BSB51915 Diploma of Leadership and Management/BSB50215 Diploma Of Business
Assessment Type Assessment -01 Time allowed
Due Date Location WSC Term / Year
Unit of Competency
National Code/Title BSBHRM506 Manage recruitment selection and induction processes
Student Details
Student Name Student ID
Student Declaration: I declare that the work submitted is my own, and has not been copied or plagiarised from any person or source. Signature:
Date:
Assessor Details
Assessor’s Name
RESULTS (Please Circle) SATISFACTORY NOT SATISFACTORY
Feedback to student:
………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………..
Student Declaration: I declare that I have been assessed in this unit, and I have been advised of my result. I am also aware of my appeal rights.
Signature:
Date
Assessor Declaration: I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have provided appropriate feedback.
Signature:
Date:
Instructions to the Candidates
? This assessment is to be completed according to the instructions given below in this document.
? Should you not answer the tasks correctly, you will be given feedback on the results and gaps in knowledge. You will be entitled to one (1) resubmit in showing your competence with this unit.
? If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
? Please refer to the College re-submission and re-sit policy for more information.
? If you have questions and other concerns that may affect your performance in the Assessment, please inform the assessor immediately.
? To be deemed competent for this unit you must achieve a satisfactory result along with a satisfactory result for the another assessment.
? This is an Open book assessment which you will do in your own time but complete in the time designated by your assessor. Remember, that it must be your own work and if you use other sources then you must reference these appropriately
? Submitted document must follow the given criteria. Font must be Times New Roman, Font size need to be 12 and line spacing has to be Single line.
? This is Individual Assessments. Once you have completed the assessment, please upload the softcopy of the Assessment into WSC Moodle.
? Plagiarism is copying someone else’s work and submitting it as your own. Any Plagiarism will result in a mark of Zero..
Performance objective
You will demonstrate your ability to develop recruitment and selection policies and procedures in accordance with organisational plans.
Assessment description
You will analyse a case study and develop a set of recruitment and selection policies and procedures. You will present your policies and procedures to senior management for approval and consultation, conduct trialling of processes, train new managers on processes and answer a set of questions.
Procedure
1. Review the following case study information:
Case study
Healthcare United is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to employ 500 workers in three stages.
2. Read the 2016 Healthcare United Recruitment and Selection Policy.
3. Analyse the 2000 Healthcare United Recruitment and Selection policy and procedures comparing key areas for each procedure against the current 2016 Healthcare United Recruitment and Selection Policy and relevant legislation.
4. Identify key areas for each procedure that need revising because they are:
• contrary to 2016 policy
• outdated compared to current research and practice
• do not comply with current legislation.
5. Research recruitment and selection processes best practice.
6. Develop a recruitment and selection policy and set of procedures, including checklists, that complies with organisational, legal and policy requirements. Develop procedures for:
• vacant position analysis
• position descriptions
• advertisements and promotion
• shortlisting
• interview preparation
• interviewing applicants
• reference checks
• job offer
Ensure you consider and include provisions for:
• external reference checks
• offers of employment (including advice about salary, terms and conditions, probation).
7. Develop a draft communications plan for the organisation using suitable media and including managers and other staff who need to be informed of new policy and procedures.
8. Arrange a time and place to meet with your assessor (in the role of a senior manager) to:
• Present policies and procedures
• Obtain support ( use active listening and impress the manager with your use of HR/ business terminology)
• Consult on suitability of the policy and procedures for the business
• Discuss ways of using technology to improve efficiency and effectiveness of recruitment and selection processes.
• Consult on process for calculating salaries and benefits
• Discuss communications
• Arrange for trialing of processes
• Arrange for training of others
9. In a role-play arranged by your assessor, facilitate and evaluate some training on at least two of the procedures developed using a Training evaluation form.
10. Answer the following questions and record your answers on a document for submission to your assessor:
• describe recruitment and selection methods, including assessment centres
• explain the concept of outsourcing
• describe the purpose of employee contracts and industrial relations
• summarise relevant legislation, regulations, standards and codes of practice that may affect recruitment, selection and induction
• explain why terms and conditions of employment are an important aspect of recruitment
• explain the relevance of psychometric and skills testing programs to recruitment.
11. Submit documentation as outlined in the specifications below and within agreed timelines.
Specifications
You must:
• Participate in two role-plays:
o Consult with your manager (assessor)
o Train new procedures
• Submit:
o A recruitment and selection policy and set of procedures
o A communications plan
o A training evaluation form
o A document with answers to the 6 questions in the procedure
Your assessor will be looking for:
• Writing skills to develop policies and procedures using appropriate conventions
• Oral communication skills to consult effectively with others in a simulated business environment. Use questioning and active listening. Use appropriate business terminology
• Numeracy skills to calculate salary and benefits
• Planning skills to develop logical processes
• Work skills to operate effectively within a constraints set by business strategy and objectives, policy, and the external legislative requirements
Adjustment for distance-based learners
? No adjustment of tasks is required. Meeting/trialing/training may be conducted and observed via teleconferencing software
Healthcare United 2016
Recruitment and Selection Policy
Healthcare United aims to be the number one provider of Healthcare professionals in Australia.
Healthcare United is an organisation that currently employs 1500 Healthcare professionals with two sites, in Victoria and NSW and seeks to expand its operations and open another office in Hobart.
As an organisation our vision is to provide:
? the best qualified and trained human resources available for clients
? up-to-date technology in all services for both clients and staff
? innovative best practices and procedures from both inside and outside the organisation
? best facilities and procedures in a competitive environment.
To address the future needs of the organisation, Healthcare United aims to recruit a further 500 of the best possible healthcare professionals available, in three stages, over the next five years.
Key tenets of our recruitment and selection policy are:
? managers will assume major responsibility for the recruitment and selection of staff, the training of required personnel and supporting documentation
? HR department will support managers in this role
? timeframe for recruitment and selection will be two to three weeks maximum
? position analysis will be conducted on all vacant or new positions
? all vacant and new positions will be advertised internally and externally for ten working days unless special exemptions apply and be advertised online and in leading national newspapers
? special exemptions to internal recruitment must be approved by the general manager
? all interviews must be conducted by a trained selection panel
? selection of staff is subject to reference checks conducted by the manager
? Healthcare United is an equal opportunity employer.
Healthcare United 2000
Recruitment and Selection policy and procedures
Policy statement:
Healthcare United is an organisation that seeks to employ the best possible healthcare professionals. It is an equal opportunity employer.
Purpose:
The purpose of the recruitment and selection process is to ensure that Healthcare United has the best possible human resources available to effectively provide its service.
The Healthcare United recruitment and selection process has been developed in line with organisational strategies, relevant legislation and best practice recruitment.
Recruitment and selection process
The recruitment and selection process involves the following procedures:
1. Vacant position analysis
2. Position description
3. Advertisement
4. Short-list applicants
5. Interview preparation
6. Interview applicants
7. Reference check
8. Job offer
9. Feedback to unsuccessful applicants.
1. Vacant position analysis
When a position becomes vacant it is important to analyse the position to determine whether it is still required.
Manager
Estimated timeframe: Two to three days.
When a position becomes vacant the following procedure must be completed.
Procedure
1. Manager notifies HR about vacant position and requests ‘permission for position form’.
2. Manager completes their section of ‘permission to recruit form’ stating reasons why position needs to be filled and submits it to HR department.
3. Position needs analysis conducted by HR department who them completes rest of ‘permission to recruit form’.
Note: HR may need to question manager about position.
4. Completed ‘permission to recruit form’ to be approved by senior management.
5. Once permission is obtained then HR department explore implications, options, legislative and award requirements.
2. Position description
A position description is an important prerequisite to successful recruitment and selection.
Estimated development and validation timeframe: three to five days.
Procedure
1. Position descriptions are developed by HR department using a position description template and include:
a. position title
b. key objective
c. qualifications required
d. WHS component
e. terms.
Note: HR may consult with manager about position description if necessary.
2. Senior management to sign off on position description.
3. Advertisement
Healthcare United’s advertising policy: unless there is special authorisation from senior management, all positions must first be advertised internally for a minimum of ten working days in the HU newsletter before being advertised externally for a period of ten working days.
The newsletter is distributed via the intranet every Friday morning and hard copies are also placed on noticeboards in offices and lunchrooms.
Timeframe: 20–25 working days.
Procedure
1. HR department creates advertisement for HU newsletter on intranet.
2. HR sends advertisement to publications department to post on the intranet.
3. HR creates advertisement for authorised external print media.
4. After advertisement has been posted internally for ten working days, HR organises for external print media.
4. Short-list applicants
Short-listing is a process of elimination. However, Healthcare United requires that all internal applicants be interviewed.
Timeframe: Five days minimum.
Procedure
1. Administration staff to collate all resumes and give to HR department.
2. HR to read over position description and advertisements.
3. HR to read each external applicant’s résumé and divide them into ‘yes’, ‘no’ and ‘maybe’ piles.
4. HR to then reread ‘yes’ and ‘maybe’ resumes and complete short-list chart for external applicants.
5. HR reads all internal applications and completes the short-list chart.
6. HR then collates all documentation from internal applicants and shortlisted external applicants.
7. HR organises administration staff to send all external applicants not short-listed a standard letter by post.
5. Interview preparation
Healthcare United uses the interviewing selection technique with interviews being conducted at head office only. Where possible, Healthcare United requires a selection panel of two HR personnel and a representative from the related department to interview applicants.
Timeframe: interview preparation one to two days.
Procedure
1. HR requests administration staff at head office to organise:
a. comfortable and quiet location
b. food and beverages for interview panel
c. interview schedule.
2. HR to organise interview documentation which includes:
a. position description
b. resumes for each shortlisted candidate
c. consent to check and release police record form
d. standard interview questions for HR members of interview panel
e. interview assessment forms for interviewers
f. use checklist for documentation.
3. HR organises interview panel: two members of HR department and one staff member from the job-related department with one of the HR members being the chairperson.
Note: It is preferable that the staff member from the job-related department is experienced.
4. Chairperson (HR) chooses and advises the staff member of their role as ‘expert’ and requests that they think of three job-related interview questions.
6. Interview applicants
Interviews are to be conducted only at head office. Interviews are to be 30 minutes in duration with a five-minute break in between. No more than 12 interviews should be conducted in a day.
Timeframe: scheduled interviews one to two days depending on number of applicants.
Procedure
1. Chairperson greets candidate and makes introductions.
2. Chairperson opens interview.
3. HR members of panel ask applicant a series of standard interview questions.
4. Staff member from job-related department asks three questions.
5. Chairperson asks applicant if they have any questions.
6. Chairperson informs the candidate of the process.
7. Panel thank candidate for attending.
8. Panel complete interview assessment.
9. Panel select applicant.
10. Gain approval from senior management – subject to reference check.
7. Reference check
Reference checks are an important part of the selection process. Healthcare United reference checks must be conducted on both internal and external applicants by the HR department.
Timeframe: one to two days depending on number of applicants.
Procedure
1. Phone workplace of applicant and speak to manager/referee.
2. Introduce self, organisation and purpose of call.
3. Ask standard questions about applicant’s knowledge and skills.
4. Ask about applicant’s personality.
5. Ask manager for their opinion of applicant’s standard of work.
6. Ask manager if there have been any problems with applicant.
7. Discuss references with other HR person on interview panel.
8. Job offer
Job offer needs to be made immediately after Reference check.
Timeframe: one to five days.
Procedure
1. HR department organise written contract to be drawn up with terms and conditions.
2. Administration to post employee contract to applicant.
3. Upon receipt of signed contract HR post new employee advice about induction program.
9. Feedback to unsuccessful applicants
Healthcare United requires all unsuccessful internal applicants to be provided feedback in individual meetings with a member of the HR department.
Timeframe: one to two days depending on number of applicants.
Procedure
1. HR department ask administration to schedule 30-minute meeting with each unsuccessful internal applicant.
2. HR department representative to conduct feedback meetings with unsuccessful internal applicants.
3. HR department representative to phone unsuccessful external applicants and offer feedback.
4. HR department to file hard copies of notes about unsuccessful applicants.
Training evaluation form
Task description Competent Not Yet Competent
1
2
3
4
5
Method of delivery (please circle):
1. presentation e.g. lecture
2. workshop e.g. classroom
3. one-to-one instruction
4. online interactive
5. other (please specify).
Rate the training:
unsatisfactory ? satisfactory
Was sufficient time allowed for session? 1 2 3 4 5
Were there adequate resources? 1 2 3 4 5
Was method of delivery engaging? 1 2 3 4 5
Was instruction clear? 1 2 3 4 5
Was sufficient time allowed for discussion? 1 2 3 4 5
Were supporting documents useful? 1 2 3 4 5
Qualification Code/Title BSB51915 Diploma of Leadership and Management
Assessment Type Assessment -02 Time allowed
Due Date Location WSC Term / Year
Unit of Competency
National Code/Title BSBHRM506 Manage recruitment selection and induction processes
Student Details
Student Name Student ID
Student Declaration: I declare that the work submitted is my own, and has not been copied or plagiarised from any person or source. Signature:
Date:
Assessor Details
Assessor’s Name
RESULTS (Please Circle) SATISFACTORY NOT SATISFACTORY
Feedback to student:
………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………..
Student Declaration: I declare that I have been assessed in this unit, and I have been advised of my result. I am also aware of my appeal rights.
Signature:
Date
Assessor Declaration: I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have provided appropriate feedback.
Signature:
Date:
Instructions to the Candidates
? This assessment is to be completed according to the instructions given below in this document.
? Should you not answer the tasks correctly, you will be given feedback on the results and gaps in knowledge. You will be entitled to one (1) resubmit in showing your competence with this unit.
? If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
? Please refer to the College re-submission and re-sit policy for more information.
? If you have questions and other concerns that may affect your performance in the Assessment, please inform the assessor immediately.
? To be deemed competent for this unit you must achieve a satisfactory result along with a satisfactory result for the another assessment.
? This is an Open book assessment which you will do in your own time but complete in the time designated by your assessor. Remember, that it must be your own work and if you use other sources then you must reference these appropriately
? Submitted document must follow the given criteria. Font must be Times New Roman, Font size need to be 12 and line spacing has to be Single line.
? This is Individual Assessments. Once you have completed the assessment, please upload the softcopy of the Assessment into WSC Moodle.
? Plagiarism is copying someone else’s work and submitting it as your own. Any Plagiarism will result in a mark of Zero..
Performance objective
You will demonstrate your ability to recruit and select staff.
Assessment description
You will plan to recruit and select staff at your organisation, an organisation with which you are familiar or an organisation approved by your assessor. You will then recruit and induct staff in accordance with the organisation’s internal and external requirements, including existing policy and procedures for recruitment and relevant legislation.
Procedure
Part A: Plan staffing
1. Survey key stakeholders (relevant positions in the organisation) and identify the HR needs of the business for the next 12 months. Collect evidence of consultation including meeting agendas and emails.
2. Develop or review the organisation’s human resources (HR) capability or staffing plan to address the HR needs of the organisation and have the plan approved by the relevant senior manager or as per organisational processes.
Note: HR staffing plan must include: identification of needs or gaps, identification of key stakeholders and specialists, current status of human resources, recruitment and selection processes, and recommendations for improvements.
3. Develop job descriptions, including position descriptors and specifications (see attached template, for use if required).
4. Identify at least one specialist who may be able to assist in the recruitment and selection process.
5. Agree a time and place to meet with your assessor. Prepare to discuss:
• The staffing plan and internal and external requirements, such as adherence to relevant legislation
• Your planned use of specialists who may assist you.
• How you will ensure correct use by managers of position descriptions
• Your role in the recruitment and selection process
6. Review the HR staffing plan policies procedures and processes with your assessor before proceeding to Part B.
Part B: Conduct recruitment and selection process
1. Develop an action plan for recruitment and selection in accordance with the HR staffing plan, including training, advertising,
2. Assess the need for and provide training or other forms of support, such as coaching, for persons required to participate in recruitment. Collect evidence of conducting or providing training or support, including delivery/coaching plans or schedules.
3. Conduct advertising in accordance with planning. Collect evidence such as screen captures of online advertising.
4. Conduct recruitment and selection in accordance with planning and internal and external requirements:
• Conduct or oversee interviews
• Advise candidates of outcomes
• Execute job offers and contracts of employment. Ensure new appointments are advised of salary terms and conditions.
Note: ensure you collect evidence for submission including copies of letters or contracts as appropriate. Ensure you adhere to privacy legislation by protecting the privacy of participants.
5. Submit documentation in accordance with the specifications below and within agreed timeline for completion of the assessment task.
Specifications
You must provide:
? An HR staffing plan
? Relevant recruitment and selection policies and procedures.
? Job descriptions
? Evidence of consultation
? An action plan for carrying out the recruitment and induction process
? Evidence of training
? Evidence of advertising
? Evidence of conducting recruitment and selection
Your assessor will be looking for evidence of:
• Writing skills to develop plans using appropriate conventions
• Numeracy skills to calculate salary and benefits
• Planning skills to develop logical processes
• Work skills to operate effectively within a constraints set by business strategy and objectives, policy, and the external legislative requirements
Adjustment for distance-based learners:
No adjustments required
Position description template
Position title:
Position reports to:
Qualifications – essential
Key objectives
1.
2.
3.
4.
5.
Key position functions
1.
2.
3.
4.
5.
Key selection criteria
OHS requirement
Terms and conditions of employment
Qualification Code/Title BSB51915 Diploma of Leadership and Management
Assessment Type Assessment -03 Time allowed
Due Date Location WSC Term / Year
Unit of Competency
National Code/Title BSBHRM506 Manage recruitment selection and induction processes
Student Details
Student Name Student ID
Student Declaration: I declare that the work submitted is my own, and has not been copied or plagiarised from any person or source. Signature:
Date:
Assessor Details
Assessor’s Name
RESULTS (Please Circle) SATISFACTORY NOT SATISFACTORY
Feedback to student:
………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………………..
Student Declaration: I declare that I have been assessed in this unit, and I have been advised of my result. I am also aware of my appeal rights.
Signature:
Date
Assessor Declaration: I declare that I have conducted a fair, valid, reliable and flexible assessment with this student, and I have provided appropriate feedback.
Signature:
Date:
Instructions to the Candidates
? This assessment is to be completed according to the instructions given below in this document.
? Should you not answer the tasks correctly, you will be given feedback on the results and gaps in knowledge. You will be entitled to one (1) resubmit in showing your competence with this unit.
? If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
? Please refer to the College re-submission and re-sit policy for more information.
? If you have questions and other concerns that may affect your performance in the Assessment, please inform the assessor immediately.
? To be deemed competent for this unit you must achieve a satisfactory result along with a satisfactory result for the another assessment.
? This is an Open book assessment which you will do in your own time but complete in the time designated by your assessor. Remember, that it must be your own work and if you use other sources then you must reference these appropriately
? Submitted document must follow the given criteria. Font must be Times New Roman, Font size need to be 12 and line spacing has to be Single line.
? This is Individual Assessments. Once you have completed the assessment, please upload the softcopy of the Assessment into WSC Moodle.
? Plagiarism is copying someone else’s work and submitting it as your own. Any Plagiarism will result in a mark of Zero..
Performance objective
You must demonstrate your ability to manage an induction process.
Assessment description
You are to research, develop and write a set of guidelines for an induction program at your organisation, an organisation with which you are familiar or an organisation approved by your assessor. You will then deliver an induction program or part of one, provide feedback to inductees and gather performance feedback on the induction program.
Procedure
1. Conduct research on induction procedures and program content within your workplace and industry.
2. Draft policy statement, objectives, program outline, procedures and documents for each stage of induction process that suit the organisation and comply with relevant legislation.
• Consult relevant workplace personnel for feedback on guidelines.
• Refine and edit guidelines.
• Ensure all sources are referenced correctly.
• Write final copy of guidelines following format stated in Appendix 1.
3. Induct staff using your guidelines or following relevant organisational policies and procedures. Ensure you:
• Provide access to training and ongoing support for all persons engaged in staff induction.
• Check induction processes are followed across the organisation
• Oversee management of probationary employees and provide them with feedback until their employment is confirmed or terminated
• Monitor
• Obtain feedback from participants and relevant managers on extent induction process is meeting its objectives
Note: Collect evidence of the above such as training plans, performance reports, scorecards, emails.
4. Make adjustments to guidelines in response to feedback.
5. Submit documentation as per specifications below.
Specifications
You will need to submit:
• Induction guidelines drafts: original and later drafts refined after feedback on performance
• Evidence of providing training or other development support for inductees
• Evidence of providing feedback, such as emails or organisational reports
• Evidence of gathering feedback for the purpose of monitoring the performance of the induction program, such as organisational reporting
Your assessor will be looking for evidence of:
• Writing skills to prepare guidelines that are complete, clearly written in plain English with all sources correctly referenced using in-text referencing or footnotes and a bibliography. They must be presented in the form of a bound document and adhere closely to the format.
• Planning skills to develop logical processes
• Work skills to operate effectively within constraints set by business strategy and objectives, policy, and the external legislative requirements
Adjustment for distance-based learners:
? No adjustment of tasks is required.
Appendix 1: Format for guidelines
? Title page
? Contents
? Introduction:
? brief organisation profile
? Induction policy statement and objectives.
? Induction program:
? program outline with session titles, facilitators, location, times, methods of delivery
? induction toolkit contents checklist
? induction process checklist
? Evaluation form.
? Induction training and support:
? objectives based on organisational policy
? training tasks
? list of staff and methods for training staff
? checklists for facilitating training
? Training evaluation form.
? Overseeing of probationary employees:
? objectives based on organisational policy
? probation procedure
? checklist for procedure
? Probation process evaluation form.
? Appendix:
? templates
? sample documentation
? Bibliography.
