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Develop Recruitment, Selection And Induction Documents Project
| Assessment Task 1: Develop Recruitment, Selection And Induction Documents Project |
About your assessments:
BSBHRM506 Manage recruitment, selection and induction processes, this unit requires that you complete 4 assessment tasks.
You must complete all tasks to achieve Competency for this unit.
Write in the due date as advised by your assessor.
| Assessment Task | About this task | Due Date |
| Assessment Task 1: Develop recruitment, selection and induction documents | You must develop a recruitment, selection and induction policy and procedure and supporting documents. You must also participate in a meeting to discuss documents developed. | |
| Assessment Task 2: Recruitment and selection project | There are two parts to this task:Part A – You must meet with the Principle Consultant (your assessor) to provide training, to develop a job advertisement, and to identify and report on recruitment· Part B – You must approve the selection of a job candidate and develop a letter of offer and a rejection letter. | |
| Assessment Task 3: Induction project | You must manage the induction process and implement improvements to the induction procedure. | |
| Assessment Task 4: Written questions | You must correctly answer all 19 questions to show that you understand the knowledge required of this unit. |
Task summary:
1. You are required to develop recruitment, selection and induction policy and procedure, as well as a position description template, a standard letter template and an induction checklist. You are then required to discuss these documents at a meeting with the Principal Consultant (assessor) in order to trial the documents and make the required amendments.
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What do I need in order to complete this assessment?
· Access to textbooks and other learning materials
· Access to a computer and the Internet
· Meeting space
· Sample FairWork Australia induction checklist
When do I do this task?
· Class-based students will do this task in the classroom or as homework
· Workplace-based students will do this task in their own time
what do I need to submit?
· Correspondence with the assessor with the following draft documents included:
· recruitment, selection and induction policy and procedure
· position description template
· standard letter template for unsuccessful candidates
· induction checklist
· Correspondence with the updated documents
How to submit your assessments
When you have completed each assessment task you will need to submit it to your assessor.
Instructions about submission can be found at the beginning of each assessment task.
Make sure you photocopy your written activities before you submit them – your assessor will put the documents you submit into your student file. These will not be returned to you.
Assessment Task Cover Sheet
At the beginning of each assessment task, you will also receive an Assessment Cover Sheet. Please fill it in for each task, making sure you sign the student declaration.
Your assessor will give you feedback about how well you went in each task, and will write this on the Assessment Cover Sheet.
Assessment appeals
You can make an appeal about an assessment decision by putting it in writing and sending it to us. Refer to your Student Handbook for more information about our appeals process.
what do I need to do if I get something wrong?
If your assessor sees that you have not demonstrated the required skills/techniques and have not been marked as satisfactory; you will be provided with an opportunity to redo the parts of the task that are incorrect. The details of resubmission will be discussed directly with you.
‘This is a modified document based on materials prepared by Eduworks Resources.’
Instructions to students:
| Grow Management Consultants is a small management consultancy business specialising in leadership development services.The company was established by Paul Burn, the Principal Consultant. A number of senior consultants are employed on a contract basis. The company also employs a Client Relations Manager and an Administration Officer. The company has recently employed a Human Resources Manager.Grow Management Consultant’s Strategic and Operational Plan includes the following information:Mission Statement:Grow Management Consultants are committed to promoting individual and organisational leadership excellence. We do this by providing mentoring, training, coaching, consultation and program evaluation; offering cutting edge tools, resources and expert advice; sharing best and next practices; leading organisations through the process of creating a leadership culture; and, recognising and celebrating excellence in leadership.Strategic objectives for 2015 – 2016 are identified as followed:· Implement strategies to retain customers· Increase sales by 10%· Register as a training college in order to be able to offer accredited training to existing clients· Develop our human resources by implementing a formal human resources frameworkOperational priorities are as follows:· Design and develop a monthly newsletter to send out to all clients (Responsibility: Principal Consultant; Timeline: newsletter to be in operation by September 20XX)· Create a blog page on web site to provide regular latest news (Responsibility: Principal Consultant; Timeline: immediately)· Employ new full-time Accounts Manager (Responsibility: Principal Consultant/Human Resources Manager; Timeline: Accounts Manager employed by July 20XX)· Offer senior consultants the opportunity to become permanent employees (Responsibility: Human Resources Manager; Timeline: Permanent status finalised by end June 20XX, contracts revised)· Recruit two new senior consultants on a contract basis (Responsibility: Principal Consultant/Human Resources Manager; Timeline: New senior consultants appointed by August 20XX).As part of the formalisation of the human resources function, you have been asked as a first step to develop an appropriate recruitment, selection and induction policy and procedure, as well as a sample position description template that can be used to document all new positions.Note that the Principal Consultant has requested that interviewing of staff be completed by line managers rather than human resources, as he considers this is more effective as line managers have the technical expertise to select staff.As the Principal Consultant is also interested in using social media for recruitment purposes, you have also been asked to research options for using social media for recruitment and to report back on this, including your recommendations for use of social media. |
Complete the following activities:
1. Review the information above. In your role as Human Resources Manager, prepare a memo (or email) to the Principal Consultant confirming the strategic objectives and operational priorities of the organisation, including an outline of the new positions to be recruited, as well as confirming the actions you will take to achieve these objectives and priorities as per the scenario information.
2. Develop a draft recruitment, selection and induction policy and procedure for Grow Management Consultants. Your policy statements should be short and concise and your procedures brief but clear and written in plain English in order to ensure usability by all.
Your policy and procedure should include the following:
Purpose of the policy1
Scope – who it applies to, as well as relevant commonwealth and state/territory legislation addressed by the policy and procedure2
Objectives of the policy and procedure, including equality and diversity3
Roles and responsibilities4
Procedures for:
· identifying a vacancy5
· developing a position description (using a template)6
· information to be provided to candidates7
· advertising, including information about where positions should be advertised and the information that should be included8
· advertising on Seek should be the preferred advertising location.
· method of application9
· shortlisting procedure10
· interview11
· face-to-face interviews should be the preferred option
· selection12
· online psychometric testing and online personality profile testing should be included
· appointments13
· record keeping requirements14
· induction15
· a meeting with the HR Manager and the employee, and the manager separately, at the end of probation should be included.
3. Develop a draft position description template. As a minimum, the position description template you develop should include the following headings:
Job title
Location
Reporting responsibilities (who is the manager/supervisor)
Main duties/responsibilities
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Skills and experience
Performance goals.
The position description template should provide brief notes under each heading to guide managers in completing the template.
4. Develop a draft standard letter template for unsuccessful candidates (that have been interviewed for a position). The template should be presented in a professional business letter format with space available for the position and candidate information. The letter should be written in clear and concise English and be free of errors.
5. Research and develop a draft induction checklist that could be used by Grow Management Consultants for any new staff member. The induction checklist should be approximately one to two pages and include brief instructions to managers about completing the checklist.
6. Send the memo and draft documents you have developed to the Principal Consultant (this will be your assessor) by the required date, and request a meeting to discuss the policy and procedures, sample position description template, letter template and the induction checklist.
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Your assessor will provide you with a date, time and location for the meeting.
7. Participate in a meeting to discuss all of the documents you have developed. Your assessor in the role of Principal Consultant will ask you questions and provide feedback.
During the meeting you will need to demonstrate effective communication skills including:
answering questions about the documents developed
communicating information, speak clearly and concisely.
providing clear answers to questions
using active listening techniques to confirm and clarify information and suggestions.
8. After the meeting, update your documents according to the feedback provided to you by the Principal Consultant (your assessor).
9. Submit the final revised version of each document to your assessor within three days of the meeting.
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End of Assessment
Clinton Education Pty. Ltd. T/as Clinton Institute
RTOID: 41597 CRICOS Provider Code: 03540C
1101/343 Little Collins Street, Melbourne, Victoria, 3000 | Phone: 03 8394 2064
BSBHRM506 Assessment 1 V3.0 Page 1