Recruit, select, and induct written questions

This assessment task requires students to answer a series of written questions on recruiting, selecting, and inducting staff. It is part of the SIT60316 Advanced Diploma of Hospitality Management qualification. Students must demonstrate their understanding and knowledge of the unit to be deemed competent.

STUDENT
KNOWLEDGE ASSESSMENT TASK
Student Version
Task Number AT 1 Task Name Recruit, select, and induct written questions
Section A - Assessment Information
Qualification
Unit(s) of competency
Pre/Co-requites
SIT60316 Advanced Diploma of Hospitality Management
SITXHRM004 - Recruit, Select and Induct staff
Nil.
Assessment duration and/or due
date
Assessor/Lecturer will provide students with the due dates and
hand in procedure at the commencement of this unit.
Student and Trainer/Assessor Details
Student ID
Student name
Contact number
Email address
Trainer/Assessor name
Assessment Submission Method
☐ By hand to trainer/assessor ☐ By email to
trainer/assessor
☐ Online submission via Learning
Management System (LMS)
SITXHRM004 Recruit select and induct staff
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STUDENT
Assessment Submission Method
Student Declaration
• I certify that the work submitted for this assessment is my own. I have clearly referenced any
sources used in my submission. I understand that a false declaration is a form of malpractice;
• I have kept a copy of this assessment and all relevant notes, attachments, and reference
material that I used in the production of the assessment;
• For the purposes of assessment, I give the trainer/assessor of this assessment the permission
to:
o Reproduce this assessment and provide a copy to another member of staff; and
o Take steps to authenticate the assessment, including communicating a copy of this
assessment to a checking service (which may retain a copy of the assessment on its
database for future plagiarism checking).
Student signature: ________________________________
Date: ____/_____/______________
Task instructions provided to student
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Assessment task description:
 This is the first (1) unit assessment task you have to successfully complete to be deemed
competent in this unit of competency.
 The written question comprised of twenty-seven (27) written questions
 You must respond to all questions and submit them to your trainer/assessor.
 You must answer all questions to the required level, e.g. provide the number of points, to be
deemed satisfactory in this task
 You will receive your feedback within two weeks - you will be notified by your trainer/assessor
when results are available.
Applicable conditions
 All knowledge tests are untimed and are conducted as open book tests (this means you are able to
refer to your textbook during the test).
 You must read and respond to all questions.
 You may handwrite/use computers to answer the questions.
 You must complete the task independently.
 No marks or grades are allocated for this assessment task. The outcome of the task will be
Satisfactory (S) or Not Satisfactory (NS).
 As you complete this assessment task you are predominately demonstrating your written skills and
knowledge to your trainer/assessor.
 The trainer/assessor may ask you relevant questions on this assessment task to ensure that this is
your own work.
Resubmissions and reattempts
 Where a student’s answers are deemed not satisfactory after the first attempt a resubmission
attempt will be allowed.
 Student may speak to their trainer/assessor if student have any difficulty in completing this task
and require reasonable adjustments (e.g. can be given as an oral assessment)
 For more information, please refer to LCBA assessment policy.
Location
 This assessment task may be completed in a classroom, learning management system - Engage,
workplace, or independent learning environment.
 Trainer/Assessor will provide student further information regarding the location for completing this
assessment task.
Instructions for answering written questions
 Complete a written assessment consisting of a series of questions.
 You will be required to correctly answer all the questions.
 Do not start answering questions without understanding what is required from you. Read the
questions carefully and critically analyse them for a few seconds, this will help you to identify what
is really needed.
 Your answers must demonstrate an understanding and application of relevant concepts, critical
thinking, and good writing skills.
 Be concise to the point and write answers according to the given word-limit to each question and
do not provide irrelevant information. Be careful, quantity is not quality.
 Be careful to use non-discriminatory language. The language used should not devalue, demean, or
exclude individuals or groups on the basis of attributes such as gender, disability, culture, race,
religion, sexual preference or age. Gender inclusive language should be used.
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 When you quote, paraphrase, summarise or copy information from the sources you are using to
write your answers/research your work, you must always acknowledge the source.
How trainer/assessor will assess the work
 This assessment task requires the student to answer all the questions.
 Answers must demonstrate the student’s understanding and knowledge of the unit.
 If all assessment tasks are deemed Satisfactory (S), then the unit outcome is Competent (C).
 If at least one of the assessment tasks is deemed Not Satisfactory (NS), then the unit outcome is
Not Competent (NC).
 Once all assessment tasks allocated to this unit of competency have been undertaken,
trainer/assessor will complete the assessment outcome in Engage. The outcome will be either
Competent (C) or Not Competent (NC).
Purpose of the assessment
This assessment task is designed to evaluate student’s knowledge essential to recruitment process in
a range of contexts and industry settings and knowledge regarding to the following:
 Knowledge to recognise the recruitment needs based on monitoring of service and efficiency levels
in the organisation.
 Knowledge to consult on staffing needs and job descriptions with colleagues.
 Knowledge to obtain approval for requirement according to organisational policies.
 Knowledge to develop clear and concise selection criteria using job description.
 Knowledge to ensure selection criteria incorporates customer service attitude and experience to
ensure a fit to the position.
 Knowledge to choose and organise selection processes and create and disseminate
advertisements for position.
 Knowledge to process the applications of applicants, review against the selection criteria and
choose applicants further for interview.
 Knowledge to inform unsuccessful applicants of decision and provide other recruitment information
using appropriate media within reasonable timeframes.
 Knowledge to identify any special needs and make necessary arrangement for those progressing.
 Knowledge to document and file records and decision for recruitment based on organisational
policy.
 Knowledge to use merit-based selection criteria adherence to equal employment opportunity
principles and law.
 Knowledge to participate in selection process and evaluate applicants for customer service attitude
and experience to ensure a fit to the position.
 Knowledge to select people based on their attitude, aptitude and fit to existing organisational
culture.
 Knowledge to communicate selection recommendations to appropriate colleagues.
 Knowledge to make employment offers according to procedures and suggest on employment
details to new employees.
 Knowledge to create and maintain accurate, clear and complete records of the selection process.
 Knowledge to plan content and format of induction programs with appropriate information to reflect
organisational objectives and policies.
 Knowledge to liaise with operational colleagues to ensure induction programs are implemented in
a manner that minimises operational disruption.
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STUDENT
 Reading skills to collect, review, interpret/understand and analyse/review text-based business
information from a range/number of sources.
 Written and oral/speech communication knowledge to organise and deliver information to
effectively communicate recruitment processes to a range of stakeholders/interested people.
 Numeracy/numbers- mathematical knowledge to interpret/understand mathematical data.
 Problem solving knowledge to identify deficiencies in the workplace and resolve by appropriate
means.
 Knowledge of teamwork to coordinate, consult with team members about needs and solutions.
 Knowledge to analyse relevant/appropriate information to identify scope/range of work, goals and
objectives and to evaluate/review options/other choices.
 Knowledge to use familiar/known digital technology to access/get to information, document
findings/results and communicate them to stakeholders.
Conditions for assessment
Unit purpose
This unit describes the performance outcomes, skills and knowledge required to coordinate the
recruitment, selection and induction of new staff members within the framework of existing human
resource policies and procedures. It requires the ability to identify recruitment needs, develop selection
criteria, process and evaluate applications, select people according to their attitude, aptitude and fit to
the position and coordinate induction programs.
The unit applies to senior personnel who operate independently or with limited guidance from others,
including dedicated specialist staff or operational or senior managers.
It applies to all tourism, travel, hospitality and event sectors.
No occupational licensing, certification or specific legislative requirements apply to this unit at the time
of publication. What the student can expect to learn by studying this unit of competency:
• Identify recruitment needs
• Administer recruitment
• Select staff
• Plan and organise induction programs
Submission instruction
Trainer/assessor must confirm the assessment submission details for each assessment task.
Academic integrity, plagiarism and collusion
Academic Integrity
Academic Integrity is about the honest presentation of your academic work. It means acknowledging
the work of others while developing your own insights, knowledge and ideas.
As a student, you are required to:
• Undertake studies and research responsibly and with honesty and integrity
• Ensure that academic work is in no way falsified
• Seek permission to use the work of others, where required
• Acknowledge the work of others appropriately
• Take reasonable steps to ensure other students cannot copy or misuse your work.
Plagiarism
Plagiarism means to take and use another person's ideas and or manner of expressing them and to
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STUDENT
pass them off as your own by failing to give appropriate acknowledgement. This includes material
sourced from the internet, LCBA staff, other students, and from published and unpublished work.
Plagiarism occurs when you fail to acknowledge that the ideas or work of others are being used, which
includes:
• Paraphrasing and presenting work or ideas without a reference
• Copying work either in whole or in part
• Presenting designs, codes or images as your own work
• Using phrases and passages verbatim without quotation marks or referencing the author or
web page
• Reproducing lecture notes without proper acknowledgement
Collusion
Collusion means unauthorised collaboration on assessable work (written, oral or practical) with other
people. This occurs when a student presents group work as their own or as the work of someone else.
Collusion may be with another LCBA student or with individuals or students external to the LCBA. This
applies to work assessed by any educational and training body in Australia.
Collusion occurs when you work without the authorisation of the teaching staff to:
• Work with one or more people to prepare and produce work
• Allow others to copy your work or share your answer to an assessment task
• Allow someone else to write or edit your work (without LCBA’s approval)
• Write or edit work for another student
• Offer to complete work or seek payment for completing academic work for other students.
Both collusion and plagiarism can occur in group work. For examples of plagiarism, collusion and
academic misconduct in group work please refer to the LCBA’s policy on Academic integrity,
plagiarism and collusion.
Plagiarism and collusion constitute cheating. Disciplinary action will be taken against students who
engage in plagiarism and collusion as outlined in LCBA’s policy. Proven involvement in plagiarism or
collusion may be recorded on the student’s academic file and could lead to disciplinary action.
Unit outcome
• This unit is not graded, and the student must complete and submit all requirements for the
assessment task for this unit of competency to be deemed competent.
• Students will receive a 'satisfactorily completed' (S) or 'not satisfactorily completed (NS) result
for each individual assessment task.
• Final unit result will be recorded as competency achieved/competent (C) or not competency
achieved (NC).
Foundation skills
The foundation skills describe those required skills (learning, oral communication, reading, writing,
numeracy, digital technology and employment skills) that are essential to performance. Foundation
skills essential to performance are explicit in the performance criteria of this unit of competency.
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Relevant legislation
• Australian Human Rights Commission Act 1986
• Age Discrimination Act 2004
• Disability Discrimination Act 1992
• Racial Discrimination Act 1975
• Sex Discrimination Act 1984
• Code of ethics and codes of conduct
• Ethical Principles in the Workplace
• Codes of practice
• The Privacy Act 1988 (Privacy Act) and Australian Privacy Principles (APPs)
• Occupational Health and Safety Act 2004
• Work Health and Safety Act 2011
Principles of assessment
All assessment tasks 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, flexible, reliable and
consistent. The rules of evidence state that evidence must be sufficient, valid, current and authentic.
AQF level
AQF levels and the AQF levels criteria are an indication of the relative complexity and/or depth of
achievement and the autonomy required to demonstrate that achievement.
All assessment tasks must ensure compliance with the requirements of AQF level and the AQF level
criteria. For more information, please visit http://www.aqf.edu.au/
For further information about this unit go to https://training.gov.au/Training/Details/SITXHRM004
Additional Information
 This information will be managed by the provisions of the Privacy Act and the Freedom of
Information Act.
 Students are required to satisfactorily complete and submit all assessment tasks that contribute to
the assessment for this unit.
 Student will be provided with one more attempt to complete this unit assessment, if
trainer/assessor deemed them not satisfactorily completed (NS) in any unit assessment tasks.
 Unit Pre-assessment checks will be reviewed by the trainer/assessor to ensure the student is
ready for the assessment.
 Feedback regarding this assessment can be emailed or forwarded to LCBA for continuously
improving our assessment and student resources.
Feedback to student
Feedback on students’ assessment performance is a vital element in their learning. Its purpose is to
justify to students how their competency was assessed, as well as to identify and reward specific
qualities in their work, to recommend aspects needing improvement, and to guide students on what
steps to take.
Feedback defines for students what their trainer/assessor thinks is important for a topic or a subject. At
its best, feedback should:
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• Be provided for each assessment task
• Guide students to adapt and adjust their learning strategies
• Guide trainers/assessors to adapt and adjust teaching to accommodate students’ learning needs
• Be a pivotal feature of learning and assessment design, not an add-on ritual
• Focus on course and unit learning outcomes
• Guide students to become independent and self-reflective learners and their own critics
• Acknowledge the developmental nature of learning.
Check with your trainer/assessor if you have any questions about feedback.
Unit pre-assessment check
Purpose of pre-assessment of check.
The pre-assessment check helps students determine if they are ready for assessment. The list of
checks below should be reviewed before the student attempts the assessment. If any items in the pre
assessment checks are incomplete or not clear to the student, the trainer/assessor must provide
relevant information to the student to ensure they understand the requirements of the assessment
task. The student must ensure they are ready for the assessment task before undertaking it.
Information for students:
• Please make sure you have completed the necessary prior learning before attempting this
assessment.
• Please make sure your trainer/assessor clearly explained the assessment process and tasks to be
completed.
• Please make sure you understand what evidence is required to be collected and how.
• Please make sure you know your rights and the complaints and appeal process.
• Please make sure you discuss any special needs or reasonable adjustments to be considered
during the assessment (refer to the Reasonable Adjustments Strategy Matrix and negotiate these
with your trainer/assessor).
• Please make sure that you have access to a computer and the internet (if you prefer to type the
answers).
• Please make sure that you have all the required resources needed to complete this assessment
task.
• Due date of this assessment task is according to your timetable.
• In exceptional (compelling and compassionate) circumstances, an extension to submit an
assessment can be granted by the trainer/assessor.
• Evidence of the compelling and compassionate circumstances must be provided together with your
request for an extension to submit your assessment work.
• Request for an extension to submit your assessment work must be made before the due date.
Reasonable adjustments
• Students with carer responsibilities, cultural or religious obligations, English as an additional
language, disability etc. can request for reasonable adjustments.
• Please note, academic standards of the unit/course will not be lowered to accommodate the needs
of any student, but there is a requirement to be flexible about the way in which it is delivered or
assessed.
• The Disability Standards for Education requires institutions to take reasonable steps to enable the
student with a disability to participate in education on the same basis as a student without a
disability.
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• Trainer/Assessor must complete the section below “Reasonable Adjustment Strategies Matrix” to
ensure the explanation and correct strategy have been recorded and implemented.
• Trainer/Assessor must notify the administration/compliance and quality assurance department for
any reasonable adjustments made.
• All evidence and supplementary documentation must be submitted with the assessment to LCBA.
Possible Reasonable Adjustment Strategies Matrix
Category Possible Issue Possible Reasonable Adjustment Strategy
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Possible Reasonable Adjustment Strategies Matrix
 LLN  Speaking
 Reading
 Writing
 Confidence
 Verbal assessment
 Presentations
 Demonstration of a skill
 Use of diagrams
 Use of supporting documents such as wordlists
 Non-
English
Speaking
Background
 Speaking
 Reading
 Writing
 Cultural
background
 Confidence
 Discuss with the student and supervisor (if applicable) whether
language, literacy and numeracy are likely to impact on the
assessment process
 Use methods that do not require a higher level of language or
literacy than is required to perform the job role
 Use short sentences that do not contain large amounts of
information
 Clarify information by rephrasing, confirm understanding
 Read any printed information to the student
 Use graphics, pictures and colour coding instead of, or to
support, text
 Offer to write down, or have someone else write, oral responses
given by the student
 Ensure that the time available to complete the assessment,
while meeting enterprise requirements, takes account of the
student’s needs

Indigenous
 Knowledge and
understanding
 Flexibility
 Services
 Inappropriate
training and
assessment
 Culturally appropriate training
 Explore understanding of concepts and practical application
through oral assessment
 Flexible delivery
 Using group rather than individual assessments
 Assessment through completion of practical tasks in the field
after demonstration of skills and knowledge.
 Age  Educational
background
 Limited study
skills
 Make sure font size is not too small
 Trainer/Assessor should refer to the student’s experience
 Ensure that the time available to complete the assessment
takes account of the student’s needs
 Provision of information or course materials in accessible
format.
 Changes in teaching practices, e.g. wearing an FM microphone
to enable a student to hear lectures
 Supply of specialised equipment or services, e.g. a note-taker
for a student who cannot write
 Changes in lecture schedules and arrangements, e.g. relocating
classes to an accessible venue
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Possible Reasonable Adjustment Strategies Matrix
 Changes to course design, e.g. substituting an assessment task
 Modifications to physical environment, e.g. installing lever taps,
building ramps, installing a lift

Educational
background
 Reading
 Writing
 Numeracy
 Limited study
skills and/or learning
strategies
 Discuss with the Student previous learning experience
 Ensure learning and assessment methods meet the student’s
individual need
 Disability  Speaking
 Reading
 Writing
 Numeracy
 Limited study
skills and/or learning
strategies
 Identify the issues
 Create a climate of support
 Ensure access to support that the student has agreed to
 Appropriately structure the assessment
 Provide information or course materials in accessible format,
e.g. a text book in braille
 Changes in teaching practices, e.g. wearing an FM microphone
to enable a student to hear lectures
 Supply of specialised equipment or services, e.g. a note taker
for a student who cannot write
 Changes in lecture schedules and arrangements, e.g. relocating
classes to an accessible venue
 Changes to course design, e.g. substituting an assessment task
 Modifications to physical environment, e.g. installing lever taps,
building ramps, installing a lift
Equipment/resources students must supply: Equipment/resources to be provided by the RTO
or the workplace:
 Computer
 Internet
 Recruit, select and induct theory notes
 Assessment tasks
 Access to other learning materials such as
Hillscape resort case study and HR manual
 Access to a computer, the Internet and word-
processing system such as MS Word.
 Business related environment area, this can
be:
o Real industry workplace
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o Simulated industry environment
 Codes of practice and standards issued by
government regulators or industry groups
Section B: Questions
Provide your responses in the boxes below each question
Q1: Explain the following forms of employment and what recruitment needs
based on monitoring of service and efficiency levels in the organisation
would make employers choose the different forms. Write your answer in
50-100 words for each.
 Full time employment
 Part-time employment
Satisfactory
response
☐ No ☐
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 Temporary employment
 Casual employment
 Contract employment
 Volunteer
Q2: Explain why it is important to consult with stakeholders regarding staffing
needs and job descriptions. Write your answer in 50-100 words. List any
three (3) persons or departments in a business with whom consultation
can be made.
Satisfactory
response
Yes ☐ No ☐
Q3: Most businesses have an organisational recruitment policy. Give an
example of what the process for obtaining approval for recruitment can
look like.
Answer in 50 – 100 words.
Satisfactory
response
Yes ☐ No ☐
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Q4: Explain the relationship between a job description and a selection criterion
in 25 – 50 words. List any five (5) ways on using a job description to
develop a clear and concise selection criterion.
Satisfactory
response
Yes ☐ No ☐
Q5: Describe any three (3) selection criteria that incorporate customer service
attitude and experience to ensure the best fit for the position. Answer in 25
– 50 words for each.
Satisfactory
response
Yes ☐ No ☐
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Q6: Explain how the following selection process and employment checks are
used for the recruitment and selection of a candidate in 20-50 words for
each:
 Police Checks
 Reference Checks
 Working with children Checks
 Qualifications Checks
 Evaluation of portfolios
 Exchange of written information
 Presentation to a selection committee
 Skills tests
Satisfactory
response
Yes ☐ No ☐
Q7: Explain the following Interview process used during the selection of a
candidate using 20-40 words for each.
 By human resource specialists, department managers or selection
committees
 Face-to-face
 Teleconference
 Telephone
 Videoconference
Satisfactory
response
Yes ☐ No ☐
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Q8: List any nine (9) types of information that should be part of an
advertisement and which need to be considered while developing and
disseminating advertisements for positions.
Satisfactory
response
Yes ☐ No ☐
Q9: Explain in steps what the process of reviewing applications and the choice
of applicants to progress to interview can look like. Write your answer in
50-100 words.
Satisfactory
response
Yes ☐ No ☐
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Q10: Describe ways to inform unsuccessful applicants about the decisions and
provide other recruitment information in appropriate media within
reasonable timeframes. Explain in 50-100 words.
Satisfactory
response
Yes ☐ No ☐
Q11: Why is it important to establish any special needs and make necessary
arrangements for candidates progressing for hiring? Explain the process
in 50 – 100 words.
Satisfactory
response
Yes ☐ No ☐
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Q12: Explain the following special arrangements that may be required for an
organisation when conducting the selection procedures. Answer in 20-40
words for each.
a. Parking access
b. Security clearance access
c. Assistive technology
d. Electronic presentation media
e. Interpreters
f. Special interview techniques for those with disabilities
g. Teleconference
h. Videoconference
i. Visual information and diagrams instead of written material
Satisfactory
response
Yes ☐ No ☐
Q13: Explain why the following records are usually required for the recruitment
and selection process: Answer in 30-50 words for each.
a. Administrative documents
b. Interview schedules
c. Interviewer details
d. Selection panel comments, score sheets and recommendations
e. Record of interview
Satisfactory
response
Yes ☐ No ☐
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Q14: Explain any six (6) key elements of the Equal Employment Opportunity
(EEO) employment laws and how they must be implemented in recruitment
and selection processes? Explain in 30-50 words for each.
Satisfactory
response
Yes ☐ No ☐
Q15: Explain the importance of using a selection criterion as the basis for
selection, ensuring merit-based selection and adherence to equal
employment opportunity principles. Explain in 50-100 words.
Satisfactory
response
Yes ☐ No ☐
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Q16: As a hiring manager, what are the benefits of participating in the selection
process and evaluating applicants for customer service attitude and
experience? Write your answer in 50-100 words.
Satisfactory
response
Yes ☐ No ☐
One of the most important benefits of participant in hiring selection process and evaluating applicants
for HR manager of Hillscape Resort is finding better option from the pool of applicants which can fit
with the organization culture (Swider, Zimmerman and Barrick, 2015). Another important benefit of
participant is reducing the changes of biasedness with in the recruitment process so that deserving
applicant may get selected. In addition to this, HR manager is able to make advance retention plan for
the particular applicant on the base of their skills and career growth expectations.
Q17: How can attitude and aptitude tests of candidates help to select a
candidate fit for the existing organisational culture? Explain 100-150
words.
Satisfactory
response
Yes ☐ No ☐
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Aptitude test of candidates helps the management of the Hillscape Resort to find analyse the applicant
on the base of their problem solving skills, reasoning and logical skills which are important for growth
and development of the organization in this competitive business world (Swaminathan, Schellenberg and
Khalil,2017). In addition to this, attitude test of candidate helps the management in finding the real
approach of the candidate towards their work and life. Attitude is directly connected the behaviour of
the candidate which can influence the performance of the candidate.
Q18: List any seven (7) points that should be included while communicating
selection recommendation for any candidate to appropriate colleagues
Satisfactory
response
Yes ☐ No ☐
First important point which communicating selection recommendation process to colleagues in
Hillscape Resort is finding right competency. Second point must focus on capability of the applicant.
Third point must be the exploring the compatibility of the candidate. Fourth point must be commitment
because it helps in exploring whether person is dedicated towards their work or not. Fifth point must be
positive attitude towards life as well as work. Sixth point must be cultural fit for the organization
whether person will be able to work in particular culture or not. Seventh point must be compensation,
whether candidate is agree to accept market based compensation or demanding high on the base of their
skills.
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STUDENT
Q19: Explain the steps to make an employment offer and advise the new
employee about employment details according to organisational policy.
Explain the process in 100-150 words.
Satisfactory
response
Yes ☐ No ☐
Step which are important to make an employment offer in Hillscape Resort are:
First is identifying hiring need of the post in terms of filling new position or creating new job post.
Second step is including all the people associated with the process in the form of strategy formation,
communication channels, screening, interview and so on. Third step is generating job description
according to the requirement of the post. Fourth step is promoting job in order to generate pool of
applicants. Fifth step is retirement process in which person will be selected on the base of their skills,
knowledge and capability. Six step is offer of employment on the base of market base compensation
along with rule and regulation followed in Hillscape Resort.
Q20: Explain the importance of creating and maintaining accurate, clear and
complete records of the selection process. List any ten (10) records that
are maintained during the process. Explain in 50-100 words.
Satisfactory
response
Yes ☐ No ☐
Creating and maintaining accurate record helps the organization in storing all the important information
of the candidate which can be helpful to the organization at the time of any misconduct related to rules
and regulations. In addition, it helps the organization to keep them to develop networking in the form of
employment which is helpful while search for further candidates. Ten record maintained during
process are personal information, emergency contact number, bank account details, competency
records, before employer records, health record, qualification record, area of speciality, character
record from previous company and legal documents.
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STUDENT
Q21a: Explain why the following content needs to be part of an induction
program plan for new employee according to organisational objectives
and policies.
Explain in 30-50 words for each.
• Conditions of employment
• Contact details for various departments or colleagues
• Current organisational focus or initiatives
• Employee:
 Benefits
 Responsibilities
 Rights
• Enterprise:
 Culture
 Goals
 Objectives
 Responsibilities
 Vision
• Key organisational policies and procedures
• Industrial arrangements for the organisation
Satisfactory
response
Yes ☐ No ☐
These following content must be included in the induction program because these contents help in
making the candidate aware about the working culture, mode of contacting other department, benefits
associated with the employment in this organization. In addition this content will help in offering clear
vision to the person in terms of organization objective and personal objective. Having a clear vision will
helps the candidate to avoid can kind of possible conflicts with the management as well as other
candidates working in the same organization. It also makes the candidate responsible towards their
job roles and develops their personal objective for their growth career. In addition organization will
create a SOP which will guide candidate about organizational procedures and ethics rules.
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STUDENT
Q21b: Explain in 20-30 words for each.
• Orientation of:
 Departmental locations and equipment
 Staff amenities
 Off-site operations
 Whole of business premises
• Organisational charts
• Payroll information:
 Awards and applicable pay rates
 Superannuation
 Wage payments
• Policies and procedures specific to the job role
• Work health and safety information.
Satisfactory
response
Yes ☐ No ☐
Organization chart of Hillscape Resort- The top position in this organization is being occupied with vice
president, then general manager of finance, hospitality and food and beverage department. Then
comes manager and then executives’ tem members. All the department are centrally controlled with
the help of advance technology and instruments. In addition to this, staffs are offered food and living
facilities. This hotel offers their business service on international market. Awards are given in the form
of pay, free tour and medical insurance. Wages are provided on hourly based and all the policies and
procedures are customer centric. Resort follow ISO 45001as safety and injury protection. It will take
care of both visitors ads well as employee on the base of safety within the restaurant.
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STUDENT
Q22: List any five (5) ways to liaise with operational colleagues to ensure
induction programs are implemented with minimum operational
disruptions.
Satisfactory
response
Yes ☐ No ☐
Five ways to liaise with operational colleague to ensure induction programs are keep the induction
program very simple for better understanding. Introduce culture aspects in the induction program to
offer clarity about working pattern. Try to avoid ending the induction program in first day in order to
make employee aware of every single rules which can offer long term benefit. In addition to this, the
induction program must be personalized in order to provide insight to the particular person. A proper
plan must be included in the induction program in order to offer effectiveness to the induction program.
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STUDENT
Q23: Explain any four (4) best practices for effective recruitment and selection
practices that can be followed in an organisation. Answer in 30-50 words
for each.
Satisfactory
response
Yes ☐ No ☐
One of the best practice is decide beforehand, in this recruiter must be aware about the
skills and competency of the applicant. This will help in saving lot of time and effort for
the recruiter. Another best practice is awareness about selection criteria, in this recruiter
must draft some criteria on the base of which they will analyze the candidate. This will
help in distinguish one applicant from other applicant. Another best practice is make use
of software, in this list of criterion is mentioned in the data base on the base of which the
applicant are being short listed. Another best practice is interview, in this recruiter meet
face to face with applicant which helps them to explore the applicant more. In this
organization, interview process may fit best for recruitment and selection because in
future the candidate has to interact with the customer.
Q24: Provide information on each of the following:
• List any five (5) effective advertising media
• Explain five (5) features of an effective recruitment advertisement. (100-
Satisfactory
response
Yes ☐ No ☐
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STUDENT
150 words)
• Explain the role of the recruitment agencies. (30-50 words)
• Methods of linking interview questions to selection criteria (30-50 words)
Five effective advertising medias are print advertising, broadcast advertising, digital
advertising, outdoor advertising and direct mail.
Five features of an effective recruitment advertisement are it must be able to target the
right audience as per the requirement. Another feature is that it must display the job
description of the post in order to avoid any confusion. Another feature is that it must be
able to grab the reader’s attention towards the job. Another feature is that it must be able
to offer information relaed to the package associated with the job.
Role of recruitment agencies is to explore the best suitable candidate from the pool of
candidate and then linked them with the requirement of the organization through
interview process. It acts as outsourcing agent for the organization for recruitment and
selection process.
In this method, questions are linked with the work and cultural pattern of the applicant in
order to understand their previous performance in terms of examples or skill testing.
Q25: Explain what a Modern Award is in 30-50 words and list seven (7) elements
of applicable awards based on Modern Awards.
Satisfactory
response
Yes ☐ No ☐
Modern award is considered as the document which is linked with the set of minimum terms and
conditions related to the employment on the base of National employment standards. Modern awards
were established in 2010 in the form of offering entities just like pay. Seven elements of applicable
awards on modern awards are pay, working hours, allowances, overtime, breaks, penalty rates and
rosters.
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STUDENT
Q26: Explain the roles and responsibilities of the following personnel in the
recruitment and induction processes who are part of interview panels in
30-50 words for each.
• Hiring Manager
• Human resource Manager
• Team member
• Subject matter expert
Satisfactory
response
Yes ☐ No ☐
Hiring Manager- Recognize the current need of the vacant position and draw role and responsibilities for hiring
manager.
Human resource Manager- Create the recruitment flow chart for the team in terms of selection criteria, benefits,
compensations and job description
Team member- follows the guidelines and polices which are being formed by the human resource
manager in the process.
Subject matter- Formulate the subject areas on which interview process will be based in order to bring
effectiveness.
Q27: Explain the following related to the content of recruitment and human
resource policies in 30-50 lines for each:
• Approval processes for advertised salaries and recruitment of new
personnel
• Nature and content of job advertisements and communications with
applicants
• Required skills profile of potential employees for particular jobs
Satisfactory
response
Yes ☐ No ☐
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STUDENT
• Timing and nature of induction programs
• Use of government-subsidised traineeships and apprenticeships
In case of advertised salaries no approval will be made on the base of classification and
compensation department.
Nature and content act as the back bone of the recruitment process because it generated
awareness about the job description in the target audience so that they can match their
skill set with the job profile.
Skills profile of employees helps in building better understand about the capability of the
employee so that organization selection time can be saved.
Timing and nature of induction program will be based on the amount of hiring and quality
associated with the process along with number of vacant position in the organization.
Government –subsidized traineeships and apprenticeship helps in generating new skills in
new generate in order to improvement their future in terms of growth and development.
This will benefit both individual as well as organization in terms of sustainability.
Student and Trainer/Assessor Details
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STUDENT
Student Declaration  I declare that the answers I have provided are my own work. Where I have
accessed information from other sources, I have provided references and
or links to my sources.
 I have kept a copy of all relevant notes and reference material that I used
as part of my submission.
 I have provided references for all sources where the information is not my
own. I understand the consequences of falsifying documentation and
plagiarism. I understand how the assessment is structured. I accept that all
work I submit must be verifiable as my own.
 I understand that if I disagree with the assessment outcome, I can appeal
the assessment process, and either re-submit additional evidence
undertake gap training and or have my submission re-assessed.
 All appeal options have been explained to me.
Student Signature
Date
Trainer/Assessor
Name
Trainer/Assessor
Declaration I hold:
 Vocational competencies at least to the level being delivered
 Current relevant industry skills
 Current knowledge and skills in VET, and undertake
 Ongoing professional development in VET
I declare that I have conducted an assessment of this candidate’s submission.
The assessment tasks were deemed current, sufficient, valid and reliable. I
declare that I have conducted a fair, valid, reliable, and flexible assessment. I
have provided feedback to the above-named candidate.
Trainer/Assessor
Signature
Date
Office Use Only Outcome of Assessment has been entered onto Engage - Learning
Management System on _________________ (insert date)
by (insert Name) __________________________________
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STUDENT
References
Swider, B.W., Zimmerman, R.D. and Barrick, M.R. (2015) Searching for the right fit: Development of applicant
person-organization fit perceptions during the recruitment process. Journal of Applied Psychology, 100(3), p.880.
Swaminathan, S., Schellenberg, E.G. and Khalil, S. (2017) Revisiting the association between music lessons and
intelligence: Training effects or music aptitude?. Intelligence, 62, pp.119-124.
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