4bsbhrm506 Assessment

BSBHRM506 Manage recruitment selection and induction processes
Assessment
BSBHRM506 Assessment
Version 1.1 Page 1 of 23
Submission details
The Assessment Task is due on the date specified by your assessor. Any variations to this arrangement
must be approved in writing by your assessor.
Submit this document with any required evidence attached. See specifications below for details.
Performance objective
You must demonstrate your ability to analyse the policy and procedures of existing recruitment and
selection processes for an organisation and to identify and apply the relevant legislation underpinning
these recruitment and selection processes.
Assessment task 1
You are to develop a recruitment, selection and induction process for new recruits into your
organisation / department. Document your process so that it covers the points below. Be sure to:
Analyse strategic and operational plans and policies to identify relevant policies and objectives
Develop recruitment, selection and induction policies and processes, and supporting
documents
Utilise appropriate technology to improve the efficiency and effectiveness of the
recruitment/selection process
Obtain support for your policies and procedures from your assessor
Trial and measure against your objectives all forms, procedures and induction processes
(making all necessary changes)
Explain your policies and procedures to your assessor when you submit this task
To complete this task, you will need to consider a business or industry. Your assessor will perform the
role of your supervisor to answer any questions you have regarding the development of this project
Your recruitment policies and procedures may address:

application processing
competency profiling
documentation and use of standard forms
equal opportunity, anti-discrimination and diversity principles
interviewing methodologies
job analysis
job classifications, assessment centres
job description
job evaluation
privacy and confidentiality
probationary periods
psychometric assessment
recruitment advertising
reference checks
selection panels and their composition
the application of commercial software packages to improve efficiency in recruitment and
selection processes
training for new staff
use of external agencies
Candidate: I declare that this work has been completed by me

honestly and with integrity and that I have been assessed in a fair Signature: ___________________
and flexible manner. I understand that the Institutes Student
Assessment, Reassessment and Repeating Units of Competency
Guidelines apply to these assessment tasks. Date: ____/_____/_____
ASSESSORS CHECKLIST FOR TASK 1 (for assessors use only)
Satisfactory
Did the candidate:
Yes No
Identify the reasons required for development of this process
Develop a recruitment and selection processes that provides for:
Position identification
Position descriptions
Development of benchmarks for position
Position advertising
Screening of applicants
Selection interviews
Advising applicants
Continuous improvement of recruitment process
Check all documentation for accuracy
Test documents prior to submission (to reduce risk of errors)
Allow for training of staff in this process
Develop an induction processes that provides for:

Welcoming of staff member
Provide information about business
Completion of legal forms
Completion of company forms
Provides training in job role
Provides training in product / service
Allocates a mentor / supervisor
Allows for evaluation after a set time period
Produces all documentation in a professional format
Produces all documentation by set deadline
Recruitment, selection and induction process attached
Comments
Result: Satisfactory / Not Yet Satisfactory
Assessor: I declare that I have conducted a fair, valid, reliable and

Signature: ____________________
flexible assessment with this student, and I have provided appropriate
feedback. Date: ____/_____/_____
Assessment task 2
You are required to consider a new business you can develop. Consider areas of your expertise, where
you can provide benefit into a business environment.
Once identified, you are to implement your recruitment process to select staff for employment into your
organisation / department.
To demonstrate this, you need to:
Explain your reasoning for creating this vacancy

Develop a position descriptor for the vacancy
Identify the personnel specifications for this vacancy
Develop job advertisements for at least 2 media streams
Detail the cost involved with lodging both job advertisements
Conduct a job interview with 2 fellow students***1
Select the most suitable candidate for the position (or explain why no candidate is suitable)
Negotiate salary and employment conditions with successful candidate***2
Advise the successful candidate of the result in writing
Advise the unsuccessful candidate of the result in writing
***1 Your assessor will allocate other students to play the role of the candidate, whilst you perform the
role of the employer. It is important that you take this part seriously, as this is valuable experience in
both interviewing candidates AND applying for positions. Your assessor will observe this process
closely!
***2 Your assessor will provide you with a total package available to offer, providing the boundaries in
which to negotiate with the successful candidate.
Things to consider whilst role-playing the interviewer:

Be organised
Prepare a selection criteria to use for each interview
Know your position
Know your company
Arrange access to all required documentation for this process
Be prepared to ask questions
Be prepared to be asked questions
Things to consider whilst role-playing the job seeker:

Be prepared
Develop your CV
Apply sincerely for the position use it as practice for real job applicants
Have questions ready
Answer all questions to the best of your ability
Try to win the job
It is important that you take this role-play seriously. Think of it as an opportunity to practice for
a real job interview, and to improve your interview skills.
Satisfactory
Did the candidate:
Yes No
Follow the process as developed in Assessment 1
Identify a suitable vacancy
Explain their reasoning for creating this vacancy
Develop a position descriptor for the vacancy that details:

Personnel specifications
Accountability
Job role
KPIs / Benchmarks
Develop job advertisements for at least 2 media streams that were:

Appropriate to the chosen media
Clear
Concise
Attractive / enticing
Ethical and Legal
Identify accurate costs involved with lodging both job advertisements
Candidat Candidat
Conduct 2 job interview ensuring they:
e1 e2
Dressed appropriately Y or N Y or N
Communicated effectively Y or N Y or N
Explained the position requirements Y or N Y or N
Identified the candidates strengths Y or N Y or N
Identified the candidates areas for improvement Y or N Y or N
Allow candidate to ask questions of make comment Y or N Y or N
Explain rest of selection process Y or N Y or N
Satisfactory
Did the candidate:
Yes No
Select the most suitable candidate for the position (or explain why no
candidate is suitable)
Negotiate salary and employment conditions with successful

candidate in line with salary boundaries set by assessor
Advise the successful candidate of the result in writing
Advise the unsuccessful candidate of the result in writing
TWO (2) job advertisements attached
Position description attached
Successful and unsuccessful letters attached
Comments

Signature: ____________________
feedback. Date: ____/_____/_____
Assessment task 3
For this task you are required manage and deliver a staff induction program
(Minimum 20 minutes).
You will be observed conducting this induction program by your assessor for your candidate you
employed in Assessment 2 appointment.
You will need to be prepared for this program, which requires you to develop a staff induction kit that:
Provides an introduction to your business
Provides information to your new employee regarding:
o Salary
o Conditions of employment
o KPIs
o Accountability
o Any relevant internal procedures
Dont forget to source and provide any legal documentation required to be provided in this task!
You will be required to submit your staff induction kit at the time of your assessment
Satisfactory
Did the candidate:
Yes No
Dressed appropriately
Communicated clearly and effectively
Discuss, receive and agree with employment conditions
Provide the job description
Provide TFN Declaration (ATO)
Provide Superannuation Fund application
Complete other paperwork as outlined in process developed in

Assessment 1
Complete employment contract as developed in Assessment 1
Allow for interaction from new employee
Discuss any OHS regulations
Induction pack attached
Comments

Signature: ____________________
feedback. Date: ____/_____/_____
ASSESSMENT PART 2: WRITTEN QUESTIONS AND ANSWERS
Questions
1 Describe how you would oversee the management of probationial employees
In order to provide guidance to probational employees would include the provision of standards and this
implies that one has to set standards to suite the outcome. Some of the needs will include to provide vivid
description on the job to be dealt with among others.
2 Describe the following principles in detail (relating to Human Resource Functions)
Equal opportunity can have the description of the need to provide employees with
equal chances to explore the business in other words it implies that there will be
Equal Opportunity
no discrimination of any individual which may be associated with gender and
financial epaulement
Industrial relations have the implications of the clear need to have to link up with
other companies to provide a similar service or to team up and have an agreement
on the market prices so that there can be fair competition of the general market.
Industrial Relations
When one market is not linked up to the other huge losses can be realized and in
turn implying that there is a huge difference. When two companies agree on some
issues it becomes easy to carry out trade unlike when they dont link up.
Anti-discrimination is the act where individuals as well as companies are not neglected in
terms of the ground they stand or the overall difference they have. Some of the
discrimination laws are inclusive of:
anti-discrimination
Gender discrimination; here an individual can be denied the right to excise or secure
employment to their gender, the law prevents such and avails equal opportunity to all
Provide detailed genders.
explanation of 4 different People with disability; the overall need for employment has to take in all the individuals with
relevant legislation qualifications and not eliminate those with disability.
Age some individuals will have a bias to age and thus tend to misuse individuals who are at
a certain age bracket due to the impossibilities associated.
Ethical principles come in handy to be able to provide an essential tool to the functionality of
ethical principles the individuals and their work environment. They ensure that professionalism and
responsibilities are maintained.
Code of practice are the natural set conducts to ensure there is a humble practice on the
codes of practice
nature of the work is done in proper manner without causing harm to the other individuals.
Privacy laws of Victoria are the laws which ensure the law to a company protects the
privacy laws personal information of an individual without leaking them out. With such it implies that
Victoria there is a provision of security and privacy to the public as no one can access information
about an individual.
occupational health and

This are types of rights and responsibilities which are being exercised by
safety
individuals to be able to perform an outright activity which doesnt harm other
employees. The laws protect individuals as they offer a line of responsibilities as
well as the health section which is taken by the employer to be able to provide
Employer rights and
medical attention in case they are accidentally fall sick at work.
responsibilities
3 Detail 3 different specialists you may utilise with recruitment and induction
Recruitment This are agencies which look into the recruitment of individuals so as to be able to provide an
Agencies essential line of duty in the marking of as well as getting individuals who are fit for a certain post.
Remuneration Remuneration specialists are the individuals who are in charge of the entire slot in allocating them
Specialists with responsibilities to perform in a company.
This are the points where a security measure is taken and thus individuals are checked to make an
Security Checks insularity that there is an easy transition of factors and thus protect the employees as well as
employers and their property.
4 What are employee contracts?
Employees contract are documents which link up and bring the employee to a mutual agreement with the employer
and they contain different rules which make the basis of the working and salary information.
5 Who do you need to pay work-cover for?
6 Detail 4 different ways you can employ someone
There are various type of recruitments and can be categorized as bellow.

Permanent employment ion this type of employment an individual is set to work in an institution permanently
Casual employee in this type the employee is given a short contract and after it expires then the individual has to
reselected or quit
Contractors they are hired to perform a certain function and are generally longer than casual workers.
7 What are psychometric and skills testing programs
This are types of programs put in place to enhance the relationship of the employers by providing basic skills in the
functionality.
8 Provide 2 reasons might candidates not want you to reference check?
Non absurdity in the referencing

Fear to be wrong
9 How might you encourage a candidate to allow you to reference check?
Motivate on the practice to reference
10 How might you encourage an employer to provide a reference check if they do not want to?
.making it a basic requirement in the overall need for an employment vacancy
Comments

Signature: ____________________
feedback. Date: ____/_____/_____

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BSBHRM506 Manage recruitment selection and induction processes

Your recruitment policies and procedures may address:

Candidate: I declare that this work has been completed by me

ASSESSORS CHECKLIST FOR TASK 1 (for assessors use only)

Identify the reasons required for development of this process

Develop a recruitment and selection processes that provides for:

Development of benchmarks for position

Continuous improvement of recruitment process

Check all documentation for accuracy

Test documents prior to submission (to reduce risk of errors)

Allow for training of staff in this process

Develop an induction processes that provides for:

Allows for evaluation after a set time period

Produces all documentation in a professional format

Produces all documentation by set deadline

Recruitment, selection and induction process attached

Result: Satisfactory / Not Yet Satisfactory

Assessor: I declare that I have conducted a fair, valid, reliable and

To demonstrate this, you need to:

Explain your reasoning for creating this vacancy

Things to consider whilst role-playing the interviewer:

Things to consider whilst role-playing the job seeker:

ASSESSORS CHECKLIST FOR TASK 2 (for assessors use only)

Follow the process as developed in Assessment 1

Identify a suitable vacancy

Explain their reasoning for creating this vacancy

Develop a position descriptor for the vacancy that details:

Develop job advertisements for at least 2 media streams that were:

Identify accurate costs involved with lodging both job advertisements

Explained the position requirements Y or N Y or N

Identified the candidates strengths Y or N Y or N

Identified the candidates areas for improvement Y or N Y or N

Allow candidate to ask questions of make comment Y or N Y or N

Explain rest of selection process Y or N Y or N

Negotiate salary and employment conditions with successful

Advise the successful candidate of the result in writing

Advise the unsuccessful candidate of the result in writing

TWO (2) job advertisements attached

Position description attached

Successful and unsuccessful letters attached

Result: Satisfactory / Not Yet Satisfactory

Assessor: I declare that I have conducted a fair, valid, reliable and

ASSESSORS CHECKLIST FOR TASK 3 (for assessors use only)

Discuss, receive and agree with employment conditions

Provide the job description

Provide TFN Declaration (ATO)

Provide Superannuation Fund application

Complete other paperwork as outlined in process developed in

Result: Satisfactory / Not Yet Satisfactory

Assessor: I declare that I have conducted a fair, valid, reliable and

ASSESSMENT PART 2: WRITTEN QUESTIONS AND ANSWERS

1 Describe how you would oversee the management of probationial employees

2 Describe the following principles in detail (relating to Human Resource Functions)

occupational health and

4 What are employee contracts?

5 Who do you need to pay work-cover for?

6 Detail 4 different ways you can employ someone

There are various type of recruitments and can be categorized as bellow.

7 What are psychometric and skills testing programs

8 Provide 2 reasons might candidates not want you to reference check?

Non absurdity in the referencing

9 How might you encourage a candidate to allow you to reference check?

Motivate on the practice to reference

.making it a basic requirement in the overall need for an employment vacancy