Student Assessment Tasks

This document provides information about the assessment tasks for BSBHRM506 Manage recruitment, selection and induction processes. It includes written questions, human resources needs project, recruitment and selection project, manage selection process, and induction project. The document also outlines the purpose of each assessment task and provides instructions for completing them. It also includes information on assessment preparation, naming electronic documents, and assessment appeals.

Student Assessment Tasks
BSBHRM506 Manage recruitment, selection and
induction processes

1. Table of Contents
1.Table of Contents....................................................................................................................... 2
2.Assessment Information............................................................................................................. 3
3.Assessment Instructions............................................................................................................. 5
4.Assessment Task 1: Written Questions .....................................................................................7
5.Assessment Task 1 Instructions............................................................................................... 10
25.Assessment Task 1 Checklist................................................................................................. 13
26.Assessment Task 2: Human resources needs project............................................................14
27.Assessment Task 2 Instructions ............................................................................................16
37.Assessment Task 2 Checklist................................................................................................. 22
38.Assessment Task 3: Recruitment and selection project.........................................................24
39.Assessment Task 3 Instructions ............................................................................................25
44.Assessment Task 3 Checklist................................................................................................. 26
45.Assessment Task 4: Manage selection process.....................................................................28
46.Assessment Task 4 Instructions ............................................................................................29
54.Assessment Task 4 Checklist................................................................................................. 32
55.Assessment Task 5: Induction project....................................................................................33
56.Assessment Task 5 Instructions ............................................................................................35
69.Assessment Task 5 Checklist................................................................................................. 39

2. Assessment Information
The assessment tasks for BSBHRM506 Manage recruitment, selection and
induction processes are included in this Student Assessment Tasks booklet and
outlined in the assessment plan below.
To be assessed as competent for this unit, you must complete all of the assessment
tasks satisfactorily.
Assessment Plan
Assessment Task Overview
1. Written questions You must correctly answer all questions.
2. Human resources needs
project
You must analyse company documentation, develop a briefing report
and then develop recruitment, selection and induction policy and
procedure, as well as supporting documents, as well as provide
information and training to staff on these documents.
3. Recruitment and selection
project
You must develop a job advertisement and identify and report on
recruitment consultants
4. Manage selection process
You must participate in a role-play to advise candidates of interviews
and complete a selection report and advise applicants of the outcome
of the selection process.
5. Induction project
You must demonstrate their ability to manage the induction process
by developing an induction checklist, providing training on the use of
the checklist, providing feedback to probationary employees and
identifying improvements to the induction process, as well as
checking induction processes are followed and taking appropriate
action.
Assessment Preparation
Please read through this assessment thoroughly before beginning any tasks. Ask your
assessor for clarification if you have any questions at all.
When you have read and understood this unit’s assessment tasks, print out the
Student Assessment Agreement. Fill it out, sign it, and hand it to your assessor,
who will countersign it and then keep it on file.
Keep a copy of all of your work, as the work submitted to your assessor will not be
returned to you.
Assessment appeals
If you do not agree with an assessment decision, you can make an assessment appeal
as per your Alpha Institute.
assessment appeals process.

You have the right to appeal the outcome of assessment decisions if you feel you have
been dealt with unfairly or have other appropriate grounds for an appeal.
Naming electronic documents
It is important that you name the documents that you create for this Assessment Task
in a logical manner.
Each should include:
 Course identification code
 Assessment Task number
 Document title (if appropriate)
 Student name
 Date it was created
For example, BSBHRM506 AT3 Briefing Report Joan Smith 20/07/18
Additional Resources
The following resources have been attached in the appendix.
Assessment Task 2
Code of Conduct
Briefing Report Template
Strategic Plan
Employment Agreement Template
Policy and Procedures Template
Fair Work Australia Position Description
Assessment Task 4
Selection Approval Policy
Letter of Offer Guidelines
Assessment Task 5
Fair Work Australia Induction Checklist
Induction Data Report

3. Assessment Instructions
Each assessment task in this booklet consists of the following:
Assessment Task Cover Sheet
This must be filled out, signed and submitted together with your assessment
responses.
If you are submitting hardcopy, the Cover Sheet should be the first page of each
Assessment submission.
If you are submitting electronically, print out the cover sheet, fill it out and sign it,
then scan this and submit the file.
The Assessment Task Cover Sheet will be returned to you with the outcome of the
assessment, which will be satisfactory (S) or unsatisfactory (U). If your work has been
assessed as being not satisfactory, your assessor will include written feedback in the
Assessment Task Cover Sheet giving reasons why. Your assessor will also discuss this
verbally with you and provide advice on re-assessment opportunities as per
your Alpha Institute re-assessment policy.
Depending on the task, this may include
resubmitting incorrect answers to questions (such as short answer questions and case studies)
resubmitting part or all of a project, depending on how the error impacts on the total outcome of the
task
redoing a role play after being provided with appropriate feedback about your performance
being observed a second (or third time) undertaking any tasks/activities that were not satisfactorily
completed the first time, after being provided with appropriate feedback.
Assessment Task Information
This gives you:
a summary of the assessment task
information on the resources to be used
submission requirements
re-submission opportunities if required
Assessment Task Instructions
These give questions to answer or tasks which are to be completed.
Your answers need to be typed up using software as indicated in the Assessment Task
Instructions.
Copy and paste each task’s instructions into a new document and use this as the basis
for your assessment task submission. Include this document’s header and footer.
If you are submitting electronically, give the document a file name that includes the
unit identification number, the task number, your name and the date.
Checklist

This will be used by your assessor to mark your assessment. Read through this as part
of your preparation before beginning the assessment task. It will give you a good idea
of what your assessor will be looking for when marking your responses.

4. Assessment Task 1 Instructions
Provide answers to all of the questions below:
1. Outline five methods of recruiting staff.
There are five different methods considered for recruiting the staff members.
 Web advertising
 Social media platform
 By using recruitment agencies
 Newspaper advertisement
 Print advertising
These are different type of method applicable in organization which are recruiting the staff
members.
2. Describe the purpose of an assessment centre in a recruitment process.
Assessment Centre is based on multifaceted recruitment process that are designed to assess
group of candidates with large range of competencies as per scenario. This type of assessment
Centre applicable at the time of recruitment where it combines with the range of activities and
also compare with group of candidates. The primary purpose of assessment Centre which
improved the accuracy as they allow to select different method during process. It also facilities
an assessment of existing performance which are helping to predict the future job performance.
3. Outline three advantages of using an assessment centre to determine a candidate’s suitability for a
position.
The benefits of assessment Centre is to identify the suitability of candidates that will
maintain position in global marketplace. It is considered the assessment Centre to easily
screening their capabilities.
 It is more accurately than standard recruitment process where it allows for large number
of selection technique at the time of process.
 It enables for interviewers to easily assess the existing performance of candidates and
also predicts to future job performance.

 It also useful for give better insight into the specific role as it easily tested on exercises
which are atypically play important role where they have applied.
 The price of assessment Centre usually cheap as compare with the actual price of many
recruitment phases. Sometimes, it will generate errors in recruitment.
4. Explain the concept of human resources outsourcing.
It is a type of process where human resources performed different activities in organization
that can be outsourced. It mainly focused on the core competencies of organization. HR has
performed complex functions and very time consuming. It also creating difficulties to
manage the different departments.
5. Discuss two advantages of outsourcing HR functions.
There are main two advantage of outsourcing HR functions:
 Easy risk management: It is important functions to manage the overall business risk
and also keep update information on regular basis. Outsourcing organizations have
Human resources professional, who always keep themselves to maintain both services
and laws. It also gives access to pool talent that knowledge about latest change in
market.
 Maintain employee performance: It supports the employee growth which always
maintain quality and deliver the services on time. In this way, it easily compared with
other people where they can handle internally process. It monitoring performance of
employees to increase organization performance.
6. Discuss the functions and scope of industrial relations.
Industrial relation is also known as employee relation between staff members and
management. It is important part of organization to run business effectively and efficiently.
The scope of industrial relation which develop positive relationship with managers, leaders
so as it directly impacts on the productivity and profitability of organization. It is type of
modern process that based on emotional, practical relationship and other contractual that
exists between managers and employees.
7. Outline the purpose of an employment contract.

The purpose of employment contract is to ensure that employee and employer have clear
understanding about the expected in terms of employment. It is based on document that can
serve to remove any disputes and also increase at later date. In this way, it easily
understands that what is right and wrong.
8. Explain the purpose of a modern award, as well as to whom it applies.
A Modern award is a document which set out the minimum terms and conditions that
employment on the national employment standards. Award is mainly providing pay rates and
conditions of every employment such as shift work, entitlement, overtime at workplace. This
type of award provides by manager and authorities.
9. Access the modern award Hospitality Industry (General) Award 2010 on the Fair Work Commission
web site at and answer the following questions:
a. What is the minimum hourly rate for a Grade 5 Cook?
The minimum hourly rate is $740.80 per 38 hours
b. If the cook is employed as a regular casual cook, what is the casual loading
that must be paid.
It must pay 38 hours of work per week and other additional charges hours.
c. If the cook is a regular casual employee at Grade 5 and worked 8 hours from
9 am to 5.30 pm with a 30-minute lunch break, what will be the total
amount paid to the cook.
46,000 amounts paid to cook
d. Identify the minimum weekly wages for a kitchen attendant grade 1 and
calculate the annual salary based on this amount.
46,000 x 12= 55,200 based on annual salary
e. If a cook is required to use their own tools at work, what is the allowance
that the employer must pay per week and how much does this amount to
annually?
It allowances on Per week = 750x7 = 5250
The amount to annual basis= 5250X 52 = 273,000

10. Explain the purpose of a registered agreement.
The primary purpose of agreement is to whilst the common law contracts that exists whenever
employee engaged with organization on basis of written and verbal. This type of agreement is
used for industrial purpose in the form of formal document which contain properly legally terms
and conditions.
11. Outline the 10 minimum workplace entitlements for a permanent employee of an organisation
outlined in the National Employment standards.
There are different types of 10 Minimum entitlement for permanent employee in the
organization outline as per employment standards.
 Request for flexible working arrangement policy
 Annual leave
 Personal care
 Long services
 Proper notice of termination as well as redundancy pay
 Public holidays
 Fair work information
12. Identify how long must employees’ records be kept for according to the Fair Work Act 2009.
According to Fair work Act 2009, it should maintain the records of three years but it helps for
keep record information for long terms. It ensures that maintain records and identify that how
much employee was paid and hour they worked in organization. It should record for 7 years.
13. Outline at least four examples of the information which must be kept for each employee according to
the Act above and the Fair Work Regulations 2009.
As per act of far work regulation 2009, it should be kept the information of employee in respects
of each of following ways:
 It records gross and net amount paid; any deductions made from the actual gross
amount.
 It entitled to leave of employee and record of balance.
 It is maintaining record of penalty rate that must be paid for over time hours.
These are different information keep recorded by organization through act 2009.

14. Explain when a pay slip must be provided to an employee and what information must be included in
the pay slip under the Fair Work Act 2009.
Pay slip must be contained information amount the actual amount, deduction and other
superannuation contribution for every day at workplace. As per fair work act 2009, this type of
issued to each staff members.
15. How much notice must be provided to an employee who is to be dismissed?
As per legal aspects and act, it will provide the at least one week notice so that they have been
working continuously 2 years in organization. After completion of notice period, organization is to
dismissed the employee in organization.
16. Who is and who is not covered by unfair dismissal laws?
An employees of nation system employers, who are covered and dismissed to protected from unfair
dismissal law and also eligible to make a proper application. This type of process is completed in
minimum period of employment.
17. Explain why is important to advise potential employees of the terms and conditions of employment
during the recruitment process?
In the process of recruitment it is very necessary task for the companies to maintained the
full decorum that helps to motivate employees in productive way. Apart from this, while handling
the recruitment process. It is very necessary for employer to convey all the terms and conditions to
employees at the time of recruitment which makes the all process and transparent and remove the
possibilities of future challenges. It is important to make employee understand about the policies of
the organization.`
18. Explain the purpose and relevance of psychometric tests in recruitment.
Psychometric test is conducted to understand the client understanding power
about the process of psychometric testing. This test also helps recruiter to analyze
the sharp mind of the candidate which is helpful for the company and its development.
Basically such tests is conducted by the big organizations which clearly mentioned and
better understand the things in more appropriate manner. Also the purpose of such
tests is to measure the individual mental abilities, skill, intelligence, personality traits,
motivations and interests. They provide an overview of a potential employees
strengths and limitations.
19. Explain the purpose and relevance of skills tests in recruitment.
Within the organisation recruiter conduct some tests to measure and analyse the candidate
strength and opportunity. It helps to know more about candidates and its having skills for the
particular job. This tests is most common in the companies to ensure the candidates calibre. Skill
test also taken for the reason to calculate the confidence level of the candidate which belong to the

different situations. There are different kinds of skill tests like Personality skill check, Integrity
Assessment, situational judgement and situational and skill assessment tests.

5. Assessment Task 1 Checklist
Did the student provide a sufficient and clear
answer that addresses the suggested answer
for:
Completed
successfully
Where the
student has
not
answered
the question
satisfactorily,
include a
brief
comment as
to why
Yes No
Question 1
Question 2
Question 3
Question 4
Question 5
Question 6
Question 7
Question 8
Question 9a
Question 9b
Question 9c
Question 9d
Question 9e
Question 10
Question 11
Question 12
Question 13
Question 14
Question 15
Question 16
Question 17
Question 18
Question 19

Did the student provide a sufficient and clear
answer that addresses the suggested answer
for:
Completed
successfully
Where the
student has
not
answered
the question
satisfactorily,
include a
brief
comment as
to why
Yes No
Task Outcome: Satisfactory 
Not
Satisfactor
y 

6. Assessment Task 2: Human resources needs project
Task summary
As the Human Resources Manager for Grow Management Consultants, you are
required to identify the organisation’s objectives for recruitment, selection and
induction and develop a briefing report on this, as well as effective use of technology
in human resources.
Following approval to proceed based on your briefing report, you will be required to
develop recruitment, selection and induction policy and procedure, as well as a
position description template and interview guidelines.
You will also provide an information and training session to senior management on the
recruitment, selection and induction policy and procedure and supporting documents.
This task will be completed in the simulated work environment at Alpha Institute.
Required
 Computer and Microsoft Office
 Access to the internet for research
 Strategic Plan
 Code of Conduct
 Employment Agreement Template
 Briefing Report Template
 Policy and Procedures Template
 Fair Work Australia Position Description
 Meeting space
Timing
The assessor will advise you of the due date of this submission.
Write in the due date below as advised by your assessor:
Submit
 Email to your assessor with your briefing report attached
 Email to your assessor with the following attached:
 recruitment, selection and induction policy and procedures
o position description template
o guidelines for conducting effective interviews
 Email to your assessor with the updated versions of the following documents attached:
o recruitment, selection and induction policy and procedures
o position description template
o guidelines for conducting effective interviews
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must
satisfactorily address all of the assessment criteria. If part of this task is not
satisfactorily completed, you will be asked to complete further assessment to
demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will
indicate if you have satisfactorily addressed the requirements of each part of this task.

If any parts of the task are not satisfactorily completed, the assessor will explain why,
and provide you written feedback along with guidance on what you must undertake to
demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at
a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you
have been dealt with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do
not understand any part of this task or if you have any learning issues or needs that
may hinder you when attempting any part of the assessment.

7. Assessment Task 2 Instructions
Carefully read the following:
Grow Management Consultants is a small management consultancy business
specialising in leadership development services.
Paul Burn, the Principal Consultant, established the company in 2010 and was a sole
operator for a number of years. However, in the last two years, the number of clients
has grown and an increasing number of staff have been employed. Currently the
company employs three senior consultants on an annual contract basis. The company
also employs a full-time Client Relations Manager and an Administration Officer.
Due to expected continued expansion of the company and therefore staff, the
company has recently employed a Human Resources Manager whose primary role in
the first instance will be to formalize the human resources functions. Currently the
only formal document used for human resources is the staff employment contract
template, which is customized according to the staff member employed. The company
does have a new Strategic Plan, which includes objectives for staffing.
As part of the formalisation of the human resources function, you (in the role of the
Human Resources Manager) have been asked as a first step to develop an appropriate
recruitment, selection and induction policy and procedures. This will also involve
developing supporting documents, including a request for position form and a sample
position description template that can be used to document all new positions.
In addition, as part of this work you have been tasked with conducting research into
recruitment and selection methods to ensure that the policy and procedure reflects a
range of recruitment and selection methods that can be used to ensure high quality
candidates are attracted to roles and then selected. You are also required to research
technology that can improve the efficiency and effectiveness of the recruitment and
selection process.
Complete the following activities:
1. Analyse company information and conduct research
Review the documents provided to you as resources for this assessment task, the Strategic
Plan, Employment Agreement Template and the Staff Code of Conduct.
Analyse the information included in these documents to identify objectives for human resources,
existing human resources policies and practices and recruitment needs. Identify any gaps in the
existing human resources documentation.
Conduct research on the range of recruitment and selection methods that can be used. You
should review as a minimum three recruitment and selection methods. You should also research
the role of assessment centres in recruitment and selection, as well as outsourcing.
Conduct research on effective human resources policies and procedures, as well as supporting
forms/documents that need to be developed. Make notes on areas to be included in a policy and
procedures, as well as supporting forms and documents that need to be developed.

Conduct research on the effective use of technology in human resources as per your analysis of
the company’s strategic objectives and operational priorities. Make notes for use in the briefing
report that you will develop in the next activity.
Make notes for use in the briefing report that you will develop in the next activity.
As go through from the template strategic management plan, code of conduct and
employment and employment agreement plan. The company core priorities are high performance,
profitable and accountable sources. So according to the research. The next step would be taken by
the HR manager is to conduct a Training and development workshops for the candidates that helps
to improve its quality and performance productivity. Besides, that it also very useful by the
company to also revise the company code of conduct in efficient manner.
20. Develop a Human Resources requirements briefing report
Use the Briefing Report Template to guide your work on this activity.
This part of the assessment requires you to develop a short briefing report for the Principal
Consultant that addresses:
Purpose of the report.
An analysis of strategic objectives and operational priorities of the galvanization and an
outline of human resources requirement based on the analysis, including the need for
recruitment of staff.
An outline of existing human resources policies and practices.
A review of at least three recruitment, and three selection methods, as well as the role of
assessment centres and psychometric and skills testing in recruitment and selection and the
concept of outsourcing.
Review of relevant legislation, regulations, standards and codes of practice that may affect
recruitment, selection and induction and that need to be addressed within the policy and
procedure.
An outline of a recommended human resources policy and procedure and supporting
forms/documents required. See also minimum inclusions outlined below.
A review of options for technology for the human resources function and that will improve the
efficiency and effectiveness of the human resources function.
Purpose of the report
The purpose of this report is to develop the new constitution for Recruitment and selection
in order to give more importance towards employee performance.
Strategic objectives
 To attract productive employees.
 To gain high performance of new candidates.
 To make productive outcomes
 To take excellent new staff.
HR policies and practices
 Training and Development
 Recruitment & Selection
 High performance appraisal
Three recruitment selection methods
 Transfer
 Promotion
 From Job portals
Selection methods
 Psychometric test

 Skill tests
 Background tests.
Relevant legislation and standards
 Health & Safety
 Employment Law
 Contract law
Recommendations
 Training and Development act should be upgraded
 Modern recruitment & selection techniques.
Options for technology
 New employee maintaining software
 Highly advanced recruitment techniques.
21. Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a professional
style.
It should introduce and summarise the contents of the attachment, and seek their approval to
move forward with the project.
Attach your briefing report to the email.
Your assessor, in the role of the Principal Consultant, will review the report and email you with
feedback and approval to proceed to developing the required human resources policies and
procedures and forms.
22. Develop a recruitment, selection and induction policy and procedures.
Use the Policy and Procedures Template to guide your work.
As a guide, your policy and procedures should be at least 3 pages.
It should be written in clear and concise English in order to ensure usability by all.
You may also include other areas as identified through your research, but as a minimum it
should address the following:
Purpose of the policy
Scope: who it applies to, as well as relevant commonwealth and state/territory legislation
addressed by the policy and procedure
Other regulations, standards and codes of practice that affect recruitment.
Objectives of the policy and procedure, including equality and diversity
Roles and responsibilities
Relevant procedures relating to recruitment, selection and induction.
A range of appropriate recruitment and selection processes for the organisation.
Recruitment Policies
Recruitment policies and procedures and strategies should be define how a recruiter can hire
an individual. The process has been starting from analyzing the skill, knowledge, gap, job
requirement and preparing a position description etc. for recruiter some policies must be considered
while recruiting a candidate such as Anti discrimination act, there should be a proper fairness and
legal requirements.
Selection Procedures
Selection policies, procedures and actions that are to be set in selection documents. This
procedure set according to the position filled. Some of the elements specify in the document are
 Responsibilities when using an external agency

 Appoint and selecting a interviewer panel
 Shortlisted applicant list.
 Contact with candidates.
 Interviewing procedures
 Contacting reference and making reference checks.
 Testing procedures
 Developing contacts
 Probability periods.

23. Develop a position description template
This will support the human resources policies and procedures.
Use the Fair Work Australia Position Description to guide your work.
As a guide, this document should be about one page.
This must include a position description form/template that can be used by managers to develop
position descriptions.
As a minimum, it should include the following headings:
Job title
Location
Reporting responsibilities (who is the manager/supervisor)
Main duties/responsibilities
Skills and experience
Performance goals
The position description form should also provide brief notes under each heading to guide
managers in completing the form.
Job title
HR Executive
Location
Australia
Reporting responsibilities (who is the manager/supervisor)
HR Manager (Head of the Department)
Main duties/responsibilities
 Record employee data
 Screening of candidate profiles
 Maintained the employee data and information'
 Listen employee Grievances
Skills and experience
 Problem solving
 Decision making skills
 Communication skills
 Time management
Performance goals
 Quality performance
 Task accomplishment on time
 Employee Development
24. 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.
Developing interview questions

This is the first step considered by the recruiter in which they prepared some short of
questions for the interview process which will be asked by the new candidates. Questions would be
related to profile or from personal context.
Note-taking during interviews
Note making process is the step in which HR managers consider the things into energetic
form and which also consider the things in efficient manner. Note taking process helps interviewer
to write down the things which is essential to recall the candidate and helpful to take final decisions.
Getting the best out of candidates
Last procedure is to select the best candidate for the position to make best things.
25. Send an email to the Principal Consultant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.
The email should introduce and summarise the contents of the attachments, and seek their
approval to move forward with the project.
Attach the following to the email:
recruitment, selection and induction policy and procedures
position description template
guidelines for conducting effective interviews

Paul Burn, the Principal Consultant, has asked you to present the new recruitment,
selection and induction policy and procedures and supporting forms and documents to
senior 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,
26. Conduct an information and training session
The session will last for approximately 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 procedure you have
developed.
Carefully explain the position description template and interview guidelines you have
developed.
Trial the position description you have developed by getting participants to complete it based
on the sample job description you identified.
Following this activity, discuss any changes that need to be made to the documents,
including the position description template you trialled.
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 procedure and supporting documents you have developed. You will need to incorporate this
into the final versions so take notes.
During the session, demonstrate effective communication skills including:
Speaking clearly and concisely
Using non-verbal communication to assist with understanding
Asking 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.
Training session is very necessary to make candidates more productive and employable. At the time
of appointment HR have responsibility to undertake all the responsibilities in which all such things

are included like to ensure employee development, induction process, training and development.
Also HR manager is responsible to make all people influencing the work more productive. Also it
requires and maintained the best thing and productive outcome growth. So accordingly this makes
the things more influencing and generating the high advancement qualities at the workplace.
Interview Questions and some other systematic procedure is useful for the business task which
makes the system less efficient. And effectively most productive. So overall training session is
developed by the people who effectively managed the whole systematic growth which effectively
makes the good impact on the overall task. It is mandatory that in the process of training there
should be have proper and effective communication skill is required to be the most effective
learning task. From the basis of feedback there has to be some more practices involved in the
development process to bring new changes.

27. Update documents
Update your policy and procedure and supporting documents according to the feedback provided
at the session you conducted.
You should make at least one change to each document.
28. Send an email to the Principal Consultant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.
The email should introduce and summarise the contents of the attachments, and seek their
approval.
You should do this within 3 days of the meeting. Meeting this timeline is assessable.
Attach your final drafts of the following to the email:
recruitment, selection and induction policy and procedures
position description template
guidelines for conducting effective interviews.

8. Assessment Task 2 Checklist
Did the student:
Completed
successfully
Co
m
m
en
ts
Yes No
Analyse and report on strategic and operational plans and
human resources policies to accurately identify existing
human resources policies and practices and objectives
that impact on human resources?
Describe suitable recruitment and selection methods?
Describe assessment centres and the concept of
outsourcing?
Summarise relevant legislation, regulations, standards
and codes of practice that may affect recruitment,
selection and induction?
Explain the relevance of psychometric and skills testing
programs to recruitment?
Review and report on options for using technology to
improve the efficiency and effectiveness of the human
resources function, namely social media in human
resources?
Based on analysis and review, outline required human
resources policies and practices for approval?
Develop an appropriate recruitment, selection and
induction policy and procedures in accordance with the
strategic objectives and operational priorities of the
business?
Develop supporting forms/documents for human
resources including a position description and interview
guidelines?
At the session:
 Clearly explain policy and procedure and supporting
documents to provide information and to obtain
support?
 Provide information and training on policy and
procedure and supporting documents?
Trial position description template at the session?

During the meeting, demonstrate effective communication
skills including:
 Speaking clearly and concisely
 Using non-verbal communication to assist with
understanding
 Asking questions to identify required information
 Responding to questions as required
 Using active listening techniques to confirm
understanding
Update policy and procedure and supporting documents
based on feedback received?
Submit updated documents within 3 days to demonstrate
ability to meet timelines?
Provide all documents in clear and concise English?
Task Outcome: Satisfactory 
No
t
Sa
tis
fa
ct
or
y


9. Assessment Task 3: Recruitment and selection project
This assessment task requires you, in the role of the Human Resources Manager, to
manage the recruitment process by arranging the completion of a position description,
developing a job advertisement based on the position description and identifying and
reporting on potential recruitment consultants.
This task will be completed in the simulated work environment at your Alpha Institute
Required
 Computer and Microsoft Office
 Access to the internet
 Access to a meeting space to provide training in completing the position description
 Position description template from Assessment Task 2.
Timing
Your assessor will advise you of the due date of these submissions.
Submit
Email to your assessor with the job ad and research document attached
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must
satisfactorily address all of the assessment criteria. If part of this task is not
satisfactorily completed, you will be asked to complete further assessment to
demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will
indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why,
and provide you written feedback along with guidance on what you must undertake to
demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at
a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you
have been dealt with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do
not understand any part of this task or if you have any learning issues or needs that
may hinder you when attempting any part of the assessment.

10. Assessment Task 3 Instructions
Carefully read the following:
The Principal Consultant has decided that the Recruitment, Selection and Induction
Policy and Procedures requires line managers, rather than human resources personnel
to develop position descriptions.
The Principal Consultant has approached you to discuss the appointment of an
Accounts Officer.
As the Principal Consultant was not able to make the information and training session
that you conducted in Assessment Task 2, you are required to meet with him to
provide support and training in completing the position description.
You will provide the template to the Principal Consultant and provide support and
training to assist the Principal Consultant to complete the template with the job role
details following your meeting.
Complete the following activities:
1. Meet with the Principal Consultant (your assessor).
The objective of the meeting is to provide support and training in regard to completing the
position description template that you developed in Assessment Task 2.
At the meeting, provide a printed copy of the position description template that you developed in
Assessment Task 2, and go through each of the areas that needs to be completed, as well as
the level of detail that is expected.
You will be required to demonstrate effective communication skills by speaking clearly and
concisely, responding to questions and active listening.
The Principal Consultant (your assessor) will ask you questions about using the template.
29. Develop an advertisement for the position of Accounts Officer to be placed on Seek.
Following the meeting, you will receive an email with the completed position descriptions for the
Accounts Officer from the Principal Consultant (your assessor). Based on the information
provided, you are required to develop the job advertisement in accordance with the
organisational and legislative requirements as specified in the recruitment, selection and
induction policy and procedure that you developed as part of Assessment Task 2.
You will also need to calculate the remuneration amount as indicated in the position description
sent to you.
Your advertisement must clearly reflect the requirements of the position description, as well as
include brief company information and remuneration details as per your calculations. It should
also meet the requirements as set out in your recruitment, selection and induction policy and
procedures.
Write the advertisement in a newly created Word document then email it to the Principal
Consultant for final approval.

XYZ limited
Location:- Australia
Date:- 26/11/2019
Job Title:- Accounts Officer
Report To:- The Senior account manager
Job overview:- The Job role of Accounts officer be to track the expenses of organisation, record
payments and to supervise other staff members who assist with bookkeeping duties.
Responsibilities and duties:-
 Identify and asses the required funds
 Reporting cash flow transactions
 Maintaining financial controls
 Payroll and financial reporting
Qualification:-
 Post graduated in commerce stream with specialization in Accountancy
Other essentials:-
 Proficient in English
 Basic computer skills
 Tally
Experience:-
 Minimum 3 years experience as Accounts Officer
 Having experience in Accounting package
You receive the following email from the Principal Consultant.
Dear Human Resources Manager
Thanks for sending the advertisement through. it looks fine. The only thing I am wondering is if
we could remove some of the terms and conditions from the advertisement as I really would like
to negotiate this based on the type of candidate we get.
Let me know your thoughts.
Kind Regards
Principal Consultant
Assume that the recruitment, selection and induction policy requires that terms and
conditions are clear within recruitment advertisements. Draft a response back to the
Principal Consultant outlining this, as well as provided a clear rationale as to why it is
important terms and conditions are an important part of the recruitment process.
30. Send an email to the Principal Consultant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.
It should explain the importance of providing terms and conditions of employment as part of the
recruitment process

31. Research recruitment consultants
Find at least two recruitment consultants that could be used, should the Seek advertisement not
attract the right kind of candidate. Identify the services offered by the recruitment consultants, as
well as contact details, and a write a few sentences on each, describing the company and the
claims that it makes about itself.
The two recruitment consultants in Australia that can help the organisation in advertising
and attracting the right candidates are Robert Half and Morgan consulting. Robert Half international
is a global human resource consulting firm in California that can help the organisation to advertise
its job role to the right candidate so that they can hire the respective candidate for the profile. On the
other side Morgan consulting a private Australian recruitment organisation that provides
recruitment services to business people in variety of industrial sectors. Both the consultants helps
the organisation to advertise the job role with the help of different mediums and select the right
candidates. For the same these organisations take interview of the applicants and match them with
the vacancies and companies expectations. After selecting the right candidates they short list the
candidates for interviews and then organisation take the interview and select the right candidates for
the job profiles.
32. Send an email to the Principal Consultant (your assessor).
The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.
The email should explain that you have conducted research into using recruitment consultants,
and why it may be necessary to use these consultants.
Attach the job ad and research document to the email.
11. Assessment Task 3 Checklist
Did the student:
Completed
successfully Comments
Yes No
Provide training and support in relation to the
completion of the position description?
Demonstrate effective communication skills
during this meeting, including:
 Speaking clearly and concisely
 Clearly explain information i.e. were
the instructions clear.
 Answer questions about the
documents developed
 Active listening techniques to confirm
and clarify information and

Did the student:
Completed
successfully Comments
Yes No
suggestions?
Develop the required job advertisement for
use on Seek?
Identify specialist recruitment consultants as
required and explain why it may be beneficial
to use these specialist consultants?
Task Outcome: Satisfactory 
Not
Satisfacto
ry 

12. Assessment Task 4: Manage selection
process
Task summary
This assessment task requires you, in the role of the Human Resources Manager, to
manage the selection process as set out in the company’s Recruitment, Selection and
Induction Policy and Procedures.
This task will be completed in the simulated work environment at your Alpha Institute.
Required
 Computer and Microsoft Office
 Access to the internet including to research National Employment Standards so as to advise of
employment terms and conditions:
https://www.fairwork.gov.au/employee-entitlements/national-employment-standards
 Telephone (mobile or fixed line)
 Selection Approval Policy
 Selection Report
 Letter of Offer Template
Timing
Your assessor will advise you of the due date of these submissions.
Submit
Email to your assessor indicating that applications have been received
Email to your assessor with your confirmed selection report attached
Email to your assessor with your Letter of Offer/Employment Contract and rejection letter attached.
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must
satisfactorily address all of the assessment criteria. If part of this task is not
satisfactorily completed, you will be asked to complete further assessment to
demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will
indicate if you have satisfactorily addressed the requirements of each part of this task.
If any parts of the task are not satisfactorily completed, the assessor will explain why,
and provide you written feedback along with guidance on what you must undertake to
demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at
a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you
have been dealt with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do
not understand any part of this task or if you have any learning issues or needs that
may hinder you when attempting any part of the assessment.

13. Assessment Task 4 Instructions
Carefully read the following:
Grow Management Consultants have the following procedure for staff selection:
1. Human Resources department receives applications from candidates.
2. Human Resources department advises relevant line manager that applications
have been received and provides copies to line manager.
3. Human resources department reminds line manager of selection procedures to
be followed.
4. Line manager shortlists candidates and then meets with Human Resources
department to discuss and confirm.
5. Human resources department contacts shortlisted candidates to arrange
interview.
6. Line managers conduct interviews. Human resources department will only be
included in the selection plan for senior management appointments.
7. Human resources reviews selection panel report and endorses decision or
otherwise.
8. Successful candidate approached with letter of offer.
9. Unsuccessful candidates informed.
The Human Resources department has received a number of applications for the
position of Accounts Officer, and you need to manage the selection process to ensure
that the above selection procedures are followed.
Complete the following activities:
1. Send an email to the Principal Consultant
The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.
Your email should indicate that applications have been received and that the files are available
for the Principal Consultant to review. In your email, you should use the opportunity to remind the
Principal Consultants of the selection process.
You should provide a brief overview of the selection procedures in your own words as set out in
the information above.

33. Develop a script for contacting shortlisted candidates to arrange an interview
Review the selection procedures above and arrange interviews via telephone with the successful
candidates.
The proposed interview date is 6 October, and interview times are 10am, 11am, 2pm and 3pm.
Each interview is expected to take 1 hour and candidates will be asked set questions which they
must reply to. The location of the interview will be at Head Office, Level 1, 10 Martin Street,
Newcastle. There will be two interviewers, yourself as the Human Resources Manager and the
Principal Consultant.
Develop a suitable script for your roleplay telephone call, including introducing yourself, your
position and the company, advising that the candidate has been successful in obtaining an
interview and giving them the date and time as well as advising them about the interview
process. Give the candidate the opportunity to indicate their preferred time.
When you have developed your script, practice it for use during the roleplay with your assessor.
Human resource manager
XYZ limited
Interview Location:- Head Office, Level 1, 10 Martin Street, Newcastle,
Date:- 4/11/2019
Robert
CDE street, Australia
code:- 33734
Dear Robert
You have been short-listed for the final interview round for Accounts Officer position. You are
requested to reach the given location on 06/10/2019 with all your respected documents and CV. The
interview will take approx 1 hour and timing is as following:-
First shift:- 10 AM
Second shift:- 11 AM
Third Shift:- 2 PM
Fourth Shift:- 3 PM
Best Regards,
Human resource manager
XYZ limited

34. Role play contacting shortlisted candidates to arrange an interview.
You are required to complete the roleplay at the time and date advised by your assessor.
During the roleplay, you will need to demonstrate effective communication skills, including
speaking clearly and concisely, responding to questions and active listening.
The roleplay will be conducted over the phone with your assessor playing the role of the
candidate.
35. Complete the selection report
Assume that the interviews have been conducted. 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 preferred candidate for the role of
the Accounts Officer.
When you have read the Selection Report and the Selection Approval Policy, make a decision as
to whether you should endorse the selection panel’s decision or not.
Complete the highlighted sections of the Selection Report to show your decision.
Selection Report
Selection report for the job role of Accounts officer in 2018-2019
Selection panel composed of Human resource manger, Senior accounts' manager and Senior
project manager
Applications:-
The panel received 6 applicants from 10 applicants.
Deliberations:-
During this process of selection, the candidates were reviewed very carefully and their previous
work experienced was taken into the consideration. Their strengths and weaknesses were analysed
and also their respective motivation and vision. The Financial terms and different aspects were
asked in order to understand their clarity with respect to various topics.
Selected Head organisers
After analysing and discussing with the selection panel, approval was given to select the candidate.
36. Send an email to the Principal Consultant (your assessor)

The text of the email should be in grammatically correct English and written in a professional
style.
It must provide a summary statement to say whether you are endorsing or not endorsing the
Panel’s decision.

37. Develop a letter of offer for the selected candidate.
This letter will be for the new appointment so as to advise of salary and terms and conditions of
appointment.
Use the Letter of Offer Guidelines to guide your work.
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.
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.
Human resource manager
XYZ limited
Head Office, Level 1, 10 Martin Street, Newcastle,
Date:- 30/11/2019
Dear Robert,
You have been short-listed for the position of Accounts Officer. We feel that your skills and
background match with the job profile. We look forward to welcome you as new employee at
XYZ limited.
Sincerely,
Human resource manager
38. Develop a standard letter to be sent out to all unsuccessful candidates.
Your letter to unsuccessful candidates must be clear and concise, and you will be assessed on
this.
Human resource manager
XYZ limited
Head Office, Level 1, 10 Martin Street, Newcastle,
Date:-30/11/2019
Dear Candiate,
You performed well in the interview but as vacancy was for only one candidate so, you have not
been short-listed for the position of Accounts Officer. Better luck next time.

Sincerely,
Human resource manager
39. Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English, written in an appropriate (polite,
business-like) style.
It should introduce and summarise the contents of the attachments.
Attach your Letter of Offer/Employment Contract and your rejection letter to the email.
Send this email immediately following your confirmation of the selection report so as to
demonstrate that you have attended to this matter promptly.

14. Assessment Task 4 Checklist
Did the student:
Completed
successfully
Co
mm
ent
s
Yes No
Demonstrate the ability to follow selection procedures
by verbally advising shortlisted candidates of interview
details and processes?
Demonstrate effective communication skills when
informing candidates of the interview details including:
 Speaking clearly and concisely
 Responding to questions
 Active listening techniques to confirm and
clarify information?
Demonstrate the ability to follow selection procedures
covering reviewing and completing the selection
report?
Demonstrate the ability to follow selection process
covering the letter of offer?
Demonstrate the ability to follow selection process
covering communication with unsuccessful
candidates?
Demonstrate clear writing skills?
Task Outcome: Satisfactory 
No
t
Sa
tisf
act
ory


15. Assessment Task 5: Induction project
Task summary
This assessment task requires you, in the role of the Human Resources Manager, to
manage the induction process.
This will include developing an induction checklist and providing training for the
Principal Consultant on the use of the checklist and induction processes to be followed.
You will also be expected to provide feedback to the new Accounts Officer as part of
the probationary process, then update the induction processes and check that
induction processes are followed across the organisation.
This task will be completed in the simulated work environment at your Alpha Institute.
Required
 Computer and Microsoft Office
 Access to the internet
 Fair Work Australia Induction Checklist
 Recruitment, Selection and Induction Policy and Procedures
 Induction Data Report
 Meeting space
 Roleplay participant (your assessor)
 Printer
Timing
Your assessor will advise you of the due date of these submissions.
Submit
Email to your assessor with your draft induction checklist attached
Email to your assessor with your updated induction checklist attached
Email to your assessor with your recommendations for improving the induction process
Email to your assessor with your updated Recruitment, Selection and Induction Policy and
Procedures attached
Email to your assessor describing induction timelines that have not been met.
Assessment criteria
For your performance to be deemed satisfactory in this assessment task, you must
satisfactorily address all of the assessment criteria. If part of this task is not
satisfactorily completed, you will be asked to complete further assessment to
demonstrate competence.
Re-submission opportunities
You will be provided feedback on their performance by the Assessor. The feedback will
indicate if you have satisfactorily addressed the requirements of each part of this task.

If any parts of the task are not satisfactorily completed, the assessor will explain why,
and provide you written feedback along with guidance on what you must undertake to
demonstrate satisfactory performance. Re-assessment attempt(s) will be arranged at
a later time and date.
You have the right to appeal the outcome of assessment decisions if you feel that you
have been dealt with unfairly, or have other appropriate grounds for an appeal.
You are encouraged to consult with the assessor prior to attempting this task if you do
not understand any part of this task or if you have any learning issues or needs that
may hinder you when attempting any part of the assessment.

16. Assessment Task 5 Instructions
Carefully read the following:
It is two weeks later and Maggie, the new Accounts Officer, will be commencing her
employment the following week.
Assume that you have decided to implement an induction checklist to be used by all
staff as part of the induction process to ensure that the induction process is
comprehensive and systematic.
Following the development of the checklist, you are required to provide training to the
Principal Consultant on the use of the checklist, as he will be inducting Maggie the
following week.
Complete the following tasks:
1. Develop an induction checklist
Research and develop an induction checklist that could be used by Grow Consultants to support
the induction process for any new staff member.
The induction checklist should be between one and two pages
Your checklist should cover the following:
Explanation of purpose of new induction checklist.
Overview of the induction process as per the recruitment, selection and induction policy and
procedure
Purpose
Outline of each of the checklist items and clearly explain requirements.
Induction requirements
Duration (how long it should take to fill the checklist out.
It should also include brief guidance to managers about completing the checklist.
Use the Fair Work Australia Induction Checklist to assist you in developing your checklist.
INDUCTION CHECKLIST
Purpose of new induction checklist:- It gives new employees a great start and helps in building
good reputation of the organisation by complying different policies so that new employees feel
valued and made their right choices.
Overview of the induction process:- This is a supportive method that helps in introducing new
employees to the respective organisation. It includes introduction to their respective role and
duties.
Outline of each of the check-list items:-
 Business structure

 Key people and their roles
 Employment conditions
 Pay and taxation policies
 Union membership
 Health and safety administration
Induction requirements:- It avoids duplication of information and ensure timely coverage of
induction process.
40. Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a professional,
business-like style.
It should introduce and summarise the contents of the attachment, and ask for a meeting to
discuss it.
Attach your draft induction checklist to the email.
41. Train the Principal Consultant in the use of the induction checklist at a short meeting.
The Principal Consultant is just about to provide Maggie’s induction, so you will explain the use
of the induction checklist to the Principal Consultant (your assessor) first.
During the short meeting (about 15 minutes), you are to provide an overview of the induction
process as set out in the recruitment, selection and induction policy and procedure. You should
also indicate that you are able to provide ongoing support regarding the induction process and at
least one way in which you will provide this.
Your assessor will advise you of the date of the meeting.
You should bring a printed copy of the induction checklist to the meeting to provide to the
Principal Consultant, as well as a copy for yourself.
During the meeting, you will be required to demonstrate effective communication skills, including
speaking clearly and responding to questions as required.
INDUCTION CHECKLIST
Purpose of new induction checklist:- This checklist is created for new employees a great so that
they have a good start and helps in building good reputation of Maggie as its makes the employees
feel valued in the organisation.
Overview of the induction process:- For new employees of Maggie it is a supportive method and
the company to introduce new employees. It includes introduction to their respective role and
duties.
Outline of each of the check-list items:-
 Business structure
 Key people and their roles
 Employment conditions
 Pay and taxation policies
 Union membership

 Health and safety administration
Induction requirements:- It avoids duplication of information in Maggie and it also ensures that
induction process is conducted on time and effectively.
42. Update your induction checklist
The changes that you make should include the feedback given to you by the Principle Consultant
during the meeting.
The induction check-list need changes as there are different policies and procedures that are not
mentioned clearly. As the checklist helps the organisation to have clear goals and vision, and also
makes new employees understand about business structure and different employee conditions, there
is requirement that organisation brings clarity in it and make the organizational policies more
effective for the employees.
43. Send an email to the Principal Consultant (your assessor)
The text of the email should be in grammatically correct English and written in a professional,
business-like style.
It should introduce and summarise the contents of the attachment.
The text should also include a summary of the information discussed at the meeting.
Your email should indicate that ongoing support can be provided as required.
Attach your updated induction checklist to the email.

It is a month later and you meet with the Principal Consultant to discuss the
performance of the new Accounts Officer, Maggie’s, as she is on a 3-month probation.
The Principal Consultant indicates that while he is happy with Maggie’s performance
overall, she doesn’t seem to be as productive and motivated as he would like. He
explains that she sometimes seems to be waiting for direction instead of getting on
with things. He would like you to meet with her to discuss this.
44. Develop a script for providing feedback to a probationary employee
Develop a suitable script for your roleplay meeting with Maggie (your assessor), including the
purpose of the meeting, probationary terms and feedback to be provided.
Ensure that your script allows for Maggie to provide feedback.
Your assessor will advise you of the date and time of the meeting.
25/11/2019
Employees name:- PQR
Employees address,
Dear PQR,
Your probation period that started on 25/02/2019 is going to end on 28./11/2019
XYZ limited confirms that we have decided to terminate you and your employment will not be
beyond your probationary period.
Your sincerely,
Human resource manager,
XYZ limited
45. Meet with the probationary employee.
Meet with your assessor, roleplaying Maggie, to discuss her performance using the script that
you have developed.
During the meeting, you will need to demonstrate effective communication skills, including
speaking clearly and concisely, responding to questions and active listening.
You will need to demonstrate appropriate non-verbal communication skills to show that you are
open to Maggie’s views, as well as being empathetic.
46. Develop recommendations for improving the induction process
Assume that, based on the outcome of the meeting above, one of the improvements you decide
to make is to the induction process in terms of extending the process beyond an induction on the

first day. You have heard that an effective induction process for new employees can extend over
the probation period, so you decide to research strategies that other companies are using.
Conduct this research to inform the email you need to send below.
In order to improve the employee induction process following things have to be taken into
consideration:-
 Prepare an effective induction check-list that is helpful for the employees
 Make the employees feel valued and welcome them in way that creates good impression on
employees.
 Encourage other employees to involve the new employee in the team.
 Discuss the vision and mission of the organisation
 Encourage social interaction of new employees with other working employees.
 Follow them and ask their working experience.
47. Send an email to the Principal Consultant (your assessor)
The text of your email should outline recommendations for improving the induction process as
currently specified in the Recruitment, Selection and Induction Policy and Procedures. Give clear
examples for updating the policy, as well as a summary of the feedback received from Maggie
that has assisted in informing improvements.
Ask for approval to update the recruitment, selection and induction policy and procedures.
Your email should be in grammatically correct English and written in a professional style.

48. Update the company’s recruitment, selection and induction policy and procedures.
When you have received approval from the Principal Consultant (your assessor) for your
amendments, update the induction process in the Recruitment, Selection and Induction Policy
and Procedures you wrote for Assessment Task 2, activity 4,
Based your changes on the recommendations that you made to the Principal Consultant and the
feedback that they provided in their return email.
Recruitment Policies
There are different recruitment policies and procedures that are in to be enhanced in order to
recruit an individual. The process has been starting from analyzing the skill, knowledge, gap, job
requirement and preparing a position description etc. for recruiter some policies must be considered
while recruiting a candidate such as Anti discrimination act, there should be a proper fairness and
legal requirements.
Selection Procedures
Selection policies, procedures and actions that are to be set in selection documents. This
procedure set according to the position filled and have to be updated in following ways:-
 Take help of External agencies in order to short list the candidate but final interview have to
be scheduled by the organisation itself.
 Appoint and selecting a interviewer panel that is having knowledge and skills related to job
profile.
 Shortlisted applicant have to be interviewed in an effective manner by asking their
respective strength and weaknesses. They also have to be questioned with respect to the
general terms used in accounts in order to check their knowledge and skills.
49. Write an email to all staff (your assessor).
The text of the email should be in grammatically correct English and written in a professional,
business-like style.
It should introduce and summarise the contents of the attachment.
Attach your updated Recruitment, Selection and Induction Policy and Procedures to the email.
You have a report from human resources (Induction Data Report) that gives
information on inductions that have been conducted, and that you want to check that
they have been conducted according to the required timeframe, which is within one
week of the employee’s commencement of employment and then a further follow up
induction within one month of the employee’s induction.
50. Check that induction processes are being followed
Review the Induction Data Report and the Recruitment, Selection and Induction Policy and
Procedures.
There is at least one instance of an induction processes not being completed as required

For having faster transition with respect to new employees and make them more productive
induction process have to enhanced. It should also include different products and services that
organisation offers and also different operational methods so that new employees can easily access
the same and understand organizational work culture.
51. Send an email to the responsible staff member (your assessor)
The text of the email should be in grammatically correct English and written in a professional,
business-like style.
The text should outline the issues, restating timelines and offering further training and ongoing
support as required.
It should also It should introduce and summarise the contents of the attachment.
Attach your updated Recruitment, Selection and Induction Policy and Procedures to the email.

17. Assessment Task 5 Checklist
Did the student:
Completed successfully Com
ment
s
Yes No
Provide training and support to staff to assist
them to implement the organisation’s induction
process?
Clearly explain the induction process and
checklist and respond to questions as required?
Trial the induction checklist and update as per
feedback provided?
Provide feedback to Maggie about her
performance during the probationary period?
During the feedback session, demonstrate
effective communication skills:
 Speaking clearly and concisely
 Responding to questions
 Active listening techniques to confirm
and clarify information
 Non-verbal communication skills
Refine the induction process as based on
feedback from managers and participants?
Inform all staff of revised recruitment, selection
and induction process?
Check that induction processes are followed
across the organisation and take appropriate
action to ensure processes are being followed?
Task Outcome: Satisfactory 
Not
Sati
sfac
tory
