BSBHRM525 Student Assessment Task 2
BSBHRM525 Student Assessment Task 2
BSBHRM525 Student Assessment Task 2
• review the advice to students regarding responding to written tasks in the Business Works
Student User Guide
• comply with the due date for assessment which your assessor will provide
Information about how you should complete this assessment can be found in Appendix
A of the Business Works Student User Guide. Refer to the appendix for information on:
Activities
Complete the following activities:
This project requires you to review and manage all aspects of the recruitment
and onboarding process for two different individuals. As such, you must use the
case study provided. As part of the assessment, you will be required to:
You will be collecting evidence for this unit in a Project Portfolio. The steps you need
to take are outlined below.
2. Preparation
Make sure you are familiar with the case study organisation you are basing
this assessment on and have read through the necessary background
information. For the case study business, this is all of the documents included in the
Simulation Pack.
Complete Section 1 of your Project Portfolio, In this section you will conduct
a review of organisational needs, conduct research and plan your policy
updates and documentation required.
Make sure you have answered all questions in Section 1. Submit to your
assessor for review.
Once Section 1 of your project Portfolio has been completed and approved by
your assessor you are required to:
• update the existing Recruitment, Selection and Induction Policy and Procedures
based on your findings outlined in Section 1 of your Project Portfolio
• develop a position description template that will support your policy and
procedures. Use the Fair Work Australia Position Description to guide your work:
https://www.fairwork.gov.au/ArticleDocuments/766/Job-
descriptiontemplate.docx.aspx As a guide, this document should be about one
page and must include a position description form/template that can be used by
managers to develop their own position descriptions. As a minimum, it should
include the following headings:
manager/supervisor) o Main
duties/responsibilities o Skills
goals
The position description form should also provide brief notes under each
heading to guide managers in completing the form.
• 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:
Make sure you have answered all questions in Section 2 and developed and
attached all relevant attachments. Submit to your assessor for review.
The Principal Consultant has asked you to present the new recruitment, selection
and induction policy and procedures and supporting forms and documents to
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,
As part of this step, you are also required to answer the questions in section 3 of your
project portfolio and submit your updated documents as attachments in this section.
• 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.
Staff members present at the session will ask you questions and provide feedback on
the policy and procedures and supporting documents you have developed. You will
need to incorporate this into the final versions, so you will need to take notes.
Your assessor will advise you of the place, date and time that you will deliver your
information and training session.
After the meeting, make adjustments to your document based on the feedback
provided and attach these to your portfolio in Section 3.
The Client Relations Manager has emailed you the newly created PD for the
Accounts Officer role:
Location: Sydney
Qualifications:
Skills:
Performance goals;
• Deal with clients, suppliers and other employees professionally at all times
It’s now time to start the formal recruitment process for the Accounts Officer
role which will include recruiting two candidates as part of the job share
arrangement.
• Develop an advertisement for the position in line with the organisational and
legislative requirements as specified in the Recruitment, Selection and Induction
policy and procedures that you developed. Include the remuneration amount
(include as an attachment in your portfolio).
• Research two specialist recruitment agencies that would be able to help fill the
vacant position in your organisation if it were necessary (work into your portfolio in
Section 3)
• Develop a template for telephone screening for the role (work into your portfolio in
Section 3)
Make sure you have answered all questions in Section 3 and developed
and attached all relevant attachments. You will not submit it at this
stage but continue on to the next activity.
The Human Resources department has now received some applications for
the position of Accounts Officer, and you need to manage the selection process
to ensure that the selection procedures are followed.
• Develop an email to the line manager to indicate that applications have been
received and that the files are available for them to review. In your email, you
should use the opportunity to remind the line manager of the selection process
and. You should provide a brief overview of the selection procedures in your own
words as set out in the information above.
• Assume the interviews have now taken place. Review the applicant information in
the Simulation Pack from the selection panel. 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 candidates for the role of the Accounts Officer. When you have read
the Selection Report and the Selection Approval procedure, make a decision as to
whether you should endorse the selection panel’s decision or not. Copy the report
over to a new Word
document and complete as the HR Manger to endorse their decision. Attach this
document to your portfolio.
You are required to complete the role-plays at the time and date advised by your
assessor.
During the roleplays, you will need to demonstrate effective communication skills,
including speaking clearly and concisely, responding to questions and active
listening.
The roleplays will be conducted over the phone with your assessor playing the roles
of the two successful candidates. You can do these one after the other but they must
be two separate phone calls.
This letter will be for the new appointment, so it has to advise of salary and terms
and conditions of appointment.
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.
Develop a standard letter of offer for the two selected candidates for the Accounts
Officer job share role.
Make sure you have answered all questions in Section 3 and developed and
attached all relevant attachments. Submit to your assessor for review.
8. Manage onboarding
It is two weeks later and Maggie and James, will be commencing their
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 Client Relations Manager on the use of the checklist, as he will be
inducting the new employees the following week.
Research and develop an induction checklist that could be used to support the induction
process for new staff members.
The induction checklist should be between one and two pages long.
It should also include brief guidance to managers about completing the checklist.
Train the Client Relations Manager in the use of the induction checklist at a
short meeting.
The Client Relations Manager will soon provide Maggie and James’ induction, so
explain the use of the induction checklist to them (your assessor) first.
During this short meeting (about 15 minutes), you are to provide an overview of the
induction process you previously developed 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 your 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:
It is a month later, and you meet with the Client Relations Manager to
discuss the performance of the new Accounts Officers, Maggie and James, as
they are both on a 3-month probation period.
The line manager 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. There are no issues
with James and the Client Relations Manager has had a performance review
discussion with him and indicated his satisfaction with James’ performance during
the probationary period.
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.
Your assessor will advise you of the date and time of the meeting.
During the meeting, you are required to demonstrate effective communication skills
including:
Given Maggie’s feedback on the induction process, assume that you have
also decided to review the induction process and seek feedback from
|Page
The text of the email should be in grammatically correct English, written in an
appropriate (polite, business-like) style. Attach this to Section 4 of your portfolio.
Use the outcomes of the meeting with Maggie, as well as the Induction Process
Feedback in the Simulation Pack to develop recommendations for improving the
induction process.
You have received a report from human resources (Induction Data Report
in the simulation pack) 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.
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. Draft an email to the responsible staff member. Refer to your portfolio in Section
4 for more details and work into your portfolio.
Make sure you have answered all questions in Section 4 and developed and
attached all relevant attachments. Submit to your assessor for review.
Make sure you have completed all sections of your Project Portfolio,
answered all questions, provided enough detail as indicated and proofread for spelling
and grammar as necessary. Remember to submit all necessary attachments as indicated.
Manage recruitment
and
onboarding
ASSESSMENT TASK 2
Procedures
Identifying a vacancy or deciding to outsource:
• Review the need for the position taking into account strategic and operational plans and
budget, as well as current staffing structure and skill levels and foreseeable changes that
may impact on staffing requirements.
• Appropriate recruitment methods should be considered. This may depend on the position
itself.
Selection:
The responsibility for the final decision in selection processes rests with the Human
Resources Manager. The selection panel recommends which applicant should be
selected and the Human Resources Manager reviews this information and makes
the final decision.
• The written explanation of the decision is clear, understandable, and well explained in
terms of the merit of the selected applicant with specific reference to work history,
experience, previous levels, qualifications, skill.
The Human Resources Manager should ensure that they can be satisfied, based on
the information in the report, that the person selected has an appropriate level of
experience and skill for the vacancy in question and that the decision is backed up
by sufficient evidence, including reports from relevant referees.
The Human Resources Manager should take note of any dissenting views by a
panel member and may wish to explore this further before supporting the
recommendation for selection. If the Human Resources Manager has concerns or
does not agree with the selection panel’s recommendation, the selection report
should be returned to the selection panel explaining the reservations. The selection
panel is then required to better explain its reasons for their decision. The Human
Resources Manager may instruct the selection panel to seek further and additional
evidence to support the appointment of an applicant if required.
When the Human Resources Manager approves the recommendation, they should
also review the document summarising the merit of the selected applicant. The
report is not to contain adverse information about the selected applicant, and the
Human Resources Manager should act as a further safeguard in this sense, and
ensure that the report does not include any negative information.
• Human resources reviews selection panel report and endorses decision or otherwise.
Scope
This policy applies to all staff at Grow Management
Consultants. Legislation, regulations, standards and
codes of practice
This policy ensures that the following legislative requirements are met:
• Sex Discrimination Act 1984
• Racial Discrimination Act 1975
• Disability Discrimination Act 1992
• Age Discrimination Act 2004
• Fair Work Act 2009
• Work Health and Safety Act 2011
Objectives
To ensure that recruitment and onboarding processes are reflective of the company’s
goals, objectives and values.
Procedures
Identifying a vacancy or deciding to outsource:
• Review the need for the position taking into account strategic and operational plans and
budget, as well as current staffing structure and skill levels and foreseeable changes that
may impact on staffing requirements.
• Appropriate recruitment methods should be considered. This may depend on the position
itself.
Selection:
The responsibility for the final decision in selection processes rests with the Human
Resources Manager. The selection panel recommends which applicant should be
selected and the Human Resources Manager reviews this information and makes
the final decision.
• The written explanation of the decision is clear, understandable, and well explained in
terms of the merit of the selected applicant with specific reference to work history,
experience, previous levels, qualifications, skill.
The Human Resources Manager should ensure that they can be satisfied, based on
the information in the report, that the person selected has an appropriate level of
experience and skill for the vacancy in question and that the decision is backed up
by sufficient evidence, including reports from relevant referees.
The Human Resources Manager should take note of any dissenting views by a
panel member and may wish to explore this further before supporting the
recommendation for selection. If the Human Resources Manager has concerns or
does not agree with the selection panel’s recommendation, the selection report
should be returned to the selection panel explaining the reservations. The selection
panel is then required to better explain its reasons for their decision. The Human
Resources Manager may instruct the selection panel to seek further and additional
evidence to support the appointment of an applicant if required.
When the Human Resources Manager approves the recommendation, they should
also review the document summarising the merit of the selected applicant. The
report is not to contain adverse information about the selected applicant, and the
Human Resources Manager should act as a further safeguard in this sense, and
ensure that the report does not include any negative information.
• Line Manager will make the final call on the selection of the candidates for interview
• Interview will be conducted by Line Manager, with the support of interview panel (which
include HR Manager)
• Line Manager will make the final call on which candidate to be chosen for the position,
and HR officer will inform both successful and unsuccessful candidate of the decision
Appointments:
• The selected candidate will be forwarded a letter of offer and a contract for signing.
Position Description
Job Title: Department:
Reports to: Effective Date:
Job Summary: The summary of what the job is about and explain what the job is
accounted for
Duties/Responsibilities: What tasks are being performed by the staff for this position. It
should list all the essential work and job related to the specific position
Required Skills/Abilities: What skills or abilities that are required by the staffs to
perform this job in this particular position, for example: Excellent verbal and written
communication skills.
Education and Experience: The list of education and experience that the staffs need to
have in order to properly perform the job to meet expectation
b. Put together good list of questions that should be asked to candidates in interview process. The
questions should be reviewed and screened, so any improper questions are removed
c. There’s a goal on what to be achieved in this process, for example: what kind of staffs the
companyare looking for, how many people will be selected, and so on
d. Always discuss things with the other staff members if there’s anything we’re uncertain about for the
interview process
Email
To: Clients Relation Manager
From: HR Manager
Subject: Documentation Approval
Date: 22-02-2022
Time:
9.30am
Attachm
ent:
Good Morning,
Thank you for your time in reading this email
I will need to ask for your opinion related to the documents I attached for you. Please
help me review the documents and give me your opinion on what I could improve
further so the documents will be better and it could support effective interviews
process
Best Regards,
HR Manager
Review the Accounts Officer position Support for answer: discussion with the
Attach: description provided asOriginal
part of Recruitment,
the CEO and Manager
Selection and Induction Policy
case study and decide and
if it meets
Procedure Decision: the job description is already
requirements. Support your answer.
complete and meet with the company’s
standard, so there will be no change
included
Research two specialist recruitment Research Consultant #1: Australian
agencies that would be able to help fill Recruitment Consultant Provide on the
the vacant position in your organisation advice on where we could post the job
if it were necessary vacancy to be able to attract the right
people and talented employees to fill in
the vacant position at the organization
Research Consultant #2: Manpower
Service Australia Providing the skilled
employees that meet with the need of
Your employment will be a full-time position, and you will need to complete the 3-
month probation before you could be hired as the permanent staff. Payment will be
done on a monthly basis, and it will be transferred to your bank account directly,
therefore please inform the finance staff of your bank account on your first day of
work
Your work will start on 10 February 2022. Complete information on the benefit that
you will receive including the termination process will be explained in detail in the
Employment Contract. This contract will need to be signed when you started your
work
Best Regards,
HR Manager
Letter #1
To: Maggie Perez
From: HR Manager
Subject: Offer Letter
Dear Maggie Perez,
We’re very happy to welcome you as the new Account Officer at Grow Management
Consultant
Your employment will be a full-time position, and you will need to complete the 3-
month probation before you could be hired as the permanent staff. Payment will be
done on a monthly basis, and it will be transferred to your bank account directly,
therefore please inform the finance staff of your bank account on your first day of
work
Your work will start on 10 February 2022. Complete information on the benefit that
you will receive including the termination process will be explained in detail in the
Employment Contract. This contract will need to be signed when you started your
work
Lastly, I’m very happy to welcome you to the company. I hope you could adapt
quickly and show good performance
Best Regards,
HR Manager
Rejection letter
To: Jamie Palms
From: HR Manager
After reviewing your resume carefully, including the result of your interview, we’re
very sad to inform you that we can’t offer you the job right now
We will keep your information and we might contact you in the future if there’s any
position that matched your resume
Best Regards,
HR Manager
Develop a script for your meeting with HR Officer: Welcome to the company
the probationary employee.
HR Officer: I would like to congratulate
you for being selected for the
Accounts Officer position
HR Officer: I like to inform you on your
induction program. It will last for 3 days.
The schedule is as per the copy on
your table
Good Morning,
Thank you for your time in reading this email
I will need to give you information on the changes that will be made to the policy. The
changes are:
Best Regards,
HR Manager
Attach: Induction checklist ☐
Purpose
This policy describes the recruitment and onboarding policy and
procedures that are used at Grow Management Consultants.
Scope
This policy applies to all staff at Grow Management
Consultants. Legislation, regulations, standards
and codes of practice
This policy ensures that the following legislative requirements are met:
• Sex Discrimination Act 1984
• Racial Discrimination Act 1975
• Disability Discrimination Act 1992
• Age Discrimination Act 2004
• Fair Work Act 2009
• Work Health and Safety Act 2011
Objectives
To ensure that recruitment and onboarding processes are reflective of the
company’s goals, objectives and values.
Roles and responsibilities
Implementation of the policy is the role of the CEO, Principal Consultants
and Human Resources Manager.
Procedures
Identifying a vacancy or deciding to outsource:
• Review the need for the position taking into account strategic and operational
plans and budget, as well as current staffing structure and skill levels and
foreseeable changes that may impact on staffing requirements.
Selection:
The responsibility for the final decision in selection processes rests with the
Human Resources Manager. The selection panel recommends which
applicant should be selected and the Human Resources Manager reviews
this information and makes the final decision.
The Human Resources Manager must ensure that:
• The recommendation of the selection panel is consistent with the merit principle
(i.e. is clearly based on overall suitability having regard to knowledge, skill,
experience and qualification, and potential for future development) and
supported by evidence and examples including verification from well-placed
referees
The Human Resources Manager should ensure that they can be satisfied,
based on the information in the report, that the person selected has an
appropriate level of experience and skill for the vacancy in question and
that the decision is backed up by sufficient evidence, including reports from
relevant referees.
The Human Resources Manager should take note of any dissenting views
by a panel member and may wish to explore this further before supporting
the recommendation for selection. If the Human Resources Manager has
concerns or does not agree with the selection panel’s recommendation,
the selection report should be returned to the selection panel explaining
the reservations. The selection panel is then required to better explain its
reasons for their decision. The Human Resources Manager may instruct
the selection panel to seek further and additional evidence to support the
appointment of an applicant if required.
When the Human Resources Manager approves the recommendation, they
should also review the document summarising the merit of the selected
applicant. The report is not to contain adverse information about the
selected applicant, and the Human Resources Manager should act as a
further safeguard in this sense, and ensure that the report does not include
any negative information.
Steps in the process:
• HR officer will help Line Manager to select the appropriate candidate by short-
listing the candidates. HR officer will use the technology to shorten the time
needed to short-list
• Line Manager will make the final call on the selection of the candidates for
• Interview will be conducted by Line Manager, with the support of interview panel
(which include HR Manager)
HR officer will conduct the reference checking to the interviewed candidates, to understand
the background of the candidates before making selection. Report on the reference
checking will be informed to both Line Manager and HR Manager
Line Manager will make the final call on which candidate to be chosen for the position, and
HR officer will inform both successful and unsuccessful candidate of the decision
Appointments:
• The selected candidate will be forwarded a letter of offer and a contract for
signing.
Induction:
• Provide additional training. Will need to get more training so the new staffs could
get more knowledge
References
https://www.huntclub.com/blog/recruitment-methods
https://resources.workable.com/tutorial/recruitment-policy
https://wellsgray.com.au/5-benefits-of-psychometric-testing-in-assessing-
candidates/ https://www.parrbusinesslaw.com/essential-elements-of-an-
employment-contract/