BSBHRM506 Manage Recruitment Selection and Induction ...

Assessment Tasks
BSBHRM506
Manage recruitment, selection and induction processes

Assessment Information
The following outlines the requirements of your final assessment for BSBHRM506 Manage recruitment,
selection and induction processes. You are required to complete all tasks to demonstrate competency in this
unit.
This unit is assessed through the following:
Assessment Plan
Assessment Requirements Overview Due date
1. Written questions Students must correctly answer all questions.
2. Human resources needs
project
Students must analyse company documentation, develop
a briefing report and then develop recruitment, selection
and induction policy and procedure, as well as supporting
documents.
Students will discuss and trial all documents at a meeting
with the Principal Consultant.
3. Recruitment and
selection project
Students must develop a job advertisement and identify
and report on recruitment consultants
4. Manage selection
process
Students must participate in a role-play to advice
candidates of interviews and complete a selection report
and advise applicants of the outcome of the selection
process.
5. Induction project Students 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
All assessments will ensure that the principles of assessment and rules of evidence are adhered to. The
principles of assessment are that assessment must be valid, fair, reliable and consistent. The rules of
evidence state that evidence must be sufficient, valid, current and authentic.
If reassessment is required, you will be given the chance to resubmit the assessment task. You will have up
to three opportunities to resubmit each assessment task. If, after the third attempt, the assessment is still not
satisfactory your trainer/assessor will make alternative arrangements for assessment.
BSBHRM506 Manage recruitment, selection and induction processes v1.1 January 2017
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ASSESSMENT COVER SHEET
This form is to be completed by the assessor and used as a final record of student competency.
All student submissions including any associated checklists (outlined below) are to be attached to this cover sheet
before placing on the students file.
Student results are not to be entered onto the Student Database unless all relevant paperwork is completed and
attached to this form.
Student Name:
Student ID No:
Final Completion Date:
Unit Code: BSBHRM506 Manage recruitment, selection and induction processes
Please attach the following documentation to this form
Result
S = Satisfactory
NS = Not Satisfactory
NA = Not Assessed
Assessment 1  Written Activities S | NS | NA
Assessment 2  Project S | NS | NA
Assessment 3  Project S | NS | NA
Assessment 4  Project / Observation S | NS | NA
Assessment 5  Project S | NS | NA
Final Assessment Result for this unit C / NYC
Student Feedback:
_____________________________________________________________________________________
_____________________________________________________________________________________
Student Declaration: I declare that I have been assessed in this unit,
and I have been advised of my result. I also am aware of my appeal rights.
Name: ____________________________
Signature: ____________________________
Date: ____/_____/_____
Assessor Declaration: I declare that I have conducted a fair, valid,
reliable and flexible assessment with this student, and I have provided
appropriate feedback
Name: ____________________________
Signature: ____________________________
Date: ____/_____/_____
Administrative use only
Entered onto Student Management Database  ________________
Date Initials
BSBHRM506 Manage recruitment, selection and induction processes v1.1 January 2017
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Assessment Task 1: Written Questions
Task summary
 This is an open book test; Students need to answer all of the written questions correctly.
 Answers should be provided on a separate sheet of paper with the assessment task
number clearly indicated. Answers must be word-processed.
What do students need to complete this assessment?
 Computer and Microsoft Office  Access to the internet
What do students have to submit?
 Answers to all questions (typed).
Instructions to students
1. Explain the purpose of a modern award, as well as to whom it applies.
Modern awards are designed for workers that are covered by the National
Workplace Relations System. The awards can be occupation or industry-
based.
Modern awards also apply to workers and employers who are covered by the
same award.
2. Explain the purpose of a registered agreement.
A registered agreement as a document between employees and the employer, describes the conditions
(terms) of employment.
3. Outline the 10 minimum workplace entitlements for a permanent employee of an organisation
outlined in the National Employment standards.
- Maximum weekly hours
- Request for flexible working arrangements
- Parental leave
- Compassionate and personal care leaves
- Annual leave
- Community service leave
- Long service leave
- Public holidays
- Redundancy pay and termination notice
- Fair work information statement
4. How long employees’ records must be kept for according to the Fair Work Act 2009?
Fair Work Act 2009 states that employers need to keep employee records for seven (7) years.
5. Outline the information must be kept for each employee according to the Act above and the Fair
Work Regulations 2009? List at least four examples.
- Employee’s name
- Employee’s commencement date
- Basis of the worker’s employment
- Employee payment records
-
6. 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?
According to Fair Work Act 2009, payslip obligation entails:
- Issuance of payslips within one working day of pay day regardless of the employer being on leave
or not.
- Issuance of payslip in electronic or hard copy
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The information to be included is:
a) Name of employer
b) ABN of employer
c) Name of employee
d) Payment date
e) Payment period
f) Net and gross payment amount
7. How much notice must be provided to an employee who is to be dismissed?
For workers who have been on operation for over 13weeks should be given a one week dismissal notice.
8. Who is and who is not covered by unfair dismissal laws?
- Workers dismissed for taking part in industrial actions that are unofficial
- Those who are employed in the police service
- Armed forces members
9. Explain the concept of human resources outsourcing.
- It is also referred to as HRO and is the process of sub-contracting the functions of human resources
to external suppliers.
10. Discuss two advantages of outsourcing HR functions. You should discuss each advantage in
around a paragraph.
a) Risk Management
Firms associated with HRO help other organizations minimize associated risks. Since labour and
employment laws change a lot, employers find it difficult to keep themselves updated on the same
regulations. HR professionals would thus; help the organizations stay abreast on state and federal employee
laws. Such professionals would also help the organization comply with the laws so that they avoid expensive
lawsuits.
b) Saving costs
HRO is also associated with maintenance costs relating to office expenses. A HR department that is fully
functional need additional office space. The department also needs HR staff that is highly experienced and
well trained. As a result of such, outsourcing the HR functions is a cheaper alternative.
11. Outline five methods of recruiting staff.
- Internal sourcing
- External sourcing
- Third-party sourcing
- Interviewing
- Selecting available candidates
12. Explain the purpose of an assessment centre?
This is a place used to assess a small group of individuals at the same time.
13. Outline three advantages of using an assessment centre to determine a candidate’s suitability for a
position.
- Improved assessment accuracy
- Facilitate assessment of existing performance
- Predict future job performance
14. Outline the purpose of an employment contract?
- It is to ensure that the employee and the employer understand what is expected during the
employment term. The same document would be used to eliminate eminent disputes likely to arise
from such contracts.
15. Discuss the functions and scope of industrial relations.
- This is a multidisciplinary field involving employment relationship. It is also referred to as
employment relations because of non-industrial employment relationships.
16. Explain why is important to advise potential employees of the terms and conditions of employment
during the recruitment process?
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- To note the recruits on the rules and regulations of the organization before embarking on beginning
their contracts and also to inform on the rights and risks associated with the job. It is also to inform
on their responsibilities.
17. Discuss the purpose of a psychometric test.
- This test is used to measure behavioural styles and mental capacity of an individual. They are also
tasked with showing an individual’s suitability for a given role based on the required personal
characteristics
18. Discuss the purpose of a skills test.
- This is a way of getting an objective measure on the ability of the candidate being tested. There are
two characteristics associated with properly validated tests. Such include accurate measurement of
skills and being job-related.
19. How can psychometric and skills test assist with recruitment?
- By ensuring accurate measurement of skills and knowledge of the recruites
- By acknowledging if a recruit is well suited for a job.
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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 discuss these documents at a meeting with the Principal Consultant (your assessor) in order to
trial the documents and make the required amendments.
What do students need to complete this assessment?
Computer and Microsoft Office
Access to the internet for research
Grow Management Consultant Strategic Plan
Staff Conduct Policy
Employment Contract Template
Meeting space
What do students have to submit?
Human resources requirements briefing report
Recruitment, selection and induction policy and
procedure
Position description template
Interview Guidelines
Email correspondence with assessor
Instructions to student
BSBHRM506 Manage recruitment, selection and induction processes v1.1 January 2017
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Grow Management Consultants is a small management consultancy business specializing 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
function. 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 Strategic Plan, which
includes objectives for staffing.
As part of the formalisation of the human resources function, in role of the Human Resources Manager, you have
been asked as a first step to develop an appropriate recruitment, selection and induction policy and procedure, as
well as supporting documents including a request for position form and a sample position description template that
can be used to document all new positions.

Complete the following activities:
1. Analyse company information and conduct research
Prior to developing the human resources briefing report, review the information provided to you, including
the Strategic Plan, Employment Contract template and the Staff Code of Conduct Policy.
Analyse the information included in these documents to identify objectives for human resources, existing
human resources policies/practices and recruitment needs. Identify any gaps in existing human resources
documentation. Make notes for use in your briefing report.
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 procedure,
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 as
outlined below.
2. Develop Human Resources requirements briefing report
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 organization 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.
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.
When you have completed your briefing report, send it to the Principal Consultant (your assessor) via 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.
Human Resource Briefing Report
Student’s Name
Course
Date of Submission
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