BSBHRM506 Manage Recruitment, Selection and Induction Processes
Added on 2022-11-10
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Module 4
Term and Year: Term 2 2019
Qualification : BSB50215 Diploma of Business
Unit Code: BSBHRM506
Unit Title: Manage recruitment, selection and induction processes
Assessment :
Task 1 Case demonstration/ observation
Task 2 Presentation of United Healthcare induction program for new recruits
Student Name:
Student ID No:
Assessor’s Name: Mr Michal Tomcik/ Mr Andrey Loburets
Student Declaration: I declare that this work has been completed by me honestly and with integrity. I understand that the Elite
Education Vocation Institute’s Student Assessment, Reassessment and Repeating Units of Competency Guidelines apply to these
assessment tasks.
Student Name:
Student Signature: Date:
Assessment submission (new) requirements
Please save this file as PDF format (include your name to the filename) before uploading onto Moodle.
Assessment deadlines penalty
It is expected that unless a simple extension, special consideration or disability services adjustment has been granted, candidates
will submit all assessments for a unit of study on the specified due date. If the assessment is completed or submitted within the
period of extension, no academic penalty will be applied to that piece of assessment.
If an extension is either not sought, not granted or is granted but work is submitted after the extended due date, the late submission
of assessment will result in a late penalty fee. For further information, please refer to the Assessment Policy.
Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve
competence when all assessment components listed under procedures and specifications of the assessment section are
Satisfactory. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYS is
eligible for re-assessment. Should the student fail to submit the assessment, a result outcome of Did Not Submit (DNS) will be
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Term and Year: Term 2 2019
Qualification : BSB50215 Diploma of Business
Unit Code: BSBHRM506
Unit Title: Manage recruitment, selection and induction processes
Assessment :
Task 1 Case demonstration/ observation
Task 2 Presentation of United Healthcare induction program for new recruits
Student Name:
Student ID No:
Assessor’s Name: Mr Michal Tomcik/ Mr Andrey Loburets
Student Declaration: I declare that this work has been completed by me honestly and with integrity. I understand that the Elite
Education Vocation Institute’s Student Assessment, Reassessment and Repeating Units of Competency Guidelines apply to these
assessment tasks.
Student Name:
Student Signature: Date:
Assessment submission (new) requirements
Please save this file as PDF format (include your name to the filename) before uploading onto Moodle.
Assessment deadlines penalty
It is expected that unless a simple extension, special consideration or disability services adjustment has been granted, candidates
will submit all assessments for a unit of study on the specified due date. If the assessment is completed or submitted within the
period of extension, no academic penalty will be applied to that piece of assessment.
If an extension is either not sought, not granted or is granted but work is submitted after the extended due date, the late submission
of assessment will result in a late penalty fee. For further information, please refer to the Assessment Policy.
Assessment/evidence gathering conditions
Each assessment component is recorded as either Satisfactory (S) or Not Yet Satisfactory (NYS). A student can only achieve
competence when all assessment components listed under procedures and specifications of the assessment section are
Satisfactory. Your trainer will give you feedback after the completion of each assessment. A student who is assessed as NYS is
eligible for re-assessment. Should the student fail to submit the assessment, a result outcome of Did Not Submit (DNS) will be
V2019.T2. 1.0
BSB50215 Diploma of Business/ BSBHRM506/ 2019/ T2/ Assessment Tool Page 1 of 25
recorded.
Principles of Assessment
Based on Clauses 1.8 – 1.12 from the Australian Standards Quality Assurance’s (ASQA) Standards for Registered Training
Organizations (RTO) 2015, the learner would be assessed based on the following principles:
Fairness - (1) the individual learner's needs are considered in the assessment process, (2) where appropriate, reasonable
adjustments are applied by the RTO to take into account the individual leaner's needs and, (3) the RTO informs the
learner about the assessment process and provides the learner with the opportunity to challenge the result of the
assessment and be reassessed if necessary.
Flexibility – assessment is flexible to the individual learner by; (1) reflecting the learner’s needs, (2) assessing competencies held
by the learner no matter how or where they have been acquired and, (3) the unit of competency and associated
assessment requirements, and the individual.
Validity – (1) requires that assessment against the unit/s of competency and the associated assessment requirements covers the
broad range of skills and knowledge, (2) assessment of knowledge and skills is integrated with their practical
application, (3) assessment to be based on evidence that demonstrates that a leaner could demonstrate these skills
and knowledge in other similar situations and, (4) judgement of competence is based on evidence of learner
performance that is aligned to the unit/s of competency and associated assessment requirements.
Reliability – evidence presented for assessment is consistently interpreted, and assessment results are comparable irrespective of
the assessor conducting the assessment
Rules of Evidence
Validity – the assessor is assured that the learner has the skills, knowledge and attributes, as described in the module or unit of
competency and associated assessment requirements.
Sufficiency – the assessor is assured that the quality, quantity and relevance of the assessment evidence enables a judgement to
be made of a learner’s competency.
Authenticity – the assessor is assured that the evidence presented for assessment is the learner’s own work. This would mean that
any form of plagiarism or copying of other’s work may not be permitted and would be deemed strictly as a ‘Not Yet
Competent’ grading.
Currency – the assessor is assured that the assessment evidence demonstrates current competency. This requires the
assessment evidence to be from the present or the very recent past.
Resources required for this Assessment
All documents must be created using Microsoft Office suites, i.e., MS Word, Excel, PowerPoint
Upon completion, ensure that you have completed your coversheet details, i.e. your name, student ID and signature. If these
details are not present, the assessment would need to be resubmitted again.
The document is then required to be converted to PDF and uploaded to the student learning management system for
assessment.
Refer the notes on eLearning to answer the tasks or any additional material will be provided by Trainer.
Instructions for Students
Please read the following instructions carefully
This assessment is to be completed according to the instructions given by your assessor.
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Principles of Assessment
Based on Clauses 1.8 – 1.12 from the Australian Standards Quality Assurance’s (ASQA) Standards for Registered Training
Organizations (RTO) 2015, the learner would be assessed based on the following principles:
Fairness - (1) the individual learner's needs are considered in the assessment process, (2) where appropriate, reasonable
adjustments are applied by the RTO to take into account the individual leaner's needs and, (3) the RTO informs the
learner about the assessment process and provides the learner with the opportunity to challenge the result of the
assessment and be reassessed if necessary.
Flexibility – assessment is flexible to the individual learner by; (1) reflecting the learner’s needs, (2) assessing competencies held
by the learner no matter how or where they have been acquired and, (3) the unit of competency and associated
assessment requirements, and the individual.
Validity – (1) requires that assessment against the unit/s of competency and the associated assessment requirements covers the
broad range of skills and knowledge, (2) assessment of knowledge and skills is integrated with their practical
application, (3) assessment to be based on evidence that demonstrates that a leaner could demonstrate these skills
and knowledge in other similar situations and, (4) judgement of competence is based on evidence of learner
performance that is aligned to the unit/s of competency and associated assessment requirements.
Reliability – evidence presented for assessment is consistently interpreted, and assessment results are comparable irrespective of
the assessor conducting the assessment
Rules of Evidence
Validity – the assessor is assured that the learner has the skills, knowledge and attributes, as described in the module or unit of
competency and associated assessment requirements.
Sufficiency – the assessor is assured that the quality, quantity and relevance of the assessment evidence enables a judgement to
be made of a learner’s competency.
Authenticity – the assessor is assured that the evidence presented for assessment is the learner’s own work. This would mean that
any form of plagiarism or copying of other’s work may not be permitted and would be deemed strictly as a ‘Not Yet
Competent’ grading.
Currency – the assessor is assured that the assessment evidence demonstrates current competency. This requires the
assessment evidence to be from the present or the very recent past.
Resources required for this Assessment
All documents must be created using Microsoft Office suites, i.e., MS Word, Excel, PowerPoint
Upon completion, ensure that you have completed your coversheet details, i.e. your name, student ID and signature. If these
details are not present, the assessment would need to be resubmitted again.
The document is then required to be converted to PDF and uploaded to the student learning management system for
assessment.
Refer the notes on eLearning to answer the tasks or any additional material will be provided by Trainer.
Instructions for Students
Please read the following instructions carefully
This assessment is to be completed according to the instructions given by your assessor.
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Students are allowed to take this assessment home.
Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided
with feedback on your work within two weeks of the assessment due date.
Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will
be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
Please refer to the College re-assessment and re-enrolment policy for more information.
Procedures and Specifications of the Assessment
Task 1
You must demonstrate your ability to analyse the policy and procedures of existing recruitment and selection processes for an
organisation and to identify and apply the relevant legislation underpinning these recruitment and selection processes.
United Healthcare is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and
NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to
employ 500 workers in three stages.
You will need to obtain support and approval for the proposed company's human resources policies and procedures for human
resources practices through a demonstration/ observation checklist activity.
You also are to conduct a meeting on the company's recruitment and selection procedures (building on your answers to Q1-4)
through a demonstration/ observation checklist activity.
Please use the supplementary case materials, i.e. 2000 United Healthcare recruitment guidelines and the 2010 United Healthcare
recruitment and selection policy.
Task 2
You must demonstrate your ability to provide training to persons who are engaged in staff induction and deliver a 10-minute staff
induction session in a PowerPoint format. Upon completion, obtain feedback and approval from HR Director (your trainer will
undertake this role) to note if there is a need to make any amendments to your presentation.
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Feedback on each task will be provided to enable you to determine how your work could be improved. You will be provided
with feedback on your work within two weeks of the assessment due date.
Should you not answer the questions correctly, you will be given feedback on the results and your gaps in knowledge. You will
be given another opportunity to demonstrate your knowledge and skills to be deemed competent for this unit of competency.
If you are not sure about any aspect of this assessment, please ask for clarification from your assessor.
Please refer to the College re-assessment and re-enrolment policy for more information.
Procedures and Specifications of the Assessment
Task 1
You must demonstrate your ability to analyse the policy and procedures of existing recruitment and selection processes for an
organisation and to identify and apply the relevant legislation underpinning these recruitment and selection processes.
United Healthcare is a healthcare provider and currently employs 1,500 Healthcare professionals with two sites in Victoria and
NSW. They recently developed a new strategic plan that involves opening another office in Hobart. Part of their HR plan is to
employ 500 workers in three stages.
You will need to obtain support and approval for the proposed company's human resources policies and procedures for human
resources practices through a demonstration/ observation checklist activity.
You also are to conduct a meeting on the company's recruitment and selection procedures (building on your answers to Q1-4)
through a demonstration/ observation checklist activity.
Please use the supplementary case materials, i.e. 2000 United Healthcare recruitment guidelines and the 2010 United Healthcare
recruitment and selection policy.
Task 2
You must demonstrate your ability to provide training to persons who are engaged in staff induction and deliver a 10-minute staff
induction session in a PowerPoint format. Upon completion, obtain feedback and approval from HR Director (your trainer will
undertake this role) to note if there is a need to make any amendments to your presentation.
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Assessment Task 1
Using the Recruitment and Selection Policy and Guidelines Report, you are to obtain support and approval for the
proposed company's human resources policies and procedures for human resources practices through a
demonstration/ observation checklist activity on:
1. Identify the company’s vision
2. Evaluate key areas of the Company’s 2000 Guidelines and discuss how you would further develop on the
Company's recruitment, selection and, induction policies and, procedures. Provide an Executive Summary
of what this report is all about
3. Review options for technology to improve efficiency and effectiveness of recruitment and selection process
What are the considerations for using an external specialist such as a recruitment agency to assist in the
recruitment and selection process
4. Develop a standardized Selection Procedures document for use to be proposed for maintaining quality and
controlling organizational practice
Demonstration/observation checklist
Candidate’s name
Assessor’s name Mr Michal Tomcik/ Mr Andrey Loburets
Work activity Obtain support and approval for proposed company’s human resources policies and
procedures for human resources practices
Date
1. Identify the company’s
vision
The company aims at attaining number one position in health care in Australia
The firm also aims at seeking competent employees of about 1400
The health care united recruitment is well-known company in which employees are
appointed based upon professional health care.
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Using the Recruitment and Selection Policy and Guidelines Report, you are to obtain support and approval for the
proposed company's human resources policies and procedures for human resources practices through a
demonstration/ observation checklist activity on:
1. Identify the company’s vision
2. Evaluate key areas of the Company’s 2000 Guidelines and discuss how you would further develop on the
Company's recruitment, selection and, induction policies and, procedures. Provide an Executive Summary
of what this report is all about
3. Review options for technology to improve efficiency and effectiveness of recruitment and selection process
What are the considerations for using an external specialist such as a recruitment agency to assist in the
recruitment and selection process
4. Develop a standardized Selection Procedures document for use to be proposed for maintaining quality and
controlling organizational practice
Demonstration/observation checklist
Candidate’s name
Assessor’s name Mr Michal Tomcik/ Mr Andrey Loburets
Work activity Obtain support and approval for proposed company’s human resources policies and
procedures for human resources practices
Date
1. Identify the company’s
vision
The company aims at attaining number one position in health care in Australia
The firm also aims at seeking competent employees of about 1400
The health care united recruitment is well-known company in which employees are
appointed based upon professional health care.
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2. Evaluate key areas of the Company’s 2000 Guidelines and discuss how you would further develop on the
Company’s recruitment, selection and, induction policies and, procedures.
2.1 Vacant position
The vacant position is determined by the manager of the company according to the 2010
policy; the policy creates huge demand for the recruitment procedure. The analysis is done
by overviewing the number of jobs and number of employee's presence in the organization
for that particular job.
2.2 Position description
The position description is basically a document in which all the details are mentioned for a
position in the organization. The description helps the candidates to understand the job
roles and responsibilities of the organization. This helps in effective recruitment and
selection process in the organization.
2.3 Advertisement
Advertisements help the company to grab the attention of job seekers and helps the
candidates to know about the vacant jobs in an organization. The advertisement can be
done in the form of social media, websites and newsletters.
2.4 Short-list applicants
The short-list is assessed by the recruiter after the candidates apply for the job. The short-
list is done on the basis of skills, qualification, and experience. The short-list step is
enlisted for the candidates who are eligible for a particular post in the organization.
2.5 Interview preparation
The interviewer is provided with the proper outlet of interview preparation for the
candidate. The interviewer prepares the interview, which is based upon the merits and
certain factors of the applicants.
2.6 Interview applicants
The candidates who all are selected for the interview for a particular position are referred
to as interview applicants. The selection of the interviewee is based upon certain criteria
the company intends from the candidate.
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Company’s recruitment, selection and, induction policies and, procedures.
2.1 Vacant position
The vacant position is determined by the manager of the company according to the 2010
policy; the policy creates huge demand for the recruitment procedure. The analysis is done
by overviewing the number of jobs and number of employee's presence in the organization
for that particular job.
2.2 Position description
The position description is basically a document in which all the details are mentioned for a
position in the organization. The description helps the candidates to understand the job
roles and responsibilities of the organization. This helps in effective recruitment and
selection process in the organization.
2.3 Advertisement
Advertisements help the company to grab the attention of job seekers and helps the
candidates to know about the vacant jobs in an organization. The advertisement can be
done in the form of social media, websites and newsletters.
2.4 Short-list applicants
The short-list is assessed by the recruiter after the candidates apply for the job. The short-
list is done on the basis of skills, qualification, and experience. The short-list step is
enlisted for the candidates who are eligible for a particular post in the organization.
2.5 Interview preparation
The interviewer is provided with the proper outlet of interview preparation for the
candidate. The interviewer prepares the interview, which is based upon the merits and
certain factors of the applicants.
2.6 Interview applicants
The candidates who all are selected for the interview for a particular position are referred
to as interview applicants. The selection of the interviewee is based upon certain criteria
the company intends from the candidate.
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2.7 Reference checks
The selection of a candidate can also be determined by reference checks that are from an
internal source or external agent. This helps the company to get a competent and skilled
candidate for a particular job.
2.8 Job offer
This is generally the last step a company assess; the job offer is given to the selected
candidate for a job. The job offer mentions the selection news of the candidate and the
joining details of the candidate.
2.9
Employment contract
Appointment
details
The appointment letter given to the selected candidate contains the appointment details
who will be employed in the organization.
Remuneration
details
The remuneration details are mentioned in the offer letter itself; the remuneration details
include basic pay, incentives and about bonus as well.
Terms and
conditions
The terms and conditions are the responsibilities and benefits of a job which is agreed
upon by both the employee and the employer at the time of hiring. The term and conditions
usually incorporate working hours, dress code, vacation, sick days, basic salary and
responsibilities.
To be issued
promptly
An employment contract is to be issued immediately after the employee accepts the offer
by understanding the main terms and conditions of the employment.
2.9
Feedback to
unsuccessful
applicants
Giving feedback to unsuccessful candidates for reducing the chance of getting any
accused and for appreciating the candidates not to be demotivated.
3. Review options for technology to improve efficiency and effectiveness of the recruitment and selection process
3.1 Select one Seek.com.au LinkedIn Jora.com.au
3.2
Justify which
option would be
best used
The efficiency and effectiveness of recruitment and selection are best in LinkedIn because the
recruiters are more professional and create positivity with more business connections through
the online resume.
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The selection of a candidate can also be determined by reference checks that are from an
internal source or external agent. This helps the company to get a competent and skilled
candidate for a particular job.
2.8 Job offer
This is generally the last step a company assess; the job offer is given to the selected
candidate for a job. The job offer mentions the selection news of the candidate and the
joining details of the candidate.
2.9
Employment contract
Appointment
details
The appointment letter given to the selected candidate contains the appointment details
who will be employed in the organization.
Remuneration
details
The remuneration details are mentioned in the offer letter itself; the remuneration details
include basic pay, incentives and about bonus as well.
Terms and
conditions
The terms and conditions are the responsibilities and benefits of a job which is agreed
upon by both the employee and the employer at the time of hiring. The term and conditions
usually incorporate working hours, dress code, vacation, sick days, basic salary and
responsibilities.
To be issued
promptly
An employment contract is to be issued immediately after the employee accepts the offer
by understanding the main terms and conditions of the employment.
2.9
Feedback to
unsuccessful
applicants
Giving feedback to unsuccessful candidates for reducing the chance of getting any
accused and for appreciating the candidates not to be demotivated.
3. Review options for technology to improve efficiency and effectiveness of the recruitment and selection process
3.1 Select one Seek.com.au LinkedIn Jora.com.au
3.2
Justify which
option would be
best used
The efficiency and effectiveness of recruitment and selection are best in LinkedIn because the
recruiters are more professional and create positivity with more business connections through
the online resume.
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