Portfolio Usha

Australian Harbour International College
RTO ID: 41338 CRICOS Provider Code: 03449J

ABN: 74 603 036 102
T: 02 9268 0085
E: admissions@ahic.edu.au
W: www.ahic.edu.au
A: Level 4, 114-120 Castlereagh Street
Sydney NSW 2000 Australia
Doc. Name: Title Project Portfolio Student
Qualification: BSB50120 Diploma of Business
Unit Code & Title: BSBHRM525 Manage Recruitment and Onboarding
Contents
Section 1: Planning 4
Section 2: Development of documentation 6
Section 3: Manage recruitment activities 7
Section 4: Onboarding activities 9
Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Version V1.0/ Oct 2021 Page 1 of 14

BSBHRM525 Manage Recruitment and Onboarding
ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Student name:
Assessor:
Date:
Organisation this
assessment is based on:
Documentation reviewed as
preparation:

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Section 1: Planning
Describe the organisation you The name of the organisation is Grow Management
are basing this project on
Consultant. The organisation is specialising in providing
What is the name of the
services to company to assist them to improve the leadership
organisation?
performance of their staff.
What does the organisation
do? Objectives of the organisation are:
What are the objectives of the 1. Identify new and expand existing sources of revenue,
organisation? including establishing a training college to offer
Describe your role and accredited training in leadership
responsibilities
2. Plan for and establish an annual conference, starting in
2021.
3. Strengthen the skills of our people, to better support
customers
4. Strengthening the skills of our people, to better support
customer needs
My role is a human resource manager. Human resource
managers have strategic and functional responsibilities for all
of the HR disciplines. A human resource manager has the
expertise of an HR generalist combined with general business
and management skills. In large organisations, a human
resource manager reports to the human resource director or a
C-level human resource executive.

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Describe any existing The Human Resources Manager must ensure that:
recruitment and onboarding
1. the recommendation of the selection panel is consistent
policies and practices currently
in place. 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
2. 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.
Research three options for

technology that are likely to
improve the efficiency and
effectiveness of the recruitment
process.
Summarise the research done
for each technology and
include three different
technologies in your answer
Attach proof of your research
to this section of the portfolio.

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Stakeholders Stakeholders who need to support the new policy and

Identify who needs to support procedures are: Finance manager, Operation manager, CEO,
the new policy and
and employee
procedures?
The main communication method that I will use to consult
Describe how you will consult
with each stakeholder and with each stakeholder to gather their support is email
gather their support. messaging.
Recommended HR policy and Health and safety policy. No matter what industry your
procedures update and
company belongs to, workplace injuries can be a risk. The
supporting forms or documents
health and safety policy are there to outline the procedures
Provide an outline of a
recommended human and responsibilities of all employees to keep the workplace
resources policy and safe for everyone.
procedures (include all steps of
the recruitment process) and Expense policy. Explain how expenses should be handled, for
supporting forms/documents example, when employees go on business trips or organise
required based on your
team events. In case they are expected to spend their own
research and the
organisational needs. money, describe the costs they can be reimbursed for and the
procedures for doing so.
Review of relevant legislation, Fair Work. Promotes a healthy workplace for employees,
regulations, standards and
contractors and employees alike
codes of practice
Single Touch Payroll. Single Touch Payroll (STP) is the way
Summarise relevant legislation,
regulations, standards and employers need to report tax and super information to the
codes of practice that may ATO.
affect recruitment, selection
and induction and that need to Anti-discrimination laws exist at both the Commonwealth,
be addressed within the policy state and territory level and prohibit discrimination on the
and procedure.
basis of sex, sexual orientation, age, disability and race, in
the context of employment.

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Australian Consumer Law. To ensure you don't breach your

legal obligations under the Australian Consumer Law,
throughout the recruitment process you must be truthful and
not mislead or deceive candidates
Privacy Laws. Promote and protect the privacy of individuals
and to regulate how Australian Government agencies and
organisations with an annual turnover of more than $3 million the
Equality Act 2010. The Equality Act 2010 legally protects
people from discrimination in the workplace and in wider
society
Attach: Research on recruitment technology ☐
Documents reviewed as part of your review ☐

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Section 2: Development of documentation
In this section, you only need to develop and submit the following attachments:
Attach: Original Recruitment, Selection and Induction Policy and

☐
Procedure
Revised Recruitment, Selection and Induction Policy and

☐
Procedure
Position Description Template ☐
Guidelines for effective interviews ☐
Email to manager for support of documentation ☐

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Section 3: Manage recruitment activities
Review the Accounts Officer Yes, the Accounts Officer position description provided by
position description provided
the client relations manager meets the requirement. The
as part of the case study and
decide if it meets client relations manager has used the template provided to
requirements. Support your create the PD.
answer.
Research two specialist Proof 1: https://www.roberthalf.com/ Proof 2:

recruitment agencies that
would be able to help fill the
vacant position in your
organisation if it were
necessary.
https://www.ambition.com.au/

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Develop a template for

telephone screening for the
role.
Develop a script for contacting  Hello, my name is usha. I work at Growth Management
short-listed candidates to
Consultant company as the Human Resource
arrange an interview.
Manager. Human resource managers have strategic
Script should include:
and functional responsibilities for all of the HR
 Introducing yourself,
company and role disciplines.
 Advising candidate they  The reason that I call you today is to inform you that
have been successful in you have been successful in obtaining an interview
obtaining an interview
chance with us. We want to know you better.
 Details about the
interview process  For the interview process, there will be three simple
 Interview date and time phases. Introduction, Getting to Know You, and
 Location of interview Closing.
You can make up the details  Your interview session will be held in the head office
about dates and times as of Growth Management Consultant, next Monday, at
relevant.
13 pm to 14 pm.
When you have developed
 I hope you can attend the interview.
your script, practice it for use
during the roleplay with your
assessor.
Attach: Revised policy or other documents based on feedback ☐

from the meeting.

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Photo of research into specialty recruitment agencies that ☐

can be contacted as necessary)
2 x letter of offers for successful candidates and evidence ☐

these have been sent promptly
Rejection letter ☐

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Section 4: Onboarding activities
Develop a script for your Hi Meggie. Welcome to the meeting. In today meeting, I wish
meeting with the probationary
employee. to discuss with you your performance reviews these past 3
Use this to practise for your months.
meeting with them.
I have received some feedbacks on your performance from
your line managers.
The feedbacks shows that your overall performances were
good.
The only think that the line manager think you should
improve is your initiative.
I want to give you some advice to think ahead and have an
initiative on how to do thinks Instead of waiting for direction
on every turn.
I also want to ask you about some feedback on the induction
process.
How was your experience during the process?
Does the process meet the requirements of ensuring all
employees understand their job role and responsibilities?
Develop recommendations for  Update your system regularly. What good is an LMS if
improving the induction
it’s not keeping up with industry trends and
process
regulatory standards? Any great Learning
Assume that you have
received feedback from staff Management System should allow for training
as documented in Induction
content to be added and amended as necessary.

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
Processes Feedback. Use the

outcomes of the meeting with
 Reporting and tracking is key for any induction
Maggie, as well as the
Induction Process Feedback process. It is important to use an induction process
in the simulation pack to
with built-in mechanisms for tracking the level of
develop recommendations for
improving the induction training performance and alert you when s
process.
taff &
In addition, conduct research
visitor training needs to be renewed.
on best practice induction
processes.  Native integrations. A great LMS will easily integrate
Recommend changes to the with most major HR, CRM and other business systems
induction section of the
Recruitment, Selection and to make data syncing between departments and job
Induction policy and functions easier. Making your induction process that
procedure you developed in
bit smoother.
earlier based on the feedback
and research on best practice  Blended learning. Online induction training makes up
induction processes.
the majority of an LMS. Many businesses still need a
more blended learning approach that incorporates
system-led and on-the-job training.
 Feedback is just as important. Have existing staff
undertake and review your modules. This is a great
way to identify any gaps in your information.
Additionally get the opinion of the inductee as well.
No one will better understand how relevant your
system is than someone who had this as their only guidance.
Develop an email to the To: Mina_manager@gmail.com

responsible staff member
From: usha@gmail.com
The text of the email should
be in grammatically correct Subject: Feedback
English and written in a
professional, business-like Dear Mina,
style.
Good morning. I want to inform you that we have finished

ABN: 74 603 036 102
T: 02 9268 0085
W: www.ahic.edu.au
The text should outline the the induction process with the two new employees. After this
issues, restating timelines
and offering further training process I want to collect some feedback from you about the
and ongoing support as
required.
whole process. in order to improve the process for the
future, I want you to help me give feedbacks. Looking
forward to your reply.
Best regard,
usha
Attach: Induction checklist ☐
Email for feedback on induction process to managers ☐
Updated Recruitment, Selection and Induction Policy ☐

based on recommendations


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Australian Harbour International College

RTO ID: 41338 CRICOS Provider Code: 03449J

Doc. Name: Title Project Portfolio Student

Qualification: BSB50120 Diploma of Business

Unit Code & Title: BSBHRM525 Manage Recruitment and Onboarding

Version V1.0/ Oct 2021 Page 1 of 14

Version V1.0/ Oct 2021 Page 3 of 14

Version V1.0/ Oct 2021 Page 4 of 14

Research three options for

Version V1.0/ Oct 2021 Page 5 of 14

Stakeholders Stakeholders who need to support the new policy and

Version V1.0/ Oct 2021 Page 6 of 14

Australian Consumer Law. To ensure you don't breach your

Attach: Research on recruitment technology ☐

Documents reviewed as part of your review ☐

Version V1.0/ Oct 2021 Page 7 of 14

Section 2: Development of documentation

Attach: Original Recruitment, Selection and Induction Policy and

Revised Recruitment, Selection and Induction Policy and

Position Description Template ☐

Guidelines for effective interviews ☐

Email to manager for support of documentation ☐

Version V1.0/ Oct 2021 Page 8 of 14

Section 3: Manage recruitment activities

Research two specialist Proof 1: https://www.roberthalf.com/ Proof 2:

Version V1.0/ Oct 2021 Page 9 of 14

Develop a template for

 Location of interview Closing.

Attach: Revised policy or other documents based on feedback ☐

Version V1.0/ Oct 2021 Page 10 of 14

Photo of research into specialty recruitment agencies that ☐

2 x letter of offers for successful candidates and evidence ☐

Version V1.0/ Oct 2021 Page 11 of 14

Section 4: Onboarding activities

Version V1.0/ Oct 2021 Page 12 of 14

Processes Feedback. Use the

more blended learning approach that incorporates

system-led and on-the-job training.

 Feedback is just as important. Have existing staff

undertake and review your modules. This is a great

way to identify any gaps in your information.

Additionally get the opinion of the inductee as well.

No one will better understand how relevant your

system is than someone who had this as their only guidance.

Develop an email to the To: Mina_manager@gmail.com

Version V1.0/ Oct 2021 Page 13 of 14

Attach: Induction checklist ☐

Email for feedback on induction process to managers ☐

Updated Recruitment, Selection and Induction Policy ☐

Version V1.0/ Oct 2021 Page 14 of 14

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