Southern Cross School of Business CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: XXXXXXXXXX Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: XXXXXXXXXX Level 3, 531 George Street, SYDNEY...

Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: +61 (2) 8937 0506
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
2
Assessment Instructions
BSBHRM525 Manage recruitment and onboarding
Southern Cross School of Business
CRICOS Provider Code: 03523D | RTO ID: 41253 | ABN: 95155625924
Level 2, 1-3 Fitzwilliam Street PARRAMATTA NSW 2150 | Ph: + 61 (2) 9633 3287
Level 3, 531 George Street, SYDNEY NSW 2000 | Ph: +61 (2) 8937 0506
BSBHRM525 Manage recruitment and onboarding_V1.0_21/07/2021
    
    Contents
Introduction    4
Assessment Task 1: Knowledge questions    5
Assessment Task 1: Checklist    8
Assessment Task 2: Project    9
Assessment Task 2: Checklist    19
Final results record    21
    
    Introduction
The assessment tasks for BSBHRM525 Manage recruitment and onboarding are outlined in the assessment plan below. These tasks have been designed to help you demonstrate the skills and knowledge that you have learnt during your course.
Please ensure that you read the instructions provided with these tasks carefully. You should also follow the advice provided in the Business Works Student User Guide. The Student User Guide provides important information for you relating to completing assessment successfully.
Assessment for this unit
BSBHRM525 Manage recruitment and onboarding describes the performance outcomes, skills and knowledge required to manage all aspects of recruitment and onboarding processes according to organisational policies and procedures.
For you to be assessed as competent, you must successfully complete two assessment tasks:
· Assessment Task 1: Knowledge questions – You must answer all questions co
ectly.
· Assessment Task 2: Project – You must work through a range of activities and complete a project portfolio.
Assessment Schedule
    Task
    Due Date
    Learning Activity Only
    Week 1
    Assessment 1
    Week 2
    Assessment 2
    Week 3
    Assessment 2
    Week 4
    
    Assessment Task 1: Knowledge questions
Information for students
Knowledge questions are designed to help you demonstrate the knowledge which you have acquired during the learning phase of this unit. Ensure that you:
· review the advice to students regarding answering knowledge questions in the Business Works Student User Guide
· comply with the due date for assessment which your assessor will provide
· adhere with SCSB’s submission guidelines
· answer all questions completely and co
ectly
· submit work which is original and, where necessary, properly referenced
avoid sharing your answers with other students.
Submit:
Answer all the questions co
ectly.
Questions
Provide answers to all of the questions below:
Complete the table below with common recruitment and selection methods. You must identify and explain at least 3 methods in your answer. The first row has been completed as an example for you to follow.
    Method
    Description
    Refe
als
    Refe
als are received from other people such as business associates
    Rehiring of the past employees
    These employees have worked earlier but left on good terms. Rehiring of these employees is a good strategy and these employees reduces the risk of bad hire, reduces the time and cost per hire.
    Employment Exchanges
    It is a government operated initiative and a record for the job-seeking unemployed candidates. We also get the details of capable candidates. It offers blue collared jobs
    Structured Employment Interviews
    Structured interview results in list of questions which must be answered by every candidate and this improves the chances of fair assessment.
List some of the key features of recruitment, selection and onboarding policies and procedures.
Scope of the Recruitment Policy- It must cover the details of full life cycle recruitment process when the job is advertised for offering the employment.
Employment Selection Stages- Each new employee candidate is being hired from outside the company and will follow the similar steps. There will be additional interviews which will be removed from the system and not all the jobs will necessitate skills assessment.
Recognizing the manpower needs- The must be identification of the persons and types for operating the enterprise. If the workers will be employed then they should be segregated into skilled, semi-skilled and the unskilled employees. In case the supervisors will be employed then there will be qualification and experiences which will be specified.
Complete the table below with a description of the relevant legislation, regulation standards and codes of practice that may affect recruitment and onboarding. The first row has been completed as an example for you to follow.
    Legislation/Standard/Code
    Description
    Fair Work
    Promotes a healthy workplace for employees, contractors and employees alike
    Privacy Act
    It’s a set of rules of how specific people in the industry must behave
    Workplace Health and Safety Act
    Prohibition of discrimination of employment based on ages
    Disability Discrimination Act
    The Privacy Act, 1988 is the principal piece of Australian legislation and helps in protecting of handling of personal information for the individuals.
    Employment Equity
    The national minimum age and the NES which makes the minimum entitlements for the Australian employees
    Race Relations Act
    Workplace health and safety is management of the risks in a sensible manner and protect the workers and their businesses
Explain the key features of psychometric and skills testing programs for recruitment. In your answer:
· Describe the reason for using these tests.
· Explain what they can achieve in the recruitment and selection process.
Psychometric testing is called the aptitude and cognitive ability tests used by the recruiters for evaluating how they will perform their jobs. These tests provide the objective assessment with respect to the intelligence and personality traits and will allow the companies towards making informed decisions when looking for potential employees. This article will cover the reasons due to which the psychometric tests will be conducted by the companies during the recruitment process and the manner in which they can hire the right talents for their team
Psychometric and skills testing can achieve the following in the process of recruitment:
Psychometric tests are an evaluative tool in evaluating the candidate has the co
ect competencies for succeeding in the role.
Accurate and appropriate: The results are accurate and appropriate compared to the results obtained in the only interview or various methods such as reference checks.
Cost effective: The cost expended and treated as losses due to the non-performance of staffs, high-turnover rates are more than cost which are tagged with psychometric evaluation.
Explain the following key components of a contract of employment.
    Component
    Description
    Probation period
    This outlines the company probation period
    Description of duties
    This consists of what the job entails such as job title of the employment, duties and responsibilities and location of employment
    Termination clause
    Employment agreement remains in a place as long as the employee remains employed and will terminate upon violation of the contract by either the employee or the employe
    Pay and Benefits
    The section must clear the benefits which the employer is going to give to the employee such as health insurance, stock options, the life insurance and coverages with respect to the disability of employee
    Leave
    The leave will details the number of days the employees can avail the sick and unpaid leaves, maternal and parental leave and casual leaves during their tenure in employment
    
    Assessment Task 2: Project
Information for students
In this task, you are required to demonstrate your skills and knowledge by working through a number of activities and completing and submitting a project portfolio.
You will need access to:
· a suitable place to complete activities that replicates a business environment including a meeting space and computer and internet access
· your learning resources and other information for reference
· Project Portfolio template.
· Simulation Pack (if you need a case study).
Ensure that you:
· 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
· adhere with SCSB’s submission guidelines
· answer all questions completely and co
ectly
· submit work which is original and, where necessary, properly referenced
· avoid sharing your answers with other students.
Deliver:
· Conduct an information and training session (Roleplay)
· Roleplay contacting shortlisted candidates to a
ange an interview (Roleplay)
· Develop a suitable script for your roleplay meeting with Maggie (Roleplay)
· Train the Client Relations Manager in the use of the induction checklist at a short meeting (Roleplay)
Submit:
The Complete project-portfolio
Activities
Complete the following activities:
1. Carefully read the following:
    
    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:
· Conduct a review of existing recruitment and onboarding processes and update these
· Manage recruitment processes
· Manage onboarding processes
· Collect feedback on processes and update as required
    
    You will be collecting evidence for this unit in a Project Portfolio. The steps you need to take are outlined below.
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.
Read through the requirements of Section 1, 2 and 3 of your Project Portfolio.
Planning
    
    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.
Develop and update documentation.
    
    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-description-template.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:
· Job title
· Location
· Reporting responsibilities (who is the manage
supervisor)
· Main duties
esponsibilities
· Skills and experience
· Performance goals
The position description form should also provide
ief 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:
· Developing interview questions
· Note-taking during interviews
· Getting the best out of candidates
As a guide, this document should be about one page.
· Develop an email to your manager (assessor) to obtain support for the documentation and approval to roll it out to managers.
    
    Make sure you have answered all questions in Section 2 and developed and attached all relevant attachments. Submit to your assessor for review.
Conduct an information and training session
    
    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.
    i
    This meeting should take approximately 20 minutes but no more than 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.
· Discuss any changes that need to be made to the documents.
· Discuss the immediate and future recruitment needs of the business
· Instruct the Client Relations Manager to create a PD for the Accounts Manager position after the meeting and ask them to send it to you before the end of the week.
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 procedures 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-ve
al 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.
    
    After the meeting, make adjustments to your document based on the feedback provided and attach these to your portfolio in Section 3.
Manage recruitment activities
    
    The Client Relations Manager has emailed you the newly created PD for the Accounts Officer role:
Job Title: Accounts Office
Job Type: Part time job share – 5-day fortnight
Salary: 60,000 pro-rata
Location: Sydney
Supervisor or Manager: Clients Relations Manage
Main Duties and Responsibilities:
· Daily Bank and Credit Card Reconciliations
· End to end Accounts Payable & Receivable
· Debt Collection
· Assisting in Cashflow Monitoring and Budgeting
· Responding to client queries, via telephone and email co
espondence
· General reports to manage
Qualifications:
· Certificate IV or Diploma in Business Admin or Accounting degree
Experience:
· 2-5 years’ previous experience in a similar role/industry
Skills:
· Intermediate to advanced Microsoft Office skills (Word, Excel, PowerPoint and Outlook)
· Excellent ve
al and written communication
· Organised and able to meet deadlines
Performance goals;
· Complete administration tasks on time
· Deal with clients, suppliers and other employees professionally at all times
· Ensure office is clean and presentable 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 a
angement.
Complete the following activities:
· Review the Accounts Officer position description above to decide if it meets requirements (work into your portfolio in Section 3)
· 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)
· Develop a script for contacting short-listed candidates to a
ange an interview (work into your portfolio in Section 3).
As part of this step, you are also required to answer the questions in section 3 of your project portfolio and develop and submit the relevant attachments as indicated.
    
    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.
Manage selection process
    
    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
ief 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 prefe
ed 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.
    
    Roleplay contacting shortlisted candidates to a
ange an interview.
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.
    
    Develop a letter of offer for the selected candidate.
Use the Letter of Offer Guidelines in the Simulation Pack to guide your work.
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.
Develop a standard letter to be sent out to all unsuccessful candidates.
    
    Make sure you have answered all questions in Section 3 and developed and attached all relevant attachments. Submit to your assessor for review.
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...