` SITXHRM004 - Recruit, select and induct staff Student Assessment Booklet Version 3.0 SITXHRM004 Student Assessment Booklet Page: 2 of 58 Version: 3.0 Responsibility: Course Coordinator Last...

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SITXHRM004        2
SITXHRM004 - RECRUIT, SELECT AND INDUCT STAFF
STUDENT ASSESSMENT BOOKLET
Table of Contents
Assessment Task 1: Knowledge Test    6
1.    6
2.    6
3.    6
4.    6
5.    6
6.    6
7.    6
8.    6
9.    6
10.    7
11.    7
12.    7
13.    7
14.    7
15.    7
16.    7
17.    7
18.    7
19.    8
20.    8
21.    8
22.    8
23.    8
24.    8
25.    8
26.    8
Assessment Task 2: Worksheets    9
Section 1: Identify Recruitment Needs    9
1.    9
2.    9
3.    9
4.    10
5.    10
6.    10
7.    11
8.    11
9.    11
10.    11
11.    12
12.    12
13.    12
14.    12
15.    13
16.    13
17.    13
18.    14
19.    14
20.    15
21.    15
22.    15
23.    15
24.    16
25.    16
26.    16
27.    16
28.    17
29.    17
30.    18
31.    18
32.    18
33.    18
34.    18
35.    19
36.    19
37.    19
38.    20
39.    20
40.    20
41.    20
42.    21
43.    21
44.    21
45.    21
46.    22
47.    22
Assessment Task 3: Activities    24
AT3A-Recruitment and Selection: TASK 1 – Report    24
Introduction    26
Task 2 – Conducting Job Interviews    33
Introduction    33
Body    33
Closure    36
Final Decision    36
Task 3 – Induction Program    38
Introduction    38
Induction Checklist    39
References    40
Assessment Task 1: Knowledge Test
1.
Analyse historic trends, business demands, future bookings, and events
2.
Consult with colleagues and appropriate personnel, such as management, HR, and the finance department, to confirm your recruitment needs
3.
An employee requisition form
4.
Purpose and function of position and key objectives
5.
The essential skills, experience, education, and personal attributes as outlined in the person specification
6.
Prepare the job description and person specification based on job analysis and review before commencing recruitment process
7.
Position level (e.g., entry or management), methods of testing to be used to determine suitability and recruitment staff’s experience with recruitment methods
8.
Use an executive search firm or a recruitment agency
9.
Attention, interest, desire, action
10.
Have candidates upload their cu
iculum vitae to the job board tab on the company’s website
11.
Sifting through applications to create a list of applicants that meet the key selection criteria
12.
Note in the job advertisement that if you do not hear anything, assume you have been unsuccessful
13.
Ensure all key selection criteria is non-discriminatory and develop skills test specific to their needs
14.
When accommodating an applicant with a disability may pose an OHS risk to others
15.
Use an unstructured interview process and ask what you think is relevant to each candidate
16.
Job skills tests
17.
‘What would you do if you disagreed about a decision made by your manager?’
18.
A personality test and background check
19.
Evaluate performance against key selection criteria with other panel members and discuss aptitude, attitude, and cultural fit
20.
Communicate your selection recommendations to appropriate staff and follow company policy on notifying successful candidates
21.
Copies of the job description and person specification that outline position title and scope of the role, including key duties and responsibilities
22.
Telephone the candidate and offer the position. Follow the ve
al offer with a written offer and wait for confirmation before advising unsuccessful applicants
23.
Applications forms, résumés, previous employers’ comments, and any opinions expressed by members of the selection panel
24.
You need to complete them quickly. New employees can catch up on paperwork and job skills when they are on the jo
25.
Ask them if they have any questions. Allow time at the end of induction for discussion
26.
Communicate and liaise with relevant staff and involve them in the induction planning and delivery where appropriate
Assessment Task 2: Worksheets
Section 1: Identify Recruitment Needs
1.
As mentioned by Ahmad Azmy (2018), human resource department is responsible for planning and undertaking recruitment processes in most medium to large organizations. As informed by James, Namabira and Mrosso (2020), they help in creating policies and coordinate functions of human resource.
2.
Size of the Organization
It affects the recruitment process as the organization planning to increase its activities and expand its business, will think of hiring more people for smooth flow of activities.
Cost involved
Recruitment is always done keeping in mind the cost that employer has to bear. The organizations try to use that source which will bear a lower cost of recruitment to the organization for everyone.
Human Resource Planning
Effective planning needs to be done to determine the gaps prevailing in the existing manpower of the organization. It helps in estimating the number of employees to be recruited and what qualification they must have.
3.
Historic Trends:
Business can have a look at previous sales, bookings held. Historic trends act as a guide to plan for future.
Future Bookings:
The business should look forward that what months are beginning to look busy, technology such as Property Management Systems.
External Factors:
There exist many factors outside the organisation which needs to be taken into consideration. They affect business at the strategic planning stage. It includes economic changes, political changes.
4.
The management need to consulted before commencing recruitment process. The various departments need to be consulted. It is necessary to consult with management, as they will help it aligning with goals of the company; approval is needed for negotiating pay and needs to be discussed on terms of employment. The finance department is needed to discuss on money required for recruiting. One cannot move forward without knowing the budget.
5.
Casual employees have no guaranteed hour of work and they do not get paid sick leave or annual leave. They can leave the organization without any prior notice, whereas, part-time employees get paid sick leave and are expected to work regular hours each week. They cannot leave the organization as and when they want, there is fixed term contract, which exits.
6.
An organization might choose an employee as a part time worker because it helps in cutting the costs in the areas where casual workers will not serve the purpose. Moreover, part time employees cannot leave the organization before the contract expires which will save the recruiting cost of the company. Part time workers helps in making the organization more agile by working flexibly and managing peak demands.
7.
· Long service leave
· Parental leave
· Provision of a fair work information statement
· Community service leave
8.
An employee requisition form contains information such as job title, the job description and start date, name of hiring manager, type of employment, department. It also includes salary, working hours and job qualifications. It helps in reviewing recruitment process as and when needed.
9.
I need to seek approval for recruitment from the human resource department of the organization as it is responsible for all this process. I also need to consult to management before doing anything.
10.
Job description is a written statement telling what the major requirement of a particular job are whereas job specification tells the minimum eligibility requirement for performing a particular job.
Job description includes job title, duties, and responsibilities in a job whereas job specification includes employee’s skills, abilities, and knowledge. Thus, job description describes jobs and job specifications describes jobholders. Job description is prepared from job analysis and job specification is prepared from job description.
11.
a) It should only include essential things. Do not overstate.
) Job title, purpose and responsibilities should be clearly mentioned.
c) It should also include job qualifications, prefe
ed qualification and working conditions.
d) It should be short and crisp.
12.
Information can be directly picked up from the position description. The key words should be used for keeping selection criteria clear and concise. The skills, experience should be highlighted. One can use Situation Action Outcome approach to mention information about where and when it was ca
ied out, how it was done and what was the results. It should be free from e
ors and contain information.
13.
a) It should include strong time management skills and reliability
) True history of customer satisfaction
c) It should also include conflict resolution and problem-solving skills when dealing with customers.
14.
The basic aims of legislation include:
a) Promoting right of everyone to equal opportunities
) Discrimination should not exist
c) No to sexual harassment. It provides redressal for individuals whose rights have been
eached.
15.
It includes age, sex, religion, colour, place of origin, belief, disability, citizenship, ethnicity, and race.
16.
Benefits:
· Saves money and time.
· Reduces onboarding time and fosters employee engagement
Disadvantages:
· It can lead to conflicts among employees.
· It also put a limit on pool of applicants
17.
Size of Organization
It affects the recruitment process as the organization planning to increase its activities and expand its business, will think of hiring more people for smooth flow of activities.
Recruiting Policy
The decision has been made that hiring is to be done from internal source of external source as it completely affects the recruitment process. Recruitment policy gives a structure to the recruitment program that is need of the organisation, organisational objectives, and recruitment costs.
Image of Organization
Organizations having a good reputation in the market can easily attract talented employees. Thus, external source of recruitment can also be used. An organisation having good public relations contributes in enhancing its goodwill in the market.
18.
A) Direct Recruitment:
It is the most suitable method for recruiting low skilled workers. The company can randomly choose the people. A notice is put on factory gate and applicant sees it and apply for the job directly.
B) Employment Exchange:
A company can also use this method because the company need not to put much efforts for hiring low skilled workers. The employment exchange contains information about the job seekers and accordingly worker is given to employer that best fits to his needs.
C) Labour Contractors:
This is also an appropriate method to hire low skilled workers. The company can save recruitment cost. The contractors supply the workers to the company for completion of a specific task. They keep in touch with workers and supply them when the need arises. The contractors get the commission for this.
19.
A company use recruitment agency when they do not have the time to find for skilled people. They hire recruitment agency to find the right people for the position so that the company can only spend time in interviewing the applicant. As informed by Breaugh (2017), the recruitment agency also conducts the interview, check the background of employee, and fill the desired position with the best candidate.
20.
· It should target right set of candidates.
· The qualification needed should be mentioned clearly.
· Make the ad attractive so that it grabs the attention of reader.
· Describe job is concise way.
· It should also include the range of salary.
21.
AIDA stands for Awareness, Interest, Desire and Action. In job advertisements, it traces the customer journey. Its focus is to engage the prospects and create a link between
ands to make buying decision. It starts with getting the attention of target audience, creating interest and the desire to purchase and finally the action that is buying.
22.
A company choose to have candidate apply in person rather than sending in a resume because the company is not aware of the person who is sharing resumes over the e-mail but when a person come himself, the company notices him and he also get a chance to introduce himself to hiring manager. The visit can give a good impression and make one different from another candidates.
23.
The short listing of candidates involves a process...