Assessment Details Qualification Code/Title SIT40521 Certificate IV in Kitchen...

Question

Assessment Details
    Qualification Code/Title
    SIT40521 Certificate IV in Kitchen Management
    Assessment Type
    Assessment Task 1: Knowledge questions
Assessment Task 2: Staff recruitment project
Assessment Task 3: Staff selection project
Assessment Task 4: Staff induction project
    Time allowed
    2 Weeks
    Due Date

    Location
    AHIC
    Term / Yea

    Unit of Competency
    National Code/Title
    SITXHRM010 Recruit, Select and Induct Staff
    Student Details
    Student Name

    Student ID

    Assessor Details
    Assessor’s Name

    RESULTS (Please Circle)
    SATISFACTORY
    NOT SATISFACTORY
    Feedback to student:

    Student Declaration: I declare that I have been
assessed in this unit, and I have been advised of my
esult. I am also aware of my appeal rights.
    Assessor Declaration: I declare that I have conducted a fair,
valid, reliable and flexible assessment with this student, and I
have provided appropriate feedback.
    Signature

    Signature

    Date

    Date


    Information for Student:
    · This assessment is to be completed according to the instructions given below in this document.
· Should you not answer the tasks co
ectly, you will be given feedback on the results and gaps in knowledge. You will be entitled to one (1) resubmit in showing your competence with this unit.
· If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
· Please refer to the College re-submission and re-sit policy for more information.
· If you have questions and other concerns that may affect your performance in the Assessment, please inform the assessor immediately.
· This is an Open book assessment which you will do in your own time but complete in the time designated by your assessor. Remember, that it must be your own work and if you use other sources then you must reference these appropriately.
· This is Individual Assessments. Once you have completed the assessment, please upload the softcopy of the Assessment into AHIC Moodle.

    Re-assessment of Result & Academic Appeal procedures:
    If a student is not happy with his/ her results, that student may appeal against their grade via a written letter, clearly stating the grounds of appeal to the Chief Executive Officer. This should be submitted after completion of the subject and within fourteen days of commencement of the new term.
Re-assessment Process:
· An appeal in writing is made to the Academic Manager providing reasons for re-assessment /appeal.
· Academic Manager will delegate another member to review the assessment.
· The student will be advised of the review result done by another assessor.
· If the student is still not satisfied and further challenges the decision, then a review panel is formed comprising the lecture
trainer in charge and the Academic Manager or if need be an external assessor.
· The Institute will advise the student within 14 days from the submission date of the appeal. The decision of the panel will be deemed to be final.
· If the student is still not satisfied with the result, he / she has the right to seek independent advice or follow external mediation option with nominated mediation agency.
· Any student who fails a compulsory subject or appeals unsuccessfully will be required to re-enrol in that subject.
The cost of reassessment will be borne by the Institute. The external assessor will base his/her judgement based on principles of assessment. These principles require assessment to be reliable, fair, practical and valid.
Academic Appeals:
· If you are dissatisfied with the outcome of the re-evaluation process, you have a right to appeal through academic appeals handling protocol.
· To appeal a decision, the person is required to complete the AHIC- Request for Appeal of a Decision form with all other supporting documents, if any. This form is available via our website. The completed Request for Appeal form is to be submitted to the Student Support Officer either in hard copy or electronically via the following contact details:
Student Support Officer, AHIC College Level 4, XXXXXXXXXXCastlereagh Street, Sydney NSW 2000 Australia.
· The notice of appeal should be in writing addressed to the Chief Executive Officer and submitted within seven days of notification of the outcome of the re-evaluation process.
· If the appeal is not lodged in the specified time, the result will stand and you must re-enrol in the unit.
· In emergency circumstances, such as in cases of serious illness or injury, you must forward a medical certificate in support of a defe
ed appeal. The notice of appeal must be made within three working days of the concluding date shown on the medical certificate.
· The decision of Chief Executive Officer will be final.
· Student would then have the right to pursue the claim through an independent external body as detailed in the students’ complaint / grievance policy.
    Plagiarism:
Plagiarism means to take and use another person's ideas and or manner of expressing them and to pass them off as your own by failing to give appropriate acknowledgement. This includes material sourced from the internet, RTO staff, other students, and from published and unpublished work.
Plagiarism occurs when you fail to acknowledge that the ideas or work of others are being used, which includes:
· Paraphrasing and presenting work or ideas without a reference
· Copying work either in whole or in part
· Presenting designs, codes or images as your own work
· Using phrases and passages ve
atim without quotation marks or referencing the author or web page
· Reproducing lecture notes without proper acknowledgement.
Collusion:
Collusion means unauthorised collaboration on assessable work (written, oral or practical) with other people. This occurs when a student presents group work as their own or as the work of someone else.
Collusion may be with another RTO student or with individuals or student’s external to the RTO. This applies to work assessed by any educational and training body in Australia or overseas.
Collusion occurs when you work without the authorisation of the teaching staff to:
· Work with one or more people to prepare and produce work
· Allow others to copy your work or share your answer to an assessment task
· Allow someone else to write or edit your work (without rto approval)
· Write or edit work for another student
· Offer to complete work or seek payment for completing academic work for other students.
Both collusion and plagiarism can occur in group work. For examples of plagiarism, collusion and academic misconduct in group work please refer to the RTO’s policy on Academic integrity, plagiarism and collusion.
Plagiarism and collusion constitute cheating. Disciplinary action will be taken against students who engage in plagiarism and collusion as outlined in RTO’s policy.
Proven involvement in plagiarism or collusion may be recorded on students’ academic file and could lead to disciplinary
Assessment Requirements
You are required to complete and pass every task in the assessment in order to be deemed competent.
Assessment Schedule
    Task
    Due Date
    Student Signature
    Trainer Signature
    Comments
    Task 1- 4
    Week 2



Introduction
Welcome to the Student Assessment Tasks for SITXHRM010 Recruit, select and induct staff. These tasks have been designed to help you demonstrate the skills and knowledge that you have learnt during your course.
Assessment for this unit
SITXHRM010 Recruit, select and induct staff describes the performance outcomes, skills and knowledge required to coordinate the recruitment, selection and induction of new staff members within the framework of existing human resource policies and procedures. It requires the ability to identify recruitment needs, develop selection criteria, process and evaluate applications, select people according to their attitude, aptitude and fit to the position and coordinate induction programs.
For you to be assessed as competent, you must successfully complete four assessment tasks:
Assessment Task 1: Knowledge questions – You must answer all questions co
ectly.
Assessment Task 2: Staff recruitment project – You are required, as the Human Resources Manager of Blue Healer Spa, to recruit several new staff members.
Assessment Task 3: Staff selection project – You are required to participate in three interviews for the new positions at the Blue Healer Spa.
Assessment Task 4: Staff induction project – You are required to plan the induction processes that the new employees will undergo.
Preparing for assessment
Please read through all of the assessment tasks and related documents carefully before you get started. Ensure that you have everything that you need and seek clarification from your trainer, assessor or workplace supervisor if you have any questions.
    Supporting resources: Supporting resources include templates, journals, workbooks and portfolios which can be used to support you in providing evidence of your competence. Your assessor will provide you with these documents before you begin your assessment tasks. For this unit, the supporting resources comprise:
Recruitment Report Template (Assessment Task 2)
Service and Efficiency Report (Assessment Task 2)
Recruitment, Selection and Induction Policy and Procedures (Assessment Task 2)
Position Descriptions (Assessment Task 2)
Interview Report Template (Assessment Task 3)
Offer

sitxhrm010-student-assessment-tasks-dyjontgf.docx

Bidusha · Accepted Answer

TASK 1:
Answer 1:
- Choosing the Right Employee
- An appealing and creative job posting
- Bibliography
- Creative Selection Method
- Time for Hiring
- Search for "Multi-tasking"
Answer 2:
- Be methodical and objective
- Careful design selection procedure
- Base employment choices on verifiable information
- A careful selection method should be used
- Always choose in accordance with the job description
Answer 3:
- Based on experience
- based on skill set
- Based on education
Answer 4:
- Internet marketing
- Internal promotion
- A job posting by a recruitment firm
- Social media flyer
Answer 5:
- Important requirements,
- education,
– aptitudes,
- information,
- Characteristics,
- abilities and knowledge
Answer 6:
- Business information
- Employment type
- Job description
- Criteria for selection
- Desired expertise
- Applying
Answer 7:
· Social networking (Facebook, Instagram)
· Webpage of the sector
· Employment firm
· Email
Answer 8: 
· Well defined work role 
· Simple layout
· Specific needs
Answer 9:
The selection of candidates for the organisation that is hiring is the function of recruitment agencies during the hiring process. In other words, the recruiting firm will publicise the position that is open on the organization's behalf, collect applications, evaluate resumes, then choose and interview the top applicant. After being interviewed, provide the company advise on one or two candidates. Because of this, the organisation saves time and receives more applications..
Answer 10:
The activities, obligations, and responsibilities of a certain employment are described in a job description. The selection criteria indicate the essential education, experience, skills, knowledge, and personal qualities that a candidate must possess in order to do a job successfully. To address your question, the relationship is that we can provide the selection criteria after we have a job description.
Answer 11: 
1. Recognize the nature of the request. Study the selection criteria carefully and comprehend what each one requires.
2. Use important expressions 
3. Separate the necessary and desirable criteria.
4. Make standards quantifiable.
Answer 12: 
The interviewer should ask questions to see whether the candidate genuinely meets the selection criteria. The interview should address the selection criteria. For instance, if one of the selection criteria is to have five years of experience, we may ask the applicant questions based on their experience, such what is an example of a crucial event that happened when they first started working, and what has changed since then? Another illustration would be to inquire how you overcame or resolved a conflict at your prior work if the capacity to resolve conflicts is one of the selection criteria.
Answer 13:
Pay rates and payment options.
hours of labour and overtime.
meals between.
numerous forms of vacations and leaves.
Allowances and loading.
For risky or piece work, special fees apply.
Employment.
Answer 14: 
An induction program's goal is to assist staff members in adjusting to their new role at a new firm, enterprise, or institution. Create a checklist that details all the paperwork and information new hires will get on their first day of work to ensure the induction programme is effective.
Answer 15:
- Responsibilities and role
- WHS guidelines and practises
- Important phone number
- A no-smoking rule - A list of duties and responsibilities
- Organizational design
- Policies and procedures for fire and exiting
- Phone use guidelines
- Maintaining documents records
Answer 16:
a. Human Resources Manager – to coordinate the induction, create the list, and speak with supervisors and staff about the new recruit
b. New employee’s line Manager – to present the new hire to the company and do the induction with them
c. New employee’s colleagues – to assist the new employee and to welcome them.
Answer 17:
A federal policy known as equal employment opportunity forbids companies from discriminating against workers and job seekers on the basis of certain factors, including age, race, colour, creed, sex, religion, and handicap. It must be implemented in the interview policy and procedure as well as HR policy.
Answer 18:
	RECORD TYPE
	REASON THEY ARE USED
	a. Organisational procedures to be used within these processes 
	to ensure that the recruiting process is consistent and to make the proper hiring procedure evident to all HR professionals.
	b. Lists of who was interviewed and when they were interviewed. 
	to choose the best candidate and to keep track of interview results for use in the future if necessary
	c. Details of the people who conducted the interviews. 
	We can comprehend the manner in which an applicant was evaluated based on the interviewer's characteristics.
	d. Formal rating sheets completed by interviewers during interviews of applicants. 
	to have a precise number score and avoid personal feedback
	e. Notes taken by interviewers during interviews of applicants. 
	to determine how interviewers see the prospect and complete the recruiting process
Answer 19:
	CHECK
	REASON THEY ARE CONDUCTED
	a. Police check. 
	In order to ensure that the candidate does not have any records that might affect the workplace or a history of behaviour that could endanger other employees or clients, as well as the workplace.
	b. Reference check. 
	to confirm if the applicant successfully spoke the truth during the interview and to get a second manager's perspective.
	c. Working with children check. 
	To ensure that the recruit has no records that might hurt the workplace
	d. Qualifications check. 
	to confirm that the candidate is given the mentioned qualifications
Answer 20:
To ensure that the candidate meets the requirements of the open post, the appraisal of the candidate's portfolio is crucial throughout the selection process. Personal and important information should be included in a professional portfolio. Personal information, assessments, samples of work, a business portrait, and honours and recognitions should all be included.
Answer 21:
- The interview's date and time
- The interview site
- The interview's reference candidate
- More proof from the candidate
- Identification of documents
- Information on references requested
Answer 22:
	INTERVIEW TYPE
	SITUATION IN WHICH THEY ARE USED
	a. Interview by a selection committee, senior management or an external professional recruitment company. 
	hiring for manager positions
	b. In-person, face-to-face interviews. 
	most often employed interview for any position
	c. Interviews conducted using teleconference facilities. 
	If the applicant is from another country or for rapid selection
	d. Telephone interviews. 
	To quickly determine the initial details required, do a first interview.
	e. Use of videoconference facilities. 
	If the applicant is from another country or for rapid selection
Answer 23:
	PRACTICES
	DESCRIPTION
	a. Presentation to a selection committee. 
	A selection committee is a group of individuals with a variety of talents that evaluate candidates based on their own qualifications. This allows for the review to be done from several points of view.
	b. Skills tests. 
	A skills test is an assessment that is designed to provide a candidate's ability to carry out the tasks mentioned in the job description an objective, validated evaluation. A skills exam often includes a number of questions in various forms to gauge a candidate's readiness for the job.
Answer 24:
	Special access arrangement
	Why they might be made
	a. Parking for candidate’s car. 
	If the candidate needs simple access to the business due to a physical disability If the applicant lives distant from the office
	b. Security clearance for the applicant. 
	If a candidate has to access sensitive information, like HR manager
Answer 25:
	Types of Special Arrangement
	Description of when it may be needed
	a. Assistive technology. 
	If a candidate has a few disadvantages
	b. Electronic presentation media. 
	Should a presentation occur during the interview
	c. Interpreters. 
	if the interviewer or applicant cannot communicate in English
	d. Visual information and diagrams instead of written material.
	Should a candidate or organisation be required to provide data throughout the recruitment process
Answer 26:
Utilize presentations, phone interviews, video interviews, and visual aids.
Ask a concise question and tailor the interview to the specific type of impairment.
Answer 27:
	Topics covered 
	Reason for including them
	a. Conditions of employment. 
	To ensure that the new hire is informed of the contract need
	b. Contact details for key personnel in the business. 
	To make the new hire aware of who to contact in case of need
	c. Things the organisation is currently focussing its efforts on. 
	to make sure employees know exactly where to begin
	d. Employee benefits. 
	It's critical that an employee understand their rights.
	e. Employee responsibilities. 
	To inform the worker of the necessary steps
	f. Employee rights. 
	It's critical that an employee understand their rights.
	g. Information on the culture of the workplace/organisation. 
	To ensure that the employee is familiar with the corporate culture
	h. Details of the goals and objectives of the business. 
	To ensure that the employee is aware of the desired outcome for the company
	i. Explanation of what the business sees as its corporate responsibilities. 
	To clarify the organization's goals, operations, and objectives so that the employee is aware of how to advance within the business
	j. Vision Statement of the business. 
	To communicate the company's goals to the employee
	k. Organisational policies and standard operating procedures.

Assessment Details Qualification Code/Title SIT40521 Certificate IV in Kitchen Management Assessment Type Assessment Task 1: Knowledge questions Assessment Task 2: Staff recruitment project...

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