Recruit, Select and Induct Staff for White Eagle Stadium - SITXHRM004

This assessment requires completing recruitment processes for three types of positions Casual, Contract or Temporary in order to recruit, select and induct staff in a workplace. Read the scenario information provided regarding White Eagle Stadium and complete Assessment Tasks 1, 2, 3 and 4. The assessment covers the following Performance Criteria PC’s Covered: 1.1 – 1.9, 2.1 – 2.4.8, 3, 4.1 – 4.5, 5.1 – 5.6, 6.1 – 6.2.7, 7.1 – 7.12

STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
ASSESSMENT TASK 1
Assessment Details
Qualification
code SIT50416 Qualification
Name Diploma of Hospitality Management
Unit Code SITXHRM004 Unit Name Recruit, Select and Induct Staff
Assessment
Type Project Term 2/2018 Due
Date 20/5/18
Trainer / Assessor’s Details
Full Name: Date of
Submission
Student Details
Student Name Student ID
Instructions to the Candidates
Pre Requirement for this task.
Student must review
• Lesson materials provided in class
• Examples used in lessons.
Instructions to Students:
• Please complete assessment task within the time frame given
• You must attempt all the requirements that are addressed within this assessment task.
• Copying or any kind of cheating is absolutely not permitted, if someone is found cheating or copying, will be
debarred from the assessment and a disciplinary proceeding would begin.
• This assessment covers the following Performance Criteria
PC’s Covered: 1.1 – 1.9, 2.1 – 2.4.8, 3, 4.1 – 4.5, 5.1 – 5.6, 6.1 – 6.2.7, 7.1 – 7.12
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
ASSESSMENT DESCRIPTION
This assessment requires you to complete recruitment processes for three types of positions -
Casual, Contract or Temporary in order to recruit, select and induct staff in a workplace.
You are required to do the following.
• Read the scenario information provided regarding White Eagle Stadium
• Look at the Staff Recruitment Policy
• Complete Assessment Tasks 1, 2, 3 and 4
• You must complete recruitment processes for three types of position:
- Casual, Contract or Temporary
- Full time or Permanent Part-time
- Volunteer
• In the question and answer fields provided determine the recruitment needs of White Eagle
Stadium..
• Add the positions and calculate the number of people required for each type of position.
• Determine mode of employment (casual, part- or full-time, contract, etc.) and length of tenure if
a temporary contract.
• Where applicable, determine pay rates by consulting appropriate industry awards or
organisational enterprise agreement – Go to the Fair Work Ombudsman website and download
a copy of the Hospitality Industry (General) Award 2010.
• Where applicable, determine salary in consultation with appropriate personnel.
• Answer all the short questions and questions based on the organisation’s recruitment needs
and recruitment policy, the relevant industry award.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
SCENARIO: WHITE EAGLE STADIUM
You are about to recruit staff for positions in a large sporting complex, White Eagle Stadium. The
complex hosts national sporting events most weekends throughout the year, and one-off events
such as international sporting events, concerts and festivals.
The venue has fast-food outlets scattered around the main and upper concourse, a number of bars
and two sit-down restaurant-style dining areas.
All catering staff must be available for shifts on Thursday, Friday, Saturday and Sunday as these
are the busiest periods for the stadium. Shifts vary throughout the day depending on the start and
finish times of events. Most sporting events are scheduled during the afternoon or evening with
one-off events often held in the evening.
It is six weeks before the start of the winter sports season. The venue employs the majority of their
staff for the rest of the year at this time. You have one month to complete the recruitment process
as the induction program is scheduled to start two weeks before the first match.
CATERING ATTENDANTS
Employment records show the venue’s staffing levels for catering attendants (CA) in the fast-food
outlets during the same period last year and for the current year.
Catering Staff Last Year’s Level Current Level
Casual Cas 120 60
Permanent Part-time Cas 40 25
Permanent Full-time Cas 10 7
Casual Concourse Outlet Supervisors 35 20
Full-time Concourse Outlet Supervisors 15 14
Due to the opening of several new fast food service areas, management anticipate a 10% increase
from the previous year’s staffing levels for all positions except full-time concourse supervisors.
Catering attendants at this venue are employed under the Hospitality Industry Award 2010 as Level
2, grade 2 food and beverage attendants. Supervisors are Level 5 food and beverage supervisors.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
FOOD AND BEVERAGE STOREPERSON
Employment records show the venue’s staffing levels for food and beverage storeperson (FBS) in
the facilities management department during the same period last year and for the current year.
F&B Storeperson Staff Last Year’s Level Current Level
Casual FBSs 8 3
Fulltime FBSs 10 10
Full-time FBS Supervisors 3 3
Refrigeration Maintenance (Contract) 2 1
Management anticipate a 10% increase in casual FBS positions from the previous year’s staffing
levels due to extra catering facilities opening and forecasted increase in demand for food and
beverage supplies.
A food and beverage storeperson at this venue is employed under the Hospitality Industry Award
2010 as Level 3, grade 2 storeperson. Refrigeration mechanics are on a part-time contract for 30
hours per week at a flat $30 per hour, 7 days per week.
The majority of staff in this area are required in the days leading up to events when deliveries of
stock are received, processed, stored and transferred to catering and other departments, and on
the day of an event.
CUSTOMER SERVICE VOLUNTEERS
Each year White Eagle Stadium recruits new volunteers for the following positions.
Customer Information Officers
Customer Mobility Officers
Customer Information Officers perform the following duties:
• Supervision and guiding of tour groups
• Assisting in visitor reception areas
• Providing information, directions and other services on event days
• Providing information on the history and features of the venue to visitors
• Undertaking basic administration duties
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Customer Mobility Officers perform the following duties.
• Book venue wheelchairs and other mobility aids as requested
• Arrange transportation for special needs visitors within the venue when required
• Greet and assist visitors with mobility and other special needs
• Escort visitors with mobility or other special needs to event or seating area
• Monitor the comfort and accessibility to services of special needs visitors and their escorts
Volunteer records show numbers of volunteers in each role have been steady for some time.
Volunteers tend to stay with the organisation for many years. Positions are highly sought after when
they become available and the quality of applications is usually very high. Volunteers are not paid
but they do receive benefits such as free entry to selected events.
A minimum of two volunteers are rostered on at the venue every day with additional volunteers
allocated shifts on event days and when tour groups are booked.
Management have decided to offer only two new positions during this recruitment drive:
• One Customer Information Officer, and
• One Mobility Officer
Applicants can apply for both roles.
The events department is responsible for the management of all volunteers, with the volunteers
manager and supervisors coordinating all operational needs.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
White Eagle Stadium Food and Beverage Organisational Chart (condensed)
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
White Eagle Stadium Human Resources Organisational Chart
(condensed)
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
TASK 1: IDENTIFY RECRUITMENT NEEDS
Task 1.1: QUESTION AND ANSWER
Q1: Complete the table listing your recruitment needs.
Position Name No.
required
Mode of employment
(casual, PT, FT,
volunteer, etc.)
Anticipated base
hourly pay rate or
annual salary
Customer information officer 3 Permanent terms
29.96 Australian
dollar per hour. 8
hours a day
exclusive of over
time.
Mobility officer 1 Permanent terms
29.96 Australian
dollar per hour. 8
hours a day
exclusive of over
time.
Q2: Other than last year’s staffing levels, what are two examples of information that help you
determine recruitment needs?
1.requirement need of the organization. With increased demand of people accessing the
facilities on the weekend. The organization will need more people so us to develop and reach
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
its goals and purpose. The needs of the organization therefore require that
the organization recruits more people.
2.human resource planning. The study by the company’s human resource manager
determines that there are manpower gaps that are realised within the facility. The planning
policy therefore recommends recruitment of people as one way of solving the situation. These
might even go far to determine the qualifications during the recruitment that will fill the gap
required to be filled.
Q3: You are the concourse food manager. Who do you consult with when evaluating recruitment
needs?
Human resource manager nutrition department. Human resource manager is
involved in planning and recruiting members. They determine the gap that need to be filled.
But for this department the nutritional manager can easily recommend what kind of employee
do we need to fill the existing gap.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Q4: Who could you consult with about pay rates or salary for each position?
Accounting and finance officers. However much the human resource manager is involved in
recruiting, they dot determine pay rates for employees. Pay rates are determined by the finance
officers who calculate pay rates in relation to the work roles of the recruited individuals. Finance
officers can also be accounting officers.
Q5: What are two key factors that affect pay rates in an award?
1. Adjustment rates by the fair work commission. The employers and employees are
supposed to be aware of the required rates before taking decisions of award for their
employees or recruitment officers.
2. Wage rate. Under the new modern award wages for each classification determine the
award rates. It is therefore impossible to pay an employee lower than their respective
minimum awards.
Q6: Name two positions in the human resources or other departments who will be involved in
recruitment processes. Based on the information provided and the recruitment policy, briefly
explain their general responsibilities in the recruitment process.
Position 1. Human resource planners
Responsibilities: resource planners are the ones in charge of planning for the recruitment
program. If there will be any training programme for the recruits they take part in the planning
of the same. They also are in charge of the financial models that are involved in bringing up
the employment program.
Position 2. Human resource labour managers
Responsibilities: labour managers determine the work force required to replace the existing
gap. They are the ones therefore that come up with various minimum requirements that will
be used for selection. They therefore conduct a proper vetting to determine the one that
qualifies the most into the existing gaps.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Q7: Based on the information provided and the recruitment policy, briefly explain the general
responsibilities of managers/supervisors and the human resources department in the
recruitment process.
 Managers and Supervisors
Managers and supervisors ensure that job description is accurately determined and recorded.
So that the new primary responsibilities, qualifications and terms for each role in the group.
They set performance standards are tasks, jobs and roles of their employees. The
employees will have realistic job goals that are made known to them by their managers
and supervisors.
 Human Resources Department
Recruitment is one of the most important functions under this department. They provide the far
sightedness needed to recruit the employees. They even go further to determine the candidate who
will enormously fit in pursuing the goals of the organization.
Q8: According to the organisation’s recruitment policy, who must approval be obtained from
before commencing recruitment processes?
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Approval is received from the CEO, who is the company overall boss. He runs
the organizations therefore the whole process is dependent on his approval. The
recruiting process will therefore only commence through his approval.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Task 1.2: DEVELOP JOB DESCRIPTION
• Open SITXHRM004 Recruit, Select and Induct Staff_AT1_Templates_V2.1 and use the Job
Description template provided.
• Prepare a job description for each of the following positions.
- Concourse Outlet Supervisor – Full-time
- Food and Beverage Storeperson – Casual
- Customer Information Officer – Volunteer
• Use the internet to research relevant job roles and descriptions to assist in development of the
job description, if necessary.
TASK 1.3: DEVELOP PERSON SPECIFICATION
• Complete Task 1.3 using the same file, SITXHRM004 Recruit, Select and Induct
Staff_AT1_Templates_V2.1
• Complete the Job (person) Specification templates provided.
• Prepare a person specification for each job description prepared in Task 1.2.
• Use the internet to research relevant job roles and specifications to assist in the development
of the person specification, if necessary.
TASK 1.4: DEVELOP SELECTION CRITERIA
• Complete Task 1.4 using the same file, SITXHRM004 Recruit, Select and Induct
Staff_AT1_Templates_V2.1
• Complete the Selection Criteria templates provided.
• Use the job descriptions and person specifications developed in Tasks 1.2 and 1.3 to prepare
a list of key selection criteria for each position.
• Incorporate customer service attitudes and experiences into the selection criteria to ensure
applicants are a good fit to the position.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
TASK 2: ADMINISTER RECRUITMENT PROCESSES
Task 2.1: QUESTION AND ANSWER
Q1: What are three basic aims of equal employment opportunity legislation?
Aim 1 – The purposes of the basic condition are to give equal employment opportunities to
all without discrimination.
Aim 2 – to ensure that all organisation and companies oblige to the international labour
laws. By complying they therefore comply to all matters connected to the law with benefits
to employees.
Aim 3 – they provide a regulation basis for all employers. This provides for a neutral
ground during recruiting and therefore avoiding extremism behaviours by employees
during the recruiting process.
Q2: How does EEO legislation influence the content of a job advertisement?
The content of job advertisement should be free from any discriminative ideas. This is to protect
recruits from racial, sex, nationality and any other forms of discrimination. The
advertisement should therefore be friendly and supportive.
Q3: List three benefits and two disadvantages of sourcing candidates from within the
organisation.
Benefits
Increased morale among employees. The employees believe that there is possibility of any
of them being promoted to advanced positions in the organization.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Continuity of operations since they already know how the system
works. Taking people from other systems will require a
training program that might be costly for the organization.
Reduced paper work. the managers do not have to adjust much to fit the individual into the
system since they already exist.
Disadvantages
Stagnation. When people get used to a policy for a very long time, it’s difficult to determine the
progress of an organization if there are no external parties invited.
Lack of diversity. Someone of a different background opens our minds to the new perspective that
we had never thought of exploiting before. The organization therefore have diversity.
Q4: What are the features of an effective recruitment advertisement?
Targets the right candidates by giving the exact descriptions. Preferably at the top.
Inclusive of minimum qualifications.
Short descriptions of what the job will require from us.
Grabs the reader’s attention.
Q5: Where will you place advertisements for these positions? List the locations and briefly
explain why you think they are the most suitable options.
Outside the organizational premises. This is to attract people from different perspective into
the attentions of the advertisement.
Next to colleges. to enable receiving of fresh graduates.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Q6: In what situations is a company likely to use a recruitment agency? Briefly explain why.
When the company is hiring frequently. It is difficult to hire once a month, every month and
maintain the business of the company. One might be affected by the other. It is therefore
suitable that the company uses an agency so that they concentrate on business
opportunity.
Q7: An effective job advertisement should follow the acronym AIDA. Explain what AIDA stands
for.
Attention
Interest
Desire
Action
Q8: Why would a company choose to have candidates apply in person rather than sending in a
résumé?
Unlike resume applying in person doesn’t lock people from finding the interview. Resumes imposed
on applicants limit their capacity to exploit the company’s application format.
Q9: How do you shortlist applicants?
Making a list of essential criteria from the most desirable to the least credible. Essential criteria are
the ones that a candidate must have. Desirable criteria are the added advantages one
might have apart from the others. Therefore the shortlist criteria should follow the two
criteria in making a shortlist.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Q10: How do you advise candidates who have been unsuccessful in
progressing to the first part of the selection phase?
Through sticking to the actual feedback and keeping it real with them. These can be done through
mail. The decision can be made to explain how the hiring decision cannot be substituted
immediately.
Q11: Why is it important to advise candidates they have been unsuccessful?
So that they can get opportunities somewhere else. It also provides a platform for the candidates
self reflection.
Q12: What types of arrangements might you need to make for a candidate with special needs?
For candidates that show their disability to their employee adjustments are made in the interview.
For candidates that can perform on the job than the interview, the scores of the interview
are not made strict but even less strictly.
TASK 2.2: CREATE ADVERTISEMENT
• Complete Task 2.2 using SITXHRM004 Recruit, Select and Induct Staff_AT1_Templates_V2.1
• Go to page 10 and use the Create Advertisement template to construct a job advertisement.
• Based on the Job Descriptions, Person Specifications and Key Selection Criteria developed in
Task 1, create a job advertisement for one of the positions.
• The amount and type of information provided and wording style used in the advertisement
must be appropriate for the selected advertising media and position advertised.
• All information provided and wording used in the advertisement must meet the requirements of
Equal Employment Opportunity (EEO) legislation.
• Advertisement should have all the relevant information, clear, free of grammatical and spelling
errors.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
TASK 3: SELECT STAFF
Task 3.1: QUESTION AND ANSWER
Q1: In addition to using an interview, list two selection methods you could apply to improve the
effectiveness of the selection process. Explain your response and give examples where
applicable.
Work based test- used for jobs that are well defined for processes and task. Example is a use of in
tray exercise.
Presentations- show casing to the panel what they can offer using props.
Q2: Why are behavioural questions considered effective when trying to select people according
to their attitude, aptitude and fit to the organisation’s culture?
They can bring out the hidden flaws of various candidates. They manifest to the panel that which
cannot be observed by use of natural sight.
Q3: Rewrite the following questions into behavioural questions.
• How would you deal with a customer who was very irate and becoming aggressive?
Give an account where you dealt with an irritative and aggressive person and the goal you
achieved.
• What do you think makes good customer service?
Describe a decision that you made that makes you a good customer service.
Q4: When is it appropriate for a company to use a group interview? Group interview is most
appropriate when we require soft skills. Such soft skills include team work, problem solving and
public communications.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Q5: List four common mistakes interviewers make when conducting a job interview.
1. Not reading their resume
2. Receiving them quietly
3. Dominating discussions.
4. Rushing the whole process up.
Q6: Other than face-to-face, what other mediums could be used to conduct an interview?
Email interviews.
Telephone interviews.
Q7: At what point in the selection process do you communicate your recommendations to
relevant colleagues or management?
After conducting interviews but have selected a preferred one. They therefore have a say in the
collection.
Q8: Before offering a job to a candidate, you need to verify certain information by conducting a
background check. What could be included in a background check?
Any possible criminal records.
Determined prospective of their previous employee.
Credit history and credit and license history,
Q9: Briefly outline the steps involved in making the final selection decision.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Step 1 – decision. Involving other stakeholders in the decision.
Step 2 – Reference checks. These are checks that confirm if you would rehire the person for
a second time.
Step 3 – Job offer. A draft letter of hiring the person should quickly be done.
Step 4 – hiring. Depends on the feedback received from the candidate in terms of
acceptance or denial.
Q10: There are two final candidates and you and your colleagues can’t agree on who to employ.
List three things you could do.
1. Employ them both after financial considerations.
2. Put them both under probation
3. Take a tie vote within the stakeholders.
Q11: How do you ensure your recruitment and selection methods abide by equal employment
opportunity? List five points.
1. Considering the disabled.
2. Providing equal platform for both
3. Ask similar questions
4. Offering the same treatment
5. Using the same panel interviews.
6. Using a conducive environment
Q12: Outline a common process an organisation could use in making a job offer to a candidate.
Writing an offer letter to the hired employee and a rejection letter to the un-hired employee.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Q13: What should be included in the employment offer letter?
Upon hiring a letter with description of the job, date of beginning, employment terms, salaries and
any benefits is drafted to the employee.
Q14: List six records of the recruitment and selection process that the organisation should keep?
1. Interview document
2. Hiring acceptance letter
3. Scores of the interview
4. Reference checks
5. Background checks
6. Signed contractual terms
TASK 3.2: PREPARE FOR SELECTION PROCESSES
You are preparing to conduct interviews for the advertised position. The interview panel will consist
of the HR recruitment assistant and a member of the Food and Beverage management team.
• Open SITXHRM004 Recruit, Select and Induct Staff_AT1_Templates_V2.1
• Using the Interview Questions template, prepare structured interview questions for the
chosen position.
• Your questions must be linked to the key selection criteria identified in Task 1.4.
• The questions should be written using a range of formats, such as behavioural, hypothetical,
open and closed.
TASK 4: PLAN AND ORGANISE INDUCTION PROGRAMS
Task 4.1: QUESTION AND ANSWER
Q1: Explain the benefits in having an induction program for the following.
A new employee: Improve employee morale, since they know what is expected of them.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
The organisation: Increased sense of belonging and acceptance to the
organization. Increased loyalty.
Q2: What are three questions you should consider when planning an induction program?
1. What should the employee know about the company?
2. What is expected of the new employee?
3. Is there anything unique that can be noted?
Q3: You are planning an induction process for five new employees who will begin work in your
department over the next fortnight. For ease of delivery, your company divides the induction
into three parts: the company, the department and the job.
Explain what could be included in the ‘Company’ part of the induction process.
The overall missions and goals of the company. The employees’ role in achieving the goal. What is
considered vital that makes one leave the company. The departments that make up the company.
Leadership roles in the company.
Explain what is included in the ‘Department’ part of the induction process.
Role of the department to the overall company. The importance of team work in the department.
Leadership roles in the department. How the department relates to other departments.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Explain what is included in the ‘Job’ part of the induction process.
Daily duties and responsibility. The job supervisor or whoever the employee answers to directly.
various decisions that are within their jurisdiction. How to relate to others within the same line of job.
Q4: Explain the role of these four key personnel that may be included in the induction process.
Human Resource Department:
Informs the employees of what is expected of them during the working period. What
neglection of duty might mean. Induct about what to do incase one needs a vacation or a holiday.
WHS Representative:
Induct the employees on the importance of abiding by ethical laws within the organizations.
Inform of any relevant laws. Informs of the importance of staying safe at work place.
Management:
Inform about the goals of the organization. Induct on stakeholders and leadership roles by different
individuals.
Other relevant employees
Departmental heads. Invites to the department and explain what each department is made
up of. The expectation of each department in relationship to the new roles. Introduction of
members.
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STRATHFIELD COLLEGE
Strathfield College Pty Ltd
CRICOS Code: 02736K National Code: 91223 ABN: 85168 435 667
Q5: What are five examples of documentation you give a new employee during the induction
program?
1. New starter form
2. Induction feedback form
3. Guidance notes
4. Induction policy form
5. Induction checklist form
6. Equipment receipt form
TASK 4.2: PREPARE AN INDUCTION PROGRAM
• Open SITXHRM004 Recruit, Select and Induct Staff_AT1_Templates_V2.1
• Use the Induction Program template.
• Prepare a staff induction plan for the position you chose to create the job advertisement
for.
• Ensure appropriate organisational, employment, workplace and job role information is
provided during the induction program.
• Ensure all legislative requirements are included in the induction program.
• Indicate what documentation must be provided to the new employees. Examples could
include mandatory information to meet legislative requirements and information to assist
in completion of their job roles.
SIT50416_Diploma of Hospitality Management
SITXHRM004 Recruit, Select and Induct Staff_AT1. Project. V2.1 Page 25 of 25