BSBHRM506 Solved Assessment 1

RTO No: 41418
Student Assessment Tasks
BSBHRM506 Manage recruitment, selection and

induction processes
BSBHRM506 Manage recruitment, selection and induction processes Student Assessment Tasks
© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 2

Table of Contents
Table of Contents 3Assessment Information 4Assessment Instructions 6Student

Assessment Agreement 7Assessment Task 1 Cover Sheet 8Assessment Task 1: Written
Questions 9Assessment Task 1 Instructions 11Assessment Task 1 Checklist 16Assessment
Task 2 Cover Sheet 18Assessment Task 2: Human resources needs project 19Assessment Task 2
Instructions 20Assessment Task 2 Checklist 26Assessment Task 3 Cover Sheet 28Assessment
Task 3: Recruitment and selection project 29Assessment Task 3 Instructions 30Assessment
Task 3 Checklist 33Assessment Task 4 Cover Sheet 34Assessment Task 4: Manage
selection process 35Assessment Task 4 Instructions 37Assessment Task 4 Checklist
40Assessment Task 5 Cover Sheet 41Assessment Task 5: Induction project 42Assessment
Task 5 Instructions 44Assessment Task 5 Checklist 50

Assessment Information
The assessment tasks for BSBHRM506 Manage recruitment, selection and induction processes
are included in this Student Assessment Tasks booklet and outlined in the assessment plan below.
To be assessed as competent for this unit, you must complete all of the assessment tasks satisfactorily.
Assessment Plan
Assessment Task Overview
1. Written questions You must correctly answer all questions.
You must analyse company documentation, develop a briefing

2. Human resources needs report and then develop recruitment, selection and induction policy
project and procedure, as well as supporting documents, as well as
provide information and training to staff on these documents.
3. Recruitment and selection You must develop a job advertisement and identify and report on
project recruitment consultants
You must participate in a role-play to advise candidates of

4. Manage selection process interviews and complete a selection report and advise applicants
of the outcome of the selection process.
You must demonstrate your ability to manage the induction process

by developing an induction checklist, providing training on the use
of the checklist, providing feedback to probationary employees and
5. Induction project
identifying improvements to the induction process based on
feedback as well as checking induction processes are followed
and taking appropriate action.
Assessment Preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your assessor for
clarification if you have any questions at all.
When you have read and understood this unit’s assessment tasks, print out the Student Assessment
Agreement. Fill it out, sign it, and hand it to your assessor, who will countersign it and then keep it on
file.
Keep a copy of all of your work, as the work submitted to your assessor will not be returned to you.
Assessment appeals
If you do not agree with an assessment decision, you can make an assessment appeal as per your
RTO’s assessment appeals process.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt with
unfairly or have other appropriate grounds for an appeal.

Naming electronic documents

It is important that you name the documents that you create for this Assessment Task in a logical
manner.
Each should include:
● Course identification code
● Assessment Task number
● Document title (if appropriate)
● Student name
● Date it was created
For example, BSBHRM506 AT3 Briefing Report Joan Smith 20/07/18
Additional Resources
You will be provided with the following resources you begin each Assessment Task.
Assessment Task 2
● Code of Conduct
● Briefing Report Template
● Strategic Plan
● Employment Agreement Template
● Policy and Procedures Template
● Fair Work Australia Position Description
Assessment Task 4
● Selection Approval Policy
● Letter of Offer Guidelines
● Selection Report
Assessment Task 5
● Induction Feedback
● Induction Data Report

Assessment Instructions
Each assessment task in this booklet consists of the following:
Assessment Task Cover Sheet

This must be filled out, signed and submitted together with your assessment responses.
If you are submitting hardcopy, the Cover Sheet should be the first page of each task’s submission.
If you are submitting electronically, print out the cover sheet, fill it out and sign it, then scan this and
submit the file.
The Assessment Task Cover Sheet will be returned to you with the outcome of the assessment, which
will be satisfactory (S) or unsatisfactory (U). If your work has been assessed as being not satisfactory,
your assessor will include written feedback in the Assessment Task Cover Sheet giving reasons why.
Your assessor will also discuss this verbally with you and provide advice on re-assessment
opportunities as per your RTO’s re-assessment policy.
Depending on the task, this may include

● resubmitting incorrect answers to questions (such as short answer questions and case
studies)
● resubmitting part or all of a project, depending on how the error impacts on the total outcome
of the task
● redoing a role play after being provided with appropriate feedback about your performance
● being observed a second (or third time) undertaking any tasks/activities that were not
satisfactorily completed the first time, after being provided with appropriate feedback.
Assessment Task Information

This gives you:
● a summary of the assessment task
● information on the resources to be used
● submission requirements
● re-submission opportunities if required
Assessment Task Instructions

The instructions give you the questions you are to answer or tasks which you are to complete.
Your answers need to be typed using software as indicated in the Assessment Task Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis for your
assessment task submission. Include the document’s header and footer.
If you are submitting electronically, give the document a file name that includes the unit identification
number, the task number, your name and the date.
Checklist

This will be used by your assessor to mark your assessment. Read through this as part of your
preparation before beginning the assessment task. It will give you a good idea of what your assessor
will be looking for when marking your responses.
Student Assessment Agreement
Make sure you read through the assessments in this booklet before you fill out and sign the agreement
below.
If there is anything that you are unsure of, consult your assessor prior to signing this agreement.
Have you read the assessment requirements for this unit? ◻ Yes ◻ No
Do you understand the requirements of the assessments for this unit? ◻ Yes ◻ No
Do you agree to the way in which you are being assessed? ◻ Yes ◻ No
Do you have any specific needs that should be considered? ◻ Yes ◻ No
If so, explain these in the space below.
Do you understand your rights to re-assessment? ◻ Yes ◻ No

Do you understand your right to appeal the decisions made in an assessment? ◻ Yes ◻ No
Student name
Student number
Student signature
Date
Assessor name
Assessor signature
Date

Assessment Task 1 Cover Sheet
Student Declaration
To be filled out and submitted with assessment responses
◻ I declare that this task is all my own work and I have not cheated or plagiarised the work or colluded
with any other student(s).
◻ I understand that if I am found to have plagiarised, cheated or colluded, action will be taken against
me according to the process explained to me.
◻ I have correctly referenced all resources and reference texts throughout these assessment tasks.
Student name
Student ID number
Student signature
Date
Assessor declaration
◻ I hereby certify that this student has been assessed by me and that the assessment has been
carried out according to the required assessment procedures.
Assessor name
Assessor signature
Date
Assessment
S NS DNS Resubmission Y N
outcome
Feedback
Student result response

◻ My performance in this assessment task has been discussed and explained to me.
◻ I would like to appeal this assessment decision.
Student signature
Date
A copy of this page must be supplied to the office and kept in the student’s file with the evidence.

Assessment Task 1: Written Questions
Task summary
● This is an open book test, to be completed in the classroom.
● You have a time limit of two (2) hours in which to answer all questions.
● You need to answer all of the written questions correctly to satisfactorily complete this
assessment task.
● Your answers must be word-processed.
Required
● Access to textbooks/other learning materials
● Computer with Microsoft Office and internet access
Timing
The assessor will advise you of the due date of this submission.
Submit
Answers to all questions
Assessment criteria
All questions must be answered correctly in order for you to be assessed as having completed the task
satisfactorily.
Re-submission opportunities
You will be provided feedback on your performance by your Assessor. The feedback will indicate if you
have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed your assessor will explain why and provide you
written feedback along with guidance on what you must undertake to demonstrate satisfactory
performance. Re-assessment attempt(s) will be arranged at a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel you have been dealt with
unfairly or have other appropriate grounds for an appeal.
You are encouraged to consult with your assessor prior to attempting this task if you do not understand
any part of this task or if you have any learning issues or needs that may hinder you when attempting
any part of the assessment.

Written answer question guidance

The following written questions use a range of “instructional words” such as “identify” or “explain”, which
tell you how you should answer the question. Use the definitions below to assist you to provide the type
of response expected.
Note that the following guidance is the minimum level of response required.
Analyse – when a question asks you to analyse something, you should do so in detail, and identify
important points and key features. Generally, you are expected to write a response one or two
paragraphs long.
Compare – when a question asks you to compare something, you will need to show how two or more
things are similar, ensuring that you also indicate the relevance of the consequences. Generally, you
are expected to write a response one or two paragraphs long.
Contrast – when a question asks you to contrast something, you will need to show how two or more
things are different, ensuring you indicate the relevance or the consequences. Generally, you are
expected to write a response one or two paragraphs long.
Discuss – when a question asks you to discuss something, you are required to point out important
issues or features, and express some form of critical judgement. Generally, you are expected to write a
response one or two paragraphs long.
Describe – when a question asks you to describe something, you should state the most noticeable
qualities or features. Generally, you are expected to write a response two or three sentences long.
Evaluate – when a question asks you to evaluate something, you should put forward arguments for and
against something. Generally, you are expected to write a response one or two paragraphs long.
Examine – when a question asks you to examine something, this is similar to “analyse”, where you
should provide a detailed response with key points and features and provide critical analysis. Generally,
you are expected to write a response one or two paragraphs long.
Explain – when a question asks you to explain something, you should make clear how or why
something happened or the way it is. Generally, you are expected to write a response two or three
sentences long.
Identify – when a question asks you to identify something, this means that you are asked to briefly
describe the required information. Generally, you are expected to write a response two or three
sentences long.
List – when a question asks you to list something, this means that you are asked to briefly state
information in a list format.
Outline – when a question asks you to outline something, this means giving only the main points.
Generally, you are expected to write a response a few sentences long.
Summarise – when a question asks you to summarise something, this means (like “outline”) only giving
the main points. Generally, you are expected to write a response a few sentences long.

Assessment Task 1 Instructions
Provide answers to all of the questions below:
1. Describe five methods of recruiting staff.

Ans:
1. Inclusive job adverts
How about we start at the absolute starting point of your enlistment procedure… with the activity adverts.
In all honesty, the wording of your activity adverts matters.
Alot.
The words you use and the manner in which you state things can put off whole gatherings of the
competitor populace (ladies, ethnic minorities, more established individuals).
2. Programmatic advertising
Would we be able to in any case call automatic promoting an imaginative enrolment technique?
Presumably not, yet it certainly is something you should use for your internet enlisting.
(For those of you deprived for a little update: automatic publicising is the computerised posting of
occupation promotions that objectives the up-and-comer profiles you are searching for.)
3. Video interviewing
This one is really plain as day. That doesn't make it a less viable enrolling strategy however. Despite
what might be expected. Utilizing video innovation can be an incredible alternative when you have
competitors that live abroad; it spares both them and you stores of time – and cash – and you can even
now profit by an a lot bigger applicant pool.
4. Benefit from the gig economy

This is an enlistment methodology that is rapidly getting increasingly famous. Now and then you need
somebody with explicit aptitudes – suppose a visual planner – and you need them asap. However, you
simply need them for a few high-need extends that should be done without prior warning.
5. Passive candidates
Inactive competitors have for quite some time been somewhat of a concealed fortune. In the pre-online
life period, it was practically difficult to connect with these skilled laborers who aren't hoping to change
employments.
The appearance of (proficient) informal communities has been a genuine distinct advantage here.
2. Describe the purpose of an assessment centre in a recruitment process.

Ans:
Assessment centres are in some cases known as selection centres and normally comprise of various
activities intended to survey the full scope of abilities and individual qualities required for the activity.
They are normally one of the most dependable strategies for evaluating up-and-comer workers.
Meetings, or some other technique, taken alone, might be as low as 15% precise. Nonetheless, when
scores from various diverse choice activities are joined, their precision can ascend to over 60%.
3. Outline three advantages of using an assessment centre to determine a candidate’s suitability

for a position.
Ans:

Advantages of assessment incorporate the improved exactness as they permit a more extensive scope of
determination techniques to be utilized during the procedure. They additionally encourage an assessment
of existing execution just as anticipating future occupation execution.
A few different advantages are accessible relying upon how you structure your assessment procedure.
These include:
The chance to survey and separate between competitors who appear to be fundamentally the same as
while giving applicants a superior understanding into the job as they are tried on works out, which are
centered around the job they have applied for.
Help with building your business suggestion and boss brand. A business frequently intrigues up-and-
comers who go to evaluation focuses where the procedure and appraisal truly mirror the activity and the
association, regardless of whether they are dismissed.
Expenses related with an appraisal focus are generally lower contrasted and the potential expense of
numerous enrollment stages. Given most appraisal focuses additionally lessen or alleviate enlistment
mistakes, there is a natural cost decrease by having less blunders.
4. Explain the concept of human resources outsourcing.

Ans:
Human resource outsourcing alludes to a procedure where the business moves obligations and dangers
for HR capacities to the outside supplier which plays out this assignments for the organization. Since HR
capacities can be mind boggling and tedious business settle on re-appropriating either entire HR
coordinations or part of the HR duties like payroll.
5. Discuss two advantages of outsourcing HR functions.

Ans:
1.Cost-Effective Services An appropriately working HR division requires well-prepared staff and extra
office space. Generally little and medium-sized organizations like to re-appropriate their HR benefits as
opposed to procuring experts and growing their office space. When the HR administrations are
redistributed, you can without much of a stretch stay away from overhead expenses. Additionally, re-
appropriating costs are variable and can be extended or decreased by your business prerequisites.
2.Easy Risk Management Outsourcing HR administrations lessens business dangers. The greater part
of the laws and administrations continue getting refreshed consistently, and it can get hard for
organizations to stay fully informed regarding the most recent innovations and business procedures.
Redistributing firms have HR experts who keep themselves side by side of the most recent laws and
administrations. In addition, when HR administrations are redistributed, organizations can generally
remain guaranteed about continuous administrations. So, re-appropriating HR administrations gives you
access to a pool of ability that knows about the most recent changes in the market
6. Describe the function and scope of industrial relations.

Ans:
Industrial relations, otherwise called employee relations among the board and representatives, is a
significant almost organizations run. Numerous associations will feel chagrined at how the board and
workers get along; different associations will boast about how the organization considers their work power
to be their most important resource. Issues with mechanical relations are normal all inclusive. Truth be
told, on account of stressed modern relations, numerous workers are thinking that its troublesome or
difficult to accomplish their maximum capacity.

7. Describe the purpose of an employment contract.

Ans:
The purpose for a employment contract is to guarantee that both you and your boss have an unmistakable
comprehension of what is normal during the term of work. This report can likewise serve to kill any debates
which may emerge sometime in the future. It additionally causes you to comprehend what your privileges
are under the law. Both you and your boss are bound to the work contract until such time that it finishes
because of notice given or an adjustment in wording by either party.
8. Describe how modern awards relate to employment contracts.

Ans:
It should to be borne as a top priority by each business that negligible marking of a work contract doesn't
imply that the worker won't be administered by the base conditions gave in the applicable award and the
NES. An agreement can't remove the privileges of worker which are a piece of their base lawful
qualifications. In this manner, these measures will proceed to apply and abrogate any work contract set
up which gives lesser privileges than the material award or NES. On the off chance that, a employment
contract gives 5 days of wiped out leave every year, the worker will in any case be qualified for get their
due 10 days of individual leave, including wiped out leave, as gave in the NES. In the event that it is
discovered that the relevant award accommodates a significantly more useful privilege for the
representative the award framework will be pertinent rather than NES.
9. Access the modern award Hospitality Industry (General) Award 2010 on the Fair Work
Commission web site at: https://www.fwc.gov.au/awards-and-agreements/awards/modern-
awards/modern-awards-list and answer the following questions:
a. What is the minimum hourly rate for a Grade 5 Cook?
Ans: $24.12
b. If the cook is employed as a regular casual cook, what is the casual loading that
must be paid.
Ans: 25% of 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.
Ans: 24.12 x 8= $192.96
d. Identify the minimum weekly wages for a kitchen attendant grade 1 and calculate the
annual salary based on this amount.
Ans: Weekly: $714.90
Annual: ($714.90 x 4weeks ) X 12 months= $34315.2
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?
Ans: Where a cook is required to use their own tools, the employer must pay
an allowance of $1.55 per day or part thereof up to a maximum of $7.60 per
week. So annually will be ($7.60 x 4 x 12) = $364.80
10. Explain the purpose of a registered agreement.
Ans:
A registered agreement is a document between an employer and their employees regarding
employment conditions. An agreement must be approved by and registered with the Fair Work
Commission. Other known terms: collective agreement and enterprise agreement.

11. Summarise the 10 minimum workplace entitlements in the National Employment standards for a
permanent employee of an organisation.
Ans:
1. A maximum standard working week of 38 hours for full-time employees, plus ‘reasonable’
additional hours.
2. A right to request flexible working arrangements.
3. Parental and adoption leave of 12 months (unpaid), with a right to request an additional 12
months.
4. Four weeks paid annual leave each year (pro rata).
5. Ten days paid personal/carer’s leave each year (pro rata), two days paid compassionate leave
for each permissible occasion, and two days unpaid carer’s leave for each permissible
occasion.
6. Community service leave for jury service or activities dealing with certain emergencies or
natural disasters. This leave is unpaid except for jury service.
7. Long service leave
8. Public holidays and the entitlement to be paid for ordinary hours on those days.
9. Notice of termination and redundancy pay.
10. The right for new employees to receive the Fair Work Information Statement
12. State how long employees’ records must be kept for according to the Fair Work Act 2009.
Ans: Seven Years
13. Summarise at least four examples of the information that must be kept for each employee
according to the Fair Work Act and the Fair Work Regulations 2009.
Ans:
1. General records including the employers name, ABN, employee’s name, commencement date
and basis of employment.
2. Pay records – rate of pay, gross and net amounts paid and any deductions from the gross
amount, details of any incentive based payments, bonus loading, penalty rate or any other
monetary allowance or separately identifiable bonus paid.
3. Hours of work records – for casual or irregular employees, a record of hours worked, for other
types of employees, a record of overtime hours worked (but only if a penalty or loading rate is
to be applied), a copy of the written agreement if hours are to be averaged.
4. Leave records – leave taken, the balance of leave and records if leave has been cashed out.
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.
Ans:
Pay slips have to cover details of an employee’s pay for each pay period. Below is a list of what to
include:
● employer’s and employee’s name
● employer’s Australian Business Number (if applicable)
● pay period
● date of payment
● gross and net pay
● if the employee is paid an hourly rate:
a. the ordinary hourly rate
b. the number of hours worked at that rate

c. the total dollar amount of pay at that rate

● any loadings (including casual loading), allowances, bonuses, incentive-based payments, penalty
rates or other paid entitlements that can be separated out from an employee’s ordinary hourly
rate. For example, a note could be included on a pay slip that the hourly rate incorporates the
relevant casual loading.
● the pay rate that applied on the last day of employment
● any deductions from the employee's pay, including:
a. the amount and details of each deduction
b. the name, or name and number of the fund / account the deduction was paid into
● any superannuation contributions paid for the employee’s benefit, including:
a. the amount of contributions made during the pay period (or the amount of contributions
that need to be made)
b. the name and / or number of the superannuation fund the contributions were made to.
15. How much notice must be provided to an employee who is to be dismissed?

Ans:
An employer has to give the following minimum notice periods when dismissing an employee:
Period of continuous service Minimum notice period
1 year or less 1 week
More than 1 year - 3 years 2 weeks
More than 3 years - 5 years 3 weeks
More than 5 years 4 weeks
16. Who is and who is not covered by unfair dismissal laws?

Ans:
Following employees are not covered by unfair dismissal laws employed for less than six months
contracted for a fixed term, contracted for a specified season on probation for a reasonable set period,
casual workers engaged for a short period, trainees at the completion of their training contract earning
over $142,000 annually and not covered by an Award or Agreement (as at 1 July 2017- 30 June 2018)
genuinely made redundant because of operational changes
17. Explain why is important to advise potential employees of the terms and conditions of
employment during the recruitment process?
Ans:
Overall terms and conditions are important as these give employers and employees where they stand.
Dispute and argument can happen less due to what is on the terms and conditions such as basic pay,
hours worked etc. It is also important to carefully draft the employee's statement of terms and
conditions. This gives proper notice to the contract documents and employer can help himself with
numbers of important right which could be an important value later on in the employment relationship.
Finally employers need to know if they are fully utilising their statement of employment which will help
them to their benefits.
18. Explain the purpose and relevance of psychometric tests in recruitment.

Ans:
Psychometric testing can quantify various qualities including insight, basic thinking, inspiration and
character profile. A meeting procedure can be genuinely abstract and in spite of the fact that businesses
will typically evaluate abilities and experience decently precisely, much can at present be left to gut
sense in regards to adjusted values.A psychometric test expects to give quantifiable, target information
that can give a superior all-round perspective on a competitor's appropriateness. It could be contended
that psychometric testing offers some 'logical' validity and objectivity to the way toward selecting. It
maybe gives an all the more reasonable and exact method for evaluating a competitor, as all
candidates will be given a government sanctioned test.
19. Explain the purpose and relevance of skills tests in recruitment.

Ans: Skill assessment tests will be tests intended to assist businesses with assessing the information
and the abilities of their activity up-and-comers, just as their present representatives. Utilizing an
expertise skill assessment encourages organizations to guarantee that their activity applicants, just as
their present representatives, have the necessary abilities to effectively play out their occupations.
Assessment Task 1 Checklist

Student’s name:
Did the student provide a sufficient Completed Where the student has not answered
and clear answer that addresses the successfully the question satisfactorily, include a
suggested answer for the following? Yes No brief comment as to why
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9a
Question 9b
Question 9c
Question 9d
Question 9e
Question 10
Question 11
Question 12
Question 13
Question 14
Question 15
Question 16
Question 17
Question 18
Question 19
Task Outcome: Satisfactory ◻ Not Satisfactory ◻

Assessor signature
Assessor name
Date


Student Declaration
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Assessment
outcome
Feedback

Student signature
Date

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 your RTO.
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
Timing
The assessor will advise you of the due date of this submission.
Write in the due date below as advised by your assessor:
Submit
● Email with briefing report attached
● Email with the following attached:
o recruitment, selection and induction policy and procedures
o position description template
o guidelines for conducting effective interviews
● Email with the updated versions of the following documents attached:
o recruitment, selection and induction policy and procedures
o position description template
o guidelines for conducting effective interviews

Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must satisfactorily
address all of the assessment criteria. If part of this task is not satisfactorily completed, you will be
asked to complete further assessment to demonstrate competence.
You will be provided feedback on their performance by the Assessor. The feedback will indicate if you
If any parts of the task are not satisfactorily completed, the assessor will explain why, and provide you
You have the right to appeal the outcome of assessment decisions if you feel that you have been dealt
with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do not understand
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 formalise the
human resources functions. Currently the only formal document used for human resources is the staff
employment contract template, which is customised 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.
2. Develop a Human Resources requirements briefing report

Use the Briefing Report Template to guide your work on this activity. As a guide, your report should be
approximately 3 – 4 pages.
This part of the assessment requires you to develop a briefing report for the Principal Consultant that
addresses:
● Purpose of the report.
● An analysis of strategic objectives and operational priorities of the organisation and an outline of
current and future human resources requirements 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 procedures
● Other regulations, standards and codes of practice that affect recruitment.
● Objectives of the policy and procedures, 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

Paul Burn, the Principal Consultant, has asked you to present the new recruitment, selection and
induction policy and procedures and supporting forms and documents to senior management. You are
to conduct an information and training session with your colleagues.
The focus will be on seeking support for the documents and providing information and training. It will
also be an opportunity to get feedback on the forms and documents that you have developed.
You will then use the feedback from your colleagues to update the documents,
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 procedures 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 you will need to take notes.
You are to demonstrate effective communication skills including:

● Speaking clearly and concisely
● Using non-verbal communication to assist with understanding
● Asking open 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 procedures and supporting documents according to the feedback provided at the
session you conducted.
You should make at least one change to each document based on the feedback you receive.

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

Student’s name:
Completed
Did the student: successfully Comments
Yes No
Analyse and report on strategic and operational plans

and human resources policies to accurately identify
existing human resources policies and practices and
objectives that impact on human resources?
Describe suitable recruitment and selection methods?
Describe assessment centres and the concept of

outsourcing?
Summarise relevant legislation, regulations, standards

and codes of practice that may affect recruitment,
selection and induction?
Explain the relevance of psychometric and skills testing

programs to recruitment?
Review and report on options for using technology to

improve the efficiency and effectiveness of the human
resources function, namely social media in human
resources?
Based on analysis and review, outline required human

resources policies and practices for approval?
Develop an appropriate recruitment, selection and

induction policy and procedures in accordance with
the strategic objectives and operational priorities of
the business?
Develop supporting forms/documents for human

resources including a position description and
interview guidelines?
At the session:
Clearly explain policy and procedures and supporting
documents to provide information and to obtain
support?
Provide information and training on policy and
procedures and supporting documents?
Trial position description template at the session?

During the meeting, demonstrate effective

communication skills including:
● Using non-verbal communication to assist
with understanding
● Asking open questions to identify required
information
● Using active listening techniques to confirm
understanding
Update policy and procedures and supporting

documents based on feedback received?
Submit updated documents within 3 days to

demonstrate ability to meet timelines?
Provide all documents in clear and concise English?
Assessor signature
Assessor name
Date


Student Declaration
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Assessment
outcome
Feedback

Student signature
Date

Assessment Task 3: Recruitment and selection project
This assessment task requires you, in the role of the Human Resources Manager, to manage the
recruitment process by arranging the completion of a position description, developing a job
advertisement based on the position description and identifying and reporting on potential recruitment
consultants.
Required
● Access to the internet
● Access to a meeting space to provide training in completing the position description
● Position description template from Assessment Task 2.
Timing
Your assessor will advise you of the due date of these submissions.
Submit
● Email with job advertisement attached
● Email giving advice on the recruitment process
● Email with research document attached
Assessment criteria
You will be provided feedback on your performance by the Assessor. The feedback will indicate if you
with unfairly or have other appropriate grounds for an appeal.

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 them 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.
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.
The Principle Consultant (your assessor) will be attending the meeting in the role of specialist, to assist
you in developing the template.
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,
asking open questions 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 procedures 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 and save it as Job Advertisement.

It should introduce and summarise the contents of the attachment and seek their final approval for the
document.
Attach the job advertisement to the email.

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 and procedures require all terms and
conditions to be clear within recruitment advertisements.
The email text should provide a clear rationale as to why the terms and conditions are an important part
of the recruitment process.
5. 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.
Create a new Word document for this activity and save it as Research Document.

The email should explain that you have conducted research into using recruitment consultants, and why it
may be necessary to use these consultants.
Attach your research document to the email.

Student’s name:
Completed
Yes No
Provide training and support in relation

to the completion of the position
description?
During the meeting, demonstrate

effective communication skills
including:
● Using non-verbal communication
to assist with understanding
● Asking open questions to identify
required information
● Responding to questions as
required
● Using active listening techniques
to confirm understanding
● By paraphrasing information or
feedback provided to confirm
understanding
Develop the required job advertisement

for use on Seek?
Explain why terms and conditions of

employment are an important aspect of
recruitment?
Identify specialist recruitment

consultants as required and explain
why it may be beneficial to use these
specialist consultants?
Assessor signature
Assessor name
Date


Student Declaration
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Assessment
outcome
Feedback

Student signature
Date

Assessment Task 4: Manage selection process
Task summary
selection process as set out in the company’s Recruitment, Selection and Induction Policy and
Procedures.
Required
● Access to the internet including to research National Employment Standards so as to advise of
employment terms and conditions:
https://www.fairwork.gov.au/employee-entitlements/national-employment-standards
● Telephone (mobile or fixed line)
● Selection Approval Policy
● Selection Report
● Letter of Offer Template
Timing
Submit
● Email indicating that applications have been received
● Email with reviewed selection report attached
● Email with Letter of Offer/Employment Contract and rejection letter attached.
Assessment criteria


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 panel 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 now 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.
1. Send an email to the Principal Consultant

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 phone 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. Roleplay contacting shortlisted candidates to arrange an interview.

You are required to complete the role-play 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.
Save this document as Reviewed Selection Report.

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.
Attach your reviewed selection report to the email.

6. Develop a letter of offer for the selected candidate.

This letter will be for the new appointment, so it has 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.
You will also need to 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.
Save this document as Rejection Letter.

It should introduce and summarise the contents of the attachments.
Attach your Letter of Offer/Employment Contract and your rejection letter to the email.
Send this email immediately following your confirmation of the selection report so as to demonstrate that
you have attended to this matter promptly.

Student’s name:
Completed
Yes No
Demonstrate the ability to follow selection

procedures by verbally advising shortlisted
candidates of interview details and processes?
Demonstrate effective communication skills

when informing candidates of the interview
details including:
● Responding to questions
● Active listening techniques to confirm and
clarify information?

procedures covering reviewing and completing
the selection report?

process covering the letter of offer?

process covering communication with
unsuccessful candidates?
Demonstrate clear writing skills?

Assessor signature
Assessor name
Date


Student Declaration
Student name
Student ID number
Student signature
Date
Assessor name
Assessor signature
Date
Assessment
outcome
Feedback

Student signature
Date

Assessment Task 5: Induction project
Task summary
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.
Required
● Access to the internet
● Induction Processes Feedback
● Recruitment, Selection and Induction Policy and Procedures (from Assessment Task 2, activity 4)
● Induction Data Report
● Meeting space
● Roleplay participant (your assessor)
● Printer
Timing
Submit
● Email with draft induction checklist attached
● Email with updated induction checklist attached
● Email with probationary employee script attached
● Email regarding feedback on induction processes
● Email with Induction Process Improvement Report attached
● Email with updated Recruitment, Selection and Induction Policy and Procedures attached
● Email about meeting induction processes

Assessment criteria

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.
When you have finished developing 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 long.
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
● Outline of each of the checklist items and clearly explain requirements.
● Duration (how long it should take to fill the checklist out).
It should also include brief guidance to managers about completing the checklist.
You will be revising the checklist following a discussion with the Principle Consultant, so save this version
of the document as Draft Induction Checklist.

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 the place, date and time of
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 will soon provide Maggie’s induction, so explain the use of the induction
checklist to the Principal Consultant (your assessor) first.
During this 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.
You should bring a printed copy of the draft induction checklist to the meeting to provide to the Principal
Consultant, as well as a copy for yourself.
During the meeting, you are required to demonstrate effective communication skills including:
4. Update your induction checklist

The changes that you make should include the feedback given to you by the Principal Consultant during
the meeting.
Save this document as Updated Induction Checklist.

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.
The text should include a summary of the changes made to the induction checklist.
Your email should indicate that ongoing support could 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, 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 and to seek feedback on
the induction process
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.
You will be using the meeting as an opportunity to gain feedback on the induction process so as to
determine whether the process is meeting the required objective of ensuring all employees
understand their job role and responsibilities.
Ensure that your script allows for Maggie to provide feedback.
Save this document as Probationary Employee Script.
Your assessor will advise you of the date and time of the meeting.
7. Send an email to your assessor.

It should introduce and summarise the contents of the attachment and ask for the place, date and time of
the meeting.
Attach your Probationary Employee Script to the email.
8. 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 are required to demonstrate effective communication skills including:

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.

9. Send an email to the company’s Managers (your assessor).

Given Maggie’s feedback on the induction process, assume that you have also decided to review the
induction process and seek feedback from managers on the extent to which the induction
process is meeting its objectives. So, the objective of the email is to obtain feedback from
managers on the induction process.
10. Develop recommendations for improving the induction process

Assume that you have received feedback from staff as documented in Induction Processes Feedback.
Use the outcomes of the meeting with Maggie, as well as the Induction Process Feedback
to develop recommendations for improving the induction process.
In addition, conduct research on best practice induction processes.
Your report should also recommend changes to the induction section of the Recruitment, Selection and
Induction policy and procedure you developed in Assessment Task 2 based on the
feedback and research on best practice induction processes.
Save this document as Induction Process Improvements Report.
11. Send an email to the Principal Consultant (your assessor) about the feedback gathered.
Your email should be in grammatically correct English and written in a professional style.
The text of your email should include your recommendations for improving the induction process as
specified in the Induction Processes Improvements report.
It should also ask for approval to update the Recruitment, Selection and Induction policy and procedures.
Attach your Induction Process Improvements Report to the email.
12. 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.
13. Write an email to all staff (your assessor).

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 received 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.
14. Check that induction processes are being followed

Review the Induction Data Report and the Recruitment, Selection and Induction Policy and Procedures to
identify whether the induction processes are being completed as required
15. Send an email to the responsible staff member (your assessor)

like style.
The text should outline the issues, restating timelines and offering further training and ongoing support as
required.
It should also introduce and summarise the contents of the attachment.
Attach your updated Recruitment, Selection and Induction Policy and Procedures to the email.

Student’s name:
Completed
Yes No
Provide training and support to staff to assist them to

implement the organisation’s induction process?
During the meeting, demonstrate effective
communication skills:
with understanding
information
understanding
● By paraphrasing information or feedback
provided to confirm understanding
Clearly explain the induction process and checklist

and respond to questions as required?
Offer ongoing support regarding induction process

and indicate how this can be offered?
Trial the induction checklist and update as per

feedback provided?
Provide feedback to Maggie about her performance
during the probationary period?
Seek feedback from Maggie regarding the extent to

which the induction process met its objectives?
During the feedback session, demonstrate effective

communication skills:
with understanding
information
understanding
● By paraphrasing information or feedback
provided to confirm understanding

Seek feedback from managers as to whether the

induction processes are meeting objectives?
Refine the induction process as based on feedback
from managers and participants?
Inform all staff of revised recruitment, selection and
induction process?
Check that induction processes are followed across
the organisation and take appropriate action to
ensure processes are being followed?

Assessor signature
Assessor name
Date

BSBHRM506 Solved Assessment 1

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RTO No: 41418

Student Assessment Tasks

BSBHRM506 Manage recruitment, selection and

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 2

Table of Contents 3Assessment Information 4Assessment Instructions 6Student

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 3

1. Written questions You must correctly answer all questions.

You must analyse company documentation, develop a briefing

You must participate in a role-play to advise candidates of

You must demonstrate your ability to manage the induction process

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 4

Naming electronic documents

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 5

Each assessment task in this booklet consists of the following:

Assessment Task Cover Sheet

Depending on the task, this may include

Assessment Task Information

Assessment Task Instructions

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 6

Student Assessment Agreement

Do you understand your rights to re-assessment? ◻ Yes ◻ No

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 7

Assessment Task 1 Cover Sheet

Student result response

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 8

Assessment Task 1: Written Questions

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 9

Written answer question guidance

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 10

Assessment Task 1 Instructions

Provide answers to all of the questions below:

1. Describe five methods of recruiting staff.

4. Benefit from the gig economy

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

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 11

4. Explain the concept of human resources outsourcing.

5. Discuss two advantages of outsourcing HR functions.

6. Describe the function and scope of industrial relations.

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 12

7. Describe the purpose of an employment contract.

8. Describe how modern awards relate to employment contracts.

10. Explain the purpose of a registered agreement.

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 13

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 14

c. the total dollar amount of pay at that rate

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?

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

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

Assessment Task 1 Checklist

Task Outcome: Satisfactory ◻ Not Satisfactory ◻

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 17

Assessment Task 2 Cover Sheet

Student result response

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 18

Assessment Task 2: Human resources needs project

© J&S Learningwork 2019 Aventia Institute, RTO No. 41418 Page 19

Assessment Task 2 Instructions

Carefully read the following:

Grow Management Consultants is a small management consultancy business specialising in leadership

Complete the following activities:

1. Analyse company information and conduct research