BSBHRM405 – Support the recruitment, selection and induction of staff Activity-2
BSBHRM405 – Support the recruitment, selection and induction of staff
ASSESSMENT ACTIVITY 2 – Plan for selection
BSB51915 Diploma of Leadership and Management
ASSESSMENT ACTIVITY 2COVER SHEET
Please ensure this form is fully completed prior to submitting.
This page should be on the front of your assessment and needs to be easily accessible.
I hereby certify that:
- This assessment task is my own work based on my personal study/research and not the work of another student and/or source.
- I have acknowledged all material and sources used to prepare this assessment task.
- I have not plagiarised or copied any part of this assessment task from the work of any other student or source either.
- This assessment task has not previously been submitted.
- I am aware of the requirements set by my Trainer & Assessor.
- I have retained a copy of this assessment task for my own records.
- I have completed all my assessments, tasks & activities (on moodle®) successfully.
Student’s Signature: _______________________________ Date: _________________
|Wentworth Institute RTO Code: 91178 November 2017 Version: 1.0|
This assessment must be based on where you work (or have worked most recently).
This Assessment is designed to test the knowledge that you have acquired throughout the unit. Use the following tips to help you answer the questions:
Read each question carefully. Check with your trainer or assessor if you are not sure what the question is asking.
HINT: Use these questions as subheadings to create a business style report to answer your assessment
Your response to each question should aim to provide enough information to answer the question. In most cases, this can be done with just a few paragraphs. Don’t forget to refer to attachments under the heading (question) applicable, e.g. ‘See attached email’.
Important: Your assessment must contain this coversheet and your own coversheet (for your “report”)
Your answers & assessment submission must professional in style (Business), content and format. Maximum font size 11 points: Font Arial or Times New Roman; single spacing; clear paragraphswith appropriate punctuation, spellchecking and final submission will need to be proof-read. (i.e. few missing words or typo’s)
– Use clear, non-discriminatory language
– Avoid the use of jargon
– Write clearly using plain English
– Consider your target audience
– Ensure that your responses meet the needs of the target audience (in this case your trainer or assessor).
All of your work must be original.
Evidence of the ability to:
- prepare job descriptions
- use job descriptions to support sourcing, selecting and appointing suitable staff
- use different advertising channels to promote vacancies and/or establish a potential talent pool
- consult with managers to gain approvals
- develop selection criteria and interview questions in consultation with relevant personnel
- schedule interviews and advise relevant people of times, dates and venues
- participate in interviews and other selection techniques including assessing candidates against selection criteria to short list them
- obtain referees’ reports
- prepare and distribute a selection report including feedback to give unsuccessful candidates
- advise unsuccessful candidates of the results
- secure preferred candidate s agreement and provide an employment contract
- advise other staff of the successful candidate and arrange induction.
Note: If a specific volume or frequency is not stated, then evidence must be provided at least once.
To complete the unit requirements safely and effectively, the individual must:
- identify documentation required for recruitment, selection and induction
- explain human resources life cycle and the place of recruitment and selection
- identify legislation relevant to recruitment, selection and induction of staff
- describe channels and technology to advertise vacancies
- explain a range of interviewing techniques and other selection processes and their application.
Marking and Criteria guide:
Assessor and student must read this carefully before assessment.
A 75% demonstrated competence in the answers is the benchmark only and students & assessors must note that professionally critical aspects/concepts must be included (creating job description and participating in the job process with the WIN College educators) .
All parts (criteria) in the marking guide must be completed successfully for the student to achieve competence in this unit.
EDUCATOR to complete
|Pre-assessment work completed|
|ACTIVITY 2 – Plan for selection|
|Situations would new staff need to be employed in an organisation explained.|
|Role played done|
|Experiences of the interviewing activity written|
|National Employment Standards explained|
|Restaurant Industry Award 2010 searched|
|Fairwork website searched|
|Own job interview searched|
|True and False questions answered|
Assessor to complete:(circle)
Did you observe the student?YesNo
Further comments required
Resubmission required? Yes_________ No___________
Date resubmission must be handed in: ________________________
Assessor’s name and signature: _______________________________
Activity 2 –Plan for selection
- In what sort of situations would new staff need to be employed in an organisation? In what sort of situations would staff need to be cut? Write as many examples as you can think of.
- Role-Play a job interview with a prospective employee.
Scenario including Job profile:
You are the Area Sales Manager for a book publisher and you are recruiting to add a new account manager (rep) to your sales team. The account manager will get a company car (they will need a licence) and will be working in western Sydney area on a base salary of $50 K per annum. You would prefer that the candidate has previous sales experience but this is not essential as you are also looking for new blood. The candidate will need to be presentable with good communication skills and a desire to work in a team and reach sales targets.
- First, underline the specifications needed for the prospective employee in the scenario above.
- Then write at least 7 questions that you are going to ask the prospective employee in the interview. Write the questions below and then write the answers next to them when you conduct the interview.
- Discuss your experiences of the interviewing activity, as a class. Then write your reflections on conducting and/or taking part in the above interview. Could you have asked better questions? Could you answer the questions well as a prospective employee?
- Write an advertisement for the position of Educator for Win College.
*You may use the Sydney Morning Herald or Seek as a guide
- Write a letter/emailto notify the applicant that they did not get the job (Use the “position applied” from previous exercise). Look at examples of wording on the internet.
- Research discrimination in relation to employment in NSW. Are there situations in which it is legal to reject someone’s job application because of their age or cultural background etc? Discuss what is seen as discrimination in Australia/NSW.
- Use National Employment Standards.Look at the following website http://www.fairwork.gov.au/employee-entitlements/national-employment-standards. Write down the general rules for each of the following areas:
- What is the maximum number of normal work hours an employee should work in Australia?
- How much annual leave (holidays) can a full-time employee take in Australia?
- Look at the AWARD on https://www.fairwork.gov.au/awards-and-agreements/awards.
- What are awards?
- What do awards cover?
- Can an employer be covered by more than one award?
- Search for “Restaurant Industry Award 2010“ on Google then:
- List at least 4 areas of information that are included (e.g. minimum wages) in the Award.
- What is the minimum wage per hour for a level1 waiter/waitress?
- How much does an employee have to pay for special clothing or uniforms which they have to wear to do their work in the restaurant?
- How much does an employee have to earn in wages per month before the employer must make a payment to their superannuation fund?
- By law, do companies in Australia have to keep the rules of the Award(for their industry)?
- Go tohttp://www.fairwork.gov.au/about-us/policies-and-guides/templates. Have a look at the various templates listed there(even for documents looked at so far in this unit).
Click on “Letter of engagement – full-time and part-time employees” link and open up the document.
The “Employment Contract” template starts from page 3. Briefly read the contract and list 5 headings which are included in the contract.
- Think back to your own job interview (for a current or previous job). How well do you think this was planned? Do you feel that any changes could be made to make interviewing processes in your organisation more effective?
- True and False:
|True||False||Recruitment is about finding the best person for the job|
|True||False||The initial state of the recruitment process is anticipating when and where vacancies will arise within the department|
|True||False||Determining where staffing needs exist should always be undertaken by an external organisation.|
|True||False||Job analysis data are not valuable in wage and salary administration|
|True||False||Job advertisements can only be placed in newspaper|
|True||False||In your job advertisement, you should state how you wish the candidate to apply|
|True||False||Accurately describing what each job entails is essential for the recruitment and selection process.|
|True||False||Gaps in a candidate’s background are a positive sign.|
|True||False||The short-listing process will be based solely on the selection criteria|
|True||False||Interviews are a quick way of gathering data|