.

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:

1. 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.

2. 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.
3. 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.

4. Update your induction checklist
The changes that you make should include the feedback given to you by the Principle Consultant during the meeting.

5. 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.

6. 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.

7. 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.

8. 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.

9. 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.

10. 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.

11. 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.

12. 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

13. 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.

Attachment:- Assessment Tasks.rar