SITXHRM004 Recruit Select And Induct Staff :
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Assessment Tasks and Instructions
| Student Name | |
| Student Number | |
| Course and Code | |
| Unit(s) of Competency and Code(s) | SITXHRM004 Recruit, select and induct staff |
| Stream/Cluster | |
| Trainer/Assessor |
| Assessment for this Unit of Competency/Cluster | Details |
| Assessment 1 | Theory Test |
| Assessment 2 | Project |
| Assessment 3 | Observations |
| Assessment conducted in this instance: Assessment 1 2 3 | |
| Reasonable Adjustment |
| Has reasonable adjustment been applied to this assessment? |
| No No further information required Yes Complete 2. |
| Provide details for the requirements and provisions for adjustment of assessment: |
| Student to complete | |||||
| My assessor has discussed the adjustments with me | |||||
| I agree to the adjustments applied to this assessment | |||||
| Signature | Date | ||||
| 2nd Assessor to complete | |||||
| I agree the adjustments applied to this assessment are reasonable | |||||
| Name | |||||
| Signature | Date | ||||
Assessment Guidelines
| What will be assessed |
| The purpose of this assessment is to assess you underpinning knowledge to complete the tasks outlined in the elements and performance criteria for this unit of competency and relating to the following aspects: specific industry sector:recruitment and selection practicesformats for and inclusions of selection criteria and job advertisementseffective advertising mediafeatures of an effective recruitment advertisementroles of recruitment agenciesrelationships of job descriptions to selection criteria and ways to develop clear and concise selection criteriamethods of linking interview questions to selection criteriakey elements of applicable awardsnature and role of induction programs and typical contentspecific organisation:roles and responsibilities of different personnel in the recruitment and induction processrequired make-up of interview panelsprocedures for employment checksfull content of recruitment and human resource policies and in particular:approval processes for advertised salaries and recruitment of new personnelnature and content of job advertisements and communications with applicantsparticipants in interview panelsrequired skills profile of potential employees for particular jobsrole of different personnel in the recruitment and induction processtiming and nature of induction programsuse of different media in the recruitment processuse of government-subsidised traineeships and apprenticeshipskey elements of equal employment opportunity (EEO) employment laws and how they must be implemented in recruitment and selection processesrecords required of recruitment and selection process:administrative documentsinterview schedulesinterviewer detailsselection panel comments, score sheets and recommendationsrecords of interviewselection process:checks:policereferenceworking with childrenqualificationsevaluation of portfoliosexchange of written informationinterviews:by human resource specialists, department managers or selection committeesface-to-faceteleconferencetelephonevideoconferencepresentation to a selection committeeskills testsspecial arrangements required in the organisation of selection procedures:access:parkingsecurity clearanceusing:assistive technologyelectronic presentation mediainterpretersspecial interview techniques for those with disabilitiesteleconferencevideoconferencevisual information and diagrams instead of written materialinformation for inclusion in induction programs:conditions of employmentcontact details for various departments or colleaguescurrent organisational focus or initiativesemployee:benefitsresponsibilitiesrightsenterprise:culturegoalsobjectivesresponsibilitiesvisionkey organisational policies and proceduresindustrial arrangements for the organisationorientation of:departmental locations and equipmentstaff amenitiesoff-site operationswhole of business premisesorganisational chartspayroll information:awards and applicable pay ratessuperannuationwage paymentspolicies and procedures specific to the job rolework health and safety information. |
| Place/Location where assessment will be conducted |
| Resource Requirements |
| Pen, Paper or computer. |
| Instructions for assessment including WHS requirements |
| You are required to address all questions to achieve competence. Your trainer will provide you with instructions for time frames and dates to complete this assessment. Once completed, carefully read the responses you have provided and check for completeness. Your trainer will provide you with feedback and the result you have achieved. |
| Statement of Authenticity | |
| I acknowledge that I understand the requirements to complete the assessment tasks | |
| The assessment process including the provisions for re-submitting and academic appeals were explained to me and I understand these processes | |
| I understand the consequences of plagiarism and confirm that this is my own work and I have acknowledged or referenced all sources of information I have used for the purpose of this assessment | |
| Student Signature: Date: / /201 | |
| This assessment: | First Attempt | 2nd Attempt | Extension – Date: / / | ||
| RESULT OF ASSESSMENT | Satisfactory Not Yet Satisfactory | ||||
| Feedback to Student: | |||||
| Assessor(s) Signature(s): | Date: | / / | |||
| Student Signature | Date: | / / | |||
Assessment 1
Your task: Answer the following questions. Each question must be completed.
| Question 1 List 5 business events that would require you to recruit new staff: |
| 1. 2. 3. 4. 5. |
| Question 2 What is the primary factor in determining staffing needs? |
| Question 3 Why should you regularly discuss workload considerations with your staff? |
| Question 4 List 3 pieces of information you may need to supply to management when making a written submission for approval of a new position. |
| 1. 2. 3. |
| Question 5 List 6 pieces of information a job description should contain. |
| 1. 2. 3. 4. 5. 6. |
Question 6 Why is customer service attitude and experience an important part of the selection criteria for TH&E positions? |
| Question 7 How do well written selection criteria help the selection process? |
| Question 8 When advertising for staff, there are several legal matters that you must be aware of. List at least 5: |
| 1. 2. 3. 4. 5. |
| Question 9 How can an application form help you process applications more quickly? |
| Question 10 Describe the process of ‘shortlisting’ or ‘culling’. |
| Question 11 List 2 pieces of information you should include in a rejection letter: |
| 1. 2. |
| Question 12 List 3 examples of ‘special arrangements’ you may need to make when preparing for interviews: |
| 1. 2. 3. |
| Question 13 How can you comply with privacy laws when storing applications? |
| Question 14 During interview, how does keeping a written record of the candidate’s suitability according to the selection criteria assist you in complying with EEO legislation? |
| Question 15 List 3 checks you may do as part of the selection process. |
| 1. 2. 3. |
| Question 16 List 3 testing methods you may use to determine if the applicant has the right attitude and aptitude for the position. |
| 1. 2. 3. |
| Question 17 List 3 departments you may need to contact to help get everything set up for the new position. |
| 1. 2. 3. |
| Question 18 What is the purpose of a ‘letter of appointment’? What is it often accompanied with? |
| Question 19 What should be created for a new employee to record the employment process? List 4 things it should contain. |
| 1. 2. 3. 4. |
| Question 20 List the essential key aspects your induction program should cover. |
| Question 21 Businesses are required to record proof that workplace health and safety information was communicated clearly. What are some ways to achieve this? |
| Question 22 How does designating a colleague to assist a new employee during the induction process help them? |
| Question 23 Face-to-face interviews are one type of interview. Name 2 others. |
| 1. 2. |
| Question 24 Under what circumstances would it be necessary to readvertise the position and start the process again? |
| Question 25 What do some employers (who require a close team environment) do to ensure the candidate will fit into the team? |
| Question 26 How could you adjust your interview technique to accommodate a candidate who speaks little English or has speech difficulties? |
| Question 27 What are your obligations under Anti-discrimination law in treatment of a candidate with special needs? |
| Question 28 For your industry sector and/or department, list 3 effective ways of advertising positions. |
| 1. 2. 3. |
| Question 29 What is the advantage of using a recruitment agency instead of managing the recruitment process yourself? |
| Question 30 Describe the conditions of the award the staff in your department area paid under for the following terms of engagement: |
| Full-time Part-time Casual |
| Question 31 Name 3 advantages of a panel interview over a one-on-one interview. |
| 1. 2. 3. |
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